How we select

Our approach

We select in three steps: an eligibility check, a scored assessment of the application, and a virtual selection session. We publish the criteria in full so applicants know exactly what we look for.

Step 1 – Eligibility

Self-identification

PeerLadder is for digital Research Technical Professionals (dRTPs) who identify as belonging to one or more groups underrepresented in leadership in UK research-performing organisations. Applicants confirm they identify as part of one or more underrepresented groups.

Optional demographic monitoring

Collected for monitoring and reporting only – handled confidentially and not used to rank applicants: woman; non-binary / gender diverse; minority ethnic background; disabled / neurodivergent (including chronic health conditions); LGBTQIA+; from a lower socioeconomic background. We know marginalisation is intersectional, so there is also an open field for anyone underrepresented in their context who isn’t reflected above.

Career stage

Applicants should have at least 3 years in a dRTP or equivalent technical research role, be actively seeking progression into leadership, have at least 1 year of community leadership, and not currently hold an executive-level role (Director, Head of Department, or equivalent strategic authority).

Band dRTP experience
Early-career 3–5 years
Mid-career 6–10 years
Early senior leader 11–15 years

Step 2 – What we look for

Each written response is up to about 150 words. There’s no checklist to game – we read for genuine reflection rather than polish, and the notes below describe what a strong response tends to show.

Why are you motivated to become a leader? What does leadership mean to you?

A strong response shows: thoughtful reflection on what leadership means to you (beyond a job title), a desire to influence beyond your current role, and specific areas you'd like to grow.

How do you engage with peers in a supportive, constructive way? How do you handle interpersonal and communication challenges at work?

A strong response shows: openness and a collaborative tone, the ability to give and receive feedback, and constructive reflection on your own barriers and on how you support others.

How do you understand underrepresented groups in the context of leadership? What systemic barriers can influential leaders positively affect? This is not about "ranking oppression" – it's about reflection and programme fit.

A strong response shows: awareness of systemic barriers, an ability to articulate institutional dynamics, and a genuine interest in inclusive change.

Do you participate in communities (local, regional, national, international)? Which, and in what capacity? How do you foresee PeerLadder influencing the communities you belong to? This matters especially while PeerLadder is a pilot.

A strong response shows: that you'll take what you learn back to your organisation, that you influence teams, projects and communities, and a realistic plan to cascade the impact.

Shortlisted applicants are invited to the virtual selection session.

Step 3 – Selection session

A session of about two hours for applicants (longer for reviewers):

Activity Approx. time
Intro to PeerLadder and introductions 15 min
Icebreaker in small groups 30 min
Break 10 min
Discussion activity (choice of topics), in groups 60 min

Two reviewers observe each group’s dynamics and communication; the panel runs with 10–20 reviewers depending on applicant numbers.

Building a balanced cohort

After individual scoring, the panel looks across the whole cohort (a discussion, not an individual score) for institutional spread, a mix of career stages, sector mix where relevant, and to avoid dominance by any single organisation.

The dRTP Context
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