The Marqués de Valdecilla Health Research Institute (IDIVAL) continues to make progress in consolidating the European Human Resources Strategy for Researchers (HRS4R), a framework that promotes more transparent, inclusive working environments aligned with the principles of the European Charter for Researchers.
As part of the update of the 2025-2029 Action Plan and the renewal of the “HR Excellence in Research” award, IDIVAL conducted an online survey among its staff this summer, aiming to gather perceptions on the actions carried out in recent years and to identify priorities for the upcoming period.
Diverse and representative participation
The questionnaire was sent to 889 individuals affiliated with IDIVAL, achieving a global response rate of 16.7% (149 responses). Among staff directly employed by the institute, the response rate reached 40%.
Respondents represented a wide range of profiles, with a predominance of research staff (68.5%), followed by management and technological services staff. All research areas were represented, with higher participation from Management, Transversal, Cancer, and Neurosciences.
Awareness and assessment of actions
The results show that most staff are aware of the HR Excellence in Research award and of key documents such as the Code of Good Research Practices and the OTM-R Recruitment Policy, although there is still room to improve internal communication.
The initiatives rated most positively were:
Research and results dissemination, with over 60% of ratings as “very good” or “excellent.”
Gender Equality Plan 2024-2028, well received by staff, although with a demand for greater transparency and communication of results.
Scientific outreach actions, perceived as a key pillar in bringing IDIVAL closer to society.
Annual Training Plan, especially through programs such as the Santander Biomedical Lectures.
Other areas, such as career guidance actions or research staff mobility, were evaluated positively but highlighted the need to strengthen communication, accessibility, and continuity of calls.
Building the new Action Plan
Qualitative feedback emphasized the importance of continuing to work on job stability, talent retention, internationalization, and transparency in recruitment and evaluation processes.
These results will serve as the foundation for the design of the new HRS4R Action Plan 2025-2029, reaffirming IDIVAL’s commitment to consolidating an excellent, ethical, and inclusive research environment.
More information on IDIVAL’s HRS4R Strategy: HRS4R Strategy at IDIVAL
