Introduction
DTA3/COFUND offered funding for international, interdisciplinary, and industry-focused research across 15 UK professional and technical universities, connected by an enhanced cohort-based PhD training programme. The Doctoral Training Alliance has been running since 2015 and is one of the largest multi-partner national doctoral training initiatives in the UK. With the support of a €6.5 million grant from the Horizon 2020 Marie Skłodowska-Curie PhD Fellowship programme (European Commission, 2024a), the DTA3 programme extended its existing doctoral training, bringing researchers together under an interdisciplinary umbrella programme, specifically in the areas of (i) Applied Biosciences for Health, (ii) Energy, and (iii) Social Policy.
DTA3 aimed to develop independent researchers with inter-sectoral skills and experience, ensuring they were ready for post-doctorate employment. To meet this aim, the DTA3 programme had five unique features: (1) interdisciplinary research environment, (2) enhanced training programme such as entrepreneurship, communication, and employability training, (3) collaboration with commercial organisations, (4) recruitment of non-UK residents, and (5) opportunity for international placement/secondment. DTA3 developed 71 international fellows, with successful candidates moving to the UK from countries like New Zealand, India, Ethiopia, Brazil, Iran, and Iceland. The programme promoted transnational mobility by leveraging an extensive network of international associate partners worldwide to offer recruitment and placement opportunities abroad.
Overview of grant
The Marie Skłodowska-Curie Actions (MSCA) are the European Union’s reference programme for doctoral education. Co-funding of regional, national, and international programmes (COFUND) supports new or existing doctoral programmes (European Commission, 2024a). The aim of the action is to spread best practices of the MSCA including international, inter-sectoral, and interdisciplinary training, as well as international and cross-sectoral mobility of researchers at all stages of their career (European Commission, 2024b). For applicants to be eligible for the fellowship, they were required to move to the UK to complete their PhD. The specific objectives of the action are to train researchers and innovators in academia and beyond, help researchers grow their networks and share knowledge to carry out cutting-edge research, provide researchers with new knowledge, skills, career development perspectives, and employability, and boost researchers’ creativity and entrepreneurship.
Method
Full ethical approval for this research, investigating the impact of the DTA3 doctoral fellowship programme, was sought and approved by Coventry University (reference P162773, approved on 14th Sep, 2023). All fellows provided written informed consent prior to participating in any aspect of the research. Participants received a £30 gift card for completing the survey, and a subsequent £30 gift card if they took part in a focus group.
Surveys
A 60-item online survey was sent to all DTA3 fellows (62% response rate). The survey took approximately 15 minutes to complete and consisted of questions categorized into five groups: research activities, employment, wellbeing, doctoral training experience, and demographics.
A separate 20-item online survey was sent to all supervisors (23% response rate), collecting information on collaborations during the doctoral training, differences of DTA3 training compared to traditional training, and suggestions for improvement. The survey took approximately 15 minutes to complete.
An 18-item online survey was sent to all university programme leads (25% response rate), seeking information on recruitment rates, collaborations, and the impact of the DTA3 programme on the institution. The survey took approximately 15 minutes to complete
Focus groups
Focus groups and interviews were conducted by the DTA3 project manager (a trained qualitative researcher). Groups consisted of 2–4 fellows and lasted approximately 45 minutes (n = 17 total participants). Fellows were asked about their favourite and most challenging memories of their doctoral training and the value of having a PhD in 2023. Common themes were identified using Reflexive Thematic Analysis (Braun & Clarke, 2019; Braun & Clarke, 2024).
Findings and discussion
DTA3 enhanced doctoral training programme
Throughout the DTA3 programme, four residential events were held annually to bring together all DTA3 fellows from Energy, Bioscience for Health, and Social Policy. Each event focused on different aspects of doctoral training and was co-organised/delivered with a university partner. Fellows were supported to attend the events using their DTA3 training bursary. Spring Refresh was typically a 1-day event and was held in London at the British Academy and the Birmingham City University STEAMhouse. Themes centred on collaboration, multidisciplinary working, and transferable skill development during the PhD.
Annual Summer Schools were a 3-day event hosted by different partner universities, including University of Central Lancashire, University of Brighton, and University of Greenwich. Themes included employability, academic writing, and research impact. Each year, fellows were given an opportunity to present and receive audience feedback. Autumn Schools were typically held over 2-days and were hosted by Coventry University and Leeds Beckett University. Due to COVID-19, two of the schools were held online. The events focused on researcher connections, the PhD journey, and managing supervisory relationships. Writing retreats were 2–4-day events and were hugely popular as they provided a protected space for fellows to write. Retreat locations included Gladstone’s Library, Missenden Abbey, and North Yorkshire. Writing retreats were held online during COVID. Further, a comprehensive and structured non-residential events schedule was provided to ensure continuous development and progress for the fellows. A sample of training workshops is provided in Table 1.
Table 1. Sample overview of non-residential DTA3 training events.
| Workshop | Host |
|---|
| Project management for research | University of Portsmouth |
| Get media savvy | Liverpool John Moores University |
| Engaging with UK Parliament | Parliamentary Office of Science and Technology |
| Virtual thesis bootcamp | Coventry University |
| Emotional labour in research | Sheffield Hallam University |
| Developing a strategic approach in public engagement | University of Greenwich |
DTA3 fellows
The data presented has been collected from fellows and host universities. Data is missing on eight fellows. Alum will be continued to be tracked for two years following the end of the project (i.e., until November 2025) and a second data collection will take place in quarter autumn of 2024.
Demographics. Fifty-five percent of fellows were women and the average age fellows started their PhD was 28 years old. Fellows were of twenty-six different nationalities, with 75% coming from European countries.
Early leavers. Six of the seventy-one fellows left the DTA3 programme prior to completing their PhD. This was primarily due to international visa complications, international movement of supervisors, and COVID-19 travel restrictions. Fellows completed between 6–36 months of their fellowship prior to leaving. Two additional fellows finished their fellowship contracts early as they were successful in gaining employment in their given fields. They completed their doctorates during their new employment.
Completion rates. 72% of fellows have submitted their PhD thesis at the time of report writing, with 43 fellows (66%) having also completed their viva. It is expected that by autumn 2024, 86% of fellows will have submitted their thesis within their required timeframe. Currently, of the fellows who are in the final thesis write-up stages or awaiting viva examination, 55% are employed.
Post-PhD Employment. Of the 46 fellows who have submitted their PhD thesis, there is currently employment data for 30 fellows. The average time between PhD completion and fellows starting their first job was 2.5 months. Over half of fellows (46%) had secured their first job prior to finishing their PhD. Ten fellows left the UK to return to their home country, relocate to the USA or relocate to other EU countries. Almost half (46%) of fellows in employment were working in non-academic sectors (including industry, governmental, or non-profit organisations) and 48% were earning between >£30,000. 48% of fellows were considering or are currently in postdoctoral researcher roles.
Thirteen fellows have since moved onto a second job. For these fellows, the average time spent in their first job is eleven months. For this second job, 70% of fellows had returned to their home country. These data suggest that fellows enter "bridging" short-term contracts (usually in the PhD host universities) immediately after finishing their PhD. The second job appears to be more planned (for example, postdoctoral or senior researcher roles) and comes within one year of finishing the PhD programme. Most of these positions are outside the UK, in fellows’ home countries. Case study 1 presents an example of employment tracking of a fellow from Ireland who graduated from her PhD in 2022.
Case study 1.
“I moved from Ireland to Liverpool in 2019 for my PhD having never even been to the city! I loved studying and living there. The university was incredible, and I built great relationships with my supervisors and fellow PhD students. Through DTA3 training and events, I developed my professional skills, including learning how to grow my network. I think this massively helped me secure a postdoc in the States after I finished my PhD. These types of transferable skills are not often taught as part of traditional doctoral training and so I really valued this focus of the DTA. I also think there is a certain prestige that comes with Marie-Curie funding. Although I didn’t appreciate it enough at the time, now working in research I am very proud to be part of the global MSCA alumni community”.
Output metrics
Collectively, 157 manuscripts were published, including articles published in Nature, Cells, and Cochrane. Fellows presented at 116 conferences, with several winning best presentation awards and international travel bursaries. Specifically, one fellow received the ICFP Youth Trailblazer award, another was awarded Inspiring Researcher of the Year, and one earned the Henry Royce Institute Beamtime award. 93% of fellows had multidisciplinary supervisory teams, 50% collaborated with the public and or private sector including local authorities, and 16 fellows had placements including Biocant, EuroMov, and Karolinska Institute.
Regarding satisfaction with the programme, 88% of supervisors and programme leads would engage in the DTA3 again. When fellows were asked about the best aspects of the programme, the most recently cited responses were quality of supervision and guidance, personal development opportunities, and academic experience. 59% of fellows felt prepared for employment after doctoral training, and many fellows believed that having good transferable skills was the most important quality needed to gain their first post-PhD job. Specifically, the top four transferable skills identified were good communication, time management, ability to prioritise, and effective project management.
Benefits of the DTA3
According to fellows. Residential events were a key element of DTA3, particularly the opportunities they afforded to network, learn from alumni, and present ideas in a supportive environment. The enhanced training programme of the DTA3 was recognised by fellows as being an important part of their development with one fellow highlighting the importance of cross-disciplinary learning “DTA3 gave me access to different workshops/training and the chance to meet students working in completely different fields to my own". The social aspects of the DTA3 cohort model were important for fellow mental wellbeing. An alum reported "DTA3 played a pivotal role in fostering a profound sense of belonging among us. Through initiatives like virtual coffee mornings, it bridged the physical gap and provided valuable connections”. MSCA/COFUND provide fellows with financial stability during their training, and this was vital to fellows’ success. During focus groups, one fellow said, "the funding was hugely significant, as it meant I had a reliable income which gave me stability to focus on my research."
According to supervisors and programme leads. Supervisors and university programme leads joined the DTA3 project as they wanted to gain opportunities in networking, sharing best practice, tackling joint problems and fostering interdisciplinary collaborations. Within surveys, supervisors and programme leads reported that the DTA3 were effective in all these areas and met their expectations. Regarding support for doctoral students, it was reported that the DTA3 provided ideas for local training sessions and approaches, and that the programme was “good for researchers to have a sense of belonging”. Specifically in relation to recruitment, the DTA3 programme increased recruitment rates by 67%, and it provided a greater emphasis and importance of recruiting to a cohort-based model. When asked about the network and collaboration aspect of DTA3, one programme lead reported “it’s been great to have a network of trusted colleagues in similar roles that can be approached on a range of issues relating to doctoral education, not just DTA3”. A supervisor said, “I have established overlapping areas of interest and have maintained professional relationships with other DTA3 supervisors”.
The PhD experience
When fellows were asked about the importance of completing a PhD in 2023/24, 89% said they wanted to pursue a career in research and therefore a PhD was essential. They also believe that having a PhD gives candidates a competitive advantage in job applications and when progressing in non-academic careers. The PhD journey was also seen as protected time to develop specific skills and knowledge and support individuals to immerse themselves in research for a given time period.
When asked why they chose an MSCA/COFUND programme that required international mobility, 61% of fellows perceived there to be more job opportunities post-study with an international PhD, 56% reported there to be limited opportunities for doctoral study in their home country, and 43% wanted to study internationally to experience another culture.
As DTA3 ran during the time of COVID-19 and associated university lock-down restrictions, a high proportion (82%) of fellows required extensions. The average fellowship extensions were 5 ± 2 months. The three most cited barriers to not completing the PhD within three years (the original fellowship duration) were financial barriers due to COVID-19 (68%), personal issues (57%), and lack of clarity on steps needed to complete the degree (55%).
PhD supervisors. Supervisors were reported to either “make or break” the PhD journey. For many fellows, the Director of Studies was absent, and fellows came to rely on their second supervisor or external advisors for support and mentorship. Fellows reported that supervisors were often a significant barrier to their progress and unintendedly misguided them by not having a thorough understanding of the university policies around annual reviews or MPhil transfer processes, or they set unrealistic expectations and research designs. When asked what the top qualities fellows valued in a supervisor, they reported someone with experience of supervision, friendly personality, academic excellence, and had availability for regular meetings. The top causes of poor student-supervisor relationship were power imbalance and unclear professional boundaries, cultural differences, lack of training for supervisors, and lack of safeguarding for PhD students. When asked about negative experiences or barriers to effective student-supervisor relationships, students reported “everything felt like bargaining, and I felt I was working for them rather than working on my project”, “if you want a career in this topic, you better shut up follow what they say” [when fellow asked for mediation support]”, “my supervisor publicly criticized my work at an international conference, so it was a very difficult relationship” and “I was afraid to email my supervisor because every time I emailed I felt like a fool”.
Factors that facilitated good student-supervisor relationships included having regular meetings, with timely and constructive feedback. Reducing power imbalances by getting to know each other on a more personal level was also important. Lastly, students appreciated supervisors who advocated, supported, and protected their students. One fellow said, “I had one supervisor who was very understanding and someone I could go to with concerns. I'll be forever grateful to that supervisor for the support they offered, it was well beyond what I thought a supervisor was for, that supervisor was very generous with their time.”
Fellow wellbeing
Based on survey results, 55% of fellows sought help for mental health during their doctorate, 34% took a break from studies due to mental health, and 43% worked more than 46 hours per week. Although there was a high rate of mental health concerns reported by the survey respondents, during focus groups and interviews, several practices were highlighted by fellows as being vital for maintaining positive wellbeing during the doctorate. These included having distinct focused working hours and protecting evenings and weekends for non-work activities. Having a network of peers and mentors who can relate to PhD distress and failures was important for feelings being validated. However, also having a wider community of non-PhD friends was equally as important to give greater perspective on life, away from the stresses of academia and research. Lastly, maintaining hobbies outside of research, most notably being active, were identified as consistent stress relievers.
Completing a PhD during COVID posed significant challenges to fellows and their mental health. Given the international mobility mandate of MSCA/COFUND projects, all fellows were international and so were living in a new country. As many fellows were living alone, in focus groups they discussed how during COVID-19 they worked “24/7” and let their work blend into all hours of the day, with no scheduled rest time. This was primarily due to fellows being isolated in small flats or bedrooms without friends or family or knowing anyone in a new university and city. COVID-19 also caused lasting delays, even was universities reopened, due to part-time working hour restrictions, supply chain issues, and high staff turnover. Many fellows relied heavily on the DTA3 cohort and their supervisors to create online networking opportunities and social events. The pandemic also caused serious complications for some fellows and international visas. Fellows spoke of feeling stranded, and in some cases being unable to remain in the UK but also unable to return to their home country due to border closures.
Social interaction. Social interaction was highlighted across survey responses, focus groups and interviews as being a crucial part of their doctoral experience. When asked what their favourite part of their PhD was, fellows responded saying “interactions literally saved me during the lockdown”, “the possibility to collaborate with other people was really enriching”, “during COVID, we had 5 o'clock cocktails on Fridays, Halloween fancy dress, table quizzes, birthdays online, celebrated vivas”, “I started to build a really fantastic community within my neighbourhood, so many cups of tea in the front garden”, and “I loved the [DTA] programme, having the chance to go and meet other PhD students”. Specific highlights include (i) the multidisciplinary nature of the DTA3 programme and fellows valuing the opportunity to learn about other disciplines and universities, (ii) hearing about doctoral alum career journeys and learning about specific processes (for example alum’s experience of defending their PhD thesis and applying to postdoctoral programmes), (iii) expanding their professional networks and learning about new job and collaborative opportunities, and (iv) the ability to gain peer support through a supportive cohort-based community.
Programme legacy
Although the DTA3 programme has ended, it was only the first step in the fellows’ career paths. A vibrant global network of highly skilled professionals working across academic, industrial, and public sectors has now been developed. It is a priority of the Doctoral Training Alliance to continue fostering this community through a range of initiatives (Table 2).
Table 2. DTA3 legacy initiatives.
| Initiative | Details |
|---|
| DTA3 website profiles | On the DTA website, each fellow has their own profile page outlining their academic path and post-PhD career. It also details fellow highlights e.g., publications and awards. Fellows can log into their account and add details so that it can be used as an iterative online CV. |
| DTA3 legacy fund | This fund gives DTA3 alumni an opportunity to spend 2-8 weeks thinking and learning from international experts and innovators, with the aim to use this new knowledge to benefit the health and wellbeing of UK society. |
| “Lessons learned” manuscript | In collaboration with two other European MSCA/COFUND programmes, this reflective manuscript outlines 10 lessons learned during the development and implementation of projects to support future applicants. |
| DTA3 award | During the annual University Alliance 2024 Awards, the DTA3 alum will be celebrated through the telling of inspiring fellow stories, information on the sustained success of the programme, and the presentation of the prestigious DTA3 Alum Award. |
| DTA3 alumni network | “DTA Connect” is a global network of DTA alumni. Fellows have opportunities to join local chapters and special interest groups, engage in annual events and training, and contribute to ‘Career Spotlight’ quarterly news articles. |
Conclusion
In conclusion, the DTA3/COFUND programme has significantly advanced the training and development of early career research through its enhanced and interdisciplinary doctoral training model. The programme’s success is evidenced by high thesis submission and employment rates, despite challenges such as the COVID-19 pandemic. DTA3’s enhanced training programme, including residential events and workshops, improved the employability and transferable skills of fellows, fostering a strong sense of community and professional network among fellows. Furthermore, the programme’s emphasis on interdisciplinary collaboration and learning has prepared researchers for diverse career paths, with many securing jobs in academic, industry and non-profit sectors worldwide. The lasting impact of DTA3 is reinforced through its ongoing alum tracking, a dedicated legacy fund, and the creation of a vibrant alum network. Thus, ensuring continued collaboration and knowledge-exchange. Overall, the DTA3/COFUND programme has succeeded in its aim to make a significant contribution to the European and global research community by developing skilled, adaptable, resilient, and well-connected researchers.
This project has received funding from the European Union’s Horizon 2020 research and innovation programme under the Marie Sklodowska-Curie Actions COFUND grant agreement (No: 801604).
Ethics and consent
Ethical approval for this research, investigating the impact of the DTA3 doctoral fellowship programme, was sought and approved by Coventry University (reference P162773, approved September 14th 2023). All fellows provided written informed consent prior to participating in any aspect of the research.
