Overview

The Centre as a place of international excellence

The value of ESRC core funding to the Centre

Academic impact

Some major contributions to academic work in the UK and overseas

Policy and practice

Five important impacts on policy and practice

Use of the Centre's work by policymakers and practitioners

Research capacity

The Centre's contribution to UK research capacity

Staff development in the Centre [Hide]

IFS has a strong record in training excellent social scientists. New researchers often join IFS straight from university. Those without a Masters or PhD are encouraged to study part-time with financial support from the Centre. Since 1991, 12 members of staff have received an MSc and 19 a PhD. Staff are also encouraged to enhance their skills and experience by attending workshops and courses.

We maintain a non-hierarchical structure, promote the most talented people rapidly and place emphasis on teamwork. From the start, junior researchers are involved in planning projects and writing up research findings, as well as taking responsibility for detailed data work. They are encouraged to take an active part in dissemination to academic and policy audiences, through informal meetings, presentations, briefings and contact with journalists.

A key aspect of IFS's staff development strategy is that junior researchers are treated as equals and become co-authors in research projects. This promotes independent and innovative thinking and encourages researchers to articulate their ideas and findings to a diverse audience with confidence and clarity. The open-plan layout of our offices facilitates a cooperative style of working. Research Fellows and Associates, academic visitors and seconded practitioners work at desks alongside full-time staff. This enables junior researchers to develop a network of contacts in academia and amongst practitioners, which will enhance the quality and relevance of their work as they develop their research interests.

It is important to address the strengths and weaknesses of every researcher individually, encouraging them to develop their skills to the best of their ability at all stages of their career. IFS has therefore developed an annual review process. All staff receive detailed feedback from senior and junior colleagues (a 360-degree review), which helps individuals to take stock of their progress and discuss with their programme director their goals and any problems they are experiencing.

Commitment to equal opportunities is important in our recruitment and in sustaining an atmosphere in which staff are happy to work and develop their careers. Compared with many university economics departments, the proportion of women recruited and promoted to senior posts at IFS is very high. Among senior staff, the gender split is 50:50 at Deputy Director and Programme Director level. Amongst the Institute's staff as a whole, the current proportion of men to women is 55:45. We intend to help ensure a balance at all levels by continuing to promote a flexible family-friendly policy, allowing men and women to adjust their working hours according to the needs of their families.