Building Careers: You are not 'support staff', you are infrastructure
“We understand that DRI starts with the people who build, maintain, and upgrade it. By recognising their crucial role within DRI, promoting their careers, and supporting their professional development, we aim to foster a supportive culture and ensure a skilled and diverse DRI workforce.”
The sessions are outlined below with suggested discussion points that may be addressed
09:30 - 10:15 Rethinking Career Progression in DRI
PANEL SESSION
Goal: Explore how career pathways can recognise technical expertise and non-traditional pathways to employment and promotion.
Discussion Points:
- Does not having a PhD limit progression in DRI roles? Should it?
- How can progression pathways value technical depth without forcing management responsibilities?
- Would chartered status (e.g., BCS accreditation) add credibility for RSEs and other DRI roles?
- What examples exist of successful progression for professionals from non-traditional backgrounds?
Chair: Jeremy Cohen, Imperial College London
10:15 - 10:45 REFRESHMENT BREAK
10:45 - 11:30 Mentorship Models and Impact
PANEL SESSION
Goal: Define effective mentorship practices and explore innovative models.
Discussion Points:
- What mentorship programs exist for DRI professionals, and which work best?
- How is mentorship different from coaching or informal support?
- What are the benefits and challenges of reverse mentoring in DRI to best support the lived experience of people?
- Has anyone experienced formal sponsorship? How did it impact career progression?
Chair: Sam Bland, University of York
11:30 - 12:00 REFRESHMENT BREAK
12:00 - 13:00 Practical leadership development without formal programmes
ROUND-TABLE SESSION
Goal: Explore ways to build leadership skills through projects and informal opportunities.
Discussion Points:
- How can project-based work help develop leadership skills?
- What practical steps can institutions take to support leadership growth when resources are limited?
- Are co-leadership models effective for shared responsibility? What are the pros and cons?
- How do you spot and sustain leadership potential in remote or distributed teams?
Facilitator: Diego Alonso Alvarez, Imperial College London
13:00 - 14:00 LUNCH
14:00 - 15:00 Culture, Inclusivity, and Strategic Focus
ROUND-TABLE SESSION
Goal: Strategic thinking and strategies that foster inclusive cultures.
Discussion Points:
- Should EDIA leadership roles exist, or does this risk reduce shared responsibility?
- How do we reframe language to improve accessibility? e.g., what does “data” mean in different disciplines - does this need to be understood to make RDM accessible?
- How do we balance over-committing or under-committing to “hot” tech trends with limited resources?
- How might underused communication channels improve peer learning and engagement? (e.g. Levelling hierarchies, supporting niche groups…)
Facilitator: Anita Banerji, University of Manchester
15:00 - 15:30 REFRESHMENT BREAK
15:30 - 16:15 Leadership vs Management – Finding Your Fit
Panel session
Goal: Help understand the difference between leadership and management to assess your potential.
Discussion Points:
- What distinguishes leadership from management in DRI contexts?
- How can you identify whether you’d enjoy people management before committing?
- What non-managerial leadership roles exist in DRI (e.g., technical leads, project champions)?
- Is there a point where you feel you are a leader without a formal title?
Chair: Skylar Wan, University of Leeds
CONFERENCE DINNER