Tag: CPD

CPD workshops

Delivering leadership workshops for continuing professional development networks is an important contribution to developing our community.  These opportunities for knowledge dissemination and industry engagement offer routes to integrate critical analysis with practical, meaningful links from the research findings of information professionals.

This year I have ensured that the work we are doing in researching higher education has been disseminated via the UCISA CPD programme.

I have  delivered 3 CPD webinars for UCISA membership so far, and we have another one planned.  In each case I am drawing upon new data and evidence gathered from staff, students and professional service colleagues in higher education.

The workshops have been:

Diversity and Digital Leadership
Digital leadership is an area of leadership studies which is gaining popularity as organisations seek to ensure that their businesses are best positioned to thrive in an increasingly digital world. Digital leaders are often at the forefront of change, leading departments which are inclusive and empowering. People and culture are key to ensuring that staff are treated well and feel an ongoing loyalty to their organisation, but there are risks for digital leaders who push for change on too many fronts. This session is an opportunity to hear some of the latest research on building inclusive workplaces and consider the recommendations for understanding data about your people.

The challenges of attracting staff to skills training  with Jenni Houston
Why is it so challenging to attract colleagues to training in digital skills? How can we create a learning culture within our universities and colleges? This workshop will explore some of the successes and challenges of offering a comprehensive digital capabilities programme in a large institution and suggest possible strategies for overcoming the Dunning–Kruger effect which causes people to overestimate their ability.

Who is getting hurt online? with Vicki Madden
Online harassment is very much part of our students’ experience. Ethnic minority and female students experience the more harmful forms of online harassment in comparison to their peers. Disabled students and those from underrepresented racial/ethnic groups are more likely to be harassed on institutional platforms than their peers. What is your institution doing about this? Although most institutions have support services in place for students and staff who experience incidents on campus or amongst people who can be identified, Student Services and Wellbeing staff may be unaware of the nature of cyberstalking, doxing, online shaming and revenge porn. This workshop will explore some of the risks associated with offering services dealing with social media behaviours.

‘Uncovering the real value of academic engagement’ with Lorraine Spalding
What are teachers’ hopes and concerns in using technology with their students? How can academic engagement enhance our major educational technology projects?  Hear more about how the Learning, Teaching and Web Directorate at the University of Edinburgh, is engaging academic colleagues in a strategic way to implement large institutional changes such as the rollout of lecture recording and a VLE service improvement programme.  This presentation will also reference useful resources for supporting engagement and effective communications practices, such as the ucisa communications toolkit.

the risky business of equality

One of the striking findings in my research was that there was a mismatch between the answers from the ‘digital leaders’ and the answers from the ‘HR professionals’.  Everyone thought there  definately were risks, but the HR professional thought there were none.  If this is true more widely it would go some way to explain why HR professionals are surprised not to be able to get senior managers involved in championing issues. They have not considered the risks to us in doing so.

“In order to further understand the factors which may act as contextual cues for digital leaders in their decisions to champion equality and diversity in the workplace participants were asked to what extent they feel there may be associated risks for those who do take on champion roles. In the interviews participants were making sense of their context and reflecting on how they have seen what has happened in their own experience and those around them.   

‘Critical sense making’ describes the ways in which  individuals make sense of their own local environments  while acknowledging power relations in the broader societal context (Mills, 2010). Part of sense-making is judging the level of risk which might follow specific course of action in your context (Weick, 1995).

Individuals make judgements to appraise threats and risks as part of their own decision making. These judgments are based on perceived or real risks and these risks are plausible because they resonate closely with one’s own experience, or the known experience of others nearby. In their previous answers respondents had clearly identified a range of business drivers which exist in their organisations. They had also identified a number of cultural and organisational elements, which they understood as creating a climate in which equality, and diversity was supported by organisational policy.

Participants all appeared to agree with a general perception that equality and diversity issues were larger than the individual, and understood the role of workplace culture in which dignity, respect and fair pay is valued. Given these findings it might be expected that they would perceive championing these issues as relatively low risk. 

All respondents but one however, were adamant there were associated risks for some people in getting involved with equality and diversity issues in the workplace. The response that there was no perceived risk, or that there should be no risk, came from the interviewee who is the senior HR professional. This mis-match in expectation was analysed further and respondents answers were analysed to identify themes around risk. These include:  risks to oneself (personal risks of image, reputation, how one might be perceived by others personally), professional risks (how one might risk or lose effectiveness in a professional role), risks to the business, and risks to the wider endeavour of equality itself.  The prominence of the discussion of risk in the data makes it worth discussing these findings in detail.”

I have continued to test this finding informally with further groups.  I have been lucky to be able to get gigs doing CPD workshops and conference workshops in February and March.

The first one I did was for senior IT professionals in FE and HE.  I asked the question ‘Do you think there are risks associated for some people in championing equality and diversity issues in the workplace’? I asked for responses in chat : Yes, no, maybe, not sure, some ….. etc

Not everyone chose to answer obviously, but

Yes: Maybe was 3:1   No noes.

I asked the same question again in a session at the Advance HE conference. The session was recorded so I plan to look at the chat if it was recorded too, but this was a group of HR professionals and I saw at least one ‘No, not any more’

At The ALT ( learning technologists) session

YES: maybe was 5:2