IGNITE Network+ Mentoring Programme – 2026 Intake
We’re thrilled to announce that recruitment has now opened for facilitators and participants in the 2026 cohort of the IGNITE Network+ Mentoring Programme!
This innovative programme is designed to support researchers in energy from underrepresented and minoritised backgrounds, including early career researchers, women, racialised minorities*, LGBTQ+ individuals, and people with disabilities. Our goal is to foster meaningful connections, support career progression, and build a vibrant, inclusive community across academia and industry.
The IGNITE Network+ Action Learning Circles offer a unique space for researchers to:
- Share lived experiences in a supportive environment.
- Build networks across disciplines and sectors.
- Advance personal and professional development collaboratively.
Our innovative mentoring model brings together small facilitated groups or circles (up to five participants). These circles are designed to be reflexive, co-created, and deeply personal, allowing participants to connect with peers who bring diverse perspectives but share common goals and interests. Together, participants will grow, learn, and hold each other accountable in a space that prioritises trust, curiosity, and mutual respect.
We ask that all applicants, whether as participants or facilitators, commit fully to the process. Before submitting an expression of interest, please ensure you’re ready to engage meaningfully and consistently throughout the programme.
It is our intention that this programme will:
- be inclusive and centred around people.
- be useful, new and innovative and does not replicate what already exists in your own University.
- make you accountable for your own personal development goals.
The programme will commence in January 2026 for 6 months.
Mentoring Circles are an innovative, group mentoring model that are peer-led (up to 5 participants) guided by a facilitator to ensure that conversations are focussed and productive (Darwin and Palmer, 2009). Unlike traditional one-to-one mentoring, this model fosters collaborative learning, shared experiences, and mutual support. Everyone contributes, and everyone learns.
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Action Learning is a structured, reflective process where participants tackle real-world challenges through group questioning and discussion. It’s a confidential, supportive space to reflect, explore solutions, and commit to action.
“A continuous process of learning and reflection, supported by colleagues, with an intention of getting things done.”
— McGill and Beaty, 2013
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What are the benefits in taking part?
There are many valuable benefits to using mentoring circles and action learning. Below are several key advantages, as identified in research by Darwin (2000), Darwin and Palmer, (2009), Given & Kelly, (2016):
- Broadening connections: Mentoring circles enable both facilitators and participants to connect with a wider group of individuals, expanding their professional networks and building social capital. These connections foster collaboration and reduce feelings of isolation by creating a supportive and inclusive community.
- Gain diverse perspectives: Unlike traditional one-to-one mentoring, mentoring circles bring together a range of experiences, skills, and viewpoints. This diversity enriches discussions and provides participants with insights that may not be accessible through more conventional mentoring models.
- Increasing accountability: Working within a group setting naturally encourages greater accountability. Participants are more likely to stay committed to their career development goals when they are part of a collective learning process, where progress is shared and supported.
- Learning from others: One of the most powerful aspects of mentoring circles is the opportunity to learn from others’ lived experiences. This peer-to-peer exchange fosters confidence, encourages reflection, and helps participants gain practical insights that can inform their own professional journeys.
- Developing your own leadership: Action learning promotes growth in how individuals interact with others. It cultivates leadership by encouraging participants to ask and respond to open, probing, and challenging questions. This reflective practice helps individuals become more effective communicators and collaborators.
- Promoting change: Through shared learning and dialogue, both facilitators and participants can deepen their understanding of the challenges and best practices across different academic and professional environments. The programme encourages participants to formulate actions and decisions that can be implemented in their own institutions, helping to drive positive change in energy research culture.
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Each action learning group will consist of four to five participants (early to mid-career researchers) and one facilitator (a more experienced individual).
Facilitators
Facilitators are central to the success of mentoring circles. They create a safe, inclusive, and structured environment where participants can reflect, share, and grow. Their role is not to provide solutions, but to guide the group through a process of collective inquiry and personal development.
Key Responsibilities
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Create a safe and inclusive space
Ensure that all participants feel respected, heard, and valued. This includes helping the participants to set ground rules for confidentiality, respectful dialogue, and active listening and that they are upheld.
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Guide reflective discussions
Ensure that the circles uses open-ended, probing, and challenging questions to help participants explore their experiences, identify barriers, and consider new perspectives.
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Support peer learning
Encourage participants to learn from each other to foster mutual support and shared growth.
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Maintain focus and structure
Keep the group on track during sessions, ensuring that discussions remain purposeful and aligned with participants’ development goals.
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Encourage accountability
Help participants articulate their goals and commit to actions. Follow up on progress and support reflection on outcomes.
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Model inclusive leadership
Demonstrate empathy, curiosity, and openness. Be aware of power dynamics and ensure equitable participation.
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Adapt to group needs
Be responsive to the evolving dynamics of the group, adjusting facilitation style and techniques as needed to support engagement and learning.
Skills and Attributes of an Effective Facilitator
- Strong interpersonal and communication skills
- Experience in mentoring, coaching, or leadership
- Ability to ask insightful questions and foster reflection
- Commitment to equity, diversity, and inclusion
- Comfortable with group-led learning
- Willingness to learn from participants and adapt
Who can be a facilitator?
Experienced professionals (Leaders and senior staff) from academia, industry, or policy working in energy research who can guide reflective discussions and support peer learning.
Action Learning Training and Support
Facilitators will receive dedicated training to prepare them for their role, including guidance on action learning principles, inclusive facilitation techniques, and managing group dynamics. See more about training below.
👉 Interested in being a facilitator? Sign up here to complete an expression of interest.
Circle Participants
As a Circle Participant, you will join a small, supportive Action Learning group designed to foster personal and professional growth through shared reflection, peer mentoring, and inclusive dialogue. The group will be supported by a Facilitator.
By taking part, you will:
- Build a sense of belonging within a professional community that values your lived experience and contributions
- Develop key leadership and management skills, including:
- Active listening
- Motivating and supporting others
- Building commitment to action
- Coaching and peer facilitation
- Gain confidence through structured reflection and collaborative problem-solving
- Expand your network and connect with others across disciplines, institutions, and sectors
- Be part of a movement to create a more inclusive and equitable energy research culture
This is a unique opportunity to grow both personally and professionally in a supportive, inclusive environment.
Who can be a Circle Participant?
We welcome early to mid-career researchers from any field, discipline, or sector working in energy research area who are from underrepresented and minoritised groups, including early career researchers, women, racialised minorities*, LGBTQ+ individuals, and individuals with disabilities.
If you identify with any of these groups and are looking to connect, learn, and grow with others in the energy research community, we encourage you to apply.
👉 Interested in being a circle participant? Sign up here to complete an experession of interest.
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Action Learning Training (In-person)
The Action Learning Training Day is designed to equip participants and facilitators with the tools and mindset to run effective mentoring circles. The session includes: action learning principles, questioning techniques role play, specific training for facilitators and simulations alongside an opportunity to connect with fellow participants and begin to build your circle.
For the 2026 intake, training will take place on either 13, 14 or 15 January 2026 in Birmingham please ensure that you are able to attend for the full day. Travel, accommodation and subsistence costs will be covered by the network. The event will be facilitated by Jess Woodsford, Inclusive Futures.
How will it work?
📝 Step 1: Expression of Interest
Interested individuals should submit a brief Expression of Interest (EOI) by 31 October 2025 to indicate your interest in joining the programme. You will then be invited to attend a Briefing Session.
📺 Step 2: Briefing Session
This year's briefing session will be held on 4 November 2024,14:15 - 15:00 (online). This session will allow participants to gain a deeper understanding of the programme to ensure that the programme is right for you. It will introduce the programme, outline expectations and provide an opportunity to ask questions.
📄 Step 3: Profile Application
Following the briefing, you’ll be invited to complete a Profile Application by 21 November 2025. This helps us match you to a suitable mentoring circle.
🔄 Step 4: Matching Circles
Once all profile applications are received, the mentoring team (Dr Neha Chandarana, Dr Marco Reggiani, Claire Scott) will match participants into mentoring circles. You’ll be notified of your group allocation by 8 December 2025. Please note: not all applicants may be matched.
👥 Step 5: Training & Cohort Meet-Up
All matched participants and facilitators will attend an in-person training day on 13, 14 or 15 January 2026 (TBC), 09:30–16:30 in Birmingham. Alongside the training element, this is a key opportunity to meet your cohort and begin building connections.
🔄 Step 6: Mentoring Circle Meetings
Each circle will be responsible for scheduling their own meetings. We recommend monthly sessions of 90 minutes to 2 hours, with a minimum of four meetings between January and July 2026. Suggested dates are provided to support planning. We will be inviting you to feedback on your experience throughout the programme. You should be able to commit to attend all of the mentoring circle meetings to benefit fully from the experience.
🏁 Step 7: Programme Completion
At the end of the six-month programme, participants will be invited to share final feedback. Those who complete all required activities will receive a certificate of completion.
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What is the time commitment?
The total time commitment is approximately 17 to 23 hours over six months, including Briefing Session (45 mins), Training Day (7 hours), Mentoring Circle Meeting (6-12 hours/ 4-6 session) and paperwork/evaluation (90 mins).
15 Sept 2025: Scheme opens
31 Oct 2025: Expression of Interest closing date
4 Nov 2025: Online Briefing session 14:15 - 15:00
21 Nov 2025: Profile application closing date
8 Nov 2025: Notification of group allocation
13, 14 or 15 Jan 2025 (TBC): In person Training 09:30 - 16:30 in Birmingham
January - July 2025: Circle meetings and evaluation
End of Programme: Participants and facilitators will be invited to provide us with feedback about their experiences of the programme.
Suggested Meeting Dates
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Important Notes
- Participants are expected to attend all sessions.
- Please hold all programme dates in your calendar.
- If unforeseen circumstances arise, contact the programme team as soon as possible.
How to apply
Applications are now open for 2026 intake.
- Register an Expression of Interest Please note that must join as a full member of the network before you can apply.
- Attend the online briefing session 4 November 2025, 14:15 - 15:00. Please note: you will need to complete the Expression of Interest to attend this session.
- Complete the online profile application form by 18 November 2025. You will be sent the link upon receipt of the expression of interest.
We are committed to ensure that our work is accessible for all. If there are any factors which you feel would be a barrier to you accessing or participating in any of the programme, please get in touch so that we can discuss this in more detail. Please also refer to our EDI action plan which outlines our approach to embedding EDI in the network. [top]
If any of the above is of interest to you but you have some questions or something that you're not sure of , you can chat with Claire on teams or arrange a time to meet if you prefer to speak directly.
Researcher Development Framework About the Vitae Researcher Development Framework — Vitae Website
STEM Equals Mentoring web pages By Dr Kay Guccione, Head of Researcher Development at the University of Glasgow.
* We have opted to employ the term racialised minorities, yet we acknowledge the criticism of the use of umbrella terminology to describe underrepresented and marginalised groups. We recognise that terms such as racialised minorities may be used to homogenise experiences of racism, potentially ignoring the unique ways discrimination affects specific individuals and/or communities (for example, Black people in the UK).