Diversity of UK energy researchers (PhDs, PDRAs and academics) is currently unknown, PA1 will collect data via an annual survey of the partner universities. An intersectional perspective will be adopted [19][20], that identifies the characteristics of individuals in the pipeline according to the following diversity characteristics: ethnicity; sexual orientation; gender identity; disability; socioeconomic class. Quantitative and qualitative studies will examine who (in terms of diversity characteristics), when and why individuals progress through, or leave, the energy sector. The UK-wide IGNITE network will provide a unique chance to monitor the pipeline for four years and identify systemic behaviours/challenges.  Findings will be published as a series of easily digestible reports and infographics, including development of recommendations to combat systemic inequality for funding bodies and universities. These will be disseminated to other networks, universities, learned bodies, funders and policy-makers via the website, social media and annual reports. Flexible funds (FA2) are available to expand the number of universities over which data is collected.

References

19. Collins (2015), Annu. Rev. Sociol.; 20. Crenshaw (1989), Univ. Chic. Leg. Forum;

EDI in STEM and Energy Research Sector survey

The IGNITE EDI survey is still open! Would you like to help us understand a contribute to equity, diversity, and inclusion (EDI) in STEM and the energy research sector? The IGNITE Network+ research team is seeking participants for the IGNITE Network+ survey. This is the new broader version of the survey now available for those who haven’t participated before.

Your participation will help us to understand systemic challenges and support available, and design initiatives to remove barriers for marginalised individuals and groups in STEM and the energy research sector.

For survey results to be impactful, we need as many participants as possible so please consider helping us by sharing this email with colleagues and peers.

�� Who we need: anyone who is doing STEM and /or energy research in the UK and meets one of the following criteria:

• A staff member working in a higher education institution (this includes academic staff, research staff, teaching staff, and/or knowledge exchange staff).

• A PhD/PGR student

⏳ Quick & anonymous: 10-20 minutes

�� Participate in the survey

Pilot Study findings

Following a more in-depth statistical analysis of the pilot survey conducted at Strathclyde (n=202 valid responses), 32% of participants were involved in energy-related studies. While demographic differences between STEM and energy researchers were minimal, findings highlighted disparities in representation between our dataset and diversity data officially recorded by the university. 28% of respondents identified as LGBTQ+, significantly higher than the university’s reported 6%, and 23% identified as disabled, a percentage which is also much higher than that estimated by the university. Social class data (which is not collected by the university) further indicated a middle-class dominance in research environments.

Climate in work and learning environments was assessed through a five-item scale, revealing a moderately positive perception overall, though certain groups, such as disabled researchers, reported more negative experiences. While disparities remain and should be examined, this is an encouraging result and suggests that previous projects and initiatives undertaken at the university to improve climate and inclusivity, particularly in STEM, had a positive impact.

We used stepwise regression to identify and test different sets of predictors of climate perceptions. Testing for predictors related to personal experiences and demographic variables, we found that factors that improved workplace climate included open discussion and being valued by managers and supervisors, while personal experience of exclusionary behaviours, being from the EU, and having caring responsibilities negatively affected perceptions. The findings suggest that day-to-day experiences, rather than demographic characteristics alone, shape workplace inclusivity, reinforcing the need for institutions to implement systemic changes that go beyond diversity metrics to create truly supportive research environments. While we found that day-to-day experiences are stronger predictors of climate in research environments rather than demographics alone, historically marginalised groups may still be disproportionately affected by exclusion and lack of support mechanisms. Intersectional analysis across datasets and contexts is needed to better understand diverse experiences.

This data was presented by Dr Marco Reggiani (University of Strathclyde) at the recent Annual Event 2025; the recording and slides are available for reference.