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‘Change for the better’: using a kaizen approach to drive change in research culture.
- 1. Dr Anna Seabourne & Davina Whitnall ‘CHANGE FOR THE BETTER’: USING A KAIZEN APPROACH TO DRIVE CHANGE IN RESEARCH CULTURE. REDS 2021, Thursday 14 October
- 2. The barriers & challenges ■ Barriers to PGR participation ■ Challenges for those seeking to improve PGR participation ■ Jamboard – https://jamboard.google.com/d/1EOUut7kchKytMAr- 4A8mUF8f3wUsAZvL9ySPXQhrR3M/edit?usp=sharing
- 3. ■ How: talked: emails, Teams, ■ What: Survey, focus groups, meetings, Teams area ■ Who: PGRs, Student’s Union, BAME staff networks, Schools, Services
- 5. Survey
- 6. Teams
- 7. Word cloud from text answers
- 10. Outputs and impact - individual PGR ■ 'In November 2020, I was privileged to be selected as one of thirteen PGRs to join the Academic Citizenship programme (ACP) which is a training opportunity designed to help PGRs transition into an academic role. The ACP training involved a fully funded application for the Associate Fellowship of Higher Education Academy (AFHEA). It was an exciting and rewarding experience; for seven months, I have had the opportunity to engage in several activities, including a partnership with undergraduate students on two co-created initiatives, seminar series on research design (questionnaire design, reliability, and validity testing), and group project on the “Development of pathway into research for Black Asian and Minority Ethnic (BAME) students.'
- 11. Outputs and impact ■ Institutional level, The University of Salford example: – Doctoral School Researcher working with The Vice-Chancellor Office on University Building Names and Naming Review Consultation. This work included both community consultation and analysis of the consultation data. ■ Institutional level, The University of Huddersfield example: – Increased awareness, deepened intra-institutional links, raised PGR on the EDI agenda ■ Joint Institutional Partnership level: – Joint bid for funding – Establishment of a joint institutional working group to tackle BAME – Delivery of a joint institutional PGR careers event – Continuation of shared practice and connecting of PGR communities
- 12. PROJECTS Cross-institutional supervision Enhancing the Professional Doctorate offer Career video stories, ‘This student can…’ Supporting self- funded PGRs Chancellor mentored PGR Cohort) Applying for postgraduate research: guidance for UG and TPG Inspiring Young Minds EMBEDDING CRITICAL ENCOUNTERS Addressing Recruitment Bias Encouraging lecturers to promote research Pathways workshops Empowering PGRs Mentoring programme Breaking down barriers Careers in Research Recruitment to PG Certificate in Transferable Skills Minority Ethnic Engagement in Professional Development Opportunities
- 14. ■ Thank you! ■ Anna Seabourne – a.seabourne@hud.ac.uk – @HudResEnv @lucubrat ■ Davina Whitnall – d.c.Whitnall@salford.ac.uk
Editor's Notes
- Detailed session plan This interactive workshop session will: Total 55 minutes, allowing some time for transitions between sections in an hour long slot. Zoom link: https://us02web.zoom.us/j/87423820474?pwd=ZGtiU1FJeTN0V3BFNXYyMDYvN08yUT09 Meeting ID: 874 2382 0474 Passcode: 300300 Share challenges and facilitate collective problem-solving to address sectoral issues of equity, access, and inclusivity (introduction over Zoom, and theme running through all sections – 5 minutes in plenary) Encourage (a discussion on/) sharing of the barriers and challenges to accessing PGR career paths (online brainstorm using collaborative tools – 10 minutes, plenary or breakout rooms, depending on numbers attending, but producing a shared output e.g. using Jamboard or Miro) DW to provide roadmap and set the scene. AS to make DW host at end of this
- Use the Jamboard to identify these in your institution. DW to explain AS to post link, share the jamboard initially, and launch livecurtain. https://livecurtain.com/ 10 mins
- AS Explore a case study of recent collaborative and co-created project for PGRs from minority ethnic backgrounds, sharing the lessons learnt, successes, failures and enabling session participants to apply these to their own challenges (presentation via shared screen – 15 minutes, plenary)
- AS - initial brainstorming
- AS
- AS Teams area
- DW The work is based on a 8 month longitudinal joint listening exercise where the communities from both institutions have discussed concerns and unite in the cocreation of an appropriate small project series to activate change. Key message: Do not want to be 'a problem that has to be fixed' or endure additional workload labour as a result of any initiative. Equal opportunities and access in an inclusive environment. Areas: Career Development (both) BAME ambassadors (at Huddersfield) Mentoring (at Salford) Student support groups (both)
- DW Four core themes emerged from the consultations: Critical encounters: For many PGRs and research staff there was a moment when someone encouraged them to consider a research career. “I met someone who believed in me”. Identity: The visibility of minority ethnic researchers (as lecturers, researchers) “I can see people like me ahead on the track”. Transition: Entering new and unfamiliar environments “I am supported to journey into the world of research”. Resources: Funding and other sources of non-financial support provide the ticket into the community of practice “I have the resources to succeed”.
- DW Read slide
- DW Read slide
- DW