Dr Lirong Liu, Prof Mari Martiskainen, and Prof Sara Walker attended ‘EDI in Energy Research: from Theory into Practice’ event, organised by EDI+, The IGNITE Network +, The Supergen Energy Networks Hub, and The UK Energy Research Centre.
As one of the EDI+ fellow, Lirong is working on a project ‘Energy Modelling for All +’ to improve EDI in energy modelling research community through addressing the challenges identified in previous project. This project offers significant benefits for underrepresented groups, particularly women, by improving access to technical knowledge and professional networks in the energy modelling field. It empowers participants through reducing barriers to entry and enabling more diverse contributions.
This event brought together excellent speeches, panel discussions, and interactive conversation stations focused on EDI in energy research. Through table networking and open discussions, participants explored topics such as apprenticeship access, coaching and mentoring, and inclusive pathways into academia for non-traditional students. The format encouraged honest conversations and practical thinking rather than abstract discussions about EDI.
As a modeller, my main takeaway from the event was that improving EDI in energy research requires a whole-system approach. Change cannot happen at a single level; it must be addressed simultaneously at individual, interpersonal, organisational, and structural levels.
At the individual level, Dr Natalia Zografou-Barredo reflected on her career journey and highlighted the importance of recognising and minimising unconscious bias. These biases can influence how we see others — and even how we limit ourselves — affecting decisions, confidence, and opportunities.
At the interpersonal level, coaching and mentoring were key themes. Meaningful mentoring relies on trust, openness, and long-term commitment, rather than being treated as a box-ticking exercise. Creating safe spaces for honest conversations is essential for early-career researchers to grow.
At the organisational level, discussions focused on building an inclusive research culture. A genuinely inclusive environment is one where people feel heard, valued, and supported, and where listening is treated as a core leadership skill.
Finally, the event highlighted the need for structural change. Early-career researchers spoke openly about how fixed-term contracts affect not only their careers but also their personal lives. Building greater stability and certainty is critical if the energy research community wants to retain diverse talent and thrive in the long term.
Overall, this event encouraged me to reflect on my own role in supporting EDI in energy research. It reminded me that inclusion is shaped not only by policies, but also by everyday interactions, listening, and support for others. I left with a stronger awareness of how my individual actions, as part of a wider system, can contribute to creating a more inclusive and sustainable research environment.
