As part of UK Research and Innovation (UKRI), the Biotechnology and Biological Sciences Research Council (BBSRC) is committed to enhancing the equality, diversity and inclusion (EDI) of talented individuals within the bioscience research and innovation community.
Playing a key role in our endeavour is Equality, Diversity and Inclusion Expert Advisory Group (EDI EAG). Established in 2022, the group provides independent advice and guidance to BBSRC on its approach to improving EDI in the bioscience research and innovation community.
Since its inception, Professor Candy Rowe has led the group in developing BBSRC’s first EDI action plan, working with colleagues from across the sector to drive progress and embed inclusive practice across UK bioscience. As her tenure as Chair draws to a close, she reflects on her time in the role and the impact of the EAG’s work.
Purpose, mission and evolving challenges
Tell us about the purpose and mission of BBSRC’s EDI EAG and your role as Chair
I was invited to chair the EAG when it was first set up. I’d been involved with a number of BBSRC committees and advisory groups over the years and joining this group felt like a real opportunity to bring some of my EDI and advocacy expertise to support the work of my main funder.
The group brings together colleagues with diverse bioscience backgrounds from research and partner organisations across the UK. We bring our roles and lived experiences to help inform the work BBSRC does.
We identify and reflect on relevant data and help prioritise actions that will have the most impact. The group acts as a critical friend, checking and challenging BBSRC’s approach to improving EDI for the wider UK bioscience community.
My role as Chair is to help steer the agenda and discussions of the group, ensuring that all voices and perspectives are heard, and work with colleagues in BBSRC to keep progressing key EDI priorities.
How does the EAG align its efforts with the broader UKRI EDI strategy while ensuring it remains relevant to the evolving challenges and opportunities emerging across the EDI landscape?
The group advises BBSRC on its actions and priorities in the EDI area. This includes developing and monitoring BBSRC’s EDI action plan, which aligns activities to support the wider UKRI EDI strategy.
As a UKRI research council, BBSRC has a shared responsibility to support a thriving and diverse research and innovation ecosystem. We regularly hear from the UKRI EDI strategy team at our meetings and advise BBSRC on how to connect local activities with those happening more widely across the research and innovation ecosystem.
A good example of how our efforts complement UKRI’s wider ambitions is the EDI Caucus, which we played an active role in developing along with colleagues across UKRI and the British Academy.
The group was also actively involved in developing new UKRI guidance on disability and accessibility, which offers support to researchers not only in the biosciences, but right across the UK research and innovation ecosystem.
What type of work is the EAG focused on addressing and what do you see as the most significant contributions the EAG has made to date?
As a new group, we initially dedicated a lot of our time examining and discussing diversity data from across various BBSRC activities. We have a range of expertise and experience and this helped us work in a really collaborative way to identify areas that were most pressing to address and develop an action plan.
In terms of significant contributions since the group’s inception, we’ve certainly played an important role in driving the development of new funding opportunities in the EDI space. This includes the enhancing equality, diversity and inclusion in BBSRC-funded networks opportunity and BBSRC’s Connecting Culture Fund.
We also highlighted low grant success rates from principal investigators from minority ethnic backgrounds, particularly those who identify as black, and low diversity in BBSRC’s pool of experts and committees as areas where we thought BBSRC could have some immediate impact.
It’s great to see that as a result of their actions, BBSRC has started to increase the diversity in their expert pool, already increasing the proportion of members who identify as female or being black or from another minority ethnic background.
I also think it’s been really valuable to bring in the perspectives of colleagues from industry, where diversity targets are routinely used. Applying these in our work is something we still actively discuss, as is how we can learn more from other sectors and share good practice.
Diversity and professional development
What role does diversity play in contributing to the group’s effectiveness?
It’s absolutely central. We’re an incredibly diverse group with a range of backgrounds, career pathways, expertise and experiences. We had some new members joining the group in 2025 and this brings in an even wider perspective, including representatives from learned societies, a BBSRC strategically supported institute and from a variety of different roles across academia and wider. We can therefore bring diverse insights to bear on all our work, from reflecting on data to advising on actions to be taken.
How does the group foster collaboration and innovation among its members in addressing EDI challenges?
I really enjoy working as part of this group. It’s very collaborative and creative. Since our first meeting, we’ve fostered inclusivity and psychological safety, creating an environment where we listen to and value each other’s perspectives.
We make sure that everyone’s voice is heard. I think creating safety is really important for bringing the best out of a diverse team and it’s something I try to embed into all my chairing and leadership roles.
In your opinion, how does participation in the EAG contribute to the professional development of its members?
I think we’ve all learned a lot about how BBSRC works and how it values EDI. You get to see that up close and if you’ve not been involved much with a funder before, being on this group gives you get some real insights into how funders make decisions with relevant stakeholder groups.
The group also feeds into the BBSRC People and Talent Strategy Advisory Panel, which supports skills and career development in the biosciences at a national level. We also now have a link to the BBSRC Appointments Panel, which reviews the diversity of BBSRC’s advisory and decision-making structures. So being involved in the EAG might be a good stepping stone into other roles for BBSRC and informing wider strategic directions.
What skills or perspectives have you personally gained from being part of the EAG and how has it enriched your career?
Personally, I’ve benefitted from thinking more about how we can join up funder and university activities and priorities to improve EDI. I believe that this kind of joined up working is essential for making progress on some issues, for example, disparities in funding success. I’d like to work more in at this nexus as I’m collaborative by nature and think we make more progress by working together.
On top of that, I’ve met some truly great people and have been enriched by their ideas and passion for change. Colleagues from industry have really pushed us to think about the use of diversity targets, which seem much more commonly used there than in university contexts. I’ve also developed collaborative relationships from being part of the group. Through the contacts I’ve made, I’ve already put in a joint funding application and will be joining an advisory group for an academic society. I’m looking forward to continuing working with people after I’ve left the group.
What advice would you give to professionals or researchers who want to make a meaningful contribution to EDI in their day-to-day work?
Great question. At Newcastle University, we actually developed an EDI toolkit for researchers to help people with this. The advice I’d give is to be reflective on your own everyday behaviours and practices, learn about other peoples’ perspectives and step into their shoes where you can. I’d also encourage people to be open to challenge and change.
There are lots of great resources out there (not just our toolkit) to help you understand what you can do every day to make people feel more included. Whether you like books, blogs, videos or podcasts, there’s lots out there to learn from and put into practice.
The future of EDI at BBSRC
What do you envision for the future of the EAG and its role in shaping BBSRC’s longer term EDI work?
When I finish my time as Chair of the EAG, I’d like to have deepened the relationship of the group with BBSRC, as well as other similar groups in UKRI. I’d like us to better understand where the synergies and learning is across research councils and understanding more about how the group’s recommendations travel through decision making committees to inform change.
I think it’s important to understand more about the system you are working in if you are going to help change it and it would be great to keep and build expertise in the group around achieving change. This will be particularly important as we look at how the BBSRC EDI action plan can evolve beyond 2025.
If you could change one thing about the way EDI is currently addressed in the research and innovation ecosystem, what would it be?
One big step forward for me would be for it to be properly recognised as part of everyone’s job and not seen as something that’s ‘on top’ of one’s job. I also sometimes worry that we deal with a lot of issues in silos and won’t get traction on systemic or cultural issues in this way. But that would be two changes!
What is the most important message you want readers of this blog to take away?
That being a member of BBSRC’s EDI EAG is a rewarding and valuable experience, with opportunities to have your voice heard and help change funder practice. Get involved if you can.
Find out more about BBSRC’s EDI EAG.
Candy Rowe is Professor of Animal Behaviour and Cognition and Dean of Research Culture and Strategy at Newcastle University.
Her research explores how cognition shapes animal communication, coloration and emotion, with applications for improving animal welfare. She joined Newcastle University in 1998 as a Sir James Knott Fellow, later becoming a Royal Society Dorothy Hodgkin Fellow and lecturer in 2005.
Candy co-founded the Centre for Behaviour and Evolution in 2007, fostering interdisciplinary collaboration across the university.
A passionate advocate for equality, diversity and inclusion (EDI), she has led major institutional initiatives to create a more supportive and inclusive research environment including Newcastle’s first faculty-wide Athena SWAN Silver Award, the Newcastle University Women Network and the ‘For Families’ project.
She also co-leads a Wellcome Trust-funded project to develop an EDI toolkit for research leaders and continues to champion researcher development through mentoring and her ongoing oversight of the £30 million Newcastle University Academic Track Fellowship Scheme.