Career development

Whether participating on one of our postgraduate study programmes, or joining as a new member of staff, the IGH seeks to nurture and develop all of our people to allow them to fulfil their potential.

  • Postgraduate study and training fellowship opportunities


    For postgraduate opportunities please click here.

    Postdoctoral opporunities and fellowships are advertised via the University jobs page.

  • Career development for all genders


    We actively encourage all students and staff to have a mentor. All staff have an annual professional development review (PDR) meeting with their line managers to review their role and professional development.

  • Fostering Liverpool Infection and Global Health Talent (FLIGHT)


    FLIGHT supports early career researchers in obtaining their own external funding and taking an important step towards an independent research career. There are regular seminars and workshops. The culture surrounding fellowship applications and independent funding has changed dramatically, particularly benefiting female researchers: 5 non-clinical and 5 clinical female researchers have successfully obtained external fellowship funding over the past 3 years.

  • Academic Clinical Fellowship & Tenure-Track Fellowship Scheme


    IGH established its own schemes, similar to the National Institute for Health Research (NIHR) academic clinical fellowships, to support vets, and non-clinical scientists. They put early career researchers, particularly those with external fellowship funding, on a tenure-track leading to Lectureship appointments. The Tenure-Track scheme provides protected time for research, with clear criteria for tenure. Eight ‘Fellowship Champions’ guide and advise other early career scientists. These innovative schemes have now been taken up by the Faculty, with Wellcome Trust funding, as highlighted in a Times Educational Supplement feature.

  • Promotion and progression


    The overall success rate of all our staff going for promotion is very high (>92%). The number of female applications is in line with the gender balance of IGH and women are as likely as men to be promoted when their case is put forward. The high success rate of our applicants shows the strength of our mentoring system.

    There are also internal and external targeted schemes to support women in their career development: examples of internal support include funding support for the Aurora leadership programme. We also encourage and support applications from women for Daphne Jackson Fellowship, Wellcome Trust re-entry fellowships  as well as many others.