Postgraduate Consultation Group: Semester B Round-Up

Welcome back! This semester, our Postgraduate Consultation Groups (PGCG) explored the core of the doctoral experience, focusing on the systems that support your wellbeing, the international student experience, your induction and arrival, and the funding and contract arrangements. As always, these anonymous sessions provide the vital evidence we need to advocate for a fairer, more inclusive research environment at Queen Mary.

 

PGR Wellbeing 

Our first session of the semester focused on the unique wellbeing pressures faced by doctoral students. Students discussed how workload, financial pressures, workplace culture, and physical space all shape the day-to-day experience of doing a PhD. 

What was discussed: 

• The Isolation Factor: Many of you highlighted that the solitary nature of research can lead to significant emotional fatigue. While central university services exist, there is a strong feeling that they are often geared toward undergraduates and don't always "get" the specific pressures of a PhD, such as the high-stakes relationship with a supervisor. 

• Access to Support: We discussed the barriers to accessing help, including long waiting times and a lack of clarity on what specific support is available to PGRs versus staff.  

• Work-Life Boundaries: The "always-on" culture remains a major issue. Many researchers feel guilty for taking breaks or holidays, often because expectations aren't clearly defined at the start of the program. 

 

International PGR Experience 

This session focused on the distinct hurdles faced by our international community, from arrival logistics to visa-related anxieties. 

What was discussed: 

• Communication and Settlement: While digital resources for housing and visas are generally praised, students often feel "lonely" during the actual settlement process and would value more face-to-face interaction and prior contact before arriving in the UK. 

• Accommodation Pressures: Housing came up as a major concern, especially for students who are only guaranteed accommodation in their first year. You raised concerns about rent increases, uncertainty after year one, and the difficulty of navigating London housing without local networks. 

• Stipend Disparities: International students often deal with lower stipend amounts from external sponsors, raising questions about why certain under-funded sponsorships are accepted by the institution. 

 

PGR Induction 

We took a retrospective look at the onboarding process to see how it can be improved for future cohorts. 

What was discussed: 

• Information Overload: The general consensus is that the current induction period is too "front-loaded." Receiving massive amounts of information in the first week is overwhelming and often leads to important details being forgotten. 

• The Need for "Just-in-Time" Info: You suggested a staggered induction model where information about upgrades, ethics, and viva preparation is delivered when it actually becomes relevant, rather than on day one. 

• Social Integration: For many, the social side of induction was lacking, particularly for those arriving off-cycle. You emphasised the need for more department-level social events to help new starters build an immediate peer network. 

 

Funding Agreements and Contracts 

Our final session was a deep dive into the formal agreements that govern your time here. We looked at the balance between financial and non-financial benefits and the clarity of student contracts. 

What was discussed: 

• The Complexity of Wording: Many of you noted that scholarship terms and conditions are often written in dense, legalistic language that is difficult to navigate. This is particularly challenging for those who have previously worked in industry and are used to standard employment contracts. 

• Financial vs. Non-Financial Benefits: We discussed the "hidden" value of certain benefits, such as travel grants, office space, and equipment, and how these vary wildly between schools. There is a strong call for more transparency regarding what exactly a student is entitled to beyond their basic stipend. 

• Status Ambiguity: The boundary between being a student and a staff member is most apparent in these contracts. You highlighted that this ambiguity can make it difficult to know your rights regarding leave, sick pay, and professional grievances. 

 

Recommendations: 

Based on these sessions, we compiled the following recommendations as possible actions for QMSU to explore and/or consider with existing and new campaigns; or encourage the university to implement. 

1. Specialist PGR Wellbeing Support: Advocate for dedicated mental health practitioners within the university who are specifically trained to handle the unique dynamics of the PGR-supervisor relationship and the pressures of long-term independent research. 

2. Staggered Induction "Milestones": Replace the front-heavy induction week with a "PhD Roadmap" system that delivers essential information and social opportunities at key transition points throughout the first year. 

3. Industry-Integrated Career Support: Expand the professional development portfolio to include formal "Industry Tracks," providing clear pathways for students looking to move into non-academic roles, including better support for placements and internships. 

4. Simplified Contract Guidance: Produce "plain English" summaries of all standard scholarship and funding agreements. These should clearly outline both financial benefits and non-financial entitlements (like desk space and travel funds). 

5. PGR Social Activity: Support more PGR social activities, especially cross-faculty events. 

6. Supervisor Training on Career Diversity: Implement mandatory training for supervisors that emphasises the importance of professional development and supports students in pursuing a wide range of career paths without stigma. 

 

What’s Next? 

That brings us to the end of our PGCG sessions for the 2025–26 academic year! These reports are being finalised and will be used by our Executive Officers in meetings with the University to be better informed about PGR challenges and lobby on your behalf. 

A massive thank you to everyone who took the time to participate. Your honesty and insight are what make this project work. We will be back in the new academic year with a fresh schedule of sessions, new themes, and even more opportunities to make your voice heard. 

Keep an eye on our Postgraduate Newsletter for details on how to join the PGCG for the next academic year!