Paul McCrorie and Seonaid Cleare answer some frequently asked questions about the identity, activities, successes and aspirations of the IHW Athena Swan early career researcher (ECR) working group.

 

"Who even is an early career researcher (ECR)...?"

It’s a legitimate question, and we’ve heard it asked many times. It’ll come as no surprise to hear that there isn’t really a consensus on a shared understanding of its definition and can vary across and within universities. For the purpose of our working group, we use a broader definition, specifically relating to Grades 5–8 research staff, often on a fixed-term/open-ended contract with a specified funding end date. No reference to being post-doctoral, and no reference to ‘time since completing’ a postgraduate or doctoral degree. ECRs can be any age and can have a variety of differing backgrounds and experience.

"What is the purpose of the working group...?"

The identity of Athena Swan is deeply rooted in supporting and celebrating equality and diversity. The Institute firmly believes that to be the best we can be, we must create a culture whereby all staff feel fully engaged and valued; where our voices are heard, legitimate concerns are addressed, and decisions are co-developed. As it relates to our ECR colleagues, it is our responsibility as a working group to represent those voices and support the Institute to create a fair system that recognises the importance of ECR issues, aspirations, and development. At an often-precarious period in the academic career path, coupled with ever increasing workload and expectations, reduced capacity, evolving global challenges (e.g., climate change) and wider societal pressures more associated with this life stage (e.g., home ownership, family planning, parenting responsibilities), the importance of our representation cannot be undersold. The Athena Swan ECR working group provides a platform and mechanism for Institutional improvement.

"So what have you achieved then...?"

We're so glad you asked. Since inception we have structured our activities around three main themes identified through interviews with ECRs: i) contractual uncertainties and precarious employment; ii) career progression and development; and iii) wider support. Often, our activities overlap all three themes, but as way of showing some recent successes how about a list of things we have implemented or contributed to :

"What’s next for the group?"

Over the next year we will operate with a core set of activities as identified in our most recent action plan but remain reactive to all issues as they are raised by ECR colleagues. As part of our core activities, we will continue working to reduce the barriers for those wanting to advance from Grade 6 to 7, particularly those without PhDs but sitting at the top of the Grade 6 scale. We are currently planning a tailored workshop in partnership with the promotions working group to address this particular concern. We will seek to support ECRs to strengthen the success of their grant applications by offering bespoke training opportunities that address specific knowledge gaps in the grant funding process. In partnership with Research and Innovation services, we will be involved in piloting some new training material, including the implementation of the Concordat for Career Development of Researchers. A final core piece of work will relate to the creation and implementation of an ECR teaching resource, including database, links, contacts, and opportunities whereby our ECR cohort will be able to optimise their teaching experiences if desirable.

If you would like to join, or just hear a bit more about what we do then please check out the IHW Athena Swan ECR webpage or get in touch (contact information below).

Group chairs

Seonaid Cleare
Research Associate (Mental Health and Wellbeing)
Seonaid.Cleare@glasgow.ac.uk    

Paul McCrorie 
Research Fellow (MRC/CSO Social and Public Health Sciences Unit)
Paul.Mccrorie@glasgow.ac.uk 

First published: 14 March 2018

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