National Association of Disability Practitioners
Survey Questions. Disabled Leaders in H.E.
These questions are aimed at disabled leaders or aspiring leaders in UK higher education (HE) and beyond. The Leadership Foundation for HE have commissioned me to write an essay about the experience of disabled leaders in the sector with a view to developing better practice. (Views of people who identify as aspiring or frustrated would-be leaders, and leaders from other sectors and countries, are also welcome for the different perspectives they may offer). Based on the principle ‘nothing about us without us’ I am working with other disabled people to produce an evidence based response which includes useful practical recommendations. You may contribute anonymously, or may choose to respond as yourself. It is not necessary to decide whether you want to be anonymous or not at this stage as all responses will be checked with participants before they are published in any form. The process has been piloted by a steering group of disabled people and has received ethical approval from the NADP Ethics Committee and Chair. The questions which follow can form the basis of an email response or a structured interview and you may answer any or all of them, and add further comments which you deem relevant. Broad themes will be drawn out for the final paper and no persons will be identifiable unless they choose to be quoted directly as themselves. Institutions will also be anonymous. I can be contacted via email at firstname.lastname@example.org if you require clarification or have useful ideas to share. As a reasonable adjustment for me, please always use the subject header ‘disabled leaders’. Please respond by 1st November. Thank you for your time.
Dr. N. Martin. Researcher. National Association of Disability Practitioners
Your Name (optional):
Your email (optional):
Institution (optional) or type of institution:
Further background information you consider relevant, e.g. age, and gender, ethnicity, qualifications, previous roles (optional):
Consent, in principle, for information to be used anonymously at this stage on the understanding that I can change my mind at any time and that the researcher will check my responses with me before any findings are published.
Signature of participant
Signature of researcher
- How would you describe your contribution to higher education?
- How would you characterise your leadership style?
- What influenced your development as a leader? (Prompt include comments on specific leadership training if any)
- What are your strengths?
- What do you enjoy about your role?
- How would you describe the values which underpin your work?
- What are your ambitions?
- What would make your work life easier?
- What is your greatest achievement?
- What could make you even more productive?
- What aspects of your role do you find particularly dull and why? Could this be changed-how?
- What is your greatest frustration about work?
- What aspects of your role do you find particularly rewarding and why?
- What, if anything would you like to say about your impairment (in broad terms)?
- What are the main barriers you experience in relation to your role and what might help to reduce these? (Prompt – own actions, other people, systems)
- What aspects of your role do you find particularly challenging and why?
- What sort of policy, practice, legislation, support or assistance would make, or has made a positive difference to you at work /how? (Prompt in relation to Access to Work funding, membership of networks and /or interest in networks, in which case, what would these look like, sources of useful information, union support, mentoring etc.).
- What advice might you give to your 25 year old self about career development and or leadership? (Q to be adjusted if interviewing anyone younger than 30).
- What would be your three top tips to aspiring leaders?
- What would be your three top tips to institutions in relation to recruiting, retaining and supporting leaders?
- What would be your three top tips to institutions in relation to recruiting, retaining and supporting disabled leaders (if there is any difference from your answers to q. 20)?
- Have you got any practical suggestions for existing resources, resource development, useful training, training that would be useful but does not exist, policy etc.
- Any other comments you have not had the opportunity to make?