The Concordat and Action Plan

What is the Concordat?

The Concordat to Support the Career Development of Researchers sets out the expectations and responsibilities of researchers, their managers, HE Institutions and funders in managing the career development of the researcher.  The aim is to increase the attractiveness and sustainability of research careers in the UK and to improve the quantity, quality and impact of research for the benefit of UK society and the economy.

For resources, news and information on the Concordat, have a look at the New Concordat Webpage. 

What is LSE doing about it?

The LSE has been monitoring the development of the Concordat since 2008. The School has been taking a proactive approach in ensuring that policies and practices in relation to research staff are closely aligned with the key principles.  A statement from the School's former Director, Dame Minouche Shafik is also available here.

The Concordat identifies key stakeholders that will drive change, impact and cultural shifts in Research in HEI. These key stakeholders must adhere to the guiding principles with respect to 3 areas of development, namely: 1)Environment and Culture 2)Employement 3)Professional Development. 

Please see the Concordat's guiding principles for each key stakeholder group as follows:

1)Institutions

2)Funders

3)Managers of Researchers

4)Researchers

Implementation of the Concordat is led by the Research and Policy Staff Committee, with consultations taking place with colleagues and other groups and Committees across the School.  These consultations aim at identifying the support provisions provided across the School for research staff, and areas where improvements can be made. To address those areas, the Committee has developed a Concordat Action Plan, which renews every three years as per guidance from the Vitae. The Research and Policy Staff Committee have historically lead in conducting an analysis of LSE support provisions for research staff in the following phases:

• April 2010 - Completion of HEI survey: Strategies for implementing the Concordat
• September 2010 - Identifying LSE progress in implementing the Concordat (Gap Analysis)
• October 2010 - LSE Action Plan to address areas emerging from the Concordat Gap Analysis. The 2010 Action Plan is available here.
• October - December 2012 - Internal review to assess progress of actions. The 2012 report is available here. The revised 2012-14 Action Plan is available here.
• July 2015 - Four year review by Vitae/European Commission.  The 2015 report is available here. The revised 2015-17 Action Plan is available here.
• April 2017 - Internal review to assess progress of actions. The 2017 report is available here. The revised 2017-19 Action Plan is available here.
• February 2019 - Four year review documents include the Concordat Action Plan 2019-20 and the LSE Concordat Action Plan Progress Report 2018. The documents were further updated and available here: Concordat Action Plan 2019-21 and LSE Concordat Action Plan Progress Report 2019
• LSE Concordat Update Report February 2021
• LSE Concordat Action Plan 2019-2021 (backward looking plan)
• LSE HR EiR Action Plan 2020-2022 (forward looking plan)

LSE Concordat January 2023, 12-year review documentation: 

• 1.LSE Concordat report (ahead of 2023-2026 renewal)
•  2.Concordat Action Plan HREiR 21-23
• 3.Concordat Action Plan HREiR 23-26

LSE is currently renewing its Concordat Action Plan for a new three-year period (2026–2029) as part of its ongoing commitment to creating a positive, inclusive and supportive environment for research and policy staff, and to retain the prestigious HR Excellence in Research (HREiR) Award, administered by Vitae. As part of the latest HREiR requirements, Vitae now asks institutions to align their action plans with a minimum of six Concordat obligations, including at least one obligation from each of the Concordat's three pillars: Environment and Culture, Employment, and Professional and Career Development.

The renewal process has involved more than simply updating the existing action plan. Alongside identifying a new set of priority obligations, LSE has produced a comprehensive Summary Report that reviews the governance arrangements supporting research staff, the professional development opportunities and support available across the School, and the impact of those initiatives. The report also includes a detailed gap analysis informed by institutional data, surveys, stakeholder consultation and feedback from research staff. This evidence has shaped the selection of the new Concordat obligations, actions and impact measures that will guide the School's work over the next three years.

The 2026–2029 Action Plan focuses on the following priority obligations:

Pillar : Environment and Culture

Wellbeing and Mental Health

• 2A: Promote good mental health and wellbeing through the effective management of workloads and people.
• 2B: Ensure managers of researchers are effectively trained in relation to wellbeing and mental health and promote a healthy working environment that supports researchers' wellbeing and mental health.

Equality, Diversity and Inclusion

• 4A: Ensure managers and researchers undertake relevant training and development opportunities related to equality, diversity and inclusion, and put this into practice in their work.

Research Integrity

• 5A: Ensure researchers and their managers are aware of, and act in accordance with, the highest standards of research integrity and professional conduct, and that all members of staff use available mechanisms to report behaviour that falls below expected standards in relation to research misconduct.

Pillar: Employment

Recognition, Reward and Promotion

• 8A: Provide clear and transparent merit-based recognition, reward and promotion pathways that recognise the full range of researchers' contributions and the diversity of personal circumstances.

People Management

• 10A: Provide effective line and project management training opportunities for managers of researchers, heads of department and equivalent.
• 10B: Ensure managers undertake relevant training and development opportunities so that they can manage researchers effectively and fulfil their duty of care.
• 10C: Ensure managers actively engage in regular constructive performance management with their researchers.

Job Security

• 11A: Seek to improve job security for researchers, for example through more effective redeployment processes and greater use of open-ended contracts, and report on progress.

Pillar: Professional and Career Development

Championing Professional Development

• 12A: Provide opportunities, structured support, encouragement and time for researchers to engage in a minimum of ten days' professional development, pro rata, per year, recognising that researchers pursue careers across a wide range of employment sectors.

Career Development Support and Planning

• 14A: Ensure researchers have access to professional advice on career management across a breadth of career pathways.

You can find the new Concordat Action Plan and Summary Report below:

Concordat Action Plan 2026-2029

Concordat Summary Report (ahead of 2026-2029 renewal)

The delivery of the renewed Action Plan will continue to be overseen by the Research and Policy Staff Committee (RPSC) and its dedicated RPSC Working Group, which have responsibility for supporting the implementation of the Concordat across the School. Working in partnership with research staff representatives, Early Career Researcher (ECR) representatives, HR, Research and Innovation, Careers, the PhD Academy and other key stakeholders, the Committee and Working Group will monitor progress against agreed actions and impact measures throughout the 2026–2029 period.

This collaborative approach will ensure that researcher voices continue to shape developments and that LSE remains focused on strengthening the research environment, supporting career development and maintaining the standards required for the HR Excellence in Research Award.

As of 2023, The London School of Economics and Political Science (LSE) is pleased to announce that it has retained its HR Excellence in Research Award!  This award is a significant recognition of LSE’s commitment to the ongoing development and support of its research staff.

In retaining the award, the LSE has demonstrated its continued commitment to promoting a supportive and inclusive research environment for all its staff, as well as to promoting career development and training opportunities. 

Commenting on the news, Professor Susana Mourato, Vice President and Pro-Vice Chancellor (Research), said, “ I am delighted that LSE has retained its HR Excellence in Research Award, in recognition of all the work that goes on across the school promoting a vibrant and supportive research culture, where researchers feel valued and rewarded, as well as inspired and challenged, and can thrive both professionally and personally. Continued commitment to invest in our research culture is core to LSE’s research strategy: a welcoming and supportive environment is essential to attract and retain the most talented researchers that go on to produce the highest quality research and impact.”

The LSE is one of a select group of universities in the UK to hold this award, and this achievement underscores its status as a leading institution for research excellence. The LSE remains committed to promoting the career development of its researchers and will continue to work closely with Vitae to ensure that it meets the highest standards in this area.

About the award

A UK-wide process enables UK HEIs to gain the European Commission's 'HR excellence in research' badge, which acknowledges their alignment with the principles of the European Charter for Researchers and Code of Conduct for their Recruitment.

The UK process incorporates both the QAA Code of Practice for Research Degree Programmes and the Concordat to Support the Career Development of Researchers to enable institutions that have published Concordat implementation plans to gain the 'HR excellence in research' badge. The UK approach includes ongoing national evaluation and benchmarking.  This system of accreditation was designed by the European Commission to provide researchers across Europe with a clear way of identifying those employers which are committed to creating a favourable working environment for researchers.

What the Award means for LSE

The LSE has been recognised by the European Commission for its efforts in improving the working conditions and career development opportunities for its researchers and for providing a clear plan of action for future developments. 2010 was the first year that the award had been made in the UK, and the LSE was one of only a few UK higher education institutions to have received it.

"As a leading research university, the LSE is delighted to have received an HR Excellence in Research Badge. This award is a welcome recognition of the School's commitment to observing best practice for the career development of its research staff. The School looks forward to building on this achievement in the years ahead." - (London School of Economics 15 December 2010)

Professor David Stevenson, LSE Vice Chair of the Appointments Committee (VCAC) and Chair of the Research Staff Committee (RSC) at the time of LSE first being given the award stated:

"The LSE has done a great deal of work to clarify and improve the conditions of employment of its research staff. I was delighted to see these efforts acknowledged through the HR Excellence in Research badging, and it is extremely encouraging news that this badging has been retained."

The School has been reviewed at regular intervals since, and has been successful in retaining the award. Information on the 2026 renewal will be updated here in due course.