Taboos and tricky topics: Lessons from our science culture webinar series

Science culture and career progression 

The first session kicked off with a discussion on the tension between advancing in one’s career and contributing to a positive science culture. It’s clear that improving science culture should not be seen as an extracurricular activity but as an integral part of a scientist’s role. The discussions highlighted the need for institutions to recognise and reward diverse contributions, such as student support and community engagement, alongside traditional metrics like publication impact factors. The call to redefine the purpose of science and how we measure success was particularly resonant. Panellists commented that it’s about time we shifted our focus from competition to collaboration and recognised the broader impacts of scientific work. 

The role of academic leaders

Another significant theme was the importance of effective management in academia. Being a great scientist doesn’t automatically make someone a great manager. Professional development and leadership training are essential, as is the need for mentoring and buddy systems. The emphasis on shifting from results capital to people capital was a refreshing perspective. Successful and happy scientists are a testament to good management, and this should be a key output for academic leaders. The discussions also highlighted the importance of preparing PhD students and postdocs for diverse career paths, not just academia. 

Work-life balance 

Finding a work-life balance in academia is a perennial challenge. But should we flip the term? "Work" followed by "life" could suggest "work" leads. Perhaps life-work balance would be more appropriate.  

The webinars brought to light the various personal circumstances that can affect work, from caring responsibilities to mental health issues. There was a strong call for more support for early-career researchers to help them strike a good balance and gain confidence in setting boundaries. The importance of empathy and understanding from managers was emphasised, along with the need for clear policies and reasonable adjustments to support diverse working needs. The message was clear: a healthy work-life balance is crucial for long-term success and well-being in academia. 

Mental health and wellbeing 

In the first of our spotlight sessions, we ran a session focused on mental health as part of Mental Health Awareness Week 2024. The discussions revealed that the educational system is often ill-equipped to accommodate neurodiversity and mental health conditions. There was a call for more inclusive policies and better support systems to help students and researchers thrive. The importance of normalising conversations about mental health and providing adequate training for academic managers was highlighted. The series also touched on the intersectionality of mental health issues, emphasising the need for a holistic approach to support. 

Building a positive science culture: Perspectives from industry 

The next spotlight session took place at the ChemUK expo in Birmingham. A huge event with attendees from across the chemical sciences industry sector, panellists considered how to build a positive science culture in industry. Key elements included clear communication of goals, fostering a sense of belonging, and the importance of advocacy and mentoring. The discussions reinforced that efforts to improve science culture should be part of the day-to-day job and not just a "nice to have". The need for trust, empathy, and emotional intelligence in creating a supportive environment was a recurring theme. 

Recognition practices and science culture values 

This session tackled the conflict between traditional recognition practices and science culture values. There was a strong argument for recognising diverse contributions beyond just academic achievements. The "publish or perish" culture was criticised for its negative impact on research quality and mental health. The need for standardised recognition systems that value all roles within the research ecosystem was emphasised. The discussions called for a shift towards more inclusive and holistic metrics to evaluate success in science. 

Intellectual Property and open science 

The final session delved into the complex relationship between intellectual property (IP) and open science. Open science promotes collaboration and accessibility, but it can sometimes clash with the need to protect IP. The discussions highlighted the importance of balancing openness with protection. 

Key points included the necessity of evaluating IP portfolios regularly and using non-disclosure agreements (NDAs) to protect sensitive information while still promoting openness. The speakers stressed that open science and IP can complement each other, especially when managed thoughtfully. Sharing pre-competitive information and best practices can benefit everyone, but it is crucial to assess the risks and benefits on a case-by-case basis. The session concluded with a call for more inclusive and accessible research practices that do not compromise on IP protection. 

A collective effort 

Fostering a positive science culture requires a collective effort from everyone involved in the research system. By recognising diverse contributions, supporting mental health, and promoting effective management and work-life balance, we can create a more inclusive and supportive environment for all scientists. While the webinar series may have come to an end, our drive to improve science culture won’t stop and we will continue these conversations to work towards a brighter future for the scientific community.