By Lydia Klimecki
Lydia Klimecki is a People Development Partner in the People Development Team where she manages Bristol Clear, Bristol’s Researcher Development Hub and leads on Bristol’s Researcher Concordat implementation. A qualified coach, Lydia is passionate about supporting strategic career advancement and culture change initiatives.
The Researcher Development Concordat is a national framework that sets clear expectations and directly impacts how researchers in the UK are employed and managed, outlining what they can expect from their employer, manager, and funder. It also provides guidelines for conducting research and personal development.
The University of Bristol has been a committed advocate of the Researcher Development Concordat since its early days, standing among the first institutions to endorse it at its launch in 2008 and reaffirming that commitment by signing the 2019 revision. This dedication is reflected in the way Concordat principles are embedded across the institution, through governance structures, policies, training, and regular progress monitoring. Bristol remains firmly focused on cultivating a positive, inclusive research culture that empowers its researchers and strengthens the future of research.
Bristol’s Researcher Development Concordat video explains the key principles of the Concordat and why they are essential to your work, whether you’re a Researcher or a PI, preparing a grant or fellowship proposal, managing a research team, or looking ahead to REF 2029. You’ll hear why embedding the Concordat’s values benefits individuals, teams, and institutions alike, what is already happening at Bristol and how you can get involved, including finding out who your local Concordat Champion is and connecting with them.
Robbie Mackenzie, Senior Research Associate in the Interface Analysis Centre as well as Researcher Rep for School of Physics, recently successfully applied and costed for a grant using the Concordat principles as a guide: “I knew the funder valued the development of early career researchers as a legitimate grant outcome. So, when hiring for the project, I included time for both development and contingency: I built in three months at the project end for the researcher to write papers, job hunt, and benefit from their experience, not just to finish project tasks.”
Another example of the Concordat in action is the inclusion of researchers in recruitment decision-making processes within the Faculty of Health and Life Sciences: Many schools now actively encourage the participation of Pathway 2 Representatives in recruitment panels for grant-funded research positions.
Why should you engage with the Concordat?
For Researchers:
- Understand your rights, responsibilities, and development opportunities.
- Advocate for your professional needs and participate in shaping the research culture.
- Use it as a benchmark to guide your career planning and progression.
For Line Managers and PIs:
- Clarifies your role in supporting researchers’ development and wellbeing.
- Encourages inclusive leadership and best practice in management.
- Helps you meet institutional and funder expectations as well as REF 2029 requirements.
For Professional Services and Leadership:
- Informs strategic planning around researcher support and development.
- Enables coordinated institutional efforts to improve research culture.
- Supports initiatives like Athena Swan and broader EDI strategies.
Get involved and act!
- Connect with your School’s Researcher Rep
- Reach out to your Concordat Champion to learn how the Researcher Concordat’s principles apply to your team
- Incorporate the Researcher Development Concordat into your research proposals and group discussions
- Explore resources available on the Research Practice Development page.
Together, we can build a more supportive, enabling research culture where people—and their ideas—can thrive.