Workstream 2: Inclusive Career Progression
Lead: Elizabeth Hurren
Workstream 2 focused on supporting more inclusive career development for postgraduate and early career researchers. The workstream sought to address the “leaky pipeline” in research careers by providing researchers with clearer, more accessible ways to recognise, develop and showcase their skills throughout their careers.
A central feature of the workstream was the co-design and development of Career Atlas, a digital career development platform created in partnership with Digital Services. Researchers and stakeholders were involved throughout the design process to ensure the platform reflected real career development needs and experiences.
The workstream delivered:
- The workstream has produced a sustainable foundation for future career development support, providing tools that enable researchers to record achievements, identify transferable skills, explore career options and access development opportunities more easily and confidently.
- Extensive stakeholder engagement, workshops and co-design activities with postgraduate and early career researchers to understand career challenges, support needs and desired platform functionality.
- Development of a detailed functional specification and user-story requirements framework that guided the creation of Career Atlas.
- Creation of an interactive Career Atlas prototype featuring profile building, skills tracking, evidence logging, CV creation, application management, goal setting and career planning tools.
- Creation of a SharePoint ‘Signpost’ page that brings together career development resources, training opportunities and support services from across the University into a single accessible location.
- Multiple rounds of prototype testing and feedback, enabling continuous refinement of the platform based on researcher input.
Workstream Outline:
Staff Diversity Data: We analyse staff diversity data regularly to understand representation within the research community. Five datasets have been reviewed so far, with further updates planned in 2026. These insights help highlight trends and inform future recommendations.
Recruitment Review: Through workshops, consultations and a review of recruitment guidance, we are identifying barriers that may affect fairness and consistency. Findings are being used to develop clearer, more inclusive resources for colleagues involved in research‑related recruitment.
Enhanced Guidance and Resource Development: We are developing a suite of enhanced recruitment resources, including guidance on alternative shortlisting and interview approaches, responsible use of AI, and improved visa information. These materials will form a new set of recruitment resources designed to support more inclusive and transparent practices across research roles.
Retention and Inclusive Practice:Through the insights collected, we are identifying examples of effective and inclusive practice within research groups. These will inform future recommendations and help support diverse and positive research environments.
Interviews and Staff Experience: We are gathering insights from staff through interviews and upcoming focus groups to understand how inclusivity, representation and research culture shape decisions to join, stay in or leave research roles. We are also exploring creative ways to present these experiences through case studies and other accessible formats. If you are a researcher at Leicester and want to share your experiences, please do get in touch.