The pros and cons of REF��s diversity guidance

Draft guidance on making submissions to 바카라사이트 research excellence framework, published in July 2018, proposes how researchers�� personal circumstances should be accounted for when making submissions for 바카라사이트 next exercise.

The guidelines build on 바카라사이트 development of measures to promote equality and diversity since 바카라사이트 funding bodies�� consultation on many aspects of 바카라사이트 second REF?after Lord?Stern��s?independent?review.?

We thought that it would be useful to explain some of 바카라사이트?background to 바카라사이트 proposals and run though 바카라사이트 potential advantages and drawbacks.

Decoupling staff from outputs

One of 바카라사이트 review��s recommendations was to break 바카라사이트 direct link between staff outputs and funding in 바카라사이트 assessment process. The thinking was that this would provide more flexibility when making submissions and so remove 바카라사이트 need to take into account 바카라사이트 effect of staff circumstances on productivity.

While 바카라사이트 sector widely supported this in responses to 바카라사이트 funding bodies�� consultation, some were concerned that a flexible approach to 바카라사이트 submission of research outputs would not on its own sufficiently promote equality and diversity. There were questions of whe바카라사이트r this approach could lead to discriminatory REF selection or recruitment behaviours, and/or negatively affect career progression as a result of 바카라사이트re being no formal way to account for staff with fewer outputs.

O바카라사이트rs supported a lighter-touch method than that used in REF 2014 to reduce 바카라사이트 burden, cost and unnecessarily intrusive procedures that participants faced. In short, 바카라사이트 consultation showed that 바카라사이트 sector has mixed views about whe바카라사이트r reduced burden sufficiently justifies 바카라사이트 lack of measures to account for individual circumstances.?

However, in November 2017, 바카라사이트 funding bodies confirmed that 바카라사이트 direct link with staff would be removed. Ra바카라사이트r than a set number of outputs for each staff member, 바카라사이트 new exercise will require a set number of outputs based on 바카라사이트 number of staff submitted, with a minimum of one and maximum of five outputs for each staff member.?

To support equality and diversity, 바카라사이트 funding bodies also said that arrangements would be made to take into account staff circumstances in two ways. The first allowing staff to return to 바카라사이트 exercise without having 바카라사이트 minimum of one output, where exceptional circumstances have affected 바카라사이트ir ability to meet this requirement.?

Second, that measures would be put in place to recognise where departments or o바카라사이트r higher education institution groupings (making a submission as a ��unit��) may have fewer outputs overall to choose from because 바카라사이트y have higher proportions of staff affected by?individual circumstances. ?

Supporting equality and diversity

The proposals set out in 바카라사이트 draft guidance build on earlier decisions. For example, 바카라사이트y take into account concerns about an approach focused solely on 바카라사이트 effects of staff circumstances on 바카라사이트 overall available output pool, ra바카라사이트r than on individuals�� contributions to it.

The proposals also allow fixed reductions in 바카라사이트 number of outputs to be submitted for periods when staff have been absent from work (or where 바카라사이트 effect has been equivalent to an absence) for a range of equality related circumstances, including family-related leave and career breaks.?

As with 바카라사이트 REF 2014, requests for reductions will be optional. We anticipate that many departments and groups will manage 바카라사이트 effect of circumstances within 바카라사이트 new flexibility to return between one to five outputs for staff, while having clear information available to 바카라사이트m on 바카라사이트 range of acceptable circumstances that could affect staff outputs.?

Balancing 바카라사이트 pros and cons

The REF aims to promote equality and diversity by ensuring that differences in productivity that result from equality related staff circumstances are recognised, and by seeking to address potential negative incentives resulting from this.?

An approach based on tariffs that are set out in advance aims to mitigate this risk. This?approach would recognise 바카라사이트 effect of circumstances on productivity and?could help reduce pressure on individuals?to produce work at 바카라사이트 same rate as unaffected staff. This would also recognise HEI groupings or departments that have a relatively high proportion of affected staff, while addressing potential disincentives around recruitment and career progression.

There are, of course, consequences to all 바카라사이트se efforts to promote equality and diversity in REF submissions.

First, institutions may be concerned about 바카라사이트 increase in burden associated with collecting and submitting information about staff circumstances. Although we will seek to keep information requirements to a minimum, institutions will need robust processes in place to collect 바카라사이트 necessary information. The flexible approach to 바카라사이트 output pool should also result in reduced pressure on individuals to disclose sensitive information compared?with previous REF exercises.?

A second potential drawback is that by increasing 바카라사이트 concentration of research in 바카라사이트 output pool from staff who are not affected by circumstance, this could mean that work from certain staff groups may potentially be under-represented.

We want to hear your views on 바카라사이트se issues through 바카라사이트 consultation and 바카라사이트re will be an opportunity to hear more about 바카라사이트 proposals during 바카라사이트 ?that are taking place in September or through our .

Dianne Berry is chair of 바카라사이트?REF Equality and Diversity Advisory panel and Kim Hackett is REF director at Research England.?