Building belonging: Why inclusive research cultures matter
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Belonging is built in everyday moments: in who is listened to, whose ideas are valued, who feels safe to ask questions, and who is encouraged to challenge existing ways of thinking.
For research institutions, these moments matter. Scientific progress depends on curiosity, collaboration, critical thinking and the willingness to question established ideas. These behaviours flourish when people feel genuinely valued and supported.
This was the focus of a recent IDM Seminar on Unconscious Bias, Inclusion and Bullying, hosted jointly by the IDM Social Accountability Working Group and the IDM Transformation Working Group. The session was organised by Dr Mandy Mason, with support from Dr Anna-Ursula Happel.
The seminar was led by Quinton Apollis, the Inclusivity and Capacity-Building Specialist in UCT’s Office for Inclusivity and Change. He invited participants to look beyond unconscious bias as an individual issue and consider the wider systems, cultures and structures that influence belonging.
Drawing on concepts from Belonging by Owen Eastwood, The Leader’s Guide to Unconscious Bias by Pamela Fuller, and The 4 Stages of Psychological Safety by Timothy R. Clark, Apollis explored how people move from feeling included, to learning, contributing and ultimately challenging ideas without fear.
Clark’s model describes four stages of psychological safety: inclusion safety, learner safety, contributor safety and challenger safety. In research environments, these stages are critical. Science advances when people can ask questions, test assumptions and respectfully challenge existing knowledge.
The seminar also examined how unconscious bias can operate across aspects of identity, including race, gender, age, religion, sexuality, language and ability. Participants were encouraged to reflect not only on personal biases, but also on how institutional norms can unintentionally shape who feels included and whose perspectives are heard.
A key message from the discussion was that inclusion is not separate from research excellence, but rather, it is a part of what enables it.
The seminar also highlighted that meaningful transformation requires more than policies. Dr Jonathan Dugas from the UCT Research Office discussed the growing expectations from research funders, that institutions consider the cultures and environments in which research is conducted.
Clyde Henney from UCT Employee Relations and Advocate Barbara Mapara, Director of Employee Relations at UCT, contributed to discussions around institutional processes and support mechanisms related to bullying and harmful conduct.
Audience discussion explored the important gap between policy and practice: how institutions ensure that processes are trusted, accessible and effective, and how inclusion becomes embedded in everyday research culture.
The seminar marked the beginning of an ongoing IDM conversation about creating a research environment where people are not only included, but empowered to thrive.
Further reading and resources
Quinton’s seminar offered a number of useful entry points for continued reflection, including:
Belonging by Owen Eastwood
The Leader’s Guide to Unconscious Bias by Pamela Fuller
The 4 Stages of Psychological Safety by Timothy R. Clark
In addition the following resources are available through UCT
Office for Inclusivity and Change website
OIC online reporting portal
Inclusivity Survey results
SuccessFactors training
To engage with UCT Reports and Policies please use the following link that is hosted by the OIC - Reports and Policies
To engage with UCT policies that specifically speak to transformation please use the following link that is hosted under UCT Vision 2030 - Transformation Plans & Policies