Driving Liverpool 2031:

Researcher Development and Culture Update January 2026

You Said:

We want better support for career development and clearer guidance for managers of researchers.

We Did:

• Expanded the Prosper PI Network to 250+ Principal Investigators across the UK (including approx. 50 PIs from University of Liverpool), delivering 4–6 events annually on leadership, resilience, wellbeing, inclusive research communities, and supporting research staff career development
• Created an open access resource hub for managers of researchers with 50+ resources

Impact: 43% managers of researchers report full confidence in supporting research staff towards their career aspirations (CEDARS 2025; N=136) up from 37% in CEDARS 2023 (N=89)

Impact: 90% research staff report that their managers actively support their career aspirations (CEDARS 2025; N=305) up from 63% in CEDARS 2023.

This demonstrates how we support the People & Culture theme and Research & Impact pillar, and Innovative, Inclusive and Responsible values by investing in leadership development and fostering an inclusive research environment.

You Said:

We need more opportunities to connect with peers and feel part of the research community.

We Did:

• Re-launched the monthly in-person Research Staff Coffee Morning, hosting over 100 researchers per year
• Introduced the RSA Buddy Scheme, connecting 150 research staff across faculties since 2022

Impact: On average, 86% of participants rated their experience participating in the RSA buddy scheme as good or very good (N=151).

• Launched the PGR–Postdoc Buddy Scheme in 2023, with 220 PGRs and 60 research staff participating in three rounds to date (2025)

Impact: On average, 90% of PGRs and research staff rated their experience participating in the PGR-Postdoc buddy scheme as good or very good (N=280).

• Launched the Research Fellows Showcase, with 51 attendees in 2024 at the inaugural event enabling the Vice-Chancellor and University of Liverpool fellows, and fellows from the wider university community to showcase their research across the institution, connect with other researchers and develop their own collaboration and leadership skills. 

Impact: 78% attendees were inspired to apply learnings from the Showcase into practice (N=27)

These varied activities show how we deliver on the Global Experience and Research & Impact pillars, People & Culture theme and Inclusive value by creating a borderless research community and fostering collaboration.

You Said:

We want recognition for our contributions and achievements.

We Did:

• Delivered an annual Celebrating Researchers event, with 100+ attendees since 2022
• Launched the Research Staff Community Champion and Research Culture Champion prizes in 2023, with 143 nominations to date (2025) from the University community to recognise research staff
• Embedded recognition in the new Narrative Professional Development Review (PDR)—based on the RISE Contributions Framework—valuing mentoring and leadership alongside research outputs, together with a new set of resources on LearnWell.

These actions align with the People & Culture theme and Innovation and Ambitious values by celebrating excellence and embedding recognition in career progression.

You Said:

We need more tailored development opportunities in project management and research leadership.

We Did:

• Launched the Research Fellows Development Programme, providing 20+ hours of tailored support and a new Research Fellow Toolkit.

Impact: +1500 views on the Fellows Development Programme pages, including 70 downloads of the Research Fellow Toolkit since its launch in 2024.

• Delivered 60+ hours coaching sessions on the themes of ‘research project management’, ‘working with stakeholders beyond academia’, and ‘enhancing your contribution to research engagement and impact’ for all academic staff.

You Said:

We would like to engage more with knowledge exchange and public policy development.

We Did:

• Delivered 97 hours of live development activities in 2024-25 to enhance the delivery of ground-breaking research that changes the world for the better via Making an Impact, Academic Writing Month and the Fellows Development Programme

Impact: For Making an Impact, 67% of attendees stated that were confident or very confident in applying the session topic to their day-to-day working environment/professional practice (up from 20% before attending) (N=29)

These activities support the Research & Impact pillar and Ambitious value by enabling world-changing research careers through targeted development.

Did you know? All research staff are expected to take ownership of their career, identifying opportunities to work towards their career goals and cultivate their independence. This includes engaging in a minimum of 10 days or 70 hours professional development (pro rata) per year; as mentioned in the University’s Statement of Expectations.

Not sure what counts as professional development? Check out our Development Activity Guidance.

You Said:

We would like to participate in institutional policy and decision-making

We Did:

• Increased representation of research staff in decision-making bodies, with 10 research staff representatives across the University Research and Impact Committee, faculty Research and Impact committees, and the University Wellbeing and Athena Swan committees, up from 6 in 2021

Impact: Maintained CEDARS engagement to 38% in 2025, shaping wellbeing initiatives and policy changes.

• The Research Staff Association Steering Committee has representation across all faculties, including postdoctoral researchers, research fellows and research assistants

Impact: Research staff have directly contributed to policy changes associated with honorary contract status and ongoing MWS access between contracts, and funding support for open-access journal publications

These activities support the Research & Impact pillar, People and Culture theme and Collaborative, Innovative and Responsible value by ensuring research staff voices shape evidence-based institutional decisions.

You Said:

We want a positive, inclusive research culture.

We Did:

• Launched the Staff Wellbeing Strategy 2022-26 and completed the Mental Health Support Project (Faculty of Health and Life Sciences)
• Embedded EDI principles in recruitment and leadership programmes, including the new University of Liverpool Fellowships and Prosper Cohort

Impact: 100 staff in Faculty of Health and Life Sciences were identified as mental health ambassadors, having training in Mental Health Awareness. Additionally, 16 staff were trained as Mental health First Aid Champions and 14 staff underwent Mental Health First Aider training.

Impact: We are redefining how research teams operate through a 2-year funded Research England Development Fund project, Thrive.