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Let's elevate the conversation on Research Culture and co-create practical solutions to shared challenges

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Rationale:

All too often, institutions work disparately on research culture initiatives, when synergy would be far more likely to reduce duplication and achieve positive results. In response to changes in the sector forecasting a growing role for research culture, there has been a drive to create or expand research culture enabling teams.

The Research Culture Enablers Network (RCEN) aims to build on this momentum and unite motivated colleagues in these pivotal roles to gather critical mass around priority areas. By working together, we can improve our thought leadership and be mobilised to respond more strategically to upcoming opportunities to shape the future of research culture for the better.

Ethos:

RCEN has been created as a solutions-focused group designed to exchange, debate, and challenge ideas surrounding research culture, with a view to remove inequities in conversation and engage collaboratively in opportunities to identify gaps, create new knowledge and effect change.

Activities:

Connect with colleagues who have a professional stake in driving research culture agendas within the practical realities of institutions – whether they have 'Research Culture' in their job titles or are directly involved in managing activities to nurture more inclusive and responsible research environments

Contribute to ongoing discourse around barriers and enablers to improving Research Culture and join our collective effort to move challenges forward and standardise best practice

Develop collaborations and joint opportunities to improve our evidence bases and undertake novel research on Research Culture

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Researcher Development and Research Leadership - including mentoring and responsible supervision of PGRs and ECRs, creating collegial leaders in research

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Researcher Development and Research Leadership - including mentoring and responsible supervision of PGRs and ECRs, creating collegial leaders in research

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Inclusive research culture agenda which can be used across institutions, including widening participation, inclusive recruitment and support

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Inclusive research culture agenda which can be used across institutions, including widening participation, inclusive recruitment and support

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Career diversity and mobility of researchers - Talent development, supporting researchers to make active choices, and Cross-sectoral research culture knowledge exchange

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Career diversity and mobility of researchers - Talent development, supporting researchers to make active choices, and Cross-sectoral research culture knowledge exchange

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Measuring Research Culture - accurate and meaningful metrics

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Measuring Research Culture - accurate and meaningful metrics

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Align holistic research culture with assessment of it via REF and other frameworks, concordats etc. Ensure we move beyond shiny new initiatives

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Visibility and Recognition of diverse contributions - For research to be seen as something done by diverse teams, not just 'researchers', and which is appropriately rewarded. Praising behaviours that foster a positive research culture.

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Visibility and Recognition of diverse contributions - For research to be seen as something done by diverse teams, not just 'researchers', and which is appropriately rewarded. Praising behaviours that foster a positive research culture.

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Achieving actual change, incentives for coordinated shifts in research culture, critical discussion of research culture, overcoming barriers to poor research culture practices

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Achieving actual change, incentives for coordinated shifts in research culture, critical discussion of research culture, overcoming barriers to poor research culture practices

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Fixed term contracts/job security, reducing precarity and its impacts, stopping the widespread acceptance of exploitative working practices, flattening hierarchies

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Fixed term contracts/job security, reducing precarity and its impacts, stopping the widespread acceptance of exploitative working practices, flattening hierarchies

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Bullying and harassment - Implementing consequences for poor behaviour

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Bullying and harassment - Implementing consequences for poor behaviour

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Open and Transparent Research - High standards of research integrity

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Open and Transparent Research - High standards of research integrity

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Institutional Capacity Building, optimising researcher inductions, building institutional memory of research culture initiatives

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Institutional Capacity Building, optimising researcher inductions, building institutional memory of research culture initiatives

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Wellbeing and Mental Health - Creating psychological safety in academia

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Wellbeing and Mental Health - Creating psychological safety in academia

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Including EDI-focused promotion pathways and opportunities

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Research Manager Upskilling and Career Progression, Inclusive Research Management Practices

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Research Manager Upskilling and Career Progression, Inclusive Research Management Practices

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Creating an atmosphere where colleagues feel ambitious about their work and are able to fulfil their potential. Increasing rewards for better practice. Building community - embedding opportunities for social connection and support

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Parity of Esteem for Research Enablers inc. Technicians, Research Manager and Administrators

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Parity of Esteem for Research Enablers inc. Technicians, Research Manager and Administrators

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Collaborative working, reshaping the future of research teams, breaking down silos and creating a culture built on trust and communication

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Collaborative working, reshaping the future of research teams, breaking down silos and creating a culture built on trust and communication

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Discipline specific research culture (eg. in social sciences), hearing the voices of non-STEM subjects

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Discipline specific research culture (eg. in social sciences), hearing the voices of non-STEM subjects

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Supporting Networks of Researchers, Practitioners, Communities of Practice

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Supporting Networks of Researchers, Practitioners, Communities of Practice

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Survey development and focus group development, methodologies (including creative ones and mixed methods), theory of change to explore research culture

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Survey development and focus group development, methodologies (including creative ones and mixed methods), theory of change to explore research culture

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Wider HE research culture policy landscape including funding, REF and other frameworks, policy development, HE policy landscape around talent development

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Wider HE research culture policy landscape including funding, REF and other frameworks, policy development, HE policy landscape around talent development

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Identifying barriers and facilitators of good research culture within faculties and departments, conflicts of interest within institutions, systems level thinking, understanding barriers to change

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Identifying barriers and facilitators of good research culture within faculties and departments, conflicts of interest within institutions, systems level thinking, understanding barriers to change

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Development and Career Pathways for Researchers

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Development and Career Pathways for Researchers

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Recontextualising existing sector tools for research culture

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Recontextualising existing sector tools for research culture

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Best practice to tackle Bullying and Harassment, role of psychological safety in research culture

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Best practice to tackle Bullying and Harassment, role of psychological safety in research culture

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Better comms - institutional and sectoral, including contextualising Research Culture for those outside HEIs and alleviating cynicism/disinterest among academics, engaging managers of researchers and developing deep senior-leadership buy-in for  researcher development and research culture activities

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Better comms - institutional and sectoral, including contextualising Research Culture for those outside HEIs and alleviating cynicism/disinterest among academics, engaging managers of researchers and developing deep senior-leadership buy-in for  researcher development and research culture activities

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Changing attitudes of managers and researchers

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Changing attitudes of managers and researchers

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Making connections across institutions, meeting like minded people and learning from them

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Making connections across institutions, meeting like minded people and learning from them

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Knowing what's out there, keeping up to date with best practice, spotlighting the good, not duplicating efforts, help with prioritising what is useful

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Knowing what's out there, keeping up to date with best practice, spotlighting the good, not duplicating efforts, help with prioritising what is useful

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Evidence based best practice/ research on research culture, developing the evidence

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Evidence based best practice/ research on research culture, developing the evidence

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Measuring research culture inc. measuring effectiveness of initiatives, responsible metrics. Evaluating impact of internal changes in a way that is efficient but also ethical/inclusive

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Measuring research culture inc. measuring effectiveness of initiatives, responsible metrics. Evaluating impact of internal changes in a way that is efficient but also ethical/inclusive

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Easy wins/ effective research culture enhancement with little resource/ effective approaches to implementation

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Easy wins/ effective research culture enhancement with little resource/ effective approaches to implementation

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Improving recognition for the under recognised

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Improving recognition for the under recognised

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Collaborating across institutions with RE budget

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Collaborating across institutions with RE budget

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Finding  space in workload for research culture

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Finding  space in workload for research culture

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Convincing postdocs to engage with research culture and lead their own projects

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Convincing postdocs to engage with research culture and lead their own projects

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Navigating and working with senior leaders and committees

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Navigating and working with senior leaders and committees

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Creating research culture strategies that respond to external drivers (funders, policy, REF)

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Creating research culture strategies that respond to external drivers (funders, policy, REF)

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Professional Research Investment and Strategy Managers (PRISMs) are managers of large research, training, and network grants who have strategic responsibilities and drive the growth of the research clusters they manage. The UK PRISM network links people

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Join 100+ colleagues with a professional stake in Research Culture

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Registration Form:

Research Culture Enablers Network (warwick.ac.uk)

Rules:

1. To nurture a dynamic community, members are encouraged to actively participate in network activities. This includes contributing to discussions, sharing insights, and, where possible, attending events

2. Be respectful to other network members

4. Post content relevant to improving Research Culture

5. Only post an item once

6. You may link to, but please do not post copyrighted materials

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Initiatives to support black researchers

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Initiatives to support black researchers

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Informing about the upcoming funding call, particularly for innovative team-based funding through AHRC, and spreading the word to broaden participation.

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Informing about the upcoming funding call, particularly for innovative team-based funding through AHRC, and spreading the word to broaden participation.

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Sharing insights about Thrive, highlighting events, collaboration and networking opportunities.​

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Sharing insights about Thrive, highlighting events, collaboration and networking opportunities.​

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Thrive: shaping the future of research teams

The University of Liverpool has joined forces with Advance HE and the Arts and Humanities Research Council (AHRC) to launch Thrive - a two-year project funded by Research England.

This project is dedicated to redefining how research teams operate, with a special focus on encouraging greater diversity and inclusivity. The project aims to develop and define a new model of team-based working and to pilot the model through a live funding call with AHRC.

How it works

The project team are committed to developing the model collaboratively, and extensive engagement will be a core part of the project. We will work with colleagues from universities, non-HEI (Higher Education Institute) partner organisations, research institutions and funding bodies to develop a clear understanding of the challenges and opportunities of team-led research and to identify best practice examples. These findings will be used to inform a funding call to be led by AHRC where a new model will be piloted.

The end goal is to develop a more positive, inclusive and respectful culture that breaks down silos and fosters cross-functional relationships that are built on trust and communication.

The vision

The goal of Thrive is to cultivate a research culture that's positive, inclusive, and respectful.

More about Thrive

Back to: Researcher Hub

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The University of Liverpool has joined forces with Advance HE and the Arts and Humanities Research Council (AHRC) to launch Thrive - a two-year project funded by Research England.   This project is dedicated to redefining how research teams operate, with a special focus on encouraging greater diversity and inclusivity.

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"The behaviours, values, expectations, attitudes and norms of our research communities. It influences researchers’ career paths and determines the way that research is conducted and communicated."

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Tools to support and steward research culture | Royal Society

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As part of the Changing Expectations programme, the Royal Society recognises the importance of providing tools to help support and steward research culture through a shifting research landscape

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"Researchers are passionate about their work and proud to be part of the research community – they see it as a vocation, not just a job. Culture varies a great deal from place to place, and different individuals have very different experiences, with underrepresented groups experiencing the most challenges. Researchers say that their working culture is best when it is collaborative, inclusive, supportive and creative, when researchers are given time to focus on their research priorities, when leadership is transparent and open, and when individuals have a sense of safety and security."

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What should be included in an ideal definition?

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What should be included in an ideal definition?

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EDI as a critical friend (bids, equality impacts, common pitfalls), EDI in research funding

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EDI as a critical friend (bids, equality impacts, common pitfalls), EDI in research funding

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Indicators of institutional culture change (not for REF)

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Indicators of institutional culture change (not for REF)

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What should the Network do?

Meeting 1 Menti Results:

https://www.mentimeter.com/app/presentation/alnbnh2a2dmta6834g6xx3fpwdxymxic

Meeting 2 Menti results:

https://www.mentimeter.com/app/presentation/alvhaud2gpvu97mnbtpke24zbd15v7vy

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Addressing inequity in the PGR experience

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Addressing inequity in the PGR experience

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Please add any questions you have for the network ahead of our next meeting.

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Reach out to research culture stakeholders beyond HEIs

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Reach out to research culture stakeholders beyond HEIs

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broad range of discussion/ topics/ themes. 

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broad range of discussion/ topics/ themes. 

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e.g. research culture in modern Universities/ teaching intensive. What does this look like? What are the challenges? Barriers in terms of funding?