At the 91Ïã½¶ÊÓÆµ, we are proud of our research and knowledge exchange activity, which enriches our teaching, drives important partnerships and collaborations, and produces new knowledge and positive societal impact. Over the past ten years, we have made continual and considerable progress in the provision of support for our research community, investing in and supporting staff to develop research and knowledge exchange capabilities that will enhance our local, regional, national and international profile.
Our Research and Knowledge Exchange Strategic Plan 2022-2025 sets out our priorities and objectives. Building on our REF2021 success, our ambitious plan provides a roadmap for our next steps with an emphasis on cultivating excellence in research and knowledge exchange, nurturing talent, sustaining impact and promoting internationalisation. Significant emphasis is placed on nurturing talent with the development of our staff as one of its core principles.
This implementation plan for the 'Concordat to Support the Career Development of Researchers 2022-2024' sets out how we will further strengthen our significant investment in research infrastructure support for staff at all stages of their research career.
We will continue to enhance career support for our broad range of Early Career Researchers (ECRs) through our mentoring and peer network. The ECR community is formally represented through relevant committees and aims to build our research culture through informative events. We highlight ECR successes; you can find out more about our ECR network, as well as the research and experiences of some of our ECRs through curated articles online.
We will continue to enrich the understanding of responsibilities in relation to the Concordat and build on steps to consolidate consistent and well-received induction experiences. We actively promote mentoring and development opportunities for all, as well as plan to expand our training and resources relating to mental health and wellbeing, in addition to our #NeverOK anti-bullying pledge.
We will also focus on equipping our managers to enable them to deliver the wider agenda, providing training and networking opportunities, as well as identifying and nurturing future research and knowledge leaders. In addition, we will bolster our commitment to recruit and support those from underrepresented groups through our equality panelist scheme to advocate on equality issues during recruitment and selection, as well as enhanced monitoring to ensure access and engagement with development and mentoring opportunities.
Our planned actions will ensure that staff are able to fully realise their potential in a university that is both inspirational and supportive.