Ottoline Leyser: Equality, diversity and inclusion must be disruptive

Shifting what and who is valued will strengthen the research system, writes UKRI chief executive

EDI are three letters that trigger strong associations: a long fight for social justice; a set of policies and processes that must be followed to comply with the law; a source of anxiety about what to say and not say; or woke nonsense. For many, EDI is contentious.

It is therefore worth remembering that for most people, the concepts for which EDI stands—equality (or equity), diversity and inclusion—are not contentious. In research and innovation there is compelling evidence that diverse perspectives drive excellence. Creativity and innovation thrive when difference is valued, sought out and catalyses engaged discussion.

Research and innovation need a culture in which scrutiny, challenge and critique lift and enhance our endeavours. This is critical, because the UK is stuck with low productivity, sluggish growth and underinvestment in businesses and public services. A diverse, connected and engaged research and innovation system is the key to overcoming these barriers to prosperity.

So, we urgently need to improve how we research and innovate to promote the inclusive creativity that drives excellence. As an evidence-based organisation, the data that UK Research and Innovation collect about funding applicants and awardees are an important part of understanding the research system’s demographics and people.

Inequality persists

The data are inherently complex and still far from perfect. However, they show clearly that despite much progress, the diversity of the UK’s research and innovation community is underpowered.

There are two key points. First, there is unequal representation of some demographic groups, including those with legally protected characteristics. Second, there are differences in award rates between these groups.

For example, white principal investigators have significantly higher award rates compared with Black principal investigators.

These issues have been recognised for a long time. Even so, in our current research culture, there is a danger that the solutions proposed exacerbate the problem by driving homogeneity rather than supporting diversity.

Changing the narrative

For example, in academia the solutions to under-representation have focused on a single, uniform career path from undergraduate to professor, with people who leave research perceived as being ‘lost’ along it—the famous leaky pipeline.

It is right to look for the causes of this leakage and address the issues identified. But if we truly value diversity, we must diversify career paths so that people can move out of, into, and around the system across their working lives. This will bring a much wider range of ideas into the research and innovation system, and connect it more deeply to society.

One way UKRI is driving this change is through introducing the Résumé for Research and Innovation. This is a narrative, evidenced CV designed to be inclusive, moving beyond a list of posts and publications to reflect the many contributions necessary for a thriving research and innovation system.

We are working with the research community to share best practice, continuously improve, and shift what and who is valued. Through tools like the Résumé Resources Library and the Peer Exchange Platform, UKRI is evaluating and supporting the use of narrative CVs to help people articulate their contributions and experiences, making careers in research and innovation more diverse, accessible and appealing.

Reforming assessment

As career paths in R&I diversify, the system will include people with an even wider range of experiences, perspectives and ideas. People with different backgrounds are likely to ask different questions and bring different approaches to address them.

Assessment processes must be able to support this kind of diversity. This is one reason why we are trialling innovative approaches to peer review, such as anonymising applicants, aiming to reduce the burden on applicants, reviewers and administrators, increase transparency and reduce bias.

Change takes time, which makes acting now even more urgent. Research and innovation are fundamentally endeavours of hope, empowerment and opportunity.

Getting it right is crucial for social justice, legal compliance, confident discussion and ensuring research and innovation truly serve everyone in the UK and beyond. Within this system, equality, diversity and inclusion are not contentious. They are welcome and they must be disruptive.

Ottoline Leyser is the chief executive of UK Research and Innovation