Our Equality, Diversity and Inclusion Strategy
The British Academy’s first Equality, Diversity and Inclusion Strategy brings together our work to date and sets out our future goals and plan for delivery for 2025-2028.
"At the Academy we strive for excellence in all our endeavours and aim to ensure that equality, diversity, and inclusion (EDI) is not just a checkbox but an intrinsic part of everything we do. We intend to embed it in every aspect of our work, wherever and whenever possible."
Our Equality, Diversity and Inclusion Strategy builds upon work the Academy has already begun as a Fellowship, funder, employer, partner and more. We will continue to improve on our work with our EDI Strategy going forward.
The British Academy as a Fellowship and funder
The British Academy's work involves our Fellowship and the research and researchers we fund, support and publish both in the UK and globally.
Our Fellowship
We have undertaken a major data collection exercise regarding our Fellowship to track progress and benchmark ourselves against comparative sectors and organisations. In parallel with this, we have taken positive steps to monitor and review our Fellowship nomination processes to improve diversity in our Fellowship. Over the last five years elections to the Fellowship have been 49 per cent female. In 2022, it was 56 per cent (the highest ever), and in 2023 it was 50 per cent.
Partial randomisation of Small Research Grants
Since 2022, we have been conducting an innovative three-year trial using partial randomisation to award our Small Research Grants. The aim was to enable the British Academy to fund excellent research from a more diverse pool of researchers from a wider range of institutions. With some promising early results, the partial randomisation trial has now been extended for a further three years until 2028.
Since the trial began, we have seen the pool of both applicants and award-holders become more diverse; there has been an increase in the number of applicants and awards held by researchers of Asian or Asian British heritage, as well as in those of Black or Black British background. The trial has also seen improved diversity of the universities and higher education institutions represented, with awards going to some institutions either not previously supported by the Academy or only rarely supported. The 900 awards in progress at the end of January 2025 included researchers based in 112 different institutions, as well as over 40 independent researchers.
Dr Ken Emond, Head of Research Awards at the British Academy, explains why we are trialling partial randomisation on our YouTube channel.
Additional needs
We have set aside specific funding to support additional needs that applicants and award-holders may require, such as child, parent or other caring responsibilities or support for people with disabilities undertaking research. This funding would be in addition to the amount already requested for research expenses. For applicants this would provide support to help them overcome barriers to making an application.
The British Academy as an employer and workplace
Recruitment and work environment
As a key part of our recruitment and our People Strategy, the British Academy is committed to creating a diverse and inclusive working environment, promoting equal opportunity and addressing under-representation. As part of this work, we have introduced an anonymised recruitment process for our workforce via the Applied platform, to ensure we recruit based on skills and talent regardless of background. We welcome applications from people of all backgrounds and are committed to the Disability Confident scheme and the Living Wage Employer initiative.
Staff-led EDI initiatives
As well as our long-standing Staff EDI Group, we also have a number of staff affinity groups and a regular ‘culture club’ which allows staff to come together to discuss EDI-related topics of their choice in a supportive and open manner. Our staff-led initiatives are an invaluable part of our overall EDI ambitions, acting as a testing ground for new initiatives, instigating staff awareness sessions and fostering a culture of inclusivity and participation.
The British Academy as an influencer, convenor and partner
Early Career Researcher Network (ECRN)
The Early Career Researcher Network is an inclusive, researcher-led membership body accessible to all UK-based early career researchers (ECRs) working in the humanities and social sciences – regardless of their funding source or background. The network allows academic researchers to share experience, insights, and support at this crucial stage of their careers. This is a vital part of supporting the long-term health of our disciplines and moves us beyond supporting only those we fund to supporting a much wider community. It also gives ECRs a stake and a voice in the work of the Academy, bolstering our strategic endeavour of ‘opening up’.
Equality, Diversity and Inclusion Caucus (EDICa)
We are a co-funder of the Equality Diversity and Inclusion Caucus, a three-year project to improve equality, diversity and inclusion in the research and innovation sector, including businesses. EDICa is an interdisciplinary and diverse network of researchers and practitioners who will identify, assess, and share existing evidence on the effectiveness of current and emerging EDI practices.
Black Researcher Consortium
We are among eight founding collaborators for the Black Researcher Consortium, a new strategic approach designed to combat the underrepresentation of Black researchers in the UK. The Consortium will address the gaps in provision for Black researchers through the expertise of existing Black researchers, Black-led organisations and Black community groups already working in this area. By shining a light on, collaborating with, and amplifying existing provision by Black-led organisations for Black researchers, this partnership seeks to create a more equitable and inclusive research landscape in the UK.
The British Academy's strategic aspirations and beyond
How the British Academy will deliver its EDI Strategy?
Our goals will be delivered by 10 workstreams who represent all areas of the organisation. They will each produce a new action plan – some of which builds on work that is already happening – working with our full-time EDI Manager. We will publish updates and progress.
The workstreams are:
- The Fellowship
- Leadership
- Strategy and governance
- The Academy as an employer
- Research funding in the UK and overseas
- Policy development
- Influencing and engagement
- Communications and public engagement
- Funding the Academy
- Our building
- Data and insight
Who is leading the British Academy’s EDI work?
Our EDI work is overseen by a subcommittee of our Council.
Members:
- Professor Judith Still FBA (Vice President Humanities) (Chair)
- Professor Aditi Lahiri FBA (Chair, Fellowship Diversity Group)
- Professor Margot Finn FBA (Vice President Research and HE Policy)
- Professor Mike Heffernan FBA (Vice President Social Sciences)
- Professor April McMahon FBA (Treasurer, British Academy)
- Professor Anna Lawson FBA
- Professor Michael Worton CBE FCIL
Secretary: Savanna Patel (EDI Manager)
Attending: Dr Nickolas Lambrianou (Head of Fellowship Engagement and Governance)
Why does the British Academy use the term 'equality' over 'equity'?
The British Academy aspires to achieve equity as a long-term goal, but the significant investment and structural change that this would involve means that we have foundational work to do first. 'Equality' therefore more truthfully reflects the Academy’s current level of resources and existing structures.
What external / industry best practice you are following?
Through our participation in the EDICa, we hope to play a leading role in creating a more equitable research culture. It is likely we will adopt the EDICa’s eventual recommendations.
Alongside other funders and universities, we have pledged to uphold the recommendations in the 'Equity and inclusivity in research funding' report commissioned by the University of Oxford Diversity Fund and the Wellcome Trust. We are also a signatory to the Concordat to Support the Career Development of Researchers.
We also look to Advance HE’s Athena Swan Charter and Race Equality Charter for guidance and support on best practice.
Inside the Academy, we benefit from the vast and diverse expertise of our Fellows, some of whom are heavily involved with EDI initiatives at their higher education institutions or in government and the public sector.