ɫ��ֱ��

As a young researcher, Maya was passionate about neuroscience but the pressure to publish quickly drained her enthusiasm. Her supervisor pushed her to submit incomplete studies, sacrificing research quality for publication speed. Colleagues were competitors, not collaborators, and rejections chipped away at her confidence. She spent nights in the lab, neglecting her health and relationships. When she finally published, the joy was fleeting – another deadline loomed. Burnt out and disillusioned, she left academia. 

Sound familiar? Does this fictional story resonate with you? Are you looking to create a more supportive, collaborative and healthy research culture in your lab or department, while continuing to conduct and publish high-quality science? Healthy research environments shouldn’t just be a “nice to have”; great ideas don’t come from people who are overworked, undervalued or afraid of job insecurity. 

• From the lab to life: a spotlight on how to demonstrate research excellence
• How can we embed inclusion in our research culture for postgraduate researchers?
• Spotlight guide: Opening doors to greater diversity in STEM

Our research cultures shape how researchers – primarily in universities and institutes – work, collaborate and thrive, and it impacts careers, innovation and well-being. Culture change means shifting the values, behaviours and norms that define our research communities to foster integrity, inclusivity and collaboration.

Real culture change isn’t a one-off project but a sustained collective effort. It may seem daunting, but even small actions can make a difference. We all have a part to play, and anyone can start to lead and make a difference.

Tips for creating research culture change

Here, we share five lessons to help you get started on changing research culture, wherever you are.

1. Understand your context

It’s tempting to jump straight into action – you know the problems and you’ve got the solutions. But, hold up…do you really know what’s going on? Local issues may have simple cause-and-effect relationships but once more than a couple of people are involved, research culture issues become complex, with underlying causes that aren’t immediately obvious. Before investing effort in making changes at scale, take the time to understand what’s happening. Gather insights from data, local surveys, listening sessions or informal conversations. Pay attention to both challenges and strengths; positive aspects of research culture can be leveraged to drive change.

Be mindful that discussing research culture can be sensitive. People need safe spaces to share their thoughts, with clear guidelines on confidentiality and how their input will be used. Avoid overloading colleagues with consultations that don’t lead to tangible outcomes. Thoughtful engagement builds trust and sets the stage for meaningful progress.

2. Focus on what you can influence

Research culture is broad, spanning everything from career progression and workload to collegiality and recognition. Trying to tackle everything at once can be overwhelming. Instead, identify one meaningful area where you and your team can make a real difference. This could be improving support for early career researchers, visibly recognising the contribution of technical staff or fostering more open and constructive research discussions.

Starting small has advantages. It allows for quick wins, helps test ideas before scaling them, and minimises risk. Once momentum builds, you can expand efforts and bring more people on board. The key is to ensure that each step aligns with a bigger vision for how things can be different.

3. Be inclusive and build allies

Research culture isn’t just about academics; technicians, professional services, students and external partners are all part of our research ecosystem. Change will be more effective if diverse voices are heard and valued.

How you lead is important. Colleagues need to feel that you are authentic and the work is genuine. It’s OK to not know everything – showing vulnerability, being transparent in your approach and listening openly to challenges can help build trust in what you’re trying to achieve.

You can’t do this alone, so find allies who share your vision – build a team. These could be people in different roles, career stages or disciplines who bring fresh perspectives and help make change happen. If there are people who aren’t immediately on board, don’t worry. Start with those who are interested and build from there. Over time, evidence of positive change will encourage more colleagues to engage.

4. Take action, even if it’s not perfect

It’s natural to worry about whether your idea will work, but don’t let the fear of failure hold you back. The worst thing you can think of is probably not going to happen, so manage the risks as with any other project. Research culture change often involves experimentation. Just like in research itself, trying something, learning from it and building on it is key.

Communicate your intentions clearly and ensure colleagues know that your actions come from a place of good intent. If something doesn’t work as expected, be transparent about what you’ve learned and adapt your approach. Taking the first step, however small, is better than waiting for the perfect plan.

5. Measure progress and celebrate success

Evaluating culture change is challenging, but tracking progress is essential to maintain momentum. Start by defining what success looks like in both the short and long term. This might involve measuring participation in initiatives, gathering qualitative feedback or using a “theory of change” framework to map the journey from activities to outcomes.

Equally important is celebrating progress. Share successes, no matter how small, whether it’s increased engagement in a new initiative, positive feedback from colleagues or policy changes that reflect a healthier research culture. Recognising achievements motivates people to stay involved and reinforces the value of culture change efforts.

It’s a marathon, not a sprint

Creating meaningful research culture change isn’t easy but small, focused actions can lead to lasting improvements. By understanding your context, choosing achievable goals, fostering inclusivity, taking action despite uncertainty, and tracking progress, you’ll lay the foundation for a stronger, more supportive research environment. And remember, you’re not alone. Connect with like-minded colleagues, learn from existing resources and keep moving forward, step by step. Let’s learn, grow, and improve things together.

Annette Bramley is director of the N8 Research Partnership, the strategic alliance of the eight most research-intensive universities in the north of England, comprising the universities of Liverpool, Manchester, Sheffield, Leeds and York; and Lancaster, Newcastle and Durham universities.  

Candy Rowe is researcher in animal behaviour and cognition, and dean for research culture and strategy at Newcastle University. 

The authors would like to thank Mark Eldridge, Nicola Simcock, Sarah Whalley and Conny Zelić for reviewing this article and helping us ensure it meets the needs of people starting out in research culture change.

If you would like advice and insight from academics and university staff delivered direct to your inbox each week, .

For more resources on the N8 Research Partnership, visit . Contact: Annette.Bramley@N8research.org.uk

For more resources on the Research Culture Programme at Newcastle University, visit . Contact: Candy.Rowe@ncl.ac.uk