CEO foreword
UK Research and Innovation (UKRI) is the UK’s largest public investor in research and innovation. Our vision is to foster an outstanding research and innovation system in the UK, to which everyone can contribute and from which everyone benefits. Through our portfolio of investments with aligned incentives we are delivering economic, social, environmental, and cultural benefits for all.
People are at the heart of this endeavour, and equality, diversity and inclusion are essential drivers for innovation, creativity, and excellence in research and innovation.
In 2023 we set out our commitment to an inclusive research and innovation system in our equality diversity and inclusion strategy and action plans. This was a milestone in our ongoing efforts to foster a culture where everyone in the research and innovation system feels valued, respected, and able to reach their full potential.
This report reflects various elements of our work on equality diversity and inclusion and forms part of our annual cycle of reporting on progress. We have taken significant steps to embed equality, diversity and inclusion in our decision making, policies and processes, and across our employee lifecycle. We are working collaboratively with the sector to develop, share and embed evidenced good practice across the research and innovation system.
I remain acutely aware that there is more to be done, but it is also important to celebrate the progress we have made. We are working transparently to embed a cycle of analysis, action, and evaluation, driving culture change and continuous learning. I look forward to seeing the increased impact of our actions.
Introduction
Equality, diversity, and inclusion (EDI) are core to our vision for world-class research and innovation that gives everyone the opportunity to contribute and to benefit, enriching lives locally, nationally, and globally. This vision cannot be realised without the diversity of people, ideas and skills that are the beating heart of the research and innovation system.
UKRI employs over 8,800 people across our collective UKRI functions and our seven research councils, Research England, and Innovate UK. From our scientists to our professional services teams, our people are talented, highly skilled and experts in their fields, working to advance research and innovation in the UK and across the globe.
Through our EDI strategy and workforce EDI plan, launched in 2023, we are creating a more inclusive organisational culture where everyone who works for and with UKRI feels valued and able to contribute and participate. Our commitment to EDI supports the delivery of our strategic objectives to be a world-class organisation that:
- empowers talented people to collaborate and thrive
- is efficient, effective, and agile
- catalyses change and impact
Our EDI strategy
Our EDI strategy outlines how we will use our roles as a leader, a funder and partner, and as an employer to create a more inclusive ecosystem that encourages participation and ensures that the benefits of research and innovation are accessible to all.
Our four objectives are:
- Foster a world-class research and innovation system, ‘by everyone, for everyone’.
- Include and support a diversity of people and ideas through our funding and partnerships.
- Create a more inclusive and fair organisational culture, where everyone can contribute and participate, and feels valued and respected.
- Advance and grow knowledge and capability to support a thriving research and innovation system by being a creative, evidence-based, and evidence-informed organisation.
Our workforce EDI plan
Anchored by UKRI’s strategy: transforming tomorrow together and bringing together previous work undertaken across the whole organisation, our workforce EDI plan sets out the actions we are taking to create an environment where every staff member of UKRI feels valued and can fulfil their potential. The six priorities in our plan create the structures and frameworks within which will drive forward our EDI strategy and continue to build an inclusive workplace, ensuring EDI is embedded into all that we do.
Our priorities are:
- priority 1: build a shared UKRI approach to mainstreaming Workforce EDI, based on collaboration and communication
- priority 2: improve our data and insight to build an evidence-based approach to EDI
- priority 3: diversify our workforce
- priority 4: support our staff networks to foster an inclusive workplace
- priority 5: build capability and confidence of our workforce to embed EDI across UKRI
- priority 6: develop HR’s Centre of Expertise in EDI to lead the way for UKRI staff
In this report, we share our progress on delivering these priorities and meeting our public sector equality duty. We acknowledge both our achievements and our ongoing commitment to fostering an inclusive research and innovation system by recruiting and retaining talented and diverse staff, building an environment where all can thrive.
Our legal obligations
As a public body with responsibilities under the Equality Act 2010, UKRI must have due regard to the need to:
- eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010
- advance equality of opportunity between people from different groups
- foster good relations between people from different groups
The six priorities in our workforce EDI plan form our internal equality objectives. This annual monitoring report demonstrates how we fulfil and plan to fulfil our legal obligations.
We have also published the following reports in fulfilment of our general and specific duties:
Our progress in 2023/24
Building our evidence base for an inclusive culture
We are building our data and insights to form an evidence-based approach to EDI that will improve our culture and support us in meeting our responsibilities under the Equality Act 2010. We have done this through:
Anti-bullying, harassment, and discrimination (ABHD)
In 2023, we developed a programme of work to champion ABHD. We commissioned a review to understand staff experiences and the underlying causes of bullying, harassment, and discrimination. This included a review of the literature on good practice, an audit of our policy, processes and practice, and an all-staff survey, along with focus groups and interviews. Our review informed our action plan, setting out our approach to promoting a culture of dignity and respect.
Diversity monitoring
Following engagement with staff, we improved our diversity monitoring questions to align with good practice for collecting diversity data. Our new data collection campaign will launch in 2025 to encourage data sharing. Better data will improve our understanding of the diversity of our workforce and the impact of our activities on different groups.
Building capability and confidence of our workforce to embed EDI
We want everyone that works for UKRI to recognise the role they play in creating a positive environment for their colleagues and for anyone engaging with us. We are providing the tools and support to enable staff to understand their role, behaviours and embed EDI in their work. We ensure our curriculum is evidence led and underpinned by good practice and evaluate our training to ensure it is robust.
In 2023 to 2024 we delivered:
EDI training
Over 600 people engaged in learning on LGBTQ+ inclusion, anti-racism, neurodiversity awareness, active bystander interventions, and anti-bullying, harassment, and discrimination. We achieved a 75% completion rate for our EDI Fundamentals mandatory training. This training is a comprehensive introduction to understanding our legal responsibilities and what we can all do as individuals to advance equality and build inclusion
Leadership development
We embedded inclusive leadership behaviours into our new leadership development programme. Our programmes are designed to cultivate effective leaders at all levels and equip them to drive the changes required to achieve our vision of an outstanding research and innovation system.
Inclusive by design
We harmonised our approach to equality impact assessments and launched new guidance and training for staff. Together, these enable our staff to consider processes, policies, and ways of working that are equitable and inclusive, by design.
Diversifying our workforce
We want our workforce to reflect the diversity of the people who contribute to and benefit from research and innovation. We are taking steps to attract and retain talented people with a diversity of experience, skills and knowledge that enhance creativity, productivity, and innovation.
Disability Confident
We maintained our Disability Confident Level 2 employer status. We are proud to be part of the Disability Confident Employer scheme and we are committed to improving the experiences of disabled job applicants and staff. This is a priority for us in 2024/25, with an aspiration to achieve Disability Confident Level 3 as a measure of our progress.
Inclusive recruitment
In 2023 to 2024, we piloted a new software programme to support hiring managers when writing job descriptions. This software has supported staff to analyse text to remove biased language from job adverts. Its use has had a positive impact on our recruitment with an increase in the diversity of applicants across age, ethnicity, and gender.
10,000 Interns Programme
Our workforce diversity shows an underrepresentation of minority ethnic and disabled people in entry level positions into UKRI. We have been participants in the 10,000 Interns programme since 2022, offering opportunities to students and graduates to explore the many careers available in research and innovation. The programme provides black and disabled students and graduates with paid internship opportunities, training, mentoring, and development.
Over the past two years, we offered internships to 41 students and graduates. For the first time in 2024, we are offering internships to disabled applicants. To ensure our interns are connected to potential career pathways in UKRI, our Talent team will be exploring how the programme can, in turn, connect into our broader Early Careers programme.
Creating an inclusive workplace
Our eight established staff networks, our communities of interest and our wellbeing strategy are key to promoting a healthy working life where people with shared experiences and challenges can connect, collaborate, and use their collective voice to shape an inclusive workplace.
Staff wellbeing
In 2023, we reviewed our welfare service to develop wellbeing solutions and provide a toolkit of resources. We delivered a calendar of awareness days, health promotions and activities across the four pillars of wellbeing (mental and emotional, physical, social and financial wellbeing). We are enhancing our wellbeing provision through a network of wellbeing ambassadors, allies, and our Employee Assistance Programme.
Fostering a sense of belonging
Throughout the course of the year, our staff networks delivered a programme of activities and celebrations open to all staff. This covered a range of topics including intersectionality, inclusivity, experiences of caring, fatherhood, and an early careers conference.
Designing inclusive spaces
Our networks played a pivotal role in building inclusivity into the redesign of our spaces in Polaris House, leading to new and refurbished provisions for contemplation and prayer, wellbeing, and parenting.
Ensuring accountability and transparency
We established a governance model that enables cross-UKRI collaboration and oversight on our delivery. Our Workforce EDI steering group and delivery group report into our Chief People Officer and feed into UKRI committees, ensuring leadership accountability, strategic alignment and decision making, and transparency in our efforts. Our governance consists of:
Workforce EDI steering group
The Workforce EDI steering group is a core component of the governance and delivery model, providing oversight and review of the Workforce EDI Plan in an advisory capacity, monitoring progress and implementation at UKRI-wide, council and centres, institutes and units level. Membership of EDI steering group includes senior leaders, strategic and operational leads, and staff network and union representatives.
Workforce EDI delivery group
The group brings together colleagues from across UKRI who have responsibility for leading on different aspects of our collective priorities for EDI. Group members have a wealth of experience and knowledge in the Research and Innovation sector and subject matter expertise in EDI. The group connects practitioners across UKRI to share good practice and foster collaboration.
Our focus in 2024 to 2025
We will continue to deliver against our six priorities in 2024 to 2025. In fulfilment of our objectives to identify and address structural barriers to staff inclusion and diversify our workforce, we will:
- continue to grow our evidence base for EDI, with emphasis on improving our diversity data, and evaluating our actions to learn and determine what works
- work with our staff networks to understand the experiences of diverse groups in UKRI and identify ways to advance equality and eliminate barriers in our employee lifecycle
- conduct detailed analysis of our recruitment and selection processes to eliminate barriers and advance equality in recruitment
- continue to evolve our leadership and learning programmes and widen access, explicitly embedding inclusive behaviours into our learning outcomes
- champion a culture of dignity, respect and anti-bullying, harassment, and discrimination through our ABHD programme
- enhance our wellbeing provision, prioritising a healthy working life across the four pillars wellbeing
- embed our values and people standards in all aspects of the employee lifecycle, recognising and rewarding positive behaviours to promote a healthy workplace culture
- learn from and share good practice within UKRI and the research and innovation sector
Workforce diversity data summary
Data notes
Data snapshot: 31 March 2024.
As of March 2024, UKRI’s overall staff headcount is 8,799. This figure captures both staff included as part of the operational expenditure Spending review settlement and those staff out of scope of this FTE/budget control.
Our overall staff headcount is made up of staff in direct, science research roles and those in professional services and research support roles.
For more information about FTE figures, please see our latest UKRI annual Report 2022 to 2023. For more information related to our Operational Expenditure programme: UKRI Corporate Plan 2023 to 2024 update
We draw on data across our systems including data held in our Human Resources (HR) information system, Oracle. This report presents data in the past tense, recognising that this is a snapshot from March 2024 and that our staff data is not static and may have changed by the time of publication.
Please note that within the report, all breakdowns are presented as percentages. They have been rounded to the nearest whole number and therefore, in some cases, totals will not equal 100%.
When the percentage has been rounded to 0%, this is not an indication of 0 counts.
Where possible, we have included a table comparing high-level data over three years: 2022, 2023 and 2024. This is to present any patterns or change in our workforce demographics over a reasonable length of time.
There are gaps in our datasets where a significant proportion of our staff data is unknown, either due to incomplete profiles in our systems or an active choice made by staff to withhold their personal data. In addition, not all protected characteristics have been presented within this report due to current system limitations. Work to understand low disclosure rates is an ongoing priority and we continue to work with UKRI and UKSBS colleagues leading on the transition to Oracle Fusion to enhance our systems, ensuring our data collection and reporting can grow in line with our aspirations to strengthen our evidence base.
Data for areas of the organisation with smaller populations will be more volatile as changes among a small number of staff members can have a significant impact on figures each year. As such, the data for centres, institutes and units are aggregated within their cognate funding council.
Percentage staff population split by council or area 2024
AHRC 1%
BBSRC 2%
EPSRC 3%
ESRC 2%
Innovate UK 9%
MRC 14%
NERC 17%
Research England 1%
STFC 36%
UKRI functions 15%
STFC had the most staff making up 36% of the overall UKRI workforce. AHRC (1%) and Research England (1%) had the fewest staff.
Staff population by age
Staff population split by age 2022-2024
2022
<20: 1%
20-29: 17%
30-39: 27%
40-49: 23%
50-59: 22%
60-65: 7%
65+: 2%
Unknown: 2%
2023
<20: 1%
20-29: 16%
30-39: 27%
40-49: 24%
50-59: 21%
60-65: 7%
65+: 2%
Unknown: 2%
2024
<20: 1%
20-29: 18%
30-39: 27%
40-49: 23%
50-59: 20%
60-65: 7%
65+: 2%
Unknown: 2%
The largest age demographic in the UKRI workforce was 30-39 (27%). This has been the largest group since 2020.
The second largest age demographic has consistently been 40-49 since 2020. In March 2024, this represented 23% of the total workforce.
The third largest age demographic has consistently been 50-59. In March 2024, this represented 20% of the total workforce.
Staff population by disability
Staff population split by disability 2022-2024
2022
Yes: 3%
No: 27%
Disability withheld: 0%
Unknown: 70%
2023
Yes: 3%
No: 26%
Disability withheld: 0%
Unknown: 71%
2024
Yes: 3%
No: 24%
Disability withheld: 0%
Unknown: 73%
A large proportion of staff in March 2024 had an unknown status for disability (73%). This level of unknown data makes it difficult to draw comprehensive conclusions. Rates of disclosure have remained consistently low since 2022.
Disability by council or area March 2024
AHRC
Yes: 5%
No: 10%
Disability withheld: 0%
Unknown: 85%
BBSRC
Yes: 3%
No: 27%
Disability withheld: 0%
Unknown: 70%
EPSRC
Yes: 4%
No: 28%
Disability withheld: 0%
Unknown: 68%
ESRC
Yes: 5%
No: 26%
Disability withheld: 0%
Unknown: 68%
Innovate UK
Yes: 5%
No: 7%
Disability withheld: 1%
Unknown: 87%
MRC
Yes: 2%
No: 23%
Disability withheld: 0%
Unknown: 75%
NERC
Yes: 2%
No: 36%
Disability withheld: 0%
Unknown: 62%
Research England
Yes: 2%
No: 10%
Disability withheld: 0%
Unknown: 88%
STFC
Yes: 3%
No: 25%
Disability withheld: 0%
Unknown: 72%
UKRI Functions
Yes: 2%
No: 18%
Disability withheld: 0%
Unknown: 80%
When broken down by council/area the levels of unknown data ranged from 62% (NERC) to 88% (Research England).
In NERC, where there were greater levels of sharing personal data related to disability, 2% of staff shared they were disabled compared to 36% who shared they were not disabled.
Staff population by ethnicity
Staff population split by ethnicity 2022 to 2024
2022
Minority ethnic background: 7%
White: 62%
Withheld: 7%
Unknown: 24%
2023
Minority ethnic background: 6%
White: 57%
Withheld: 6%
Unknown: 31%
2024
Minority ethnic background: 6%
White: 51%
Withheld: 5%
Unknown: 38%
A large proportion of UKRI staff ethnicity is unknown and this has increased since 2022 which makes it difficult to paint an accurate picture of our journey to diversify our staff by ethnicity.
Known data shows that in 2024, 51% of the workforce identified as white and this has remained the largest group since 2022.
Ethnicity has been presented at an aggregated level to ensure anonymity. The category ‘Minority ethnic background’ has been used to capture data at a high level and this is made up of Black staff, Asian staff and staff identifying from other or multiple ethnicity backgrounds. The category ‘White’ has been used to capture data at a high level and this is made up of White British staff, White Irish staff and staff identifying from any other White background. Please note that staff identifying from a white minority ethnic background may be captured within both ‘Minority ethnic’ and ‘White’ depending on their individual preferences. Where possible, we encourage the analysis of ethnicity data on a disaggregated level when informing actions and decisions.
Ethnicity by council or area March 2024
AHRC
Minority ethnic background:4%
White: 67%
Withheld: 4%
Not reported: 25%
BBSRC
Minority ethnic background: 5%
White: 53%
Withheld: 2%
Not reported: 40%
EPSRC
Minority ethnic background: 6%
White: 63%
Withheld: 2%
Not reported: 29%
ESRC
Minority ethnic background:5%
White: 61%
Withheld: 3%
Not reported: 31%
Innovate UK
Minority ethnic background: 12%
White: 61%
Withheld: 6%
Not reported: 21%
MRC
Minority ethnic background: 6%
White: 43%
Withheld: 6%
Not reported: 45%
NERC
Minority ethnic background: 3%
White: 51%
Withheld: 9%
Not reported: 37%
Research England
Minority ethnic background: 5%
White: 38%
Withheld: 2%
Not reported: 55%
STFC
Minority ethnic background: 5%
White: 52%
Withheld: 4%
Not reported: 39%
UKRI functions
Minority ethnic background: 6%
White: 43%
Withheld: 3%
Not reported: 44%
Known data from March 2024, shows that staff from minority ethnic backgrounds were likely underrepresented across all councils and the UKRI Functions.
In 2024, 79% of staff in Innovate UK had shared their ethnicity data. This is the highest rate across councils and areas.
Ethnicity by UKRI band March 2024
Band A
Minority ethnic background: 3%
White: 26%
Withheld: 6%
Unknown: 65%
Band B
Minority ethnic background: 2%
White: 42%
Withheld: 5%
Unknown: 51%
Band C
Minority ethnic background: 4%
White: 42%
Withheld: 3%
Unknown: 51%
Band D
Minority ethnic background: 7%
White: 45%
Withheld: 4%
Unknown: 44%
Band E
Minority ethnic background: 8%
White: 59%
Withheld: 5%
Unknown: 27%
Band F
Minority ethnic background: 5%
White: 73%
Withheld: 5%
Unknown: 17%
Band G
Minority ethnic background: 5%
White: 70%
Withheld: 6%
Unknown: 18%
Band H
Minority ethnic background: 2%
White: 70%
Withheld: 6%
Unknown: 22%
Band X
Minority ethnic background: 5%
White: 63%
Withheld: 5%
Unknown: 26%
Band Y
Minority ethnic background: 0%
White: 50%
Withheld: 4%
Unknown: 46%
Other
Minority ethnic background: 1%
White: 7%
Withheld: 8%
Unknown: 84%
Staff from minority ethnic backgrounds were likely underrepresented across both entry level and leadership bands. The gap is particularly pronounced when looking at bands F and above. Due to high levels of unknown data is difficult to understand the full extent of representation gaps across all bands.
Staff population by sex
Staff population split by sex 2022 to 2024
2022
Female: 45%
Male: 53%
Unknown: 2%
2023
Female: 45%
Male: 54%
Unknown: 1%
2024
Female: 45%
Male: 54%
Unknown: 1%
Our staff population broken down by sex has been consistent since 2022, with male staff remaining the largest staff group in 2024, at 54%.
Sex by UKRI band March 2024
Band A
Female: 37%
Male: 63%
Sex unknown: –
Band B
Female: 44%
Male: 56%
Sex unknown: –
Band C
Female: 54%
Male: 46%
Sex unknown: –
Band D
Female: 49%
Male: 51%
Sex unknown: 0%
Band E
Female: 45%
Male: 55%
Sex unknown: –
Band F
Female: 42%
Male: 58%
Sex unknown: –
Band G
Female: 42%
Male: 58%
Sex unknown: –
Band H
Female: 33%
Male: 67%
Sex unknown: –
Band X
Female: 39%
Male: 61%
Sex unknown: –
Band Y
Female: 46%
Male: 54%
Sex unknown: –
Other
Female: 24%
Male: 56%
Sex Unknown: 20%
There is variation in the proportion of female staff across the bands. This is considered in more detail in our gender pay gap report.
Staff population by sexual orientation
Staff population split by sexual orientation 2022 to 2024
2022
Bisexual: 1%
Gay/Lesbian: 1%
Heterosexual: 44%
Withheld: 12%
Other: 0%
Unknown: 42%
2023
Bisexual: 1%
Gay/Lesbian: 1%
Heterosexual: 40%
Withheld: 10%
Other: 0%
Unknown: 47%
2024
Bisexual: 1%
Gay/Lesbian: 1%
Heterosexual: 36%
Withheld: 9%
Other: 0%
Unknown: 53%
The level of unknown data remains high (53%) and has increased since 2022 (42%).
Withheld data has slightly decreased since 2022 (12%) by 3 percentage points (9%).
In March 2024, known data shows 36% of staff disclosed they were heterosexual, 1% gay or lesbian and 1% bisexual.