Research in Sociology

Social Policy research at Glasgow reflects seriously on the challenges facing social policy, is creative and publicly engaged, and is independent, critical and reflexive. Our research is organised in four thematic areas (Health and Wellbeing, Crime and Justice, Migration, Racism and Citizenship, and Digital and Social Transformations). These incorporate research and teaching staff and are collegial, collaborative forums for incubating research ideas, for peer review and support. 

We are a large Unit and staff are our most valuable asset. We endeavour to ensure all training and development needs are met, that we can pursue our research and teaching agendas, and are rewarded for success. Our comprehensive staff programme includes mentoring, workload allocation, performance and development reviews, support for promotion, research leave and conference support funding.  Early career staff participate in the University’s Early Career Development Programme and career development and advancement opportunities are offered throughout each career stage through training, mentoring and leadership opportunities.  

We have a range of fora for staff discussion, stimulation and mutual support:  

• A ranges of seminar series provide opportunities for collegial engagement, helping staff make connections across disciplines and topics.  

• Thematic reading groups encourage co-reading and promote stimulating discussions of key publications, theorists and/or methodological approaches. 
• Our interdisciplinary café-style discussions for staff and students at all stages offer a chance to take a break, catch up with others, offer advice, and get support.  
• Our off-campus ‘writing retreats’ create dedicated time and space for writing, and also foster collegiality through peer feed-back and constructive discussion 
• Constructive feedback on papers in preparation is provided through an output review process 

We have secured over 300 research awards from diverse sources since 2014, generating almost £23.8 million in research income; our commitment to skills development and training, and financial support for grant development, undoubtedly contribute to this. 

PGRs are integral to our research culture and community. A Social Science PGR Hub provides dedicated space and state-of-the-art facilities. PGRs are integrated into the thematic research areas and present work-in-progress at working lunches and seminars; collaborate with staff on research and KE activities, and are encouraged to engage in the organisation of social and research related activities, e.g., conferences, residential workshops, editing blogs, and managing Twitter feeds. 

We have created a thriving and supportive research culture and working environment, facilitated by the CoSS Equality, Inclusion and Diversity Committee, and as recognised by IHW’s Athena Swan Gold award. 

We have grown from 30 staff (on contracts of 0.2 and above) in 2014 to 57 in 2021. Almost a quarter (23%) of staff and almost two fifths (39%) of PGRs come from overseas. With 8.11% of staff declaring as BAME, we recognize that ethnic diversity is not what it should be.  We are redressing this through our commitment to UoG’s Race Audit to identify and address patterns of inequality and the development of an action plan. 

Just over 8% of our staff identify as disabled. We work to remove any barriers faced by disabled colleagues, ensuring full access to opportunities and inclusive dietary provisions.  

Women constitute 59% of our professoriate, 52% of SL/Readers, and 66% of Lecturers. The number of women professors have increased from 35% in 2014 to 59% in 2021.