124. The Government agrees that more can be done to make committees in UKRI more representative. The UKRI EDI strategy sets out a commitment to include and value a diversity of people, experiences and perspectives in its governance and accountability structures. The UKRI principles of assessment and decision making–UKRI states that UKRI will take steps to improve the assessment process by utilising the talent and resources offered by assessors from underrepresented groups such as women, early career researchers, and members of all ethnicities. This is supplemented by individual council guidance on peer review. Examples from EDI action plans that support the aim of this recommendation include: • BBSRC will pilot the use of focused marketing and action around targeted recruitment to stimulate change in the memberships of its committees, panels and boards, within the context of wider UKRI policy, building on the evidence of under-representation. It will develop good practice guidelines and internal training for colleagues involved in building committees and panels, in collaboration with the UKRI Leadership and Learning team. • EPSRC have improved the diversity of participation in peer review. Since 2016, EPSRC aims to avoid single gender panels and have a target of 30% (which has consistently been achieved and surpassed) for the participation of women in panels. It is also exploring different ways to increase diversity and has set targets for the EPSRC Peer Review College membership of 30% participation by women and 20% ethnic minority (improving, but not yet achieved) • AHRC will continue to recruit a diverse range of people to its decision-making bodies and offer members of these decision-making bodies appropriate EDI training to inform their work. AHRC aims to see a measurable increase in overall diversity in the membership of boards and panels, with all AHRC-convened committees to reflect Higher Education Statistics Agency (HESA) research communities and UK population demographic data in the data domains it collects • STFC will improve the diversity of members on its grants and advisory panels, including maintaining the target for at least 30% women and encouraging diversity across all characteristics • NERC will assess and analyse its expert reviewer diversity data to understand composition of the community and identify targeted action to address under- representation.