1.1 Subject matter

The research that underpins this report examined and assessed the effect of the Covid-19 pandemic (the pandemic) on equality, diversity, and inclusion (EDI) within the UK’s Research and Innovation (R&I) ecosystem. It explores how the pandemic affected the work environment and job satisfaction, EDI initiatives, access to external services that support EDI, and altered the dynamics of workplace bullying and harassment. The study aimed to explore such matters by also collecting key demographic and organisation-related data from participants, allowing for the above to be compared and contrasted in detail.

1.2 Background problem

The study was conducted based on emergent research and anecdotal evidence of the pandemic changing the dynamics – possibly exacerbating existing inequalities within the R&I ecosystem, thus affecting underrepresented groups disproportionately. Evidence for such a change and the nature of such change was expected to help address extant and emergent EDI issues in the R&I ecosystem.

1.3 Range of investigation

The study encompasses a broad investigation across four key areas impacted by the pandemic: Work environment and job satisfaction, EDI initiatives at work, access to external services that support EDI, and workplace bullying and sexual harassment. The survey, conducted between August and December 2023, sought input from employees across various roles, career stages, and demographics within the R&I ecosystem.

1.4 Methodology

A quantitative electronic survey was designed to capture a comprehensive view of employees’ experiences across 28 aspects of job satisfaction, EDI initiatives, access to healthcare and caregiving services, and workplace bullying and harassment. Importantly, the survey directed participants to reflect on their current experiences compared to their experiences at the height of the pandemic. A combination of inferential statistical analysis and explanatory sequential design provided a robust understanding of both general trends and experiences by a range of personal and organisation-related characteristics.

1.5 Findings

Key and selected findings include:

• Work environment and job satisfaction: Key problematic areas included promotion opportunities, the way the organisation is managed, relations between management and staff, and workload volume or intensity. Key areas commanding more positive sentiments included access to flexible working, home working conditions, and variety in work/job. Based on personal characteristics, disabled employees provided the lowest rating of their job as a whole, and non-disabled groups provided the highest. In terms of organisation-related characteristics, those working in the Arts and Humanities provided the lowest rating, and those at the established stage of their career reported the highest.
• EDI initiatives: While there were areas of satisfaction, such as the support for family emergencies, dissatisfaction emerged regarding efforts to address pay gaps, support for disabled employees, and clarity on EDI policies. Women, racial minorities, and neurodivergent individuals reported feeling particularly underserved in these areas.
• Access to services: Access to necessary healthcare, childcare, and adult care services was limited for many respondents. Support for adult caregiving and healthcare access were notably inadequate, with higher dissatisfaction among those with long-term health needs or family caregiving responsibilities.
• Bullying and harassment: Reports of bullying and harassment increased in post-lockdown, with higher incidence rates among women, racial minorities, disabled, and neurodivergent individuals. The effectiveness of organisational responses to these reports was consistently rated low, highlighting the need for stronger anti-harassment policies and support mechanisms.

1.6 Conclusions

The data reveals a pressing need for inclusive practices that acknowledge diverse experiences within the R&I ecosystem. The pandemic has spotlighted both resilience and gaps in support, particularly for employees with intersectional identities. Flexible working arrangements emerged as beneficial, yet broader structural changes are required to address persisting inequalities in career advancement, healthcare access, and protection against harassment.