Tag: EDI

  • Podcast: Efficiency, EDI, speed | Wonkhe

    Podcast: Efficiency, EDI, speed | Wonkhe

    This week on the podcast we examine Universities UK’s efficiency and transformation taskforce report. What do shared back-office services, federation models and subject cold spots tell us about the sector’s financial pressures?

    Plus we discuss Research England’s new EDI action plan, and explore whether the UK’s rapid three-year degree model is harming student wellbeing and learning outcomes.

    With Rille Raaper, Associate Professor in Sociology of Higher Education at Durham University, Jess Lister, Director (Education) at Public First, Mack Marshall, Community and Policy Officer at Wonkhe SUs, and presented by Jim Dickinson, Associate Editor at Wonkhe.

    Our drop-out and pace miracle is harming students’ health and learning

    Universities UK’s new era of collaboration

    Fixing the potholes in postgraduate funding

    The spending review is a critical moment for UK science and innovation

    There are better politics, big ideas, and future trade-offs in Research England’s new EDI action plan

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  • The implications for UK universities of Trump’s attacks on EDI

    The implications for UK universities of Trump’s attacks on EDI

    Few will be unaware of Donald Trump’s antipathy towards diversity, equity, and inclusion (DEI) in the US. In February 2025, Trump issued executive orders and policy directives aimed at eliminating DEI programmes and removing references to “gender ideology” from federal agencies.

    For those of us who know DEI as equality, diversity and inclusion (EDI), there is concern about the ripple effects of Trump’s measures on UK universities, for research as well as teaching and learning.

    One of the immediate impacts of this manoeuvre was to remove essential LGBTQ+ content from federal websites. Terms such as “transgender”, “LGBT”, and “pregnant person” were all banned. Decades of HIV data, contraception guidelines, and research on racial health disparities were suddenly inaccessible. For US researchers in higher education, such staggeringly blatant anti-EDI policies have disrupted the passage of critical research focused on improving health outcomes for marginalised groups.

    Such censorship – to our minds at least – thoroughly undermines scientific integrity, limiting the study of complex health and social issues. Our colleagues in the US are now forced to work within these constraints, which threaten accuracy and inclusivity. Indeed, the politicisation of scientific terminology arguably damages public trust in research and, in the US, diminishes the credibility of federal agencies.

    Implications for LGBTQ+ researchers

    Trump’s anti-EDI stance is a menace to any form of university research seeking to address inequalities and build inclusion for seldom heard population groups, and the effects of these decisions will have wide-reaching and intersectional repercussions.

    As committee members of a university’s LGBTQ+ staff network, our focus is understandably on the impact for our colleagues working on LGBTQ+ issues. US-based researchers working on LGBTQ+ themes now face obstacles in securing funding and publishing their work. And this has a knock-on effect on wider LGBTQ+ population groups. The suppression of critical health information and the suspension of targeted research leaves LGBTQ+ communities bereft of vital support and resources.

    More fundamentally, Trump’s policies send the signal that LGBTQ+ identities and needs are irrelevant from his agenda for US growth. It’s a quick step from this to the increase of social stigma and discrimination targeted at LGBTQ+ people. And this in turn worsens mental health and social marginalisation. To put it bluntly: the absence of LGBTQ+ representation in official communications sends a damaging message about the validity of these communities’ experiences.

    Lessons for UK universities

    To bring this back to the UK context then, a few things come to mind.

    First, the UK has its own, depressingly recent, history of government-led suppression of LGBTQ+ communication, which we’d do well to remember. Section 28 of the Local Government Act 1988 banned the promotion of homosexuality in schools across England, Scotland, and Wales. Repealed in England and Wales in 2003, this act led to years of silence and marginalisation within educational settings.

    Section 28 not only harmed students and staff at the time but also created a culture of fear and misinformation, curtailing inclusive teaching and research. To ensure the UK does not repeat such history, universities must prioritise legal advocacy and protection for all involved in higher education, to safeguard academic freedom and inclusivity. Being involved in the LGBTQ+ staff network as we are, we might also add that coalition building among universities, LGBTQ+ advocacy groups, and non-profits can also strengthen efforts to resist any potential policy shifts that might echo the restrictive measures of the past.

    Second, Trump’s agenda also urges us to re-think our approach to US-UK research collaborations and student exchanges. There seems to be an increasing discrepancy between what the UK and US each consider to be worthy of research and funding.

    Universities in the UK should assess how they foster links with other nations whose research agendas align more closely with UK priorities, to mitigate any potential funding losses. Moreover, UK universities should ideally review their reliance on external funding from the US to determine whether any existing projects might be impacted by shifts in US policy. Equally, with US suppression of data relating to LGBTQ+ issues impacting LGBTQ+ health and wellbeing, it’s vital that UK universities ensure that their research connected to LGBTQ+ issues is readily available.

    Third, it seems crucial that UK universities futureproof their relationships with US students. The possibility of new limitations on exchange programmes, including restrictions on modules with extensive EDI content, could impact the accessibility of UK higher education for US students. Online programmes that currently enrol US students may also face scrutiny, raising concerns about whether course content is monitored or whether degrees will continue to be recognised in the US due to their inclusion of EDI principles.

    Looking forward

    UK universities have a pivotal role to play in responding to what’s happening in the US in relation to Trump’s anti-EDI stance.

    We’ve focused particularly on the impacts of these political and policy shifts on LGBTQ+ research and culture in higher education. But they represent a more wholesale attack on initiatives seeking to safeguard the wellbeing of marginalised population groups. UK universities must continue to represent a safe space for education which upholds inclusivity, critical thinking, and academic integrity. This requires a strong coalition of organisations, advocacy groups, and academic institutions working together to resist the erosion of rights and the suppression of essential research.

    Such a coalition of critically-minded parties seems all the more important given the recent ruling by the Supreme Court on 16 April 2025 in relation to the Equality Act 2010, which insisted on the binary nature of sex, which is determined by biology. As a result, this leaves trans women unable to avail themselves of the sex-based protections enshrined in the Equality Act.

    Universities, like other institutions, will need to review their policies accordingly and should do their utmost to continue to assert a safe and inclusive environment for trans people. But this decision, coming so soon after the Cass review, is also contributing to the anxiety and uncertainty experienced by LGBTQ+ people more broadly. With echoes between the US situation and recent UK developments, the direction of travel is concerning.

    By standing together, we can safeguard the rights of all marginalised communities and ensure that the integrity of scientific research, human dignity, and social progress are protected.

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  • Building inclusive research cultures– How can we rise above EDI cynicism?

    Building inclusive research cultures– How can we rise above EDI cynicism?

    • Dr Elizabeth Morrow is Research Consultant, Senior Research Fellow Royal College of Surgeons in Ireland, & Public Contributor to the Shared Commitment to Public Involvement on behalf of National Institute for Health and Care Research.
    • Professor Tushna Vandrevala is Professor of Health Psychology, Kingston University.
    • Professor Fiona Ross CBE is Professor Emerita Health and Social Care Kingston University, Deputy Chair Westminster University Court of Governors & Trustee Great Ormond Street Hospital Charity.

    Commitment and Motivation for Inclusive Research

    The commitment to inclusivity in UK research cultures and practices will endure despite political shifts abroad and continue to thrive. Rooted in ethical and moral imperatives, inclusivity is fundamentally the right approach. Moreover, extensive evidence from sources such as The Lancet, UNESCO and WHO highlights the far-reaching benefits of inclusive research practices across sectors like healthcare and global development. These findings demonstrate that inclusivity not only enhances research quality but also fosters more equitable outcomes.

    We define ‘inclusive research’ as the intentional engagement of diverse voices, communities, perspectives, and experiences throughout the research process. This encompasses not only who conducts the research but also how it is governed, funded, and integrated into broader systems, such as policy and practice.

    Beyond higher education, corporate leaders have increasingly embraced inclusivity. Research by McKinsey & Company shows that companies in the top quartile for gender diversity are 25% more likely to outperform their peers in profitability, while those leading in ethnic diversity are 36% more likely to do so. This clear link between inclusivity, innovation, and financial success reinforces the value of diverse teams in driving competitive advantage. Similarly, Egon Zehnder’s Global Board Diversity Tracker highlights how diverse leadership enhances corporate governance and decision-making, leading to superior financial performance and fostering innovation.

    Inclusion in research is a global priority as research systems worldwide have taken a ‘participative turn’ to address uncertainty and seek solutions to complex challenges such as Sustainable Development Goals. From climate change to the ethical and societal implications of Artificial Intelligence (AI), inclusive research is a track that ensures that diverse perspectives shape solutions that are effective, fair and socially responsible.

    Take the example of AI and gender bias – evidence shows that women are frequently not included in technology research and are underrepresented in data sets. This creates algorithms that are biased and can have negative consequences of sensitivity, authenticity, or uptake of AI-enabled interventions by women. Similar biases in AI have been found for other groups who are often overlooked because of their age, gender, sexuality, disability, or ethnicity, for example.

    Accelerating Inclusion in UK Research

    A recent horizon scan of concepts related to the UK research inclusion landscape indicates domains in which inclusive research is being developed and implemented, illustrated by Figure 1.

    Inclusion is being accelerated by the Research Excellence Framework (REF) 2029, with a stronger focus on assessing People, Culture, and Environment (PCE). REF 2029 emphasises the integration of EDI considerations across research institutions, with a focus on creating equitable and supportive cultures for researchers, participants and communities. The indicators and measures of inclusion that will be developed and used are important because they can encourage diversity of perspectives, knowledge, skills and worldviews into research processes and institutions, thereby increasing relevance and improved outcomes. All units of assessment and panels involved in the REF process will have guidance from the People and Diversity Advisory Panel and the Research Diversity Advisory Panel. This means that inclusion will develop in both the culture of research institutions and the practices that shape research assessment.

    The National Institute for Health Research, which is the largest funder of health and social care research, has pioneered inclusion for over 30 years and prioritises inclusion in its operating principles (see NIHR Research Inclusion Strategy 2022-2027). NIHR’s new requirements for Research Inclusion (RI) will be a powerful lever to address inequalities in health and care. NIHR now requires all its domestic commissioned research to address RI at the proposal stage, actively involve appropriate publics, learn from them and use this learning to inform impact strategies and practices.

    Given the learning across various domains, we ask: How can the broader UK system share knowledge and learn from the setbacks and successes in inclusion, rather than continually reinventing the wheel? By creating space in the system between research funders and institutions to share best practices, such as the Research Culture Enablers Network, we can accelerate progress and contribute to scaling up inclusive research across professional groups and disciplines. There are numerous examples of inclusive innovation, engaged research, and inclusive impact across disciplines and fields that could be shared to accelerate inclusion.

    Developing Shared Language and Inclusive Approaches

    Approaches to building inclusive cultures in research often come with passion and commitment from opinion leaders and change agents. As often happens when levering change, a technical language evolves that can become complex and, therefore, inaccessible to others. For example, acronyms like RI can apply to research inclusion, research integrity and responsible innovation. Furthermore, community-driven research, public and community engagement, and Patient and Public Involvement (PPI) have become synonymous with inclusive research, and such participation is an important driver of inclusion.

    The language and practices associated with inclusive research vary by discipline to reflect different contexts and goals. This can confuse rather than clarify and form barriers that possibly get in the way of trust and more effective inclusion strategies and practices. We ask: How can we establish shared understanding, methods of participation, accountability pathways and mechanisms that will promote inclusion in the different and dynamic contexts of UK research?

    With over 20 years of experience in the fields of inclusion and equity, like other researchers, we have found that interdisciplinary collaboration, participatory methods, co-production, and co-design offer valuable insights by listening to and engaging with publics and communities on their own terms and territory. An inclusive approach has deepened our understanding and provided new perspectives on framing, methodological development, and the critical interpretation of research.

    Final reflection

    Key questions to overcome EDI cynicism are: How can we deepen our understanding and integration of intersectionality, inclusive methods, open research, cultural competency, power dynamics, and equity considerations throughout research processes, institutions, and systems? There is always more to learn and this can be facilitated by inclusive research cultures.

    Figure 1. Inclusive Research Dimensions

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