Charter & Concordat: Supporting Researcher Career Development
“The quality and impact of our research depends increasingly on creative people working together effectively, united by a commitment to rigour and openness, and an enthusiasm to support each other’s future success. Our people make our environment." - Professor Patrick Grant, Pro-Vice Chancellor for Research.
How can the Charter help researchers and their PIs/academic managers?
Research is a very focused activity, and it can be challenging to identify effective career development activities alongside the project in hand.
The University’s Charter for the Career Development of Researchers summarises the University’s commitments to support researchers’ career development and the related responsibilities of both researchers and their PIs/line managers. These include participation in annual Career Development Reviews (CDRs or equivalents) and at least 10 days of professional development time* (pro rata, per year).
The Charter is linked from the Staff Handbook, and available in poster form with QR code for use in coffee areas or departmental/faculty noticeboards (copies or further information can be requested from [email protected]).
How are we building healthy research environments in which researchers can develop?
This University’s Charter reflects the National Concordat to Support the Career Development of Researchers; an agreement between universities, research institutes and funders to benefit the entire research community via three overarching goals:
- Creating a research environment that is supportive, inclusive, and equitable
- Recognising and valuing the diverse contributions of researchers
- Supporting researchers to achieve a range of career goals
The ways in which we will collaborate across the institution towards achieving these goals are set out in the University’s Concordat Action Plan 2025-2030.
We will build on the achievements of the first action plan outlined in the April 2025 final annual report, and prioritise:
- routine researcher engagement in annual Career Development reviews and professional development
- further equipping PIs/academic managers appropriately in inclusive management and leadership skills
- reshaping employment approaches for researchers at Oxford and clarify internal career structures
Our collective work to fulfil the Concordat Action Plan 2025-30 will contribute to broader research culture strengthening - including improving research environments where needed. It is supported by related commitments in the People Strategy, the Collegiate University’s EDI Strategic Plan and to work across the institution to fulfil related sector standards such as
Information on how researchers contribute to decisions relating to this plan and beyond is available on the related Researcher Hub page Research Staff Representation | University of Oxford . The structure and composition of the groups that influence, govern and coordinate delivery are set out on an adjacent page Research Staff Committees | University of Oxford. If you are keen to know more or get involved please email [email protected]
What progress have we made since signing the national Concordat?
This infographic summarises the key achievements during the first Concordat Action plan period (April 2022 – March 2025) which were reached through the collaborative efforts of many colleagues in departments, faculties, divisions and central teams.
For further detail on progress to each of the specific commitments over time, please see our Annual Reports to the Concordat Action Plan 2022-2025:
The Researchers' Town Hall
Tuesday, 3rd June 2025 at the Oxford Martin School.
This hybrid event, held in the lecture theatre at Oxford Martin School and streamed online, gave researchers the chance to meet the authors of the new Concordat Action Plan 2025-30, ask questions, share thoughts, and help shape the future of career development for researchers at Oxford.
