PRIORITY 3: The Research Environment
Objective
Actions and outputs
Timeframe
Person(s) responsible
Success measure
3.1
Improve awareness of impact with early career and mid-career academics and ensure there is adequate support in place for FA7 and FA8 academics to engage in impact. Rationale: None of the WBS published impact cases that were submitted for REF2021 had a female lead author. There is a lack of diversity (gender and ethnicity) in leadership of impact cases.
Introduce Impact Communities to provide support and development opportunities for ECR. Encourage engagement in the process of impact. Increase effectiveness of support provided to academics to develop their networks and apply for grants Review academic processes, including induction, to look at how we can increase understanding and awareness of impact. Ensure that the number of female REL and REL Associates reflects the composition of R&T faculty. Recruit and develop female research leaders who are internationally renowned.
Launch December 2023, review annually
Pro-Dean (Research, Engagement & Impact), Senior Assistant Registrar (Research) Pro-Dean (Research, Engagement & Impact), Senior Assistant Registrar (Research) Pro-Dean (Research, Engagement & Impact), Pro-Dean (Faculty), HR Pro-Dean (Research, Engagement & Impact), Senior Assistant Registrar (Research)
40% of live impact cases will involve a female academic. At least one WBS impact case with a female lead submitted for REF2028. An increase in female academics applying for PI grant income. An increase in the number of successfully awarded large grants to female academics. Increase in FA7 and FA8 academics engaging in impact.
September 2024 onwards
September 2027
3.2
Work to improve the gender balance of our Research Leadership.
July 2024 with annual review
% of REL and REL associates mirrors R&T faculty composition by 2028.
Rationale: There is current only one female Research Environment Leads.
2028 and beyond
Dean, Pro-Dean (Faculty)
Increase in the number of female R&T academics.
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