Workstream 2: Inclusive Career Progression
Lead: Elizabeth Hurren
Workstream 2 aims to empower researchers who are often “dropped in the dark” after completing their education and contracts by equipping them with digital credentials. These credentials are transforming the job market, providing a fresh, effective way for individuals to showcase their skills and improve their hiring prospects. By presenting skills in a tangible, verifiable format, digital credentials offer job seekers a competitive edge and enable them to demonstrate expertise with clarity and confidence. Most importantly, they give job seekers control over how their information is shared and processed, empowering them to manage their professional profiles with greater autonomy.
Through this workstream, we will collaborate with early-career researchers (ECRs) to co-design a platform that will help them “prototype their life.” This initiative encourages researchers to gain the flexibility and self-assurance to showcase their skills across multiple industries, ultimately broadening their career opportunities and making the transition out of academia more seamless.
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.