Women in Research Charter

Foreword

The UK’s science and analysis strengths are central to this authorities’s mission to ship financial progress, elevate productiveness, and enhance dwelling requirements throughout the nation. To realise that ambition, we should make sure that our analysis and innovation system can entice, retain and help the easiest expertise, and meaning addressing the persistent limitations that forestall too many ladies from thriving in analysis careers.

Women have made extraordinary contributions to UK analysis, from Ada Lovelace and Professor Dame Sarah Gilbert, to Professor Dame Elizabeth Nneka Anionwu and Professor Dame Mary Beard. Yet girls stay underrepresented in the UK’s analysis workforce, notably in senior roles, and too usually face structural limitations that make it more durable to construct and maintain a analysis profession alongside caring duties.

These limitations will not be because of a scarcity of expertise or ambition; they mirror systemic components that gradual development and push too many ladies out of analysis altogether.

We can see the sample clearly. As a rustic, we have now made progress in the variety of women selecting science and analysis-associated topics in school. Girls now account for 48% of STEM GCSE entries and ladies are nicely-represented on the undergraduate degree, making up 53% of students in science-related subjects. However, the image modifications as careers progress: girls comprise 51% of junior and mid-degree researchers, 44% of senior educational management, and solely 31% of professors. This disparity is much more stark for girls of color, who make up simply 6% of professors compared with around 16% at junior grades.

Women start to fall behind, in phrases of profession development, from around age 35, coinciding with caring responsibilities, and increasing instances of part-time work.

While the image varies throughout disciplines, with girls in STEM going through specific challenges, general girls face extra limitations than males in their pursuit of thriving analysis careers. These limitations have a transparent affect – in the broader R&D workforce, men are nearly 3 times more likely than women to work in R&D, and women earn less on average when they do.

This is an equality challenge – and one that’s holding us again as a nation. At a time of serious expertise shortages in R&D intensive sectors, we can’t afford a system in which half the inhabitants faces avoidable limitations to success.

I need a analysis system the place girls can progress, lead, and thrive – enhancing the standard of UK science, main our rising science and tech sector and galvanizing the following era. This should embrace success throughout essentially the most analysis intensive profession paths, in each self-discipline, in each a part of the UK, and throughout academia, public sector analysis, and enterprise.

That is why I’m launching this new Women in Research Charter and alluring analysis funders and analysis performing organisations to help it. The constitution is designed to create clear, tangible actions that each funders and analysis performing organisations can decide to; actions that may drive lasting tradition change, enhance requirements, and produce higher consistency and transparency throughout the sector.

This constitution enhances the work of the Women in Tech Taskforce, which is targeted on guaranteeing extra gifted girls can enter, keep and lead in the UK’s know-how sector.

Together, these initiatives mirror a broader ambition: that ladies can thrive throughout the complete analysis and innovation panorama, from discovery analysis to school spin-outs, entrepreneurship, and know-how management.

The constitution’s first theme is about enhancing help for fogeys and carers, together with for doctoral researchers. Too many ladies are pressured to decide on between beginning a household and persevering with their analysis careers. That undermines expertise, damages confidence, and weakens the pipeline into analysis careers, outcomes wholly at odds with our ambition for a world main R&D system.

That’s why this constitution features a clear dedication from all signatories, that they may meet, exceed or supply an equal household depart supply to the one at present offered by UK Research and Innovation (UKRI) for the doctoral college students they fund.

But that’s not adequate by itself. As a sector we – authorities, analysis funders and analysis performing organisations collectively – should be bold sufficient to handle the systemic challenges going through girls in analysis to drive actual change.

Our 6 themes concentrate on the outcomes for girls researchers that the signatories will work collectively to ship, creating shared expectations and accountability. Our ambition for change is evidenced by particular, tangible commitments underneath every consequence which signatories will implement by way of their insurance policies, processes, and advocate for in their funding phrases.

This constitution will solely succeed if it builds on, and strengthens, the wonderful work already underway throughout the sector. Universities, funders, discovered societies and others have pushed vital progress, from the Athena Swan Charter to the wonderful work of the Daphne Jackson Trust, in addition to a variety of self-discipline-particular initiatives. We are clear that this constitution is just not meant to exchange or duplicate that exercise.

Instead, the position of presidency is to carry this work collectively, to amplify what’s confirmed to work, and to supply clearer expectations throughout the system. By setting a small variety of shared, proof-based mostly commitments, we will help higher consistency and enhance the tempo of change whereas respecting the variety of establishments and funding fashions throughout UK analysis.

In return, I anticipate signatories to be open concerning the motion they’re taking, to measure progress transparently, and to study from one another. Where progress falls brief, we will probably be clear about that too. This is a voluntary constitution, however it should drive actual change, and we will probably be anticipating signatories to publish their progress on delivering higher outcomes for girls in analysis yearly and appoint a board member (or equal) to be accountable for supply of all 6 outcomes.

Working collectively – authorities, funders and the broader analysis group – we will construct a system that retains and nurtures the extraordinary expertise we have already got, and ensures that ladies can thrive at each stage of a analysis profession.

The Rt Hon Liz Kendall MP,

Secretary of State for Science, Innovation and Technology

What this constitution is, and who it’s for

The Women in Research Charter is a voluntary dedication to enhance outcomes for girls throughout the UK analysis system.

It consists of commitments for each analysis funders and analysis performing organisations, together with organisations like universities who do each.

Each dedication in the constitution consists of readability on what it means in each capacities.

The commitments set out under present a standard framework for motion, recognising that organisations differ in measurement, remit, funding fashions and beginning factors. Signatories are anticipated to help the constitution’s outcomes and to make significant, demonstrable progress in the direction of them over time, quite than to have carried out each dedication in full on the level of signing. Organisations ought to apply the commitments in a means that’s applicable to their circumstances, be clear concerning the actions they’re taking, and publish an replace on progress after 12 months.

One of the strengths of the UK analysis system is its worldwide attain and affect. UK analysis organisations and funders function throughout a number of international locations and contexts, serving to to make sure that UK analysis advantages from and contributes to international excellence. While this constitution is targeted on enhancing outcomes throughout the UK analysis system, signatories are inspired to advertise its ideas extra broadly and share studying internationally. Where actions happen outdoors the UK, implementation of the constitution’s ideas could have to mirror totally different authorized and institutional contexts.

Theme 1 – Improved help for fogeys and carers

Academic careers are precarious, with reliance on brief-time period contracts. There are ingrained cultural expectations round lengthy working days and journey to conferences, at occasions multi-day or on the weekend. Seminars and key networking occasions are sometimes held in the night. These expectations cut back flexibility and conflict with the realities of caring duties and the supply of childcare.

Furthermore, household depart and childcare-associated insurance policies are uneven, reliant on assorted funders’ approaches and they’re usually poorly communicated internally and externally by analysis establishments. While there may be some good apply throughout the sector, with HEIs providing sabbaticals and different versatile working choices, start and parenthood can usually have unfavorable profession results, with day trip not being accounted for pretty in workloads, metrics corresponding to publications, and promotion expectations. OECD proof signifies that academic career progression is organised around uninterrupted, fulltime research activity, which disproportionately disadvantages girls through the years when childcare and different caring duties peak.

While doctoral help is a key focus, related challenges come up at different profession phases, notably for early and mid-profession researchers. All these components create points for fogeys sustaining their educational careers and contribute to the ‘motherhood penalty’ suffered by feminine lecturers, affecting analysis outputs, promotion prospects and growing the speed at which feminine researchers depart academia altogether. Addressing these challenges will even embrace higher recognition and help, notably in academia, for shared caring duties, together with the position of fathers and companions.

Outcome: Women researchers can have kids and caring duties and nonetheless thrive in analysis careers.

Commitment 1.1 – A minimal commonplace for doctoral household depart

For analysis funders this implies:

Meeting, exceeding or providing equal maternity and companion depart affords to those at present offered by UK Research and Innovation (UKRI) for the doctoral college students they help.^{The minimal degree offered will probably be 52 weeks of maternity depart, with funding to retain the complete stipend for 26 weeks and an additional 13 weeks of help commensurate with statutory maternity pay. It also needs to embrace, at the least, 2 weeks of stipend for college kids who’re companions of a mom or start mother or father following the start of their baby to take paid companion depart. Maternity and companion depart provision ought to embrace the commensurate funded extensions.}
Providing adequate funding for different household-associated depart, together with being pregnant-associated illness, adoption of a kid, neo-natal care, child loss and loss of life throughout a interval of maternity.

For analysis performing organisations this implies:

Where doctoral researchers are hosted, RPOs will guarantee doctoral researchers can take household depart (as outlined above) and return to finish their programme, together with by administering extensions and supporting re-entry.

For analysis funders this implies:

Signatories will evaluation their caring-associated help affords (e.g. convention journey, childcare and different dependants’ care prices), to make sure that they provide to fund this help wherever doable.

For analysis performing organisations this implies:

RPOs could have clear processes so researchers can entry caring help with out undue friction, and can keep away from methods that make help depending on particular person discretion. For instance, inconsistent implementation of insurance policies by line‑managers.

For each analysis funders and analysis performing organisations this implies:

Signatories will publish in a transparent and constant format insurance policies referring to household depart and caring-associated help affords, together with how and thru whom totally different components of help must be accessed or claimed. For instance, immediately from the funder or through the host organisation.

Theme 2 – Consistent knowledge and transparency

Robust, comparable, and clear knowledge is important to understanding and addressing the limitations girls face in analysis careers.

Across the UK analysis system, there may be already a big quantity of knowledge – together with HESA knowledge on intercourse by self-discipline, wage band and establishment, alongside a rising physique of analysis on structural limitations. However, this knowledge is fragmented, inconsistent and sometimes troublesome to check throughout funders and analysis performing organisations.

As a consequence, it may be troublesome for girls researchers (and policymakers) to return to an knowledgeable view about which organisations are making significant progress and people that aren’t. In impact, there may be an excessive amount of noise, and never sufficient clear sign.

This lack of readability limits accountability. Where knowledge is just not comparable or clear, it’s more durable to see which organisations are supporting girls successfully. Improving the consistency, comparability and accessibility of knowledge throughout the sector will probably be important to strengthening our skill to diagnose issues precisely, design focused interventions and monitor progress over time.

We are aware in this theme in specific of the necessity for signatories to work collectively to enhance the transparency and consistency of knowledge, whereas minimising the executive burden on organisations and researchers themselves. We are additionally conscious of the necessity to construct on already-present efforts inside the sector.

That is why we’re beginning with a transparent and restricted set of comparable metrics, designed to supply a transparent baseline throughout the system and a dedication to proceed working throughout the sector to equip policymakers and researchers with a clearer view on the place progress is being made. To cut back burden, we have now chosen to focus the RPO-going through side of dedication 2.1 on 4 knowledge units which might be already captured as a part of present Athena Swan knowledge reporting.

Outcome: Women researchers and policymakers have a clearer view on the place progress is being made, with funders and analysis performing organisations publishing comparable knowledge on a small set of key metrics associated to this challenge, enabling clear scrutiny of efficiency and driving focused motion to enhance outcomes for girls researchers.

Commitment 2.1 – A small frequent dataset, printed in a constant means

For analysis funders this implies:

Signatories will yearly publish knowledge on:
- Grant candidates damaged down by intercourse
- Successful grant candidates damaged down by intercourse

For analysis performing organisations this implies:

Signatories will yearly publish knowledge on:
- Research employees by intercourse, contract operate and grade
- Research employees by intercourse, contract sort and grade
- Applications, shortlist and appointments made in recruitment to analysis posts by intercourse and grade
- Applications and success charges for analysis promotion by intercourse and grade

DSIT will work with EDIS, Advance HE and HESA to carry signatories collectively to share efficient apply, maximise affect, and collectively enhance knowledge transparency, consistency and comparability, together with by way of higher use of qualitative knowledge to enrich present metrics. This work will concentrate on getting essentially the most out of present knowledge assortment processes and strengthening understanding of intersectionality, the institutional and systemic components shaping girls’s development by way of analysis careers, and the effectiveness of present interventions.

Theme 3 – Enabling extra versatile working

Research can contain lengthy hours, rigid working patterns, and time‑certain funding. These components could make it troublesome to accommodate versatile or half‑time working, notably for researchers with childcare duties, wider caring duties – corresponding to caring for disabled, ailing or older family, companions or different dependants – or well being-associated wants together with menopause and perimenopause-associated signs.

While many funders formally enable flexibility, researchers report a transparent “enactment gap”, the place flexibility exists in precept however is just not constantly utilized in apply. Grant situations, fastened deadlines, and institutional danger aversion can restrict the extent to which researchers are in a position to take up versatile working preparations. Flexibility can be usually depending on particular person line managers, quite than being embedded as a constant system‑large expectation.

These limitations disproportionately have an effect on girls, who proceed to hold a higher share of caring duties, contributing to diminished retention and development. However, enabling versatile working for all researchers, together with males, will probably be essential in guaranteeing that, in specific, caring duties don’t disproportionately fall on girls.

Outcome: Women researchers can entry and use versatile working preparations with out detriment to their profession development or entry to analysis alternatives.

Commitment 3.1 – Funding and processes allow versatile working in apply

For analysis funders this implies:
Signatories will make sure that their funding schemes will be delivered flexibly, together with by way of half-time working, adjusted timelines, and accessible software and evaluation processes, in order that key alternatives will not be closed off because of caring duties or profession breaks.

For analysis performing organisations this implies:
RPOs will allow versatile use of externally funded analysis grants in apply, guaranteeing that researchers can work flexibly with out this being depending on particular person discretion or creating casual penalties in workload, development or entry to alternative.

Commitment 3.2 – Funded flexibilities are clearly communicated and constantly enacted

For analysis funders this implies:
Signatories will clearly set out the flexibilities out there inside their funding phrases and situations, and can anticipate organisations they fund to use these constantly in order that researchers are in a position to make use of them.

For analysis performing organisations this implies:
RPOs will make sure that researchers are conscious of, and in a position to entry, out there flexibilities all through the lifecycle of a grant, together with by way of clear steering and constant native apply.

Theme 4 – Eliminating bias from grant and job software processes

Assessment processes in analysis funding and profession development usually depend on proxies for excellence, corresponding to publication quantity, uninterrupted profession development, or worldwide mobility, which may drawback these with non-linear careers or caring duties.

Although many funders and establishments have experimented with approaches corresponding to narrative CVs, modifications to software kinds or an evaluation of ‘academic age’, girls report that these will not be all the time utilized constantly in apply both by grant awarding panels or by different choice-making processes. Time spent away from analysis or working half-time can proceed to be interpreted as decrease productiveness, even the place this displays caring duties quite than functionality.

There are additionally challenges in guaranteeing truthful and inclusive panel processes. While extra equitable illustration is vital and must be pursued, it might probably create an over-reliance and burden on a small variety of senior girls – perpetuating the impression that this can be a drawback for girls to resolve. Meaningful change is determined by how choices are made, in addition to who’s concerned.

Improving how analysis and educational efficiency is assessed is a vital a part of the UK’s efforts to focus R&D funding on outcomes. Ensuring that we deal with biases that create limitations for girls will probably be central.

Outcome: Women researchers are assessed pretty, with breaks in profession or versatile working patterns not disadvantaging development or success charges.

Commitment 4.1 – Research experience and efficiency is assessed in the context of particular person profession paths

For analysis funders this implies:
Signatories will make sure that grant evaluation processes take account of profession breaks, half-time working and non-linear profession paths, by way of clear steering and expectations for candidates and panels.

For analysis performing organisations this implies:
RPOs will help candidates and make sure that inner processes, together with promotion and choice choices, mirror truthful evaluation of feat in context, quite than counting on uninterrupted profession trajectories.

Commitment 4.2 – Decision-making processes minimise bias

For analysis funders this implies:
Signatories will strengthen evaluation and panel processes to help truthful and constant choice-making. This could embrace strengthening steering and apply round panel variety, together with the illustration of girls, whereas accounting for undue burden the place panel swimming pools are restricted.

For analysis performing organisations this implies:
RPOs will make sure that native choice-making processes, together with recruitment and promotion, apply constant and inclusive standards, and don’t drawback researchers with caring duties or non-linear careers.

Theme 5 – Ensuring an inclusive office tradition with zero tolerance for bullying and harassment

A secure and inclusive working atmosphere providing robust psychological security is key to enabling girls to start, progress, and thrive in analysis careers.

However, girls report persistent problems with bullying, harassment, and sexual misconduct throughout many elements of the analysis system, and affordable changes in response to want – be it bodily, sensory, neurodiverse or different – are offered inconsistently.

Trust in present reporting mechanisms is commonly low, with considerations about confidentiality, lack of transparency, and inconsistent comply with-up. In some circumstances, people could also be reluctant to report points because of fears of private or skilled penalties. The energy imbalances inherent in academia, notably smaller disciplines, can exacerbate this challenge. Evidence additionally means that formal reporting doesn’t seize the complete extent of the issue, as many incidents go unreported.

Women have highlighted the necessity for clearer expectations, higher consistency, and stronger accountability in how points are addressed.

Outcome: Women researchers can work in environments which might be secure, respectful and inclusive, with trusted mechanisms in place to handle bullying, harassment and misconduct with out worry of repercussions, and that provide affordable changes based mostly on want.

Commitment 5.1 – Clear and constant requirements for reporting and help

For analysis funders this implies:
Signatories will set clear expectations that organisations they fund have efficient and accessible mechanisms to report and deal with bullying, harassment and misconduct – together with applicable protections for many who elevate considerations – in addition to constantly supply affordable changes in response to want.

For analysis performing organisations this implies:
RPOs will keep clear, clear and trusted reporting routes, guaranteeing that researchers perceive methods to elevate considerations and what help and protections can be found.

Many people and organisations are already working onerous to enhance outcomes for girls researchers, in specific by way of initiatives corresponding to Athena Swan, WE Innovate National, and programmes led by the National Academies amongst many others. Different funders and establishments are experimenting with revolutionary approaches to help inclusion and development. Where applicable, authorities will help and amplify these efforts and keep away from introducing duplication. However, finest apply stays fragmented and erratically carried out. Improved sharing of finest apply between academia and enterprise, and throughout totally different establishments, sectors of the economic system, and analysis disciplines might make a big distinction.

There can be a lot to be discovered from international examples. One of the strengths of the UK analysis system is its worldwide attain and affect, with UK analysis funders and analysis performing organisations supporting, conducting and collaborating on analysis throughout a number of international locations and contexts. This permits the UK analysis system each to contribute to and profit from the worldwide trade of proof, studying and finest apply. While this constitution is targeted on enhancing outcomes throughout the UK analysis system, signatories are inspired to advertise its ideas extra broadly and share studying internationally. Where actions happen outdoors the UK, implementation of the constitution’s ideas could have to mirror totally different authorized and institutional contexts.

The entire sector, together with authorities as a number one funder, has a task in figuring out, evaluating and sharing efficient interventions, alongside strengthening expectations that good apply is adopted constantly throughout the sector.

Outcome: Effective interventions to help girls in analysis are shared, adopted, and amplified throughout the sector, resulting in extra constant and sustained enhancements in outcomes.

For each analysis funders and analysis performing organisations this implies:
Signatories will work collectively, constructing on present boards and networks the place doable, to determine, consider and share approaches that enhance outcomes for girls in analysis.

Commitment 6.2 – Transparency on implementation and progress

For each analysis funders and analysis performing organisations this implies:
Signatories will probably be clear concerning the actions they’re taking underneath this constitution, together with what modifications have been carried out and what has been discovered. This will embrace publishing yearly how they’re making modifications to ship on the outcomes dedicated to inside this constitution.

Annex: Charter implementation and ongoing governance

This annex units out how the Women in Research Charter will probably be carried out, monitored and supported over time, with a concentrate on driving actual change by way of transparency, accountability and shared expectations.

Expectations of signatories

All signatories will appoint a board member (or equal) to be accountable for supply of all 6 outcomes.

Research funders will:

Research performing organisations (RPOs) will:

Implement expectations set by signatories by way of:
- institutional insurance policies and practices, together with publishing present insurance policies in a transparent and constant (throughout the sector) method
- enhancing help for researchers in areas of their duty
Contribute related knowledge and finest apply examples to help reporting and analysis

Data, reporting and use

Signatories will:

publish a small, standardised dataset yearly
use present knowledge sources and reporting autos the place doable (e.g. HESA, REF, OfS)
keep away from duplication of reporting necessities

Published knowledge ought to:

allow comparability throughout funders and organisations
determine gaps and disparities in outcomes
be accompanied by clear explanations of how findings will inform actions to enhance outcomes

We recognise this can be troublesome for smaller organisations and cohorts. Signatories will proceed to must stability managing re-identification dangers related to small datasets with enhancing transparency and accountability. We will proceed to work on this submit-publication.

Accountability and mechanism of change

This constitution is voluntary, however is designed to drive change by way of:

Transparency: public reporting of actions and outcomes
Peer comparability: enabling benchmarking throughout signatories
Expectation-setting: embedding commitments into funding phrases and processes
Collective scrutiny: shared visibility of the place progress is being made or the place it’s restricted

Together, these mechanisms are meant to:

encourage steady enchancment
spotlight efficient approaches
create system-large incentives to handle persistent limitations

Government position and sector management

Government will:

convene signatories periodically to evaluation progress and share studying
determine areas the place additional motion or alignment is required
help coordination with associated initiatives (e.g. Athena Swan, Researcher Development Concordat)

This convening position is meant to:

keep momentum
strengthen shared accountability
help consistency throughout the analysis system

Relationship to present initiatives

This constitution is designed to:

construct on present frameworks (e.g. Athena Swan, Researcher Development Concordat)
concentrate on areas the place funders can add distinct worth

To minimise burden:

reporting will align with present knowledge collections wherever doable
no new knowledge will probably be required the place equal knowledge is already collected

Supporting implementation and studying

To help supply, authorities and signatories will:

share finest apply, recognising variation throughout contexts
help analysis of interventions the place doable
use present sector boards and networks to disseminate studying
encourage cross-sector and cross-self-discipline studying (together with between academia, business and totally different analysis fields)

Flexibility and proportionality

Recognising variation throughout disciplines, sectors and funding fashions:

the constitution units minimal expectations, not a single supply mannequin
signatories could implement commitments in alternative ways
expectations must be utilized proportionately, together with for worldwide portfolios

Sign the constitution

If you’re a funder of analysis in the UK or a UK analysis performing organisation and wish to signal as much as the constitution, please contact [email protected] for particulars.

Charter signatories

Abertay University
Academy of Medical Sciences
Advanced Research and Invention Agency
Biomathematics & Statistics Scotland
British Academy
British Heart Foundation
Brunel University of London
Cancer Research UK
Canterbury Christ Church University
Cardiff Metropolitan University
Centre for Environment, Fisheries and Aquaculture Science
Coventry University
Glasgow Caledonian University
Hartpury University
Health Sciences University
Heriot-Watt University
James Hutton Institute
King’s College London
Leeds Beckett University
Lincoln Bishop University
London Metropolitan University
London South Bank University
Met Office
National Institute for Health and Care Research
National Museums Northern Ireland
National Oceanography Centre
National Physical Laboratory
Newcastle University
Northumbria University
Queen Margaret University
Queen’s University Belfast
Rosalind Franklin Institute
Royal Academy of Engineering
Royal Holloway, University of London
Royal Society
The Alan Turing Institute
The Earlham Institute
The Glasgow School of Art
The Open University
The Place
The Scottish Association for Marine Science
The Quadram Institute
UK Research and Innovation
Ulster University
University of Aberdeen
University of Birmingham
University of Chichester
University of Edinburgh
University of Glasgow
University of Huddersfield
University of Hull
University of Kent
University of Leicester
University of Nottingham
University of Oxford
University of Portsmouth
University of Salford
University of Southampton
University of St Andrews
University of Surrey
University of Warwick
University of Westminster
University of Wolverhampton
University of Worcester
University of York
Wellcome Trust
Wrexham University

Sources

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Foreword