Event Details

Research environments need to have strategic leaders who nurture healthy research cultures that support all individuals to have an equal opportunity to perform their best. According to research, ‘Inclusive organisations are 73 per cent more likely to reap innovation revenue, 70 per cent more likely to capture new markets, up to 50 per cent more likely to make better decisions and up to 36 per cent more likely to have above-average profitability’ (Harvard Business Review).

Instilling good practice in EDI within organisations is vitally important, yet the higher education sector and the wider research environment experiences challenges in moving towards a more inclusive research culture.  Many studies report ethnic minority researchers not holding senior roles on grant applications; women receiving smaller funding awards than their male counterparts and the visibility of disabled academics incredibly low.  Funders in the UK and beyond have responded to this in a number of ways to redress the imbalance and contribute to a more inclusive environment.  Research managers and administrators are in an excellent position to influence EDI outcomes either operationally or via strategic interventions in the wider institutional research environment. However, knowledge is fast moving and evolving at pace. To be effective, the research environment needs to develop their understanding from the initial conversations of what is EDI to walking the talk.

This workshop brings together EDI experts and speakers with both lived experience and from a variety of perspectives, to give attendees a refreshing view on EDI in the research environment.  Attendees will have the opportunity to hear how applying intersectionality provides a deeper understanding of the experiences of minority groups and the impact.  Attendees will use this knowledge to explore how to influence policy and practice in the research environment, and how to develop and sustain a healthy research culture.

Presentations and resources from speakers will be shared with attendees including further reading to extend their knowledge beyond the workshop, where permissions are given.

NOTE: Discussion of equalities, diversity and inclusion can be challenging, or issues raised could be triggering for some attendees. For this reason, the meeting will not be transcribed so as to operate a safe space policy. Attendees will also be encouraged to take a brief break where topics may be challenging.

 Learning Outcomes

At the end of this workshop, attendees will be able….

• To understand the importance of embedding EDI good practice in the research environment
• To know what good practice in EDI looks like, in the research environment
• To be able to apply good practice in EDI to enable workers with protected characteristics to excel in the research environment
• To be able to develop and adapt institutional policies and practices to be more inclusive i.e., intersectionality informed. 

Who should attend?

Research Managers and Administrators working in a research environment, who may or may not have strategic research management responsibilities.

Research Managers and Administrators working in a research environment with responsibility for cultivating a diverse research culture in preparation for REF 2029.

It is also useful to those managing teams or who have responsibility for strategic decision-making, including funding, recruitment, policy development, professional development, and research governance.

Professionals working in EDI who would like to understand how to demonstrate, apply and implement good practice in research environments, or who have an interest in advancing their current practice to develop the research culture of their institution.

This workshop is aimed at individuals who already have a basic understanding of EDI.

Safe Space Policy

Approach

Under the auspices of the ARMA training & development programme, it is our responsibility to create spaces, both offline and online, that are welcoming and respectful to everyone. Adhering to these agreements is a collective responsibility and everyone is individually responsible for checking their own behaviour. This includes chairs, speakers and attendees to this workshop which we will collectively refer to as ‘participants’ throughout.

This policy aims to enable participants to enjoy, participate in and contribute to this workshop. It exists to ensure that individuals do not feel harassed or uncomfortable participating in Equalities, Diversity & Inclusion in Research Funding Landscape workshop which can be a challenging one. The workshop explores concepts relating to equality, diversity and inclusion of individuals and underrepresented groups that may include: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation or any other aspect of diversity not included as a protected characteristic by the Equality Act 2010.

Addressing and promoting equality, diversity and inclusion in research provides the opportunity to make research better and more relevant to all members of society. This approach to seek diversity is not to use differences to further marginalise groups without power or those who experience systemic exclusion.

Expectations

We are dedicated to providing a harassment-free experience for all participants involved in its activities and meetings, regardless of protected characteristics protected by the Equality Act or aspects of diversity not currently covered by the Act (e.g. socio-economic status).  We do not accept harassment or intimidation of participants in any form whether verbal, physical, or written (including on Social Media or by email).

Harassment includes, but is not limited to:

1. Offensive or unwanted conduct on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation which has the purpose or effect of violating dignity or creating an intimidating, hostile or degrading environment.
2. Use of sexualised or other inappropriate images or unwelcome sexualised content, inappropriate physical contact, unwelcome sexual attention or stalking.
3. Sustained interruption of speakers or those asking questions.
4. Unwanted photography or filming.

Intimidation includes, but is not limited to:

1. Making threats
2. Bullying
3. Personal attacks

Workshop participants who do not adhere to these rules will be asked to stop by the Chair and expected to comply immediately.   Participants may be removed from the workshop by the Chair if this behaviour continues.

If you are being harassed/intimidated, notice that someone else is being harassed/intimidated, or have any other concerns, please contact the Chair immediately. They will be happy to help you contact security or local law enforcement, provide escorts, or otherwise assist those experiencing harassment or intimidation to feel safe at any meeting or activity (including online). They will be able to step in to remove you or others from a chain of communication, if this is the preferred action, and can also facilitate a discussion or mediation. If you wish, you may also nominate someone else to support facilitating any mediation or as an observer to this process.

Triggering Issues

If at any point the materials covered trigger uncomfortable or unsafe feelings you are welcome to withdraw from the session for your own comfort.  If you require any support as a result of the issues being raised, please contact the Chair or ARMA Programme Manager for signposting to sources of ongoing support that can be provided.

Participants will be reminded about the Safe Space Policy during housekeeping. 

This is modelled on EDIS Safer Spaces Policy 2021: https://edisgroup.org/wp-content/uploads/2021/02/EDIS-Safer-Space-Policy-2021.pdf