The researcher concordat was published in September 2019, replacing the previous the previous Concordat to support the career development of researchers 2008. Its publication followed a sector-wide consultation and review comprising multiple stakeholders, including HEIs, funders and researchers themselves.
Brunel University London became a signatory of the new concordat in October 2019.
The revised Concordat outlines a set of obligations relating to three core principles – (1) Environment and culture, (2) Employment and (3) Professional and career development. Central to all three areas are issues of equality, diversity and inclusion (EDI), with obligations outlined for four main stakeholder groups – institutions, funders, managers of researchers, and the researchers themselves.
Concordat 2019 – Principles
Environment and culture
A supportive and inclusive research culture
Recognises that a proactive and collaborative approach is required between all stakeholders, to create and develop positive environments and cultures in which all researchers can flourish and achieve their full potential.
Conditions of recruitment, employment and management that recognise and value researchers’ contributions
Recognises the importance of fair, transparent and merit-based recruitment, progression and promotion, effective performance management, and a good work-life balance.
Professional and career development
Professional and career development that enables researchers to develop their full potential
Recognises the importance of continuous professional and career development, particularly as researchers pursue a wide range of careers.
Obligations specified for:
Institutions / Funders / Managers / Researchers
A full copy of the Concordat (2019) can be found here.
At Brunel University London, we are committed to continually making improvements for researchers, and to delivering the principles of the researcher Concordat. Our current Concordat (2022-2024) Action plan includes:
- Portfolio 10 – a portfolio of development opportunities aimed at encouraging researchers to ‘take 10’ - engage with at least 10 protected days (pro rata) of professional development each year;
- Encouragement for researchers to access CPD and a broad range of skills development opportunities, including leadership training;
- An increased emphasis and guidance on planning for a broad range of careers (beyond academia, including industry and enterprise);
- Enhanced clarity around processes and procedures that impact on the experience of doing research – to ensure inclusive and positive practices at all levels.