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Building an inclusive community

Diversity, equality and inclusion policies

Promoting diversity, equality, and inclusion (DEI) are top priorities for hiring institutions. Major recruiters in the UK are committed to diversifying their workforce with innovative retention and recruitment policies.

Across all work sectors, research tells us that diversity enhances creativity, as well as increases the retention rates for top talent. Recruiters know that diversity and inclusion are the drivers of cutting-edge research, unlocking innovative thinking and problem-solving abilities.

We encourage you to look closely at the current DEI policies and initiatives in your chosen field. Learn about the commitments and values of recruiters you are interested in by searching their websites for specific accreditations and collaborations in support of diversity.

For example:

• Are they part of Stonewall Diversity Champions?
• Are they a Disability Confident Committed Employer? 
• Are they partnering with SEO London and Rare Recruitment?
• Do they sponsor staff networks? 

Watch this UoN video on Why does EDI matter?

Meeting career challenges

Career services play an important role in addressing the real challenges faced by women and ethnic minority research staff on the academic pathway.

Women

Women have made huge strides in many fields, making up 41% of active researchers in the world. And yet there are still many ways that women experience disparity, discrimination, and inequality. Being a woman in academia means you may face more challenges than men, such as expectations for more student contact hours.

Watch this video Being a woman in academia from Cambridge University Press

In a poll by the Trade Union Congress (TUC), 58% of women say they have experienced experienced sexual harassment, bullying or verbal abuse at work. The 2010 UK Equality Act makes is unlawful to directly or indirectly discriminate, harass or victimise based on a person’s sex or gender. If you experience harassment or mistreatment in your research role, report it to your supervisor or Human Resources.

Time management is another personal barrier for women researchers at the early stages of their careers, especially concerning grant writing and publications. Women struggle with balancing motherhood or caring responsibilities for a spouse or extended family with an academic career.

Read this blog: Balancing motherhood and academia

Researcher Academy - Training and Development Hub

Black, Asian and ethic minorities

Underrepresented researchers are more likely to struggle with a sense belonging and feeling valued. Minority women are most likely to struggle with imposter syndrome and there are few visible role models.

Research shows that BAME staff experience subtle forms of bias, such as microaggressions, and at times discriminatory treatment.

Read this article I'm a Black scientist, tired of facing racism and exclusion from academia

Support networks

One of the biggest challenges is finding ways to build a supportive network, for example through a staff network.

Staff networks are a great way to make friends, share resources, and get ideas on strategies to advance your career. About one third of early career researchers are the first generation in their families to earn a doctoral degree. Unlike their colleagues, they must learn how to navigate the “hidden” cultural norms in academia.

You may feel isolated in your current position, so consider joining one of the UoN staff networks. These are groups of like-minded individuals, communities of shared purposes and similar interests.

Mentors

Finding a mentor is another excellent way to better navigate the academic terrain with individualised support and advice.

Research indicates that women academics paired with mentors are more likely to publish and secure external funding. The UoN Leadership and Management Academy (LMA) has a mentoring scheme available to all staff.

Also look into your professional association for mentoring opportunities for early careers researchers. Below are more organisations with schemes for advancing women’s success in academic research.

• The British Academy
• The Royal Society
• RCVS Knowledge
• The Athena Swan Project
• Black British Academics
• Wellbeing of Women

Explore more

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