Researcher Development Concordat Annual Report 2024-25

The University of Dundee, a signatory to the Researcher Development Concordat (RDC) since 2021 and holder of the HR Excellence in Research Award since 2010, continues to strengthen its commitment to a positive, inclusive research culture. Despite significant financial pressures during 2024/2025, the University has progressed key initiatives to support researcher development, wellbeing, and career pathways. A new Research, People, Culture and Environment Sub-committee (RPCE-SC) now leads governance for the Concordat, with strengthened School-level oversight and expanded central support through new appointments and programmes.

The following report provides an overview of the University of Dundee’s progress against its current action plan (see Downloads for full report).

Strategic objectives

The University’s overarching strategy for Concordat delivery is grounded in three principles:

1. Ensuring the action plan is coordinated with other strategic University actions, as well as other relevant concordats and agreements.
2. Promote more joined-up messaging and service delivery by relevant professional services units.
3. Further empower research staff by strengthening representation and recognition.

These principles underpin objectives within the Concordat’s three pillars:

Environment and culture

• Develop and implement a new Research Cultures Strategy centred on four priorities: researcher development, good governance and integrity, collaborative inclusion, and sustainable research practices.
• Strengthen open research practices, responsible research assessment, and transparent recognition of contributions (for example: through the CRediT taxonomy).
• Enhance wellbeing support through institutional initiatives, mental health programmes, and the Wellcome Trust Institutional Fund for Research Culture projects.

Employment

• Improve induction, probation, and appraisal processes so researchers clearly understand career expectations and development opportunities.
• Refine research assessment and data to support customised career planning and remove obstacles to progression.
• Maintain recognition schemes such as the Dundee Difference Awards and Long Service Awards.

Professional development

• Launch a comprehensive Researcher Advancement Programme with themes spanning grant development, research impact, dissemination, innovation, leadership, and career success has been launched.
• Expand mentoring, co-mentoring, publishing support, and training in integrity and open research.
• Strengthen networks and sector partnerships, including British Academy ECR activities, ScotHERD, and leadership collaborations.

Implementation plan

• Use newly established working groups to operationalise the Research Cultures Strategy across Schools.
• Implement a streamlined Concordat action plan through an RDC stakeholder group, informed by meaningful metrics co-developed with the research community.
• Deliver the Researcher Advancement Programme and align School-level activities with institutional priorities.
• Facilitate national collaborations, including Research Integrity & Culture Week 2026 and the Scottish Research Leaders Network.
• Consolidate mentoring schemes into a unified offer for all staff.

Measures of success

• Adoption and progress of the Research Cultures Strategy and related action plans.
• Engagement metrics and outcomes from the Researcher Advancement Programme, evaluated using an enhanced Kirkpatrick model.
• Uptake and diversity of participation in mentoring schemes, development sessions, and wellbeing initiatives.
• Evidence of improved responsible research practices (for example: open research engagement, use of contributor role taxonomies).
• Improved researcher feedback through consultation exercises, forums, and listening events.
• Demonstrable enhancements in School-level support, appraisal alignment, and researcher career planning.

Progress to date

• New RPCE-SC governance structure is operational and providing strategic oversight.
• Research Cultures Strategy launched and informed by extensive consultation.
• Successful renewal of HR Excellence in Research Award (2024).
• Launch of Wellcome-funded initiatives supporting inclusive culture, flexible care, and leadership development.
• Expansion of open research support, including an ORL network, publishing training, and responsible assessment action planning.
• Delivery of wellbeing initiatives (Wellbeing Week, EAP launch, mental health programmes).
• Strong progress on researcher recognition, mentoring schemes, and development resources.
• Pilot delivery of Researcher Advancement Programme and refinement for 2025/2026.
• National collaboration on Research Integrity Week, involving 395 attendees from 46 institutions.

Conclusion and next steps

In a challenging financial year, the University of Dundee has continued to embed the Concordat principles by strengthening governance, progressing strategic initiatives, and enhancing support for researchers. New institutional strategies, expanded wellbeing provision, and refined development programmes demonstrate ongoing commitment to a positive, inclusive research environment that recognises the full contribution of research staff.

• Publish and implement the Research Cultures Strategy with four dedicated working groups.
• Deliver and evaluate the Researcher Advancement Programme at full scale.
• Finalise and approve the institutional Mental Health Strategy.
• Further strengthen national partnerships on research culture and leadership initiatives.
• Roll out the new unified Mentoring Scheme for all staff.
• Continue coordinated implementation of the streamlined RDC action plan through the stakeholder group and RPCE-SC, with transparent reporting to governance bodies.