INCLIVA is committed to the continuous improvement of its human resources policies and to creating an open, transparent research environment based on merit and aligned with European standards of excellence.
In this regard, INCLIVA was awarded the ‘HR Excellence in Research’ label in 2019 by the European Commission, in recognition of its commitment to applying the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (Charter & Code).
This label is awarded within the framework of the Human Resources Strategy for Research – HRS4R, a tool that enables organisations to implement the principles of the Charter & Code. This strategy, launched by the European Commission, aims to retain and increase research talent in Europe and foster research careers, whilst promoting equal rights and obligations for research staff.
Since obtaining the HR Excellence in Research label, INCLIVA has maintained a process of continuous improvement through the implementation, monitoring and periodic evaluation of successive HRS4R Action Plans, progressively integrating this strategy into its institutional policies and human resources management. As a result, in 2024, the Institute drew up a new Action Plan to begin the process of renewing the label with the European Commission.
Documents relating to the HRS4R label
Key milestones achieved
In recent years, INCLIVA has driven a profound transformation of its policies on human resources, open science, professional development and working conditions, consolidating a research environment aligned with the principles of the Charter & Code, the HR Excellence in Research (HRS4R) label and European recommendations on responsible research.
Ethics, scientific integrity, gender equality and open science
In 2023, the Institute launched the Women’s Leadership Programme, aimed at promoting equal opportunities in research careers.
Furthermore, in 2024, the Integration Plan was updated to facilitate the transition of early-career researchers towards the consolidation of research groups, thereby strengthening the development of sustainable scientific careers.
In 2025, the Institutional Open Science Policy was updated. During that year, 85 per cent of publications resulting from competitively awarded projects funded by public funds were available via open access, whilst 100 per cent of research data from completed public projects were deposited in standardised repositories, ensuring their preservation, accessibility and reuse in accordance with the FAIR principles.
Furthermore, during 2025, the institute’s scientific areas were reviewed, a process that will lead to the implementation of a new Cooperative Scientific Project from 2026 onwards.
Assessment, selection and development of research staff
INCLIVA has introduced significant improvements to its human resources policies. The new Collective Agreement, approved in 2024, has enabled progress to be made in recognising staff seniority (2025) and in developing a career planning system, which is currently being implemented.
Furthermore, selection procedures have been updated through the incorporation of qualitative evaluation criteria, taking into account aspects such as teaching, staff supervision, research management and the dissemination of knowledge, in line with European recommendations on responsible research evaluation.
In parallel, in 2024 the five-yearly evaluation of research groups by the External Advisory Board (EAB) was launched, following the DORA principles, and during 2026 a new system for the individual evaluation of research activity is being implemented through a recognised accreditation agency (AVAP).
Working conditions and research environment
In 2022, the budget allocated to research stays was increased from €20,000 to €50,000, with the aim of promoting scientific mobility and the internationalisation of research staff.
Between 2023 and 2025, the workspaces for research support staff, research managers and platform scientists were modernised, creating more suitable environments for them to carry out their work.
In 2024, the management of scientific and technical platforms was centralised.
In 2025, both the Support Plan for research staff and emerging groups (2026–2030) and the Welcome Handbook were updated, strengthening the integration and support of staff joining the institute.
Research careers and talent development
INCLIVA draws up a Training Programme every two years. Since 2024, the list of planned training courses has been communicated to staff annually, facilitating more transparent and accessible planning of training opportunities.
In 2025, the first INCLIVA Pre-doctoral Conference was held, aimed at promoting visibility, interaction and scientific exchange amongst researchers in training.
Finally, the Institute has begun rolling out the IMPULSO mentoring programme, designed to support professional development and research career planning through structured mentoring processes.
Finally, INCLIVA has strengthened the visibility and promotion of its commitment to excellence in human resources through the systematic promotion of the HR Excellence in Research (HRS4R) label in its institutional presentations and corporate documentation, thereby consolidating an organisational culture based on continuous improvement, transparency and scientific excellence.
Taken together, the initiatives carried out between 2022 and 2026 demonstrate INCLIVA’s firm commitment to the continuous improvement of its human resources policies, the strengthening of research careers, equal opportunities, open science and the creation of an environment of research excellence, fully aligned with European research and innovation strategies.
