EDI+ Research And Innovation Network+ For Equality, Diversity And Inclusion In The Energy Research Community

EDI+网络的愿景是承认和应对关键挑战，并装备一批研究人员及其组织，以实现持久的变化，建立一个多样化、公平、包容和可访问的研究社区。这将产生超越学院的影响，并开创先例，为参与能源研究的不同组织提供量身定制EDI行动的手段。它收集了最好的科学和社会科学证据和人文学科的批判性方法，以适当的视角看待电子数据交换挑战，并使其可用于行动。它以行动为导向，并基于有效的变革理论模型，该模型考虑：-&gt；网络(平等、包容和多样化的能源研究社区)的预期结果(目标)--&gt；实现成果的循证假设(如包容性问题方案的调查结果)-&gt；为实现目标(优先安排时间、培训和对行动的支持)而应实施的活动证据表明，电子数据交换有效变革的主要障碍可以概括为：-缺乏时间对地方问题进行深入的、基于证据的理解-缺乏获得制定变革所需的权力结构的机会-缺乏资源和对已发现问题的循证解决方案-与具有电子数据交换驱动的应对变革经验的同行隔离，我们提议一个研究金方案，从不同的能源研究机构招募电子数据交换倡导者；在电子数据交换问题上对他们进行培训；分析组织环境、如何进行组织变革以及如何实施和评估行动计划的研究方法；并支持它们公布其结果。所有研究员将得到其组织一名指定的高级管理人员的支持，所有这些高管都将参与跨机构的互惠指导，将学习和变革嵌入机构背景中。我们将这些奖学金命名为“研究员”(尽管“研究员”一词可能有其含义)，以便他们在参与者的简历中享有声望，强调行动的研究基础，并赋予他们在网络下的变革活动的权重。“研究人员”将形成一个相互支持的网络，这个网络应该会持续到资金计划的有效期之后。EPSRC资助的研究员将得到行业和政府资助的研究员的补充，以将网络扩展到资助呼吁之外，并通过建立校友网络，将为网络提供跨越资助期的潜力。选定的培训活动将向更广泛的能源研究界开放，他们还将获得关于上下文中的EDI行动的工具包和所有其他网络出版物。其他影响活动将包括讲习班和演讲，以配合现有的会议和研究活动，以最大限度地扩大网络的覆盖范围。研究成果将通过“网络网络”的方式在全国乃至国际能源研究界进行分享和推广。

The vision for the EDI+ network is to acknowledge and address key challenges and equip a cohort of researchers and their organisations to make lasting changes towards a diverse, equitable, inclusive and accessible research community. This will have impact beyond the academy and set a precedent, offering the means to tailor EDI action among the diverse organisations participating in energy research. It garners the best of scientific and social science evidence and critical approaches from the humanities to put EDI challenges in appropriate perspectives and make them available for action. It is action-oriented and based on an effective Theory of Change Model that considers:-> the desired outcomes (aims) for the network (An energy research community that is equal, inclusive and diverse) -> the evidence-informed assumptions for achieving the outcomes (such as findings from the Inclusion Matters programme)-> the activities that, based on the assumptions, should be implemented to achieve the aims (prioritising time, training and support for action) Evidence suggests that key barriers to effective change in EDI can be condensed to be: - Lack of Time to develop deep, evidence-based understanding of local issues - Lack of Access to the power structures required to enact change - Lack of resource and evidence-based solutions to issues that are found - Isolation from peers with experience of EDI driven change In response, we propose a fellowship programme, which recruits EDI champions from diverse energy research institutions; trains them in EDI issues; research methods for analysing organisational contexts, how to make organisational changes, and how to implement and evaluate plans of action; and supports them to publish their results. All fellows will have the support of a named senior executive of their organisation, all of whom will engage in cross-institutional reciprocal mentoring to embed learning and change in the institutional context. We name these 'fellowships' (despite the possible connotations of the term 'fellow') so that they will have prestige on the participants' cv's, emphasise the research-basis of the actions, and lend weight to their change-making activities under the network. The 'fellows' will form a mutually supportive network that should endure beyond the life of the funding scheme. EPSRC funded fellows will be complemented by industry- and government- funded fellows to expand the network beyond the funded call, and with the establishment of an alumni network, will offer the potential for the network to endure beyond the funding period.Selected training events will be open to the wider energy research community, who will also have access to a toolkit on EDI actions in context and all other network publications. Additional impact activities will include workshops and presentations to coincide with existing conference and research events, to maximise the reach of the network. Findings will be shared and promoted through a 'network of networks' approach across the energy research community nationally, and internationally.