The Researcher Development Concordat was published in September 2019 (a revised version of the original Concordat from 2008) to drive forward systemic change and improve the research environment and opportunities for the development of researchers. Brunel became a signatory in the same year.
The 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; researchers, managers of researchers, institutions, and funders.
Concordat 2019 – Principles
|
|
Environment and Culture
Excellent research requires a supportive and inclusive research culture
Healthy working environments attract and develop a more diverse workforce, impact positively on individual and institutional performance, and enhance staff engagement.
This Principle 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.
|
|
Employment
Researchers are recruited, employed and managed under conditions that recognise and value their contributions
Provision of good employment conditions for researchers has positive impacts on researcher wellbeing, the attractiveness of research careers, and research excellence.
This Principle recognises the importance of fair, transparent and merit-based recruitment, progression and promotion, effective performance management, and a good work-life balance. All stakeholders need to address long-standing challenges around insecruity of employment and career progression, ensuring equality of experience and opportunity, irrespective of background, contract type and personal circumstances.
|
|
Professional and Career Development
Professional and career development are integral to enabling researchers to develop their full potential
Researchers must be equipped and supported to be adaptable and flexible in an increasingly diverse global research environment and employment market.
This Principle 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
|
Read a full copy of the Concordat.
At Brunel, we are committed to continually making improvements for research staff and researchers, and to delivering the principles of the Concordat. Our current Concordat (2024-2027) Action plan includes:
- A new Postdoc and Research Fellows Network to create a collective voice for research staff across Brunel and support them in their time here, act as a social hub, and enable approaches to tackle some of the challenges postdocs and research fellows face at Brunel
- Brunel Research Culture Seed Fund – a fund for Research Staff to lead projects that contribute to fostering an inclusive and collaborative research culture at Brunel;
- Partnership between research fellows in the Brunel Innovation Centre (BIC) and Brunel Composites Centre (BCC) in Cambridge and research fellows on campus to increase networking and exchange of ideas among peers;
- An annual Research Staff Conference to celebrate postdoctoral researchers and research fellows from across the University, connect them with each other and provide them with development opportunities (fellowship and grant applications, leadership development, wellbeing and more);
- Drive up strategic work with PIs and Managers of Researchers to enhance their leadership capabilities and support for research staff.