Kent Initiatives

A need was highlighted for a dedicated role to work on and deliver the university's Technician Commitment action plan. In response to this need The Technical Manager (Technician Commitment) role was created to provide the university community with a dedicated resource for the Technician Commitment and its activities. This role supports the Head of Technical Services in the delivery of the Technician Commitment short- and long-term strategic plans through the implementation of its action plan.

The role was initially created as a secondment opportunity for internal candidates. It was successful in it's targets and objectives and was well received amongst the technical community internally and externally to the university. The value of the role was officially recognised by the university through its permanent implementation within the university's structure.

As part of Kent’s Technician Commitment activities and action plan, we created an opportunity for our IT & technical services community to apply for funding for Knowledge Exchange activities. 

This funding provides individuals from our technical community the opportunity to attend and participate in Knowledge Exchange events such as training, conferences, forums, lectures and expos (online, in-person, off-site and on-site) that is relevant to their role, teams and career development.

As part of our commitment to Equality, Diversity and Inclusion, the funding application has incorporated a confidential supplement application process that takes into consideration and addresses, to the best of our abilities, some ‘barriers’ that individuals may face. In this case, a barrier is considered to be something that that would prevent an individual from applying for and attending a Knowledge Exchange event. We offer, anyone that applies for funding, the ability to apply confidentially for additional financial support, where possible and funding permitting (e.g., supporting one person should not deplete the majority of funding allocated and therefore disadvantage others ability to apply), in order to put measures in place that would support and facilitate the attendance of the individual to their chosen event (e.g., those with caring responsibilities or disabilities).

The Women in IT & Technical Services Network (WITTS) has been created to address gender disparities in technical leadership by providing a dedicated platform for women to connect, collaborate, and grow, filling a crucial gap where a platform previously did not exist. WITTS seeks to empower, increase visibility, and develop confidence amongst women in technical roles, whilst supporting national efforts to rebalance leadership. It brings together champions from Herschel-aligned initiatives and internal leaders, to foster ownership, mentorship, and leadership development, ensuring women have the opportunity to rise to senior posts, mentor others, and sustain a cycle of inclusive leadership and career advancement.

Terms of Reference

• Support progression and leadership development by creating opportunities for women in technical roles to build confidence, skills, and visibility across the University.
• Foster a supportive community where women in IT and Technical Services can connect, share experiences, and access peer support in a safe and inclusive environment.
• Promote mentoring and role modelling by connecting colleagues at different career stages and amplifying the voices and achievements of women in technical roles.
• Advocate for positive change by contributing lived experiences and informed perspectives to university policies, initiatives, and equality impact assessments (EIAs).
• Collaborate with other university networks to reflect the intersectional nature of its membership and share good practice, including (but not limited to) the Women’s Network, WREN (Women Researchers) Network, LGBTQ+ Staff Network, Staff with Disabilities Network, Global Majority Staff Network, Allies Network, and Harassment Contacts Network.
• Support aspiration towards technical careers, where appropriate, by contributing to initiatives that raise awareness of technical career pathways for students.
• Align with institutional and sector priorities, including the University’s EDI Strategy and the Technician Commitment, to support the recruitment, retention, and recognition of women in technical careers.

Members

Membership is open to all University of Kent staff who identify as women with a technical role, who support the aims of the Network and are committed to fostering an inclusive and supportive environment for women in technical roles at Kent.