Careers, Gender Equality

Demystifying Leadership: Faculty PVC (David Burn)

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So, you think you could be PVC of FMS? 

 As part of our series, Demystifying Senior Leadership, we spoke to our very own PVC, Professor David Burn, about his role.

What are your main responsibilities?

Primarily, the day to day running of the Faculty, to set the strategy of the Faculty in consultation with others, and to be responsible to the VC and the Executive Board of the University.

That’s the attraction of a job like this; there’s obviously some structure to it, but there isn’t really an average day. Every day is different, and that’s what helps get you out of bed in the morning – it’s really great. They’re long days, there’s no question about it, but they’re very varied!

What made you want to apply for the role?

I know it sounds a bit trite, but I really felt I could make a difference!

Newcastle University has a fabulous reputation throughout all the region, and my family and friends nearly all live in the region. Trying to translate some of our great work out into the region, to make a real difference here, first and foremost, as well as beyond, is something I really feel passionately about.

What do you enjoy most about the role?

Probably the interaction with a large number of people. It’s really great to be able to talk to people, and to hear things, and to feel part of networks. I’m able to tap into lots of different sources, which means it’s uncommon that I hear something that completely blindsides me, and also means I’m able to take a helicopter view, to connect people in a way that they may or may not have thought about, which is such a nice thing.

I feel that a get a lot of job satisfaction from the role. It’s the little things, like trying to ensure people feel that their voices are heard, celebrating our successes, and just reinforcing the very positive, inclusive, and transparent culture we’ve got in this Faculty.

What’s the role taught you about the Faculty and University?

Well, it doesn’t get any easier the higher up the chain you get, that’s for sure! Processes, and systems, and ways of getting things through at University Executive Board can seem circuitous and tortuous and, at times, as opaque as when you’re putting in a grant in as a PI!

It’s also taught me that you’ve probably got to be quite broad church in your views, and a good listener, and broadminded. I get people coming in from all different walks of life and everybody has a slightly different agenda, or something they feel passionately about, which you have to accommodate. I’ve had to realise that sometimes you can’t always get everything that you want for your Faculty; that sometimes you have to do it for the common good of the University and take the important ‘One University’ approach.

What has the role taught you about yourself?

It’s taught me that I’ve got a greater capacity to do things than I thought, because I’ve never worked as hard as in this role, and I’ve never encountered more challenging situations!

I think it’s taught me that you’ve got to be, at times, a little thick-skinned, and realise, like Abraham Lincoln said, that you just can’t keep all the people happy all of the time. It doesn’t stop you from trying, but at times you’ve just got to do what you think is right.

What learning opportunities do you feel have helped prepare you for this role?

Learning opportunities are something that I feel are very important. I’ve been very lucky over the years, going back to when I was an Institute Director, or even before that, when I attended Leadership Development Courses and the like.

I also took myself off and had some discussions about strategy setting and had ongoing coaching. I’ve had an informal network of mentorship, which I’ve largely established myself, mainly through people outside Newcastle, and I’ve always found that to be very helpful. They are people who I look up to and respect, and who’ve always given very good advice – not just on work decisions, but on work-life things as well. I certainly see the value of mentorship, and am now a mentor myself through the Academy of Medical Sciences’ IHR Scheme.

What have you found most challenging in the role?

Most definitely it has been the sheer intensity of it, and the length of the days. A lot of time is spent Chairing meetings, so there’s very little downtime between and it’s very physically tiring.

Also, nobody likes confrontation or making tough decisions that will impact on people, but unfortunately, in a job like this, you just can’t avoid that. I think that’s something you always reflect on and think could I have done that better? Or: could I have had that conversation better? That’s been the element the role that I’ve lost some sleep over.

Where do you find support when facing challenges in your role?

You can’t beat your peer support group. This does shrink, the higher up the chain you go, so my main peer support is currently the two other Faculty PVCs, and I’m very blessed there as they are lovely people.

I would also count Julie Sanders, who was formerly the PVC in HASS, as a really great friend and colleague, to some degree a confidante, and a real source of good, sensible, impartial advice. I also I have huge respect for, and would count as a friend and colleague, the VC. For real get-away-from-it type of conversation, and to let off steam, I would say the other Faculty PVCs and the VC would be probably my best source of support there really.

Finally, I have a number of people who I can bounce things off and talk to, particularly within the Professional Staff and Dean Team here.

How to you balance the role with your research, hobbies and family?

My research has largely withered. If you want to be research or clinically active, a role like this really is not compatible sadly. To do it fully and thoroughly I think you’d struggle. I do carry on contributing to papers and outputs for people who work with me, but the amount of time you can contribute is difficult. I have other major external commitments. I’ve recently been appointed Chair of the NHSA Board, and am a Trustee of Parkinson’s UK.  I’m also President of the Association of British Neurologists, which is a pretty big job. So that’s squeezed out other internal things like research.

You should also never lose sight of your family. We don’t have children, but my wife is absolutely outstanding. She works full time herself and she’s incredibly supportive; the worst guilt I can experience is feeling that I’m not giving her enough time. Work-life balance is so important.

I’ve always loved running and cycling, I like keeping myself fit. I also really love listening to and making music, and trying to learn guitar. I’ve got it all mapped out for when I retire though. I’m going to do more photography, and I’m going to try to get music lessons and do some multitracking. And also, construct a model railway; I’m determined to build a real-life model based on a line in Ireland. I think it’s really important to have some little things to aspire to in the future in that way.

When your role finishes, will you miss it?

Hm, interesting question. I think the answer is yes, obviously I will, because of the intellectual stretch that it gives me; that is something that gives you quite a buzz. In some of the harder moments, or times when there’s been a conflict or confrontation, I guess at those times if you ask me that question, I would say I absolutely won’t. But by large, yes, I think most people would miss a job like this.

What advice would you give to your successor?

I would say be true to yourself and be your own person.

And listen to colleagues – you just can’t know everything. I’ve got a wonderful team of people at Dean-level and School Director/Head-level, and they’ve all got amazing skill sets. The success of the Faculty comes from that.

When it comes to appointing my replacement, it would be fabulous if we could have some really strong internal candidates from very diverse backgrounds. There are several people in this Faculty who can do the job, I am absolutely convinced of it. If I could help bring through people who are capable of taking a PVC role, and particularly women, that would be a great legacy to leave.

Thank you so much to David Burn for taking time out of his busy schedule to speak to us about his role! We hope this empowers you to take all opportunities for development available – you never know where you’ll end up!

Careers, Social Mobility

AUA conference 2019: Higher Education – Fit for the future?

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Every year, the AUA (Association of University Administrators) hosts their Annual Conference and Exhibition, which gives those working in higher education the opportunity to attend sessions delivered by specialists and leading practitioners, share ideas and best practise, and learn about the latest sector developments. Their AGM is also hosted at the Conference.

This year’s AUA Conference and Exhibition was held on the 15th and 16th April at the University of Manchester and the theme was Higher Education – Fit for the Future? It focused on some of the challenges and inequalities in higher education and what changes must be made to prepare for the future.

Malasree Home, FMS’ Athena SWAN Support Officer, has written about her experiences at this year’s Conference:

I have to secretly confess that, on that Monday morning, I was really excited for the ASA Annual Conference, and that it was the fantastic conference freebie – the AUA water bottle – that did it for me. The remainder of the two days could only get better!

As with most AUA conferences, there was something for everyone. The plenaries and keynote sessions were really interesting, focussing on the challenges ahead for the HE sector and the implications that this may have for management and governance in HE institutions. Here’s a quick run through some of the bits that I really enjoyed, and the things that made me think.

I thoroughly enjoyed the keynoted delivered by Jess Moody from Advance HE. Jess talked about the balance between ‘Excellence’ and ‘Equity’, and the challenges across the sector, especially regarding student attainment, and the fact that, while HE institutions work towards gender equity, there are often discrepancies with regards to other protected characteristics. Jess focused on the need to integrate EDI and Widening Participation more, but also raised a point that I found fascinating – can ‘data’ allow us to intervene, and what are the ethics surrounding that?

While I was disappointed that one of the sessions that I had signed up for was cancelled at short notice (‘Looking Behind the Label – Mental Health in the Workplace’), it was great to think outside the box in two sessions focusing on a positive workplace culture. One discussed the GROW model of coaching, while the other (fantastically titled ‘Yoga and the Hokey-Pokey’), focused on how teams can think creatively to enable solutions.

Though a bit bleary eyed after the AUA Gala dinner (though I have to confess that I called in a relatively early night) I also found the session on ‘Leading Change from the Bottom Up’ fascinating – the session presenters took us a through a successful restructure of a department to streamline processes. Change, in itself is a very pertinent topic in Higher Education, with almost every organisation going through some form of change at any moment in time, on a variety of scales. Yet, while relevant, it is also an uncomfortable topic, and the presenters showed consummate skill in not just describing the intricacies of their scenario, but also fielding the questions from the audience.

Indeed, it is the sheer variety of topics that makes this conference so interesting. As a participant, you can dip your toes into areas of HE that might not be your role, yet still come back with insights that can then be pertinent to how you do your day job! It also gives you an idea of the breadth of change and challenges in the sector. Even as I write this blog, I realise that a lot has changed since the event itself, especially with the Augar Review of post-18 education having been launched on the 30th May.

However, it will be remiss of me not to mention the icing on the cake – the AUA Conga. I was too chicken to join in, but it was great to watch. If you don’t believe me, check out the video on the AUA twitter! Enough said.

If you like the sound of these sessions and feel like getting involved, next year’s conference will be hosted at the University of Nottingham on the 6th and 7th April 2020. See you there!

Careers, Race and Faith

BME Early Career Researchers’ Conference

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On Friday 26th April, we funded two of our PGR students to attend the 3rd annual BME Early Career Researchers’ conference at the University of East London. This year’s theme was ‘How to Stay in Academia’.

The conference aims to encourage and empower BME (Black Minority & Ethnic) early career researchers to stay within academia, and promotes the ethos ‘be positive, practical, and pragmatic’ in driving career progression. Speakers included inspirational people such as award-winning writer, academic, and human rights campaigner Professor Gus John, and KCL Dental Institute lecturer and Diversity and Inclusion Champion, Dr Bernadine Idowu-Onibokun.

We chatted to our two PGR students who attended, Aisha Islam and Nana-Jane Chipampe, to find out what they thought of the conference.

What were your impressions of the conference?

Aisha Islam:

The conference was hosted at the University of East London, where I arrived to meet many senior BAME academic staff and PG researchers from multiple disciplines and cities across the UK. The programme began with the delivery of short, inspirational talks from, most notably, Professor Gus John and Dr Bernadine Idowu-Onibokun, both of whom have contributed substantiality and significantly to managing Education and Equity, and Regenerative Medicine in Dentistry, respectively. This was followed by a panel discussion addressing the following topics:

  • The journey of each BAME academic within academia
  • The importance of the visibility of a BAME academic
  • What the barriers and challenges of gaining senior positions for BAME academics are
  • What needs to change

The discussions were supportive, insightful, and inspiring, providing an excellent forum to consider my opportunities for continuous professional development and career growth. The structure of the event was relaxed and informal. I had the opportunity to meet and build connections with brilliant, like-minded BAME researchers who share the same enthusiasm for academia.

Nana-Jane Chipampe:

I was really impressed with the format of the conference. There were short, inspirational talks by various academics, describing their journeys and it was motivational to hear their insightful and inspirational guidance. All speakers gave honest accounts of their personal journeys, which was particularly humbling to hear. There was also workshops that addressed applying to and writing for fellowships, mentoring and sponsorship, fantastic tips and advice on networking, and the importance of wellbeing and maintaining work-life balance. These workshops provided supportive, engaging, and productive advice, all directly relevant to the everyday research environment.

What is the most important take-home message for you as a BAME researcher from this event?

Aisha Islam:

Academia presents several challenges when obtaining external funding, maintaining a publication record, and progressing through your career. The key take-home message I retained from the event was to remain positive, practical, and pragmatic, in order to feel empowered to remain in academia. Undertaking doctoral research and beyond involves a transition of learning styles from the traditional, rote learning style practiced within primary and secondary education, and to some extent during undergraduate education, to a critical and analytical approach, which requires a higher degree of independence. As a PGR or early career researcher (ECR), this can be an intimidating process, given the feedback of progression is often limited and can fuel self-confidence issues and psychological phenomena such as ‘Imposter Syndrome’.

In an environment where self-doubt of abilities and strengths is rife, it is important to consistently celebrate small successes. I met a huge number of BAME researchers determined to stay and excel in academia throughout the course of the conference, which was admirable and motivational.

Nana-Jane Chipampe:

The most important take-home message from this event for me was be POSITIVE, PRACTICAL, and PRAGMATIC. This can be achieved in many ways. By being persistent and pragmatic in my research and overcoming the difficulties I face with a positive mind, I can feel empowered in academia and maximise my ability to achieve my potential.

How has this conference affected your perceptions regarding your own career as a BAME researcher?

Aisha Islam:

My uncertainties regarding remaining in academia were overcome by the opportunity to spend time with senior academics of minority backgrounds who filled an entire lecture auditorium – which was liberating to say the least!

The afternoon workshops, focusing on applications to fellowships, mentoring and sponsorship, and networking and wellbeing, were incredibly informative and affirmed my understanding of these areas, alongside helping to ensure I am maximising my potential as a BAME researcher. The short talks provided evidence for the extraordinary and compelling contributions made by BAME academics across a vast array of disciplines in research and have helped me to transcend my own expectations of academic achievement and success.

Nana-Jane Chipampe:

The conference has made me aware that it is important to have key individuals to facilitate your research journey. Find, develop, and sustain relationships with other researchers, as ‘people need people’. As a researcher, I learnt that it is important to collaborate and network with others, and remember who you are, what your purpose is, and how you want to achieve your goals. I am now more aware of the importance of surrounding yourself around individuals who can encourage and support you through your journey in academia.

Do you think such conferences aimed at BAME ECRs are useful? How do you think you could encourage other BAME ECRs to attend such events?

Aisha Islam:

The multiplicity of academic backgrounds present at the conference ignited meaningful and thought-provoking discussions on tackling issues faced by BAME academics. The event was a unique opportunity to vocalise concerns and negotiate strategies to overcome hurdles and encourage progression, and most importantly, to receive affirmation of my experiences of difficulties associated with being part of a minority in higher education and academia (e.g. disengagement from the curriculum due to a lack of inclusivity, isolation, and micro-aggressions). The attainment gap between white and BAME students remains significant, alongside the disparity in employability between white and BAME graduates.

We were introduced to a relatively new journal, the ‘Journal of Impact Cultures’, which endeavours to transform educational policy and practice through the decolonisation of the curriculum and culture that currently exists in higher education. As the journal challenges debates in teaching and learning through an interdisciplinary approach, it may be of interest to many BAME researchers seeking to create change within education for them to submit their narratives, reflections, and empirical reports.

I would encourage other BAME ECR’s to attend by speaking to their fellow network members for guidance or general discussions about the benefits of such a network. Ultimately, the conference addresses many layers of complexity regarding identities existing amongst BAME academics and allows us to identify areas in which to intervene, in addition to finding solutions, in order to resolve racialised inequalities within higher education.

Nana-Jane Chipampe:

I strongly feel that conferences aimed at BAME ECRs are extremely useful, due to the psychological impact of spending a day among intelligent, encouraging, and dedicated BAME academics. I felt particularly empowered to stay in academia when speakers spoke on the topic being your authentic self and being proud of who you are. A university’s ethos should reflect the diversity of the institution, and conferences such as these remind you of this. I believe research is a key component of knowledge production and knowledge sharing, and events like this encourage you to be confident in doing so.

I would encourage other BAME ECRs to attend such events, as it is refreshing to step away from your niche area of research and explore a different type of learning experience – learning through others. I would encourage BAME ECRs to put themselves in environments where interesting, thought-provoking discussions take place, and the BAME ECR conference provides a platform to receive encouraging and practical tips to put yourself in the best position to succeed.

Thank you so much to Aisha and Nana-Jane for chatting to us about their experiences, and we’re glad you got so much out of attending!

To find out more, read about the conference, or watch the promotional video. Or, if you’re interested in other opportunities available to BME staff and students, check out NU’s BAME Network.

Careers, Gender Equality, Parenting

Flexible Working: Christina Halpin

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Continuing with our Flexible Working blog series, to raise awareness about the benefits of flexible working and empower you to feel able to talk about it to your line manager, I spoke to Amanda Weston, who works at the Campus for Ageing and Vitality, about her experiences working part time.

What role do you work part time in?

I’m a Research Associate (RA). In my current role, I’m working on a project that looks at the evolution of warning signals in insects and the design of those signals. Most of my time is spent either in the lab running experiments, or analyzing data and writing papers, but I’ve also supervised a number of postgraduates and project students over the years. I work 80% FTE over five days, on an extremely flexible schedule.

How have your hours changed over time?

I’ve been working 80% FTE since I had my son 9 years ago, to allow me to care for, and have more time with, him. Initially, when I returned from maternity leave I worked 4 days, Monday to Thursday, with Friday off. But as my son got older I changed my schedule so I was working the hours flexibly over 5 days, which I found a very easy change to make and it worked out really well.

How have you advanced your career while working part time?

I’ve never seen working part time as a hindrance to my career, or that it has stopped me achieving what I’ve wanted to achieve. After my PhD, I got my first RA role straight away, which I stayed in for 3 years before moving to an unrelated research role for a year. After that, I successfully applied for a Faculty Fellowship, which I feel has been my biggest achievement so far. Now I’ve returned to being an RA, but this was out of personal choice, and not driven by me wanting to work part time.

What advantages has working part time brought you?

For me, working part time has always been about allowing me to effectively balance my family and work life. It has allowed me to continue to pick up my son from school some days, and not have to always rely on after school- or summer clubs. Everything has worked out really well for me and I feel very lucky to have had this flexibility.

Where did you find support while working part time?

I’ve always felt supported in my decision to work part time, by both my close colleagues and my family. My supervisors have always been particularly supportive, and have made it clear that I would continue to be supported should I ever choose to decrease my hours further. I’ve also found the workshops I’ve done on grant writing and CV writing to be particularly helpful for career advancement.

What challenges did you face while working part time?

I haven’t really experienced any major challenges. Some busy weeks, I might find myself working what are essentially full time hours or longer, despite officially working 80% FTE, but I think that this is inevitable when you’re working in a research environment and running experiments. Overall, this hasn’t been a big problem for me and it has helped a lot that I’m able to be flexible with my hours from week to week, so if I work extra hours one week then I’m able to take them back in the next.

What single piece of advice would you give to others who are considering working part time?

If you’d like to work part time, you should carefully consider the flexibility of the role you’ve got and decide if it would be suitable to work in part time hours. For example, in a research role you need to be able to easily alter your schedule depending on what you’re working on. You need to think about the responsibilities you’ve got and what needs to change in order for them to fit into your proposed timeframe.

Thank you so much to Christina, and we wish her continued success working flexibly in her career!

Careers, Gender Equality

Flexible Working: Lynsay Blake

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For the next blog in our Flexible Working blog series, that highlights the successes and challenges of part time working, Lynsay Blake told us about her experiences of working part time in two separate roles, while also caring for her young family.

What roles do you work part time in?

I work at Durham University as a Daphne Jackson Research Fellow on my own project entitled ‘Integrating solid waste into the circular economy’, and work at Newcastle University in Research Funding Development. In this role I help others to build teams, and gain the research funding they need to push forward the boundaries of science.

How have your hours changed over time?

Currently, Monday and Tuesday I work in Newcastle. Wednesday to Thursday, and every second Friday, I work in Durham. However, my hours have changed a few times since 2013 when I had my second child. I moved from research to research development full time, then went to part time to have a ‘happy middle week’ with the kids, then back up to full time, before taking on two part time roles earlier this year after having my third kid to accommodate both my research (which I had been doing as a hobby since 2013) and research development

How have you advanced your career while working part time?

This is a difficult question to answer. I have been offered roles that have been a ‘step up’ while working part time, but when this has happened I have felt that they were not the right fit for me so have turned them down. I have also taken a side step in a restructure, which has really worked well for me and allowed me to consolidate some skills and work in a new team.

With regard to research, in the last year and a half I have had my third (and final) child, published some really good papers, written and gained funding for my own research fellowship, and started building my research for the future. I am proud of this because I have accomplished these things using dedicated periods of time in the NU Women Wednesday writing group, which when I have been incredibly busy at home and work this time and group has been the difference between being able to do these things, and not being able to do these things.

I have also had some exceptional opportunities and my CV looks great. I have just returned from South Africa and Zimbabwe, where my ‘mentor’ from Durham and I went to meet collaborators and discuss future projects, and this has already led to opportunities to widen my research and research network.

With regard to research funding development. I have also helped others to develop their research ideas, teams and proposals. From the small first time grant, to the massive global cross disciplinary proposal. Essentially, each day I go to work knowing that I am pushing forward science to change the world through my own small scientific contribution, but also through helping others to reach their full potential.

What advantages do you feel working part time brought you?

I have been able to keep the security of having my permanent role in research development, while gaining my first role as an independent researcher (on a temporary contract), and having every second Friday free to be with my children.

What challenges have you faced while working part time?

Because I have two part time roles and a young family, there are times when I am incredibly busy and there are competing pulls for my time and energy. This means that I have to be organised, keep my priorities at the front of my mind, and remember what I am working towards, and what I want/need to deliver on three fronts. Luckily, I have managed my own time and workload for a number of years and often working on/leading on multiple complex projects at one time, so am experienced enough to know where to place my energy.

What would you do differently if you had your time again?

I don’t think I would do anything differently. I really love being a mum, I really love research, be that mine or other peoples, and love helping people. These roles are ideal for me. I think if I was to change anything I would make a little more space in my life to draw and paint which I also love.

What advice would you give to others who want to/are considering working part time?

I am not entirely sure. For me I have had some exceptional opportunities to develop two aspects of my working life at the same time, and to give me every second Friday to be with my kids. This seems to work for me, at the moment. Everyone has different priorities, commitments, aspirations and reasons. Maybe the advice would be to think of what would work best for your priorities, commitments, and aspirations and speak with others within and out with the university to work out the best way for you to satisfy these.

Where did you find support with working part time?

When I moved into my current role in Research Funding Development at Newcastle in the restructure, I knew that it was likely I would be taking up my Fellowship. I was open with my line manager and my team mates about this, stating my views on the roles complementing each other and enhancing the skills and capabilities of our team. My line manager and the team have been incredibly supportive, and have helped smooth the way for me to do both of my roles. In addition to this I called upon people whose opinion I respect, such as my previous PhD supervisors, new mentor and collaborator at Durham University.

Outside of the University, my husband and close friends have provided support for this change.

Thank you so much to Lynsay for talking to us! 

If you currently work part time at NU and would be interested in talking about flexible working, we want to hear from you! To take part, please get in contact with Georgia Spencer.

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