IGNITE Network+: Innovation and Growth Needs Inclusion and engagement of all Talent in Energy research

IGNITE网络+旨在通过利用各种背景的能源研究人员的才能，为所有人提供可持续、丰富、清洁和公平的能源。目前能源研究人员缺乏多样性，不是因为缺乏兴趣、才华或野心，而是因为英国系统和机构的系统性不平等。IGNITE网络+将通过以下方式解决多样性问题：收集可能暴露系统性不平等的数据；设计、测试和实施颠覆性举措；监测干预措施和活动的成功；确定、传播和鼓励良好做法。与此同时，我们将通过组织干预、指导、建议和宣传等多种方式，努力为弱势群体和弱势群体提供支持。要实现到2050年实现净零碳排放所需的能源系统变革，就需要创新，并逐步将其转化为工业。增加能源研究人员的多样性将大大提高我们成功的机会。研究表明，如果有效管理，劳动力的多样性可以促进创新，带来更大的科学影响，并促进经济增长。尽管社会越来越意识到平等和多样性的价值，但十年来的多样性倡议收效甚微。尤其是英国的工程，其多样性统计数据在欧洲是最差的：8%的专业工程师是女性，6%是黑人和少数民族（BAME），而英国的人口统计数据分别为51%和14%。关于其他形式的多样性，如工程领域的残疾和性取向，目前尚无可靠的数据。多元化计划通常侧重于两个方面：使来自学校和高等教育的申请人渠道多样化，以及一旦进入该行业，培训/指导未被充分代表的劳动力以达到领导职位。这些举措是基于这样一种假设，即来自不同背景的年轻人不会被工程和物理科学专业的学位所吸引，而且一旦他们进入这个行业，他们就需要支持才能“坚持下去”并取得成功。换句话说，这意味着问题出在个人身上。证据表明，情况并非如此。在许多其他国家，女性占工程专业毕业生的40%，研究表明，如果工作场所是包容性的，女性人数不足的工人表现得非常好，不需要额外的支持。IGNITE Network+旨在通过批判性地评估政策和实践中的系统性不平等来增加能源部门的多样性，这些不平等阻碍了来自代表性不足背景的研究人员在职业道路上的各个阶段取得进展。我们将：识别和挑战用于评估研究人员绩效的标准研究指标中的不公平现象，将我们的发现广泛传播给大学、资助机构、专业机构和能源行业；调查有关平等、多样性和包容性的信息，并与所有合作伙伴交流最佳做法；试点和鼓励采用各种机制，通过指导、建议和倡导以及培训高级管理人员和领导人等多种方式，支持能源研究中的不同个人。IGNITE网络+提出的报告和建议预计将为变革提供一个令人信服的、科学可靠的案例，因此必须由资助委员会、个别机构和英国/地方政府提供相应的资源。如果我们能通过这个项目激发这种变化，那么所有的人才都可以在英国能源研究领域蓬勃发展，这将对英国到2050年实现净零碳目标的能力产生重大影响。

The IGNITE Network+ aims to support sustainable, abundant, clean and equitable energy for all, by harnessing the talents of energy researchers from all backgrounds. The current lack of diversity in energy researchers stems not from a lack of interest, talent or ambition in underrepresented individuals, but from systemic inequalities in UK systems and institutions. The IGNITE Network+ will address diversity issues by: collecting data that can expose systemic inequality; designing, testing and implementing disruptive initiatives; monitoring the success of interventions and activities; identifying, disseminating and encouraging good practice. In parallel, we will work to support individuals from disadvantaged and underrepresented backgrounds through a mixture of organisational interventions, mentorship, advice and advocacy.To achieve the changes to energy systems needed to meet net-zero carbon by 2050 requires innovation, and its translation into industry, at pace. Increased diversity in energy researchers will significantly improve our chances of success. Research has shown that diversity in the workforce, if managed effectively, increases innovation, brings greater scientific impact and improves economic growth. Despite an increasing societal awareness of the value of equality and diversity, a decade of diversity initiatives has had little effect. UK engineering, in particular, has some of the poorest diversity statistics in Europe: 8% of professional engineers are female and 6% are black and minority ethnic (BAME), this compares to UK population statistics of 51% and 14% respectively. Reliable data on other forms of diversity such as disability and sexual orientation in engineering are unavailable. Diversity initiatives generally focus on two areas: diversifying the pipeline of applicants from schools and higher education, and, once within the profession, training/mentoring the underrepresented workforce to reach leadership positions. These initiatives are based on the assumption that young people from diverse backgrounds are not attracted to degrees in engineering and physical science subjects, and that once they enter the profession, they require support in order to 'stick at it' and succeed. In other words, implying that the problem lies with the individuals themselves. Evidence shows that this is not the case. In many other countries women make up 40% of engineering graduates and research shows that underrepresented workers perform very well, without the need to additional support, if the workplace is inclusive.The IGNITE Network+ aims to increase diversity in the energy sector by critically evaluating the systemic inequalities in policy and practice that prevent researchers from underrepresented backgrounds progressing through stages in their career pathway. We will: identify and challenge inequities in the standard research metrics used to assess researcher performance, disseminate our findings widely to universities, funding bodies, professional institutions and the energy industry; survey information on, and exchange best practice in, equality, diversity and inclusion with all partners; and pilot and encourage uptake of mechanisms to support diverse individuals within energy research through a mixture of mentorship, advice and advocacy, as well as training of senior managers and leaders.The reports and recommendations made by the IGNITE Network+ are expected to provide a compelling, scientifically-robust case for change, which will therefore have to be resourced accordingly by funding councils, individual institutions and UK/devolved Governments. If we can provoke that change through this project, then all talent can flourish in UK energy research, which will have a major impact on the UK's ability to meet net zero carbon targets by 2050.