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We aim to support all staff in their training and development, and many training courses and schemes are open to staff members. More information about training courses and sources of support can be found on the Working at RDM webpages.

To provide further career and development support, a Career Development Committee (CDC) is being established, chaired by Professor Leanne Hodson, Associate Professor of Diabetes and Metabolism. The CDC will deliver a number of career and development actions in the RDM Athena SWAN Silver application.

Staff Training

58% of staff were clear about the training and development opportunities available to them and 55% agreed that adequate opportunities exist for personal development and training.

Silver Actions 2.5 & 2.6: We will ensure that the training and development needs of staff are identified through the annual Personal Development Review (PDR), and that the usefulness of the PDR process is maximised by e.g. producing a PDR toolkit and providing training to line managers.

In addition, the survey results indicate that only 37% of staff have completed Equality and Diversity training, 35% have completed Harassment and Bullying training and 16% have completed Unconscious Bias training.

Silver Actions 3.1 & 3.7: Online training on Equality and Diversity, Harassment and Bullying and Unconscious Bias will be made mandatory for all staff and students.

Career Development

45% of staff were clear about the career options open to them, while 48% were satisfied with their career progression and were aware of the University's criteria and processes for promotion and re-grading. A more positive 60% felt that their current role will enhance their career development opportunities.

Silver Action 2.11: We will improve careers information (eg RDM Career Day, website, one-to-one sessions with the Careers Service).

The three top aspects that research staff agreed have had a positive impact on their career progression were (288 respondents):

  • the support of a senior colleague (62%);
  • publishing articles in quality journals (54%);
  • training in new technologies (38%).

The survey results suggest that research staff would like to have more opportunities to gain experience in teaching (51%), followed by interviewing for a job or fellowship (38%) and writing a grant application (34%) (288 respondents).

RDM recognises that focussed support such as mock interviews and training on how to write a grant application are essential for those who are hoping to secure a fellowship, which is often the transition from a post-doctoral researcher to an independent 'group leader'. We have already run two workshops for researchers ('How to write a successful grant application' by Prof Barbara Casadei and 'How to get a fellowship' by Prof Hugh Watkins), and we will run more.

Silver Action 1.9: We will organise targeted 'How to' workshops designed to help staff at the key career transition points.