|Environment and Culture
|Inclusive Research Communities
|Research Culture Committee
|Ensure that voices from all stakeholders are heard and discussed, share best practice and influence developments.
|Develop effective mechanisms for collating and disseminating information on research culture initiatives, new policies and practices and researcher responsibilities. Review of Research Code of Practice.
|Research Staff Forum
|Ensure that researcher voice can influence policy and practice in aspects contributing towards a positive research culture.
|Develop a proposal for changes to the Research Staff Forum and implement changes to the role and remit of the Research Staff Forum.
|Research Culture Comms
|Raise awareness of research culture and how researchers can get involved, showcase initiatives both internally and externally.
|Promote Research Culture web pages.
Promotion to funders of projects and initiatives.
|Research Culture events
|Enable researchers to talk about the challenges they face in research culture, reflect on what a better culture would look like, and propose solutions for change.
|Organise workshops using Wellcome Café Culture toolkit.
Review outcomes from Celebrating Research Culture Conference.
|Encourage diverse communities to undertake projects to develop a positive research culture.
|Showcase 2021-22 projects and disseminate project outcomes, encouraging wider adoption of practices / guidance where appropriate.
Allocate funding for 2022-23 encouraging awardees to produce outputs for wider adoption.
|Collate feedback on belonging and inclusion, identify areas of strength to build upon and areas that need improvement.
|Social Inclusion leading on action plan.
|Warwick Values work
|Develop a set of behavioural values that are inspiring and workable.
|Warwick Story and Values project.
|Bullying and harassment
|Ensure that everyone at Warwick feels safe and there is an environment where prejudice and socially unacceptable behaviour are not tolerated.
|Collate case studies of good practice, examples of unacceptable behaviours, and an institutional statement regarding expected behaviours.
|Challenging inappropriate behaviour training
|Encourage and support people to speak out and challenge inappropriate behaviour.
|Roll out training to more departments / groups. Review training outcomes to assess impact.
|Thrive at work survey
|Collate feedback and identify actions to develop an environment that supports Warwick's community wellbeing.
|Well-being leading on action plan.
|Research Integrity training and awareness raising
|Provide a supportive environment for researchers, upholding the highest standards of rigour in research.
|Increase numbers of researchers completing online training.
Offer bespoke training on research integrity / ethics with drop-in sessions.
|Ensure research and innovation is socially desirable and undertaken in the public interest.
|Roll out Responsible Innovation training.
|Promote good research practice and ensure research results are robust.
|Consider joining the UK Reproducibility Network.
|Recruitment and selection processes
|Ensure end-to-end recruitment and selection approaches embed inclusive practices.
|HR leading on review of recruitment and selection processes.
|Provide new researchers with an overview of relevant policies and practices and opportunities for networking.
|New extended induction programme targeted at early-stage researchers (ESR).
|Establish clear academic promotions pathway and transparent framework, and ensure inclusive promotion opportunities.
|Next step to track promotion progress by grade and by protected characteristics.
|Provide PGR supervision that is supportive and inclusive.
|Doctoral College is leading on inclusive supervision project.
|Grow organisational capability and talent through excellent management and leadership.
|HR is leading on development of leadership behavioural framework.
|Provide opportunities for researchers to engage with managers on career development discussions.
|HR leading on Objectives Management project.
|Develop a workload model that promotes a healthy and inclusive environment.
|Workload Model Steering Group working with key stakeholders with the aim of developing a workload framework / template with agreed target metrics.
|Fixed term contracts
|To consider the institutional policy / use of short-term research contracts, and if these can be reduced to improve job security.
|Review of Fixed Term Contract policy.
Focused support for researchers coming to end of FTCs.
Ensure widespread adherence to redeployment policy.
|Policy and decision making
|Ensure researchers, particularly ECRs have an opportunity to contribute to policy development.
|Ensure ECR representation on University Committees and encourage engagement with departmental Research Committees. Review membership of URC, RGAEC, RCF.
|Highlight our diversity and measure success through a wide range of measures.
|Increased comms to showcase the work and celebrate the ‘good news stories’ of all levels of researcher across all disciplines.
|Professional and Career Development
|Researcher development and training
|10 professional development days
|Provide opportunities, structured support, encouragement and time for researchers to engage in a minimum of ten days professional development pro rata per year.
|Ensure that this is being supported across all Faculties / disciplines.
|Launch of Early Stage Researcher (ESR) Continuing Professional Development (CPD) Framework
|Ensure ESRs feel able to make confident and informed decisions about their professional progression, and the direction and development of their research interests.
|Launch and roll out of framework.
|Careers support and advice - transition between industry and academia
|Develop career support for PGR and ECRs that highlights different career paths, including non-academic careers.
|Introduction of new training and development session: ‘Transferable Skills in Research Careers’.
Develop further options for career support, particularly transition between sectors.
|Review of training provision
|Coordinate research training provision across the University’s research community, including PGRs.
|Research Operations sub-group work on co-ordination of researcher development / training.
|Post-award induction for new PIs
|Raise awareness amongst PIs of their responsibilities to their research teams and funders through post-award comms and support.
|Develop post-award training, comms and support.
|Researcher Development Impact Evaluation Framework
|Evaluate professional learning and development programmes available to researchers at Warwick.
|Develop and roll out framework.