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nadsn-uk

nadsn-uk.org. @nadsn_uk. NatAssDSN. Who Are We?. NADSN is a super-network with a mission to connect and represent disabled staff networks We focus on the tertiary education sector (i.e. universities and colleges)

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nadsn-uk

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  1. nadsn-uk.org @nadsn_uk NatAssDSN

  2. Who Are We? • NADSN is a super-network with a mission to connect and represent disabled staff networks • We focus on the tertiary education sector (i.e. universities and colleges) • We are open to any individual and organisation interested in the equality of disabled staff • We act as a collective platform to share experiences and good practice and examine challenges and opportunities • We are an unincorporated association, non-governmental, independent and self-determining, made up of impassioned people

  3. Our Aims – some of them! • Promote disability equality and campaign for disabled staff networks to be supported in the workplace • Promote the interests of disabled staff on a national level • Challenge stereotypes by endorsing the Social Model of Disability, promoting a positive image of disabled people and eliminating the deficit/medical model • Organise and deliver accessible events that can bring disabled staff and disability equality allies together • Create regional hubs to make it easier for members to meet each other • Support relevant research projects, policies and guidance for disabled staff, managers, institutions of tertiary education (HEIs and FEIs) and Government agencies • Link with disabled students, particularly at postgraduate and doctoral levels

  4. Social Model of Disability • “The social model of disability identifies systemic barriers, negative attitudes and exclusion by society (purposely or inadvertently) that mean society is the main contributory factor in disabling people” (Wikipedia) • Prejudice, ignorance, stigma • Negative attitudes • Inaccessible places, conversations and information • Levitt, J. M. (2017). Exploring how the social model of disability can be re-invigorated: in response to Mike Oliver. Disability & Society, Vol. 32, No. 4, pp. 589-594 • Levitt, J. M. (2017). Developing a model of disability that focuses on the actions of disabled people. Disability & Society, Vol. 32, No. 5, pp. 735–747

  5. Some Facts • Launched at the “What Are We Hiding?” National Conference on 6th June 2014 at The University of Manchester

  6. Some Facts • NADSN mailing list currently has 200 members from more than 100 different organisations across the UK and abroad, including 59 universities in the UK • Led by a Steering Committee

  7. NADSN STEERING COMMITTEE Chair Hamied Haroon (Uni Manchester) Vice-Chairs Jacquie Nicholson (Uni Aberdeen) Stuart Moore (Health EducEng) Secretary Nicole Brown (Uni Coll London) Fundraiser/Treasurer Jacquie Nicholson (Uni Aberdeen) Communications Lead vacant Engagement Lead Jonathan Levitt (Uni Wolverhampton) Regional Leads …

  8. Northern Ireland Angela Getty (Ulster Uni) Scotland Jacquie Nicholson (Uni Aberdeen) North West England Lykara Ryder & Mona Patel (Manchester Met Uni) North East England vacant North & East Yorkshire Mary Laurenson (Uni Hull) West Yorkshire vacant Midlands Angela Breen (Uni Birmingham) East of England vacant Wales Erica Alabaster (Cardiff Uni) London & South East England Ashok Jashapara & Mohamed Abu-Taleb (Roy Holloway, Uni London & Birkbeck, Uni London) South West England vacant

  9. NADSN’s FIRST PATRON

  10. Ableism in Academia Conference University College London 23rd March 2018 Nicole Brown

  11. 4th Annual Conference – 13th July 2018

  12. Charter Marks in HE ?

  13. Disabled Leaders in Higher Education Professor Nicola Martin, PhD Head of Research, Higher Degrees and Student Experiences London South Bank University martinn4@lsbu.ac.uk Twitter: @martinbeecher

  14. Disabled leaders were most concerned about disabling barriers including • Attitude • Lack of control • Infrastructure • Lack of visibility • Disabled people described problem solving skills and the ability to see the bigger picture-characteristics associated with leadership.

  15. Participatory Autism Research Collective • https://participatoryautismresearch.wordpress.com/author/participatoryautismresearch/ • Disability Equality Research Network • https://www.jiscmail.ac.uk/DERN • National Association of Disability Practitioners • https://nadp-uk.org/ • Encouraging Disabled Leaders • https://www.lfhe.ac.uk/en/research-resources/publications-hub/index.cfm/MartinST36 • Cygnet Mentoring Project • http://www.researchautism.net/research-autism-our-research/research-autism-projects-completed/cygnet-project • National Teaching Fellow • https://www.heacademy.ac.uk/person/dr-nicola-martin

  16. Underrepresentation of Disabled People Dr Jonathan M Levitt University of Wolverhampton J.M.Levitt@wlv.ac.uk • Disabled people are under-represented both in academic employment and in research. For April-June 2017, 17.1% of working age people were disabled as defined by the Equality Act (Office for National Statistics). In contrast, according to HESA only 4.0% of UK academics in 2015 were disabled. • On barriers to academic employment, we identified four categories of barrier that had been listed by government disability organisations: Attitudinal, Policy, Internalized and Technological barriers. • Among the barriers to employment that did not fit into any of those categories, four could be addressed through reasonable adjustment by the employer: (a) “Dexterity, being slow, unable to multitask”, (b) “Mobility barriers - e.g. finding car parking nearby to interview site”, (c) “Difficulties in networking due to hearing impairment”, and (d) “Job interviews/conferences/networking all expect people to show particular performative skills.” • Levitt, M. (2019). Investigating barriers to disabled people becoming academics or conducting research. Nordic Network on Disability Research Conference, Copenhagen, May 2019

  17. Disability and Academic Careers Professor Kate Sang, PhD Intercultural Research Centre Heriot Watt University, Edinburgh k.sang@hw.ac.uk Twitter: @katesang https://migrantacademics.wordpress.com/2017/05/18/its-like-having-a-second-job-disability-and-academic-careers/

  18. Doesn’t need to use the toilet Works independently Changes topics easily Works 24/7 Is white Does not need financial security Can lift heavy equipment Is mobile Networks Doesn’t have a body Does excellent Research, Teaching, Impact, Engagement, Service The Ideal Academic Is a man Attracts research funding Has no caring responsibilities Likes to chat Can think all the time Goes to conferences Is a leader Keeps quiet Has endless energy Hides any doubts Has no dietary requirements Can walk up steps Doesn’t need quiet space

  19. Disability Inclusive Science Careers (DISC) Professor Gareth Pender & Professor Kate Sang Heriot Watt University, Edinburgh • DISC focuses on early career entry to the science sector. The aim of DISC is to improve the recruitment, retention and progression of postdoctoral disabled scientists through an online training portal designed to support employers with disability inclusion and reasonable adjustments. Disabled researchers, managers and employers are co-designing the DISC web tools alongside a Heriot-Watt led research team. Training includes immersive virtual reality games for line managers and research leaders, giving an insight into the lived experiences of disabled researchers. In addition, DISC will provide training for disabled researchers to support their career development. The training will be rolled out across participating organisations. DISC is rooted in the social model of disability, which focuses on making employment more accessible to disabled researchers. At the end of the two-year project, a disability summer school will be held open to all key stakeholders, and DISC will be freely available for any science research employer to tailor to their own organisational needs.

  20. APPG Diversity & Inclusion in STEM Dr Jessica Bowland The University of Manchester jessica.boland@manchester.ac.uk Twitter: @DrJessBoland • Inquiry Proposal:Accessibility in STEM: recruitment and retention of disabled researchers in STEM subjects • The representation of disabled researchers in STEM remains low - with representation falling by ~40% from undergraduate to postgraduate level in physics and engineering. At staff level, it is unknown whether this ‘leaky pipeline’ continues, as no evidence currently exists as to the representation of disabled individuals in STEM at this stage. However, of the total academic staff within HE institutions only 4% are disabled, of which 5% are deaf or hearing-impaired and 3% are blind or visually-impaired (HESA 2017/18) • Therefore, an inquiry is proposed into accessibility in STEM with 2 key objectives: • Gather statistics on representation of disabled individuals at different STEM career stages (undergraduate to professor) by subject area, specific disability and other protected characteristics. • Assess the accessibility of laboratories, field trips, teaching spaces and workplaces within HE institutions / research institute against specific criteria for known disabilities.

  21. Ideas (1/4) • A Charter Mark for HE that includes Disability Equality • Disabled Academics Forum • A national-level group of disabled academics and researchers, at all grades, who Wellcome and other funding bodies could consult on accessibility and inclusivity of policies, procedures, etc. This could help to showcase role models in the sector, including disabled academics-turned-entrepreneurs!

  22. Ideas (2/4) • NADSN Journal • Our new journal would be a collection point for papers on disabled staff equality and networks. The journal would only be available electronically to make it accessible, manageable and sustainable. • Mentoring Programme • This is a novel idea, at an early stage, to provide a programme of mentoring and peer support for the Chairs and Co-Chairs of our disabled staff networks. This could be a really valuable and mutually supportive experience for both the mentors and mentees.

  23. Ideas (3/4) • 5th NADSN Annual Conference: • “Unearthing the hidden voices: intersectionalities in HE” • We are planning a one-day conference on the intersectionality of disability, sexuality and other identities (e.g. gender, race, religion, etc) to be held in Manchester. NADSN is collaborating closely with LGBT+ Network of Networks in HE, HERAG, The University of Manchester, and others, to organise this landmark event. There will be a call out for keynote speakers, workshops and posters soon. • Would Wellcome be interested in sponsoring this?

  24. Ideas (4/4) • We need an intern! • We always struggle with the time and energy needed to make new initiatives happen. We therefore thought that it would be useful to take on a fulltime intern to support us. • Would Wellcome be interested in sponsoring this?

  25. nadsn-uk.org @nadsn_uk NatAssDSN THANK YOU! hamied.haroon@manchester.ac.uk @HHHotWheels

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