Careers

 NU TechNet

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 NU TechNet is a staff network run by Technicians, for Technicians, to give them a voice and help them to feel valued at work.

If you’re interested in getting involved, TechNet’s first meeting of the year is on 10th October, 1 – 3.15pm, in the Lindisfarne Room in the Hadrian Building.

To find out more about TechNet and why you should come along, we spoke to Roy Lamb, an Analytical Technician in the School of Natural and Environmental Science and a member of TechNet.

Can you tell us a bit about what the network does?

NU TechNet has a number of functions and is a major part of identifying and driving some of the Technician Commitment initiatives. Launched by the Science Council in May 2017, the Technician Commitment is a university and research institution initiative. It is led by a steering group of sector bodies, with support from the Science Council and the Gatsby Charitable Foundation’s ‘Technicians Make It Happen’ campaign.

As of September 2017, 61 institutes of higher education have joined the Technician commitment. Newcastle University is a founder signatory and joined in March 2017 with the approval of Prof. Chris Day.

In short, NU TechNet allow us as technicians to increase visibility, evaluate impact, gain recognition, develop our careers, ensure the future stability of technical skill across the organisation and allow that skill to be fully utilised.

How has TechNet helped you personally?

NU TechNet has allowed me to showcase my skills as a member of the technical work force, build confidence through presenting my work at NU TechNet events and really helped get my name out there as an individual. Being an individual is often difficult as a technician as we are extremely team orientated, however we each have our own set of skills and abilities which isn’t frequently seen by others outside of those teams.

What has been the best thing about being part of TechNet?

The Network has been extremely useful in bringing forth and drawing from the years of experience of our technicians. Reducing equipment downtime and repair costs, whilst allowing for knowledge transfer and process tutoring. This not only increases the skill base of the technical workforce, but ensures that those techniques are passed onto the next generation of technicians.

It is also extremely interesting to hear about all the different projects and tasks other technician have completed or have in progress.

Where do you hope to see the network going in the future?

In keeping with the universities vision, we have targets we’d like to meet in the future. Here are a few of those we’d like to accomplish within the next 5 years, using NU TechNet as a driving force:

  • Examine impact cases submitted to the forthcoming REF submission to identify exemplars where Technical Staff input has been vital to their success.
  • Where appropriate, key decision making Committees/Boards to have Technical Staff representation/expertise.
  • Introduction of apprenticeships up to and including Level 7 that existing and new Technical Staff can access, as a development opportunity.
  • Establish a Technical Skills Academy to deliver technical CPD to others across the HE and commercial sectors.

To find out more about NU TechNet, or how to get involved, please click here. You can also follow them on Twitter @NU_TechNet.

Race and Faith, TeamTalk

Meet Vijaya Kotur, our Race Equality Advisor

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October is Black History Month in the UK, and like many other institutions, the University is hosting a number of events to recognise the history, experiences and accomplishments of people from black and minority ethnic backgrounds, and to promote race equality more broadly. In this post, we talk to Vijaya Kotur, our University Race Equality Advisor, about her work and what staff and students can get involved with this month.

Can you tell us a little bit about your role?  

My key responsibility is to work with everyone from across the University to support the organisation’s commitment to race equality. That means that I work with Professional Services and Academic staff, as well as undergraduate and postgraduate students. Based on the data and evidence available I’ll be ensuring that race equality is implemented in the University’s culture, policies and operations by measuring equality impact of race alongside other protected characteristics.

Our University has reached a lot through promoting and achieving various Athena SWAN awards. However, there are still inequities in areas, where people from diverse backgrounds have not reached their full potential or benefited equitably from the opportunities our University provides. Hence, my role will involve working with you all to raise awareness, challenging relevant issues and promoting the need to move away from the deficit model of race equality that has been around for generations.

What might an average day look like for you? 

Each day is different and that’s what makes my job so interesting. I have to read a lot to keep myself abreast of any relevant changes in legislation and whatever is new out there. As the only person in this role, I get to meet interesting people from all over the University. I enjoy meeting with students as their enthusiasm is contagious and gives me more inspiration to work on race and equality matters.

An average day is: having a few meetings; acting on actions from meetings attended; writing up certain process or guidance that needs to be addressed; and researching new ideas that can be used to raise awareness on race equality within our University. But on some days, I might be running around like a headless chicken whilst responding to the demands of my day-to-day responsibilities!

What events have been organised around the University for Black History Month, and is there one that you are particularly looking forward to? 

‘Black History Month’ means different things to everyone and pride for this month is expressed in a variety of different ways. For many, ‘Black History Month’ is a way of reflecting on the diverse histories of those from African and Caribbean descent, taking note of the achievements and contributions to the social, political, economic and cultural development of the UK. There are many events planned in and around the University by and for both staff and students, including:

I am looking forward to promoting ‘Show Racism the Red Card’ as it will mark a commitment from our University that we stand against Racism in all its forms, and that we respect, celebrate and cherish our diverse communities represented within our University.

You’re running some Race Equality Awareness Workshops this month and early next year, can you tell us more about those? 

These workshops are designed to support staff to strengthen their understanding of race equality and highlight the skills required for effective culture change. It introduces participants to key concepts within the field of race equality with the aim of improving knowledge and understanding about race and racism within a safe and reflective space.

These sessions should make an individual aware of what contributes to racial inequalities, their own privileges and how to challenge certain behaviours like micro-aggression, which knowingly or unknowingly happen all the time around us at the workplace. I am hoping that the sessions will enable staff to begin engaging with conversations on race equality much more freely.

What do you see as some of the major challenges in the HE sector around race equality? 

The biggest challenge I find is that people within the HE sector find it very uncomfortable to talk about race. Any change takes time. We need resources to implement race equality in such a diverse and complex institution. We also need to ensure that the work life experiences of all staff are fulfilling, and students’ experiences at University will be measured by their attainment level by ethnicity.

Diversifying the curriculum will also be a major part of promoting race equality within HE, and that will be quite challenging. However, there are some fantastic people within our University who are committed, and with their backing I am positive that these challenges will become a bit easier.

Some universities holds Race Equality Charter awards for their work towards race equality, is Newcastle University aiming for this type of award? 

Newcastle University is also working towards applying to be a member of Advance HE’s Race Equality Charter. Once we become a member, we are committed to applying to get a Bronze Award within three years. So we all need to start cracking on our work on Race Equality!

Looking for something to read for #BHM2018?

If our staff and students wanted to learn more about black history or race equality in the UK, is there anything that you would recommend they read? 

One of the best books I would recommend for everyone to read is: ‘Why I’m no longer talking to white people about Race’ by Reni Eddo-Lodge. It’s an easy-read and relevant to the UK.

For any queries about the Race Equality Charter or the University’s work towards race equality, contact Vijaya.

 

 

Gender Equality, LGBT+, Race and Faith, TeamTalk

Worrying about words: is language a barrier to talking about equality and inclusion?

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This week, I attended the first of three workshops on the language we might use to talk about equality, diversity and inclusion (EDI) issues, organised by staff from our School of Psychology. Whilst I was secretly hoping for a clear steer around what terms I should (and shouldn’t) be using, I got a lot more from the talks and discussions we actually had.

The idea for the workshops stemmed from some first-hand experiences: it is easy for even well-meaning staff to upset students with the words they use without even realising it. And when acceptable language can change quite quickly, it can be particularly challenging for people to always use the right words in a particular situation.

The workshop had three fantastic speakers, all with their own perspectives and approaches to the importance of language around EDI. The first speaker was a young researcher from our Faculty of Humanities, Arts and Social Sciences, Katie Markham. Katie eloquently talked through some recent examples of where things said on social media had dramatically gone wrong. Through exploring these, what I learned was the importance of listening to the complaint if we use the wrong language: it is OK to feel the sting of criticism, but so important to learn from it.

Our second speaker, Nadeem Ahmad, who has worked in a number of EDI advisory roles and is a Trustee of Show Racism the Red Card, directly addressed whether there should be a list of “dos and don’ts” in the language that we use. Whilst I was hoping there would be an easy “yes” answer to this, his answer was, “no, there shouldn’t”. That’s because when we become prescriptive about what can and can’t be said, it opens up the opportunity for people to argue that there is nothing wrong about certain words being used under particular circumstances. Instead, he suggested that we should all have a list of words we try to avoid, and that we should be asking ourselves, “Do I need to use that word?”. This seems a much more pragmatic solution, and one to keep in mind.

Our final speaker was Chi Onwurah, MP for Newcastle (Central), who spoke about some of her personal experiences of growing up in Newcastle, and the importance of discussing the language we use. She spoke powerfully about the problems she has with the use of the term ‘political correctness’: my personal feeling is that this term can be used to mute criticism from those affected by what is perceived to be insensitive language. But surely we need to be making sure that we don’t cause offence to people unintentionally, not defending language deemed to be inappropriate?

My take-home message was, that whilst it is clearly worth putting in some work to understand what words are offensive or acceptable (and the University will be producing some guidance on that shortly), interpretation of language depends upon the context that it is used. But when people are offended unintentionally, the key response is to listen, understand, and learn for next time. I’m sure that other people will have different points of view, but we are all individuals, with our own views, and our own ways of expressing them. The key thing is to make sure that what we say, whatever the situation, is respectful and as considerate as we can be. And if we are challenged on the words we’ve used, listen carefully, and think about whether there might be a better way to say it next time.

Candy Rowe, Director of EDI (FMS)

There are two more workshops: 10th October 4-6pm with a focus on mental health and disability, and 17th October 4-6pm with a focus on trans and non-binary language the legalities of what we can and can’t say. All sessions are held in the Atrium with an afternoon tea provided. Book here.

LGBT+

Rainbow@ncl

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Rainbow@ncl is a newly-established staff and PGR network, which aims to challenge heteronormativity, support LGBT+ staff and students, and promote inclusion of people of diverse genders, sexualities, and relationships.

Today (28th September) 12-2pm, they are having a celebratory launch event in the Reception Rooms of the Armstrong Building. If you would like to come along, please register here.

To find out a little bit more about Rainbow@ncl ahead of their launch event, I spoke to Dr Gareth Longstaff, a lecturer in Media and Culture Studies and the Chair of Rainbow@ncl.

Why did you decide to start the network?

Before the inception of Rainbow@ncl, there had been an informal, socially-focused LGBT+ staff network called Mosaic. About a year ago, Kate Chedgzoy (EDI lead in HaSS) and I met with the hope of forming something new that was still a support network, but was also able to feed into broader issues across the University and within Higher Education.

The first scoping event happened the week after Induction Week in 2017, and since then we’ve made a huge amount of progress in forming a steering group and setting up the network.

What do you think the network means to its members?

I believe Rainbow@ncl means a great deal to its members. It provides staff with a strong support network at work, and, for many, it provides the first opportunity they’ve had to meet with likeminded people in an open, inclusive space to discuss the issues they’re facing. It lets people know that their thoughts and feelings are valid, and that they are understood by others.

The network is intended to be inclusive to all staff who identify as LGBT+, regardless of their background or position within the University. Everything we do is decided collectively, even down to small details such as the timings and locations of events. We hope to make the network even more diverse than it already is, and to focus on intersectionality and work with other EDI networks across the University.

Where you might see the network going in the future?

We feel as though we’ve never had as much institutional support as we do at the moment, so it’s really important for us to keep up this momentum and make ourselves a visible, sustainable and embedded presence within the University.

We are working to increase our prominence, through initiatives such as the distribution of over 2000 lanyards, raising the LGBT+ flag at key points of the year, developing a front facing webpage for the Network, as well as by working with other networks, such as NU Women and BAME, to promote intersectionality. We want everyone in the University to have a sense of what we do, by embedding ourselves into the culture, politics and policy of the University, whilst still retaining our autonomy as a network.

We also hope to work as a critical ally to senior management groups, to affect policy development, such as Trans policy and gender neutrality in documentation. We also want to ensure policy is consistently reviewed to make it as transparent and inclusive as possible.

If you’d like to find out more about Rainbow@ncl and how to get involved, come along to their launch event 12-2pm today (28th September). Alternatively, click here to read more about them.

Mental Health

Resilience Workshop: October 12th

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Resilience is our capacity to adapt positively to pressure, setbacks and challenges. It is about our ability to keep going, maintain our wellbeing, learn and develop.

Following the successful workshop series that the Faculty ran last year, we are offering a lunchtime workshop to give staff and students tools and techniques around resilience that can applied at work or at home.

The workshop will be delivered by Lisa Rippingale (Senior Organisational Development Adviser), who has been trained by Dr Mandi Sherlock Storey (Chartered and Registered Practitioner Occupational Psychologist, and Head of Leadership Transformation with the North East Leadership Academy), who originally developed these workshops as part of her PhD research on Resilience. Lisa has successfully delivered similar workshops at a number of organisations in recent years, and her workshops come highly recommended from our own staff.

Friday 12th of October, 11am – 2pm
L2.2, Leech Building, the Medical School

To book please go to: https://bit.ly/2wOotiq
Places will be allocated on a first-come, first-served basis.Previous sessions have been extremely popular, and early booking is advised. There will be a break for lunch, so please bring your packed lunch along.

For any queries please contact Malasree Home (ext. 85423).

Talking Equality, Diversity & Inclusion in the Faculty of Medical Sciences and at Newcastle University.