Energy Storage and its Applications

The ground-breaking Centre for Doctoral Training in Energy Storage and its Applications at the Universities of Sheffield and Southampton opened in October 2014, funded by the EPSRC, to tackle industrial challenges and develop new technologies and skills that will enable the UK to meet its low carbon targets.

One of the UK's largest battery-based energy storage facilities has been connected to the grid as part of new research led by the University of Sheffield on the growing area of energy storage.

Welcome to the Centre for Doctoral Training in Energy Storage and its Applications

The Centre for Doctoral Training in Energy Storage and its Applications at the Universities of Sheffield and Southampton opened in October 2014. 

We tackle industrial research challenges and develop new technologies and leaders that will enable the UK to meet its low carbon targets.

The Centre received substantial funding from the Engineering and Physical Sciences Research Council in 2014 having identified energy storage as a UK priority area with a major skills shortage. 

Through sponsorship support from the Universities and industry partners we now have 43 students participating in projects across 4 cohorts, in topics across the diverse themes of energy storage and its applications. 

Apply now for our final cohort intake in September 2018 (under our current grant funding), for a PhD project that will run until 2022.


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Athena SWAN Charter

The Athena SWAN Charter was established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research. In May 2015 the charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), and in professional and support roles, and for trans staff and students. The charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women. ECU’s Athena SWAN Charter covers women (and men where appropriate) in:

  • academic roles in STEMM and AHSSBL
  • professional and support staff
  • trans staff and students

In relation to their:

  • representation
  • progression of students into academia
  • journey through career milestones
  • working environment for all staff

The academic partners for the CDT support gender equality through their participation in the Athena SWAN charter. The University of Sheffield and the University of Southampton hold a Silver Athena SWAN award.

The Athena SWAN Principles:

  1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.
  2. We commit to advancing gender equality in academia, in particular, addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.
  3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:
    • the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
    • the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)
  4. We commit to tackling the gender pay gap.
  5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.
  6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
  7. We commit to tackling the discriminatory treatment often experienced by trans people.
  8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.
  9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.
  10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.

Find out more about Athena Swan here, the University of Sheffield Women In Engineering campaign here, and the University of Southampton's Athena SWAN engagement here.