Inclusive Design Researcher
Deadline to submit application
To apply for this position send a CV and a covering letter describing how you think your skills and experience are relevant to this role (no more than 2 pages) to the GDI Hub Operations Manager: Mark.Byrne@ucl.ac.uk by 9am Monday 16th December 2019. Please request an alternative if this format is not accessible to you.
Shortlisted candidates will be notified by CoP on Friday 20th December 2019 with interviews expected to take place on Monday 13th January 2020.
For an informal discussion about the role, please contact Iain McKinnon, GDI Hub CIC - Director of Operations - firstname.lastname@example.org
The Global Disability Innovation Hub (GDI Hub) is leading a UK Department for International Development (DFID) funded £19.8m global programme, ‘AT2030 - Life Changing Assistive Technology for All’. The AT2030 programme is made up of a number of sub-programmes. One of these is called ‘Inclusive Infrastructure’ which responds to feedback that an important aspect of any Assistive Technology (AT) intervention is the accessibility of the built environment in which it is deployed and used. This appointment is for the primary researcher working on the Inclusive Infrastructure sub-programme of AT2030 (the research project).
The Inclusive Infrastructure sub-programme has a total budget of £0.9m, will run for 3 years and focus on six global case studies. For each case study, the researcher will be responsible for working closely with in-country representatives and partners to do a ‘deep-dive’ of inclusive design legislation, policy, regulation and guidance. They will assess how inclusive design is practically applied at both a country and then regional and city level, working closely with both national and local authorities in country. This role holder will also pro-actively engage with local disability organisations and charities to help build an accurate picture of accessibility levels currently being planned and achieved.
This process will be replicated in six different locations around the world. These locations will be linked to AT2030 activity and will be chosen to offer distinct and valuable perspectives. The intention is to build a picture of the current state of inclusive design of the built environment globally and specifically in low and middle income countries (LMICs) to uncover trends, themes and help understand the most common barriers to an inclusive built environment. The research will address a number of key factors including but not restricted to; general knowledge and awareness of the subject and the issues, education of design professionals, current legislation, regulation and guidance, geographic location and topography, financial support available, international policy implications, national and local government policy implications and community activity and participation.
The researcher will undertake this research under the supervision and guidance of the project lead (GDI Hub’s Director of Operations and Inclusive Design). They will be responsible for producing the case study reports for each of the six global case studies. This includes getting ethical approval for the studies and developing the research protocols. They will produce an ‘Emerging Themes’ report that will draw out the key learning and common threads from each case study. They will then work alongside the project lead to produce the final deliverable of the sub-programme which will be a ‘Global Action Report’ that summarises the research work and findings and proposes actions to be taken that could begin to tackle the key issues and challenges highlighted from the research.
Alongside these reports the researcher is also expected to write and publish academic journals and prepare and deliver presentations to key audiences.
All six case studies are still to be confirmed with in-country partners. However, we do currently expect case studies to take place in Mongolia, India, Kenya and Sierra Leone.
This is a description of the role as known at present. It is the practice of GDI Hub to review role profiles annually to ensure that they relate to the role being performed. This review will be carried out by the line manager in consultation with the role holder.
Part One - Knowledge and Experience
Part Two - Skills and Abilities
Part Three - Personal Style and Behaviour