We define managers as those with direct line management responsibility for ‘researchers’. These managers will frequently be principal or co-investigators on research grants, although it is recognised that some research staff may be grant-holders and be line-managed by another senior researcher or head of unit.
Excellent research requires a supportive and inclusive research culture
Healthy working environments attract and develop a more diverse workforce, impact positively on individual and institutional performance, and enhance staff engagement. This Principle recognises that a proactive and collaborative approach is required between all stakeholders, to create and develop positive environments and cultures in which all researchers can flourish and achieve their full potential.
Researchers are recruited, employed and managed under conditions that recognise and value their contributions
Provision of good employment conditions for researchers has positive impacts on researcher wellbeing, the attractiveness of research careers, and research excellence. This Principle recognises the importance of fair, transparent and merit-based recruitment, progression and promotion, effective performance management, and a good work-life balance. All stakeholders need to address long-standing challenges around insecurity of employment and career progression, ensuring equality of experience and opportunity for all, irrespective of background, contract type and personal circumstances.
Professional and career development are integral to enabling researchers to develop their full potential
Researchers must be equipped and supported to be adaptable and flexible in an increasingly diverse global research environment and employment market. This Principle recognises the importance of continuous professional and career development, particularly as researchers pursue a wide range of careers.
Full details of our plans can be found in our Concordat Implementation Plan