Research Environment and Culture

Excellent research requires positive and inclusive research environments and cultures. Queen Mary offers researchers a world-class research environment, with sustainable and accessible research facilities focused on our strengths, to enable them to flourish. A supportive research culture is central to our values, where innovation, collaboration, development, engagement, entrepreneurship, and impact to address global and national challenges are innate parts of our research activity. All researchers are encouraged to engage in entrepreneurial activities and academic staff can spend up to 30 days per year on consultancy or other entrepreneurial activities per Queen Mary’s Consultancy Policy. For support with these activities, visit the ‘Collaborate with us’ and contact the appropriate group.

In addition to their research activity, research staff should recognise and act on their role as key members and stakeholders within Queen Mary’s vibrant research community, as well as their wider disciplinary community. This includes actively contributing to and leading the local research culture though promoting activities like journal or reading clubs, seminar series, and staff or student associations; School or Institute committees like research committees, equality diversity and inclusion efforts, or recruitment panels; and engaging internally and externally with other researchers, as well as with the public about their work. Staff members should also review the guidance on how to use the Our Values in Action Framework to support any local efforts.

Raising Queen Mary’s reputation is a priority in our University. Research staff should ensure all presentations and work products are correctly branded, and should look for ways raise awareness of their work and Queen Mary through attending academic conferences, and working with the communications team to raise awareness with other audiences, including the public, where appropriate.

All staff should ensure they act in accordance with our policies related to dignity at work, and equality, diversity and inclusion, and our policies on research conduct and integrity (see section 3.0). The University has received external recognition for its work in celebrating and supporting diversity and inclusion. Research staff should actively contribute to the development and maintenance of a supportive, fair, and inclusive research culture and be a supportive colleague, particularly to newer researchers and students. This could include joining or promoting staff networks, contributions to local and institutional Athena Swan or Race Equality Charter committees who help to drive positive and inclusive cultures. Research staff should consult with their line management and research managers to find out about the local opportunities available to them. They should also use available mechanisms to report staff who fail to meet the expected standards of behaviour, particularly in relation to discrimination, harassment, bullying, and research conduct.

Research staff should take positive action towards maintaining their wellbeing and mental health and should refer to HR wellbeing guidance. Support for staff on emotional matters, life challenges, workplace effectiveness, and wellbeing and stress management can be found through the Employee Assistance Programme.

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