Championing equality, diversity and inclusion in research
Research has the most impact when it reflects the diverse communities it serves. Adedeji Ogunlana, senior divisional research practitioner, combines his day-to-day role in leading research studies with a passion for driving equity, diversity and inclusion. Here, he shares how his work is helping to create more inclusive research practices and ensuring fairer recruitment processes for staff.
Can you tell us a bit about your role as a senior divisional research practitioner?
No two days are ever the same. My role is to help drive clinical research trials across specialties such as dermatology, endocrinology and neurology. I support delivery teams, ensure studies follow strict protocols, and manage research teams.
I also work closely with senior clinical staff and principal investigators, while supporting the growth of our study portfolio. Although I’m based at Hammersmith Hospital, I also work across St Mary’s and Charing Cross hospitals, ensuring high-quality, consistent research practices are in place across the Trust.
What inspired you to get involved in equality, diversity and inclusion (EDI) work alongside your research role?
Working in clinical research has shown me how essential it is to represent diverse patient populations to ensure study outcomes are fair and relevant.
I’m equally inspired by the diversity of NHS staff, and within our Trust in particular. A varied workforce brings a richness of experience that helps us deliver better care for patients from all backgrounds. This passion led me to get involved in EDI work, breaking down barriers and helping create a more inclusive environment that benefits both patients and colleagues.
Can you explain what the EDI research staff workstream is and why it was set up?
The workstream was established in line with the National Institute for Health and Care Research’s (NIHR) objective to promote equality, diversity, and inclusion within research.
Its purpose is to develop a network of EDI research champions from across the Trust’s research workforce, ensuring representation from all divisions. Together, we work to foster inclusive cultures within research teams, address inequalities, and support diversity across our research staff.
Adedeji Ogunlana"Embracing diversity means bringing together a wider range of perspectives and experiences, helping us work more creatively and inclusively. In research, this leads to better questions and studies that reflect the communities we serve."
What is the diversity and inclusive research interview panel and why is it important?
The panel is a volunteer database of research staff who are willing to join interview panels. By capturing demographic details and panel experience, we can ensure that panels are diverse and representative.
This promotes fairness, reduces bias, and helps teams meet the Trust’s inclusivity standards. It also gives staff the opportunity to gain valuable experience in recruitment, while supporting teams who may otherwise struggle to build diverse panels. Ultimately, it fosters a more equitable process for all candidates.
How does it work in practice – what does it look like for interviewers and candidates?
Research staff can volunteer as potential panel members, committing to at least two full interview processes per year. Their details are securely stored and used to help form balanced, diverse panels, with guidance provided before each interview.
For interviewers, this provides a wider pool of colleagues to draw from and helps meet the Trust’s inclusivity goals. For candidates, it means being interviewed by panels that better reflect the diversity of the workforce and community – making the process fairer, more transparent and more inclusive.
What impact have you seen (or do you hope to see) from this programme?
The database is already helping to make interview panels across the Trust more inclusive, supporting fairer recruitment that values different perspectives.
It benefits interviewers by providing easy access to volunteers, and it benefits volunteers by offering skill development and experience. Most importantly, it gives candidates greater confidence that they’re being interviewed by a panel that reflects the diversity of the Trust and the community we serve.
By leading this work, our research delivery workforce is positioning itself at the forefront of equity, diversity and inclusion.
Why is EDI important, particularly in research?
Equity, diversity and inclusion matter because they make a real difference to both staff and patients. For our teams, embracing diversity means bringing together a wider range of perspectives and experiences, helping us work more creatively and inclusively. In research, this leads to better questions and studies that reflect the communities we serve.
For patients, EDI helps build trust, ensures care is shaped around diverse needs, and plays a vital role in reducing health inequalities.
Finally, what would you bring to a potluck lunch?
I would bring a bowl of Jollof rice with some sides like fried plantains or grilled vegetables to complement it. It is flavourful, hearty, and easy to serve in portions.
