Research Staff: Careers Beyond Academia

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Vitae has been involved for some time in the ‘What do Research Staff Do Next?’ project: .

Some interesting preliminary findings were discussed at the Vitae Researcher Development International Conference on 9-10 September 2014, along with further useful insights into the job market and career progression for researchers published in Research Fortnight’s Vitae Supplement, to accompany the conference:

Whilst tracking of (initial) career destinations for graduates and knowledge of career paths within research have existed for some time, there has been no information about where research staff have gone upon leaving university research positions.  ‘What do Research Staff Do Next?’ aimed to reach people who had moved away from postdoctoral positions and through a survey find out why they had left, where they had gone and reflect on the transition.

‘Lack of job security drives out researchers’ is the title of one of the pieces in Research Fortnight’s Supplement, in which Janet Metcalfe – chair and head of Vitae – set out the reason for the project in a competitive job market.  “Through this project we will provide careers resources to institutions and information for staff looking for alternative careers”.

In one of the conference plenary sessions Janet expanded on the survey’s preliminary findings, with some interesting statistics.  In terms of destinations, a variety of sectors were represented fairly evenly including public administration, finance, IT, manufacturing, health & social work and charities.  However, 24% had opted for different roles within higher education.

79% of the surveys collated noted better long term prospects as a key reason for leaving their research role, reinforced by 76% referencing more job security.

Lack of flexibility and the change in organisational culture were highlighted as significant challenges in the transition process, but the support of new colleagues proved a common and helpful factor in transition.

It will be interesting to see further details on the preliminary findings to be released soon by Vitae.

What is Unconscious Bias?

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‘Unconscious Bias’, sometimes known as implicit bias, has become quite a buzz-phrase in training recently: a thought-provoking consideration in any working environment, including higher education and research. Issues pertinent to equality and diversity have found new focus with the Athena SWAN award ( ) links to funding in STEMM subjects, plus the more recent trial by the Equality Challenge Unit of the Gender Equality Charter Mark (GEM) for Arts, Humanities and Social Sciences ( ). ‘ Unconscious bias’ looks at how we think and how we act.
This month’s blog aims to highlight some of the key considerations and tips, plus sign-posting to further information.
So, what is unconscious bias?
In psychological terms it is a bias we are unaware of, or is outside of our control, triggering automatic judgements and assessments influenced by our background, cultural environment and personal experiences. This can have an effect at work, not least in recruitment, interviews, appraisals and promotions. We all have such biases but their effects can be reduced by positive awareness on a personal level and positive strategies in the workplace.
Be aware.
By understanding the existence of our unconscious biases we can mitigate their impact. On an individual level for example, if you are being interviewed but feel that a disability of situation in your life may count against you, volunteer the information to overcome any assumptions that may be made by the panel. In the wider workplace, processes, policies and procedures can be reviewed to mitigate shared or potential biases. For instance, build in diversity as a requirement on recruitment panels or even research project advisory groups.
Take action.
To find out more you may wish to visit the ‘Teaching Tolerance’ website: . This is linked to ‘Project Implicit’ and Harvard’s Hidden Bias Tests. If you’re interested in taking one of the tests on a range on topics visit: … they can be an eye-opener.
Ultimately, even if you are aware of your biases, and those of the people you work with, it is up to the individual WHAT action they choose to take.
Vitae have a programme of resources linked to equality and diversity issues in the HE research environment. ‘Every Researcher Counts’ materials can be found at: , primarily for use by researcher developers to support research staff and academics leading projects. Please register (free) with Vitae to see the full range of resources available, or contact the Midlands Hub manager ( ) for ideas on how best to use the case studies and other programme material, to further the understanding of equality and diversity issues at your institution.

Have you considered what excellent research is and the impact that it can have?

Excellent researchers understand that their work can change the world. They know that how they go about the work, and talk about it, can have a huge impact on how both their work and they, are viewed. They know how to stand out from the crowd.pencil_standing out

Vitae is running a number of professional training courses across the UK to help you consider how you can make your mark, conduct excellent research and consider the impact your research will have.

The Vitae Midlands Hub is hosting one of these courses on December 5th at Keele University. The course will draw on the current agendas of research impact demonstrated by the funding bodies and grant holders, but with specific focus on you and how you work. Through discussion and practical activities you will consider both the impact of your research, and the impact you have in the research environment in which you work.

The Vitae Midlands Hub has 18 places on this course available, and unlike other courses, this professional training is free of charge. If you would like to be considered for one of these highly sought after places then please apply through the Vitae website.