Strengthening Research Teams through EDI Training
Ensuring research team members have an awareness of what inclusive research is and have the skills to effectively engage with under-served and under-represented communities is important.
Developing training resources to address these could improve the success of conducting research projects with these communities. It may be beneficial to consider designing these resources with the specific needs of the target communities in mind, ensuring that the research and innovation is not only relevant, but also respectful and inclusive.
By emphasising the importance of inclusive recruitment and highlighting the need to engage with under-served and under-represented groups this may increase success. It should also provide the research team with the necessary skills to effectively engage with these communities, ensuring that they are equipped to handle any challenges that may arise during the project.
Integrating the training within existing structure or institutional training packages can lead to wider buy-in and enhance overall impact. Embedding the training within pre-existing structures, it becomes part of the standard learning processes, ensuring that all team members are equipped with the necessary skills to conduct effective, inclusive and respectful research. This approach also allows for continuous learning and improves, as the training can be updated and expanded as needed to meet the evolving needs of the research team and the communities, they engage with.
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Training in cultural competency can be an invaluable asset for research teams, particularly ensuring that researchers can competency and confidently design research that is inclusive and widely applicable. The National Institute for Health and Care Research (NIHR) describes cultural competency as an ongoing process of developing self-awareness, cultural knowledge and skills that will help to build relationships with people of various cultural backgrounds.
It is a continuous process of reflection and self-evaluation – a process that helps researchers become more aware of their own culture or intersecting cultures, and assumptions, sub-conscious stereotypes, biases or judgements that they may have about their own or other communities which could impact their research (NIHR, 2022).
Tailoring Cultural Competency Training
Cultural competency training can be tailored to the unique needs of the research project, ensuing that the members are not only knowledgeable about the cultures they will be interacting with, but also sensitive to their customs and traditions.
The training can cover a wide range of topics, from more effective ways to approach and interact with participants, to the best methods of introducing the study. It can also provide guidance on how to communicate about sensitive topics, confidentiality and voluntary participation, to try and make sure that these discussions are handled with respect and understanding.
Building a culturally competent research team strengthens research capacity – the team would not only understand the community it is studying but would also have sufficient capability to identify the language, culture, and other barriers to research participation within that community, and can try and make sure that the research team have the right mix of skills, experience and resources wit undertake the research.
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Bystander Intervention Training is a simulation-based small group allyship training programme designed to equip individuals with the knowledge and skills to intervene in situations where they witness harmful behaviours (Tyson et al, 2023).
It encourages bystanders to take action to prevent or address incidents such as harassment, and discrimination. Researchers working in diverse teams encounter varying perspectives, background, and identities and such training can prove especially beneficial for them.
The training promotes change, with attendees learning how to actively contribute to creating a respectful and inclusive environment by intervening when they witness discriminatory behaviour.
By stepping-up and speaking out, through a range of possible actions (the 5Ds of Bystander Intervention; more information can be found here), researchers can prevent harm to colleagues who may be targeted due to their identity (e.g., race, gender and sexual orientation).
Bystander Intervention Training can strengthen trust among research team members as they actively support one another. Recommendations on how to develop Bystander Intervention Training is available here (Tyson et al., 2023)
The Royal Economic Society has created a video, ‘Be the Change’, which discusses how to be an ‘active bystander’ and why it is fundamental to improving the culture in Economics but could be applied to other faculties. It includes action you can take and examples of how you can be an active bystander.
AARP, Asian Americans Advancing Justice (AAJC) and Right To Be have created a series of videos in multiple languages that teach people how to safely intervene by using the 5Ds of Bystander Intervention.