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Missing Persons Indicator Project Recruitment

international

As it is the start of 2026 we are now recruiting students to join the Missing Persons Indicator Project.

MPIP offers students the opportunity to engage in applied research in collaboration with International Commission on Missing Persons. Student researchers contribute to the collation, inputting and analysis of data that supports a deeper understanding of how States engage with, and seek to resolve, missing persons cases. This work informs policy and advocacy relevant insights and has practical value for those, such as the ICMP, involved in missing persons investigations and diplomacy.

The past year marked a significant phase for the development of the project. During 2025 the team focused on refining how MPIP data should be presented to external stakeholders and the wider public. Student researchers played a role in this work, and the final format of the public-facing website is due for release in 2026. The project also benefited from engagement with Maastricht University’s Data Governance Master’s programme, where two seminar-style discussions provided valuable perspectives on data governance considerations for public data access.

As with many research initiatives, 2025 also prompted reflection on the potential role of AI tools in supporting the project. Exploring and implementing these ideas will form part of the the next phase of work allowing the incoming cohort of student volunteers to develop and understand ethical use of AI in research projects.

While MPIP is grounded in legal research, students from a variety of disciplines could benefit from participating, including: business, through a data management, governance and AI lens; and sociology/criminology, through missing persons impact on society.

We would be grateful if colleagues could share this opportunity with students who may be interested, or who may benefit from engagement with such research.

Practical details: 

📍 In person at BU (Talbot Campus, Weymouth House, third floor)

⏱️ Approximately 8 hours a month

Snacks available as a thank-you.

👉 Students can register their interest by requesting an expression of interest (EOI) form via indicators@bournemouth.ac.uk

Key Dates: 

📅 Deadline for EOI: Monday 9th February at midday

📅 Interviews: Monday 16th February

More information on the project is available here: https://www.bournemouth.ac.uk/research/projects/missing-persons-indicator-project

Celebrating our Research: Postgraduate Research Showcase 2026

The Doctoral College invites the BU community to the Postgraduate Research Showcase, hosted in the Atrium Gallery from Tuesday 3 February to Thursday 26 February 2026.

This exhibition features a curated selection of posters from our 17th Annual Postgraduate Research Conference. It is a fantastic opportunity to explore the diverse research being driven by our Postgraduate Researchers. The selected posters will remain on display throughout the duration of the showcase, allowing you plenty of time to visit and engage with the work.

Join us for the Launch Event

To kick off the exhibition, we are hosting a celebratory launch event. This is a chance to network with fellow researchers, meet academics, and show your support for the PGR community.

  • Wednesday 4 February 2026
  • 3-4pm
  • Atrium Gallery, Poole House, Talbot Campus
  • Cheese and wine will be provided (with vegan and non-alcoholic options available).

Register your place via Eventbrite here

Please note there will be no virtual exhibition this year, so make sure to stop by the Atrium Gallery in person to experience the showcase. If you would like a taste of the energy from our recent conference, you can catch highlights and images from the event on YouTube.

We look forward to seeing you there and celebrating the incredible contributions of our Postgraduate Researchers

BU PhD student newly appointed journal editor

Women's Academic Network, writing

Congratulations to Joanne Rack, PhD student (Clinical Doctorate) in the Faculty of Health , Environment & Medical Sciences (HEMS) who has been appointed this month as the new Editor in Chief of The Practising Midwife.  Joanne is doing her Clinical Doctorate in the Centre for Midwifery & Women’s Health (CMWH) specialising in personalised care for women of advanced maternal age (AMA).  This PhD study is matched-funded by University Hospitals Dorset (UHD) NHS Foundation Trust and Bournemouth University.  Her PhD is supervised and supported by Profs. Vanora Hundley and Edwin van Teijlingen at BU and former BU Professor Ann Luce (who has recently moved to the University of the West of Scotland) and Dr. Latha Vinayakarao in Bournemouth Maternity Hospital.

Well done!

Prof. Vanora Hundley & Edwin van Teijlingen

Breaking Barriers: Advancing Minority Entrepreneurship in the UK — Evidence and Action

Minority entrepreneurship is a significant yet under-leveraged part of the UK economy. While some groups launch businesses at similar rates to others, long-standing structural barriers limit their ability to scale, access capital, and access formal support systems. Supported by the Institute of Small Business Entrepreneurship’s ( ISBE) Entrepreneurship in Minority Group ( EMG) SIG, On 21 January 2026, Breaking Barriers: Advancing Minority Entrepreneurship in the UK brought together researchers, entrepreneurs, policymakers, and community leaders at Bournemouth University to move from evidence to collective action on these issues.

Structural Barriers: What the Evidence Shows

National evidence shows that exclusion is not random or individual, but systemic. The UK Parliament’s Women and Equalities Committee’s 8th Report on Female Entrepreneurship outlines how female entrepreneurs face “significant disadvantages in accessing finance, investment networks, and support systems” and how these disparities are rooted in systemic bias and a lack of representation among decision-makers.

Moreover, the latest research from the British Business Bank shows that entrepreneurs from ethnic minority backgrounds often experience worse business outcomes — including lower turnover and profit — even when they invest more time and capital in their ventures. Access to finance is one of the most persistent barriers: nearly half of ethnic minority entrepreneurs stop developing business ideas due to financial difficulties.

These patterns are echoed in broader research on ethnic minority entrepreneurship, which finds that institutional barriers — including exclusion from influential networks and assumptions embedded in support systems — impede opportunity and growth.

From Evidence to Practice: What Happened at Breaking Barriers

The event began with leadership reflections from Bournemouth University’s Vice-Chancellor, who emphasised that diversity fuels creativity and pointed to the university’s growing focus on social entrepreneurship as part of its societal impact mission. The Dean of the Faculty of Business and Law reaffirmed a commitment to developing inclusive programmes that support social enterprises and underrepresented founders.

At its core, the event was structured around co-creation. After contextual framing, participants — both in person and online — worked in small groups to generate actionable ideas around four themes: Money Without Gatekeepers; Who Lets You In the Room?; Built for Someone Else; From Policy to Reality. These themes reflected points raised in the evidence base: exclusion often occurs before formal decision-making processes and is embedded in norms, assumptions, and network dynamics.

One group focused on funding criteria that align with founders’ business purposes, highlighting how traditional models advantage those already embedded in dominant networks. Another discussed the need for transformative mentorship, emphasising the value of structured support that recognises lived experience as expertise.

Lived Experience and Systems Change

After lunch, a panel of entrepreneurs shared personal narratives that illuminated how systemic barriers play out in real lives. Panellists highlighted that perseverance is essential, but individual resilience alone is not enough to overcome systems that were not designed with diversity in mind. Reflections at the end of the day by entrepreneurs and sustainability practitioners underscored the need for sustainable, structural change—not one-off initiatives. This echoes what scholars have long argued: that inclusive ecosystems require interventions that address institutional design, not just individual capacity.

Commitments to Action

The day concluded with a Commitment Wall, where participants pledged actions ranging from building more inclusive networks, maintaining visibility for underrepresented founders, and embedding well-being into entrepreneurial practice. These commitments underscore an important research insight: inclusive entrepreneurship requires sustained collective effort across sectors, institutions, and communities.

The outcomes from Breaking Barriers reaffirm that while the UK has strong evidence on why minority entrepreneurs face obstacles, translating that evidence into effective policy and practice remains a challenge. What emerged from the day was not just a list of issues, but a shared conviction that inclusive entrepreneurship ecosystems must be designed with the people they serve — not around abstract ideals.Bournemouth University’s role as a convenor of research, evidence, and practice illustrates how academic institutions can help bridge the gap between analysis and action — a role that will be essential if the UK is to unlock the full potential of its diverse entrepreneurial talent

This event aligns directly with ongoing work at Bournemouth University to embed inclusive and impact-driven entrepreneurship across education, research, and engagement. For example, my earlier blog “From Classroom to Catalyst: Impact, Inclusion and the UN SDGs in Entrepreneurship Education at Bournemouth University” demonstrates how embedding frameworks such as the United Nations Sustainable Development Goals (UN SDGs) into entrepreneurship curricula supports students to identify real-world problems, design ventures with social and environmental value, and engage meaningfully with external networks and mentors. The emphasis on systems thinking, lived experience, and sustainable impact in student ventures mirrors many of the insights generated through the Breaking Barriers event, reinforcing how education and ecosystem co-creation can work together to advance inclusive entrepreneurial practice at BU and beyond.

Nursing Research REF Impact in Nepal

international, Publishing, REF 2029 impact case studies, writing

The Nepal Nursing Council has made Continuing Professional Development (CPD) compulsory for all nurses and midwives wanting to re-enrol from tomorrow. Starting on 15th January 2025 all nurses and midwives who want to re-register will have to show evidence of having conducted recent training to maintain and enhance their knowledge, skills, and professional competence.  According to the new provision, licences will not be renewed unless applicants have completed a minimum of 60 hours of training within the preceding six years.  This change in regulation is largely driven by research driven by two UK universities, and BU is one of them.

As early as 2016 the research team called for a move to a system of post-registration with compulsory further learning and regular updating of skills, adding that “the introduction of CPD will be beneficial to all nurses in Nepal” [1].  The key argument was that If Nepal does not establish CPD requirements, only some staff will engage with training activities, it will be ad hoc driven by personal interests rather than service needs.  An even greater concern was that staff will seek only the free training made available by either the government and/or INGOs (International Non-Governmental Organisations) rather than CPD most relevant to their current practices.

To generate the evidence that CPD is vital in Nepal, the team led by Dr. Bibha Simkhada conducted interviews with nurse leader in the country to understand perspectives on existing on-the-job training and Continuous Professional Development more generally [2].  Bibha, currently Reader in Nursing at the University of Huddersfield, worked at Bournemouth University for several years during this research.  Next, the researchers conducted focus group discussions with other relevant stakeholders [3].  These research findings were disseminated to stakeholders in Kathmandu, including the NNC (Nepal Nursing Council), MIDSON (Midwifery Society of Nepal), NAN (Nursing Association of Nepal), and the Ministry of Health & Population as well as to a wider audience through a call under the heading ‘Nepal needs Continuing Professional Development for Re-registration in Nursing and Midwifery’ [4].

These papers all argue that promoting CPD benefits the quality of health care.  Indirectly, it builds confidence in the general population as it is guarantee to the individual patient in Nepal that the nurses and midwives, who are treating them, have up-to-date skills and knowledge. In addition, it strengthens the NNC as it supports to professionalise nursing and midwifery in Nepal and bring the standard of nursing and midwifery practices to a higher and internationally comparable level.

The research work at BU was supported by small amounts of QR funding through BU Centre for Excellence in Learning (CEL) in 2016, the Centre for Midwifery & Women’s Health in 2018 and the Faculty of Health & Social Sciences in 2019.  This shows that well-designed research conducted by researchers who have insight into the political landscape of health services in Nepal can have a great impact with minimal resources.

Prof. Edwin van Teijlingen (BU REF lead UoA3)

&

Dr. Vikram Mohan (UoA3 REF Impact Champion)

 

 

References

  1. Simkhada, B, Mackay, S, Khatri, R., Sharma, C.K., Pokhrel, T, Marahatta, S, Angell, C, van Teijlingen, E., Simkhada, P (2016) Continual Professional Development (CPD): Improving Quality of Nursing Care in Nepal Health Prospect 15 (3):1-3. 
  2. Khatri R, van Teijlingen E, Marahatta SB, Simkhada P, Mackay S, Simkhada B (2021) Exploring the Challenges and Opportunities for Continuing Professional Development for Nurses: A Qualitative Study with Senior Nurse Leaders in Nepal Journal of Manmohan Memorial Institute of Health Sciences. 7(1), 15-29.
  3. Simkhada B, van Teijlingen E, Pandey A, Sharma CK, Simkhada P, Singh DR (2023) Stakeholders’ Perceptions of Continuing Professional Development among Nepalese Nurses: A Focus Group Study Nursing Open.10(5).
  4. Simkhada B, van Teijlingen E, Sharma C, Pandey A, Simkhada P. (2023) Nepal needs Continuing Professional Development for Re-registration in Nursing and Midwifery Journal of Nepal Health Research Council, 21(60):541-42.

STEPS Club For Young People to present at the Community Voices Webinar Wednesday 14th January, 12-1pm

We are excited to share that on January 14th we will be welcoming Tom Lane, a Principal Youth Worker at the charity STEPS Club For Young People in Weymouth, to the Community Voices Webinar.

STEPS provides a range of activities, opportunities, projects, awards and support for young people aged 13-19, many of whom are disadvantaged, excluded or vulnerable.

They undertake a significant amount of work supporting young people with a wide range of issues and problems. These include education, training and employment, relationships, bullying, bereavement, drug and alcohol use, crime and anti-social behaviour, self-harm and suicidal ideation, abuse, sexual health and mental health.

We would love to see you there!

Community Voices is a collaboration between BU PIER partnership and Centre for Seldom Heard Voices to provide a platform and a voice to local community activists.

Join the meeting to find out more

Meeting ID: 324 372 201 287 1

Passcode: ug6rJ3c7

Contact Stevie for more information.

Fourth INRC Symposium: From Clinical Applications to Neuro-Inspired Computation

PG research, REF Subjects, Research themes

We cordially invite you to the 4th Symposium of the BU Interdisciplinary Neuroscience Research Centre: From Clinical Applications to Neuro-Inspired Computation on Friday, the 16th of January 2026, 9:30-15:00 at the Lees Lecture Theatre (Talbot Campus, Poole House -outside).

This symposium encompasses a journey from clinical case studies to new, emerging experimental and computational methodologies that underpin future translational applications. It is an opportunity for informal discussions on grant proposals and to explore shared interests with our external guests from the NHS and collaborating EU universities.

The schedule is as follows:

9:30 Coffee

9:50 Opening and Welcome Address

10:00-10.50 Dr Michalis Doumas (Queen’s University Belfast): Sensory integration for postural control in healthy ageing and in people living with Parkinson’s.

10:50 Coffee break

11:00-11:50 Session I. Ageing and Neurodegenerative Disorders

Dr Ioanna Markostamou: Naming spatial relations in typical and atypical ageing: At the crossroads of language and perception.

Dr Catherine Talbot: Dementia in the digital age: exploring the promise and pitfalls of social technologies.

11:50-12.50 Lunch break (no lunch provided, but Talbot Campus facilities available)

12.50-13.40 Dr Andre Rupp (Online Talk): Auditory pitch perception and clinical applications.

13:40 Coffee break

14:00-14.50 Session II: Neuro-inspired computation

Dr Anna Metzger: Understanding haptic perception of objects’ shape and material via DNN modelling.

Dr Hongchuan Yu: Waa3D: an open-source platform to benchmark performance of algorithms for automated neuro tracing in light microscopy datasets.

Concluding Remarks + Invitation to everybody to become a member of the INRC network

If you have any queries, please do not hesitate to contact Ellen Seiss, eseiss@bournemouth.ac.uk or Emili Balaguer-Ballester, eb-ballester@bournemouth.ac.uk.

Thank you very much; we are looking forward to seeing you there.

Kind regards,

Ellen and Emili, on behalf of all of us.

UKCGE Recognised Research Supervision Programme

UKCGE Recognised Research Supervisor Programme

Whether you’re just starting out in supervision or already experienced, you can apply for national recognition of your doctoral supervision through the UK Council for Graduate Education (UKCGE).

There are two levels of recognition, based on your experience:

Recognised Supervisor (Full Award) – for those who have supported doctoral candidates through to final examination and completion.

Recognised Associate Supervisor – for those who have not yet supervised candidates to completion and/or who contribute to supervision in an informal capacity.

Why apply?

UK universities are increasingly prioritising supervisor development to enhance research culture and doctoral support. The Research Supervisor Recognition Programme (RSRP) encourages supervisors at all levels to engage in structured self-reflection, using the Good Supervisory Practice Framework to identify strengths and target areas for growth.

Key Benefits of RSRP Awards:

Structured Self-Reflection: Evaluate your methods and decision-making.

Benchmarked Excellence: Map your practice against national standards.

Professional Growth: Identify clear pathways for improvement, whether applying for Full or Associate awards.

BU already has over 30 recognised research supervisors, and you could be next.

How to apply

Write a reflective account of your supervisory practice aligned with the Good Supervisory Practice Framework.

Submit your application using the relevant form:

Recognised Supervisor Reflective Account Form  Word 56.37KB

Recognised Associate Supervisor Reflective Account Form Word 55.72KB

Your application will be peer-reviewed by a two-person panel. Whatever the outcome, you will receive detailed feedback.

UKCGE | Frequently Asked Questions

For more information, to register your interest, or to discuss your application, please email Julia Taylor (Doctoral College) at researcherdevelopment@bournemouth.ac.uk

Please note: The Doctoral College will cover the cost of applications submitted by BU supervisors.

Application Deadlines

BU Window Closes – 9am, Monday 16 March 2026

UKCGE Window Closes – Friday 20 March 2026

Expected Outcome – June 2026

Complete applications should be submitted to Julia Taylor (Doctoral College) at researcherdevelopment@bournemouth.ac.uk by the above deadlines.

Supporting Workshop

Supervisory Lunchbite | UKCGE Recognised Research Supervisor Scheme

This session provides an introduction to the UKCGE Good Supervisory Practice Framework and the two levels of recognition:

Recognised Supervisor (Full Award)

Recognised Associate Supervisor

Staff attending this session will be able to:

Understand the application process for UKCGE recognition (including deadlines and timescales)

Apply the UKCGE Best Practice Framework to their own supervisory experience

Appreciate the wide-ranging, highly complex and demanding set of roles that modern research supervisors undertake to perform the role effectively

Register here

3C Event: Research Culture, Community & Cookies – Tuesday 13 January 10-11am

Behind every successful grant and impact case study, is a dedicated support team. Join us at our next 3C event to meet the Research & Innovation Services staff in person. Discover the specialised support available to help you navigate and succeed on your research journey.

No slides, just support

Grab a coffee and a cookie, and have an informal chat with the Research and Innovation Services Team. No appointments, no formal presentations, just a chance to connect with the people behind your research support services. The same friendly 3C atmosphere you love, now with added expertise.

Who’s joining us?

The following RIS staff members will be joining us to answer your questions or simply say hello:

  • Shumana Begum – Research Governance Adviser
  • Claire Fenton – REF Lead
  • Eva Papadopoulou – Research Grants Manager (Pre-Award)
  • Julia Taylor – Head of Doctoral College
  • Alex Morrison – Research Grants Programme Manager

Event Details

Date: Tuesday 13 January

Time: 10-11am

Location: Room K103, Kimmeridge House, Talbot Campus

How to join: Find out more and register here

We’re looking forward to seeing you there!

If you have any questions about the event, please do get in touch with the Research Development & Culture Team: researcherdevelopment@bournemouth.ac.uk

FLF UKRI round 11- internal launch and timelines

Funding opportunities

The UKRI Future Leaders Fellowships  (FLF) round 11 will open soon and like every year, we would be delighted to support via BU new talent to apply to these very prestigious fellowships.  The scheme aims to develop the next wave of world-class research and innovation leaders in academia and business. This scheme is looking for early career researchers and innovators who are either:

  • looking to establish or transition to independence
  • developing their own original and ambitious plans within a commercial setting.

UKRI are offering funding to support ambitious research or innovation programmes across UKRI’s remit. The fellowship will enable fellows (from the UK or abroad) to tackle ambitious research and develop their careers.

There is no minimum or maximum award value.

Your project can last for up to four years, with the option to apply to renew for a further three years.

The external deadline for this call is 16th June 2026

BU internal competition:

We are running an internal demand management process at BU to ensure we support and encourage submissions from the highest standard of candidates. BU is capped at a maximum of 3 applications.

The focus is to ensure candidates are eligible and have a high chance of success, providing them with comprehensive advice and support, to develop a high-quality programme of research and proposal for submission. Applications are welcome from internal academics (both as prospective fellows or mentors of prospective fellows) and external academics to be hosted by BU.

Prospective applicants should complete an Expression of Interest form and send to Research Development by 5pm on 11th February 2026. A panel of subject experts and Deans of Research will review each EoI and selected applicants will be notified by 28th February.  All documents relating to this internal competition are available on the I Drive here: I:\RDS\Public\FLF Round 11. If you cannot access the link or the Documents, please contact Eva Papadopoulou.

Selected applicants will then be supported to progress with their application and receive internal and external support as required.

A briefing on this call will be held on  21st January 2026 at 11am, via Teams, including an overview of the scheme and a Q&A session with experienced panelists and reviewers.

Please email Eva Papadopoulou if you would like to attend or have any queries.

Process for selecting applications timeline:

Date
Action
5th January 2026
Internal Launch of Call 
21st January 2026
Future Leaders Briefing and Q&A for Fellows and mentors – at the Funding Development Briefing.
2nd February 2026
Call Opens
11th February 2026 COB
EoI deadline
24th February 2026
EOI Panel Meeting
28th February 2026
Notify successful Internal FLF/s

 

On Christmas Day in the Morning…

open access, PG research, Publishing, Women's Academic Network, writing

On Christmas Day (25 December 2025) the Journal of Mixed Methods Studies published Dr. Orlanda Harvey’s latest paper ‘Using A Range Of Recruitment Strategies To Recruit Those Who Use Anabolic Androgenic Steroids‘ [1]. The Journal of Mixed Methods Studies is an Open Access journal, hence this paper is freely available to anybody with internet access.

Dr. Harvey is a Senior Lecturer in Social Work in the Faculty of Health, Environment & Medical Sciences. This is the latest in a series of publications based on Orlanda’s Ph.D. work at Bournemouth University.  She has published a steady stream of papers over the past six years [2-7].

Congratulations!

Prof. Edwin van Teijlingen

References:

  1. Harvey, O., van Teijlingen, E., Parrish, M. (2025). Using A Range Of Recruitment Strategies To Recruit Those Who Use Anabolic Androgenic Steroids. Journal of Mixed Methods Studies, 11: 43–60. https://doi.org/10.59455/jomes.42
  2. Harvey, O., van Teijlingen, E., Parrish, M. (2024) Using a range of communication tools to interview a hard-to-reach population, Sociological Research Online 29(1): 221–232 https://journals.sagepub.com/doi/pdf/10.1177/13607804221142212
  3. Harvey, O., Keen, S., Parrish, M., van Teijlingen, E. (2019) Support for people who use Anabolic Androgenic Steroids: A Systematic Literature Review into what they want and what they access. BMC Public Health 19: 1024
  4. Harvey, O., Parrish, M., van Teijlingen, E., Trenoweth, S. (2020) Support for non-prescribed Anabolic Androgenic Steroids users: A qualitative exploration of their needs Drugs: Education, Prevention & Policy 27:5, 377-386. doi 10.1080/09687637.2019.1705763
  5.  Harvey, O., Parrish, M., van Teijlingen, E, Trenoweth, S. (2022) Libido as a reason to use non-prescribed Anabolic Androgenic Steroids, Drugs: Education, Prevention & Policy 29(3):276-288.
  6. Harvey, O., van Teijlingen, E., Parrish, M. (2022) Mixed-methods research on androgen abuse – a review, Current Opinion in Endocrinology & Diabetes 29(6):586-593.
  7. Harvey, O., van Teijlingen, E. (2022) The case for ‘anabolics’ coaches: selflessness versus self-interest? Performance Enhancement & Health 10(3) August, 100230

New Nepal scoping review on maternal & neonatal health

international, open access, Publishing, Women's Academic Network, writing

Today, Discover Public Health, published our latest academic paper on maternity and neonatal care in Nepal [1].  Our latest paper ‘A scoping review of interventions to improve maternal and neonatal care in Nepal‘ is lead by Dr. Sharada Prasad Wasti at the University of Greenwich and co-authored by Bournemouth University’s Prof. Edwin van Teijlingen.

For this scoping review we found 418 studies, and twenty were included, which used various interventions that aimed to improve maternal and neonatal health. Five overarching interventions were identified: (1) community-based maternal health literacy; (2) health facility strengthening, including health staff training, (3) mobilisation of female community health volunteers (FCHV) for birth preparedness and identifying danger signs; (4) mobile health messaging, and (5) involving husbands in improving the uptake of maternal and neonatal care. Most interventions were a mixture of activities with a combination of interventions rather than a single intervention.

The authors note that no single intervention is sufficient on its own; indeed, a combination of approaches is needed to improve the uptake of maternal and neonatal care services.

This scientific paper in Discover Public Health is open access and, therefore, freely available worldwide to anybody with internet access.  Interestingly, the journal has added an AI generated summary, despite the fact that we as authors had provided a perfectly useful abstract.

 

Reference:

  1. Wasti, S.P., van Teijlingen, E., Adhikari, N. Morgan, J. (2025) A scoping review of interventions to improve maternal and neonatal care in Nepal. Discover Public Health 22, 855 . https://doi.org/10.1186/s12982-025-01241-x

British Academy funded capacity-building training in Nepal

Awarded & submitted bids, international, Knowledge Exchange

Yesterday we reached third day of the three-day Fellowship training workshop in Dhulikhel, Nepal on evidence synthesis. This capacity-building project is led by the University of Huddersfield and takes place at Kathmandu University School of Medical Sciences (KUSMS). This new Fellowship scheme is an international collaboration led by the University of Huddersfield in the UK, in close collaboration with Kathmandu University School of Medical Sciences (in Nepal), the Nepal Health Research Council, and several UK universities: Bournemouth University, the University of Sheffield, Canterbury Christ Church University, Keele University and the University of Chester. This unique Fellowship started online in the autumn of 2025 and is part of a larger project on strengthening institutional knowledge and capacity of federal, provincial and local governments for evidence-informed health policymaking in Nepal. This important initiative is funded by The British Academy and supported in the field by Green Tara Nepal [1]. The project involved Bournemouth University’s Dr. Pramod Regmi and Prof. Edwin van Teijlingen both in the Faculty of Health, Environment & Medical Sciences.

Some 28 Fellows have been selected from nearly one hundred applicants to help build capacity in the field of evidence synthesis with overall aim to promote evidence-informed policymaking in Nepal. This is longstanding aim of the researcher as highlighted in previous call for an evidence-based policy centre in Nepal [2].

References:

1. Simkhada P, Vaidyal A, Regmi P, Paudyal P, van Teijlingen E, Dhimal M, Koirala B, Shresthe A, Simkhada B (2025) Strengthening Evidence Synthesis for Health Policymaking in Nepal: A New Fellowship Initiative, Nepal J Epidemiol

2. Simkhada P, Dhimal M, van Teijlingen E, Gyanwali P (2022). Nepal Urgently Needs a National Evidence Synthesis Centre, J Nepal Health Res Council, 20 (3): i-ii.

20 Years of Inclusion: The latest PIER Annual Report is here!

We’re excited to share the Public Involvement in Education and Research (PIER) partnership’s latest Annual Report.

PIER turned 20 years old this year and its influence and impact has continued to grow. PIER is all about bringing lived experience into the heart of education and research, and it is central to everything they do. This year, strong collaborations with 66 community organisations has enabled work with groups who are often excluded from education and research, ensuring that those most affected by health and social inequalities help shape solutions, and this work is feeding into wider conversations about inclusion, inequality and change.

Looking ahead, PIER will continue to build genuine relationships,  and creating flexible ways for people to get involved.

To find out all about PIER’s  incredible achievements this year, read the full report here: https://issuu.com/bournemouthuniversity/docs/pier_annual_report_2024-25?fr=sODY0ZTgzNTU0MDQ

We would like to thank all of our BU colleagues for your continued support and collaboration, and encourage you to share this report widely!

Mel, Kate, Pete & Angela

The UK Autumn Budget 2025 – Implications for Business

Dr Alan Kirkpatrick of Bournemouth University’s Faculty of Business & Law organized an event on 10th December 2025 to review, analyse and consider the implications for business of the ‘UK Autumn Budget 2025’.  Forvis Mazars the major professional services and accountancy firm supported the event attended by a wide variety of participants including owner-managers of SMEs, professional advisors and students, all enjoying presentations by an array of experienced experts.

Alan Kirkpatrick, a Chartered Accountant and expert in business taxation with a PhD in Accounting and Finance, and with many years of academic research experience, was joined by: Richard Teather, an Associate Director in the National Tax Team of Forvis Mazars; James Wallis, a Chartered Accountant and former Vice President of ICAEW Southern, currently running a consultancy servicing high growth companies as well as a business specialising in raising debt finance for large scale real estate transactions; and Marcjanna Augustyn, a professor of management who leads BU’s Centre for Sustainable Business Transformations (CSBT).

A Tale of Two Budgets

The title for the event might have been “a tale of two budgets” in the words of Alan Kirkpatrick who opened the discussion by providing an overview of the issues facing the Chancellor of the Exchequer for the 2025 Budget as well as the earlier 2024 Budget, highlighting the critical balance between the public spending challenges and the available sources of tax revenues along with other potential funding sources including the international debt markets.  In November 2025 the UK’s Office for Budget Responsibility (OBR) forecast total public sector managed expenditure of £1,370 billion in 2025/26 and £1,416 billion in 2026/27 against forecast tax revenues and public sector receipts totalling £1,232 billion in 2025/26 and £1,304 billion in 2026/27. It will take some time to analyse the effects of some of the tax measures announced in 2024 and 2025 as the impact becomes more observable through 2026 and beyond. The international and national investor perception of the attractiveness of the UK as a business location remains on the policy agenda but confidence levels can be negatively influenced by anticipated tax increases.

James Wallis contributed further insights with a view from industry, by referring to the important matter of business confidence (referring to the ICAEW’s Business Confidence Monitor), early reactions to the 2025 Budget and potential risks including stubbornly high funding costs going forward.  UK productivity remains weak by historic and international standards.

Richard Teather provided an analysis of some of the key business tax planning implications anticipated to arise from the UK Budgets of 2024 and 2025 as announced changes take effect.  Some tax measures may have a significant impact: examples are the freezing of Income Tax thresholds until April 2031, increased Employer National Insurance contributions, and restrictions on business and agricultural reliefs for Inheritance Tax.

Marcjanna Augustyn provided a very valuable commentary on aspects of economic and sustainability policy.  The Budget of 2024 announced ‘Green Economy’ measures to be supported by the newly formed National Wealth Fund, but there were far fewer references to promotion of the UK’s sustainability policy in the Budget of 2025.  The UK Sustainability Policy for business remains a complex balance between increased costs and more reporting obligations versus incentives and investment opportunities.

How to achieve business confidence and economic growth?

The presentations were followed by a lively discussion and enthusiastic debate of the issues raised by participants.  By the close, it was evident that many participants feel there is still uncertainty about how the UK is going to perform in 2026 and beyond.  There will be a continuing need to monitor economic developments and business prospects in the UK.  There are question marks over economic growth and business confidence that seem likely to remain a feature of discussions in 2026.  Even by the time of next year’s Budget some of the analysis of an accumulation of tax measures will entail applying the art (and science) of economic forecasting.  Good luck in the meantime and see you for more debate next year after ‘UK Budget 2026’!