Category: estates

  • The estate we’re in | Wonkhe

    The estate we’re in | Wonkhe

    Sometimes you walk through a city and the city changes around you.

    There’s a subtle modulation in feel – the style and tenor of the place is renewed, the rhythm of green spaces shifts, the architectural language expands. Statements made in concrete, brick, limestone, and plate glass are more assertive.

    And a new form of power and control begins to be felt. You see what look like guard posts, staffed by a private police force. Gates and passes dictate where you can and cannot go. Parking a car holds a byzantine mystery of its own. Signs are branded, sometimes incomprehensibly, for the attention of an elite you suddenly feel you are not part of.

    And who runs these places? Well, you don’t get to choose. What do they do? You don’t get a say. This part of your city is not your city.

    It’s a university estate.

    Special economic zones

    If you like, a university is a freeport – where the goods coming in and out are ideas. It is, to be clear, absolutely a part of a nation state – but it is a separate polity – designed and separated for a purpose. Individually these areas are tiny, but when you start adding things together it gets interesting.

    The total population (the FTE of every staff member and student that could be counted as a “citizen” of our higher education zones) is 2.4 million – that’s around the size of Slovenia or Latvia. Staff FTE is closer to 396,000 – larger than the population of Iceland.

    University sites extend across 12,887 hectares of land in the UK – that’s more space than Bristol (the unitary authority area), and larger than Jersey. But for the number of people involved that isn’t a lot of space: the population density (again, using FTE here) is 0.02 FTE/m2 (behind only Macau and Monaco in global terms).

    Financially, we are looking at £48bn in income and £39bn in expenditure (these as reported in the Estates dataset, not the Finances dataset, giving us a positive (if weak) balance of trade. Gross national income per FTE (if we use staff only) is £12,192 (that’s 16,518 USD at current prices, a higher equivalent GNI per capita than Russia!)

    Land management

    According to the Association of University Directors of Estates (AUDE, using last year’s data) our hypothetical micronation spends around £200m on defence (or security if you’d rather) each year. If you include maintenance and repair – another essential way to protect the value of your estates assets, we’re pushing our total up beyond £1bn. And if you factor in all spending on premises (cost centre 205, which includes things like taxes, rental payments, energy, and insurance) – we are talking in the region of £6bn.

    This spending covers a lot of work. Higher education involves the use of just under 16,000 buildings – everything from student accommodation and office blocks, from nuclear reactors to wind tunnels, from listed buildings to literal pigsties. It isn’t published in the open data, but last year AUDE tells us the proportion of buildings rated as being in condition C (operational but major repair or replacement needed in the short to medium-term) and D (inoperable or serious risk of major failure or breakdown) was 23.8 per cent – the building stock is deteriorating, year on year, as repair and maintenance backlogs grow.

    What we do see in published data is display energy certificates (DEC) and and energy performance (EPC) certificates, two broadly comparable ways of rating the environmental performance of buildings. It’s not a direct line that can be drawn, but a well maintained estate (or an estate where old buildings are replaced with new) is likely to become more energy efficient over time and a poorly maintained estate will tend to lose efficiency. This year 28.21 per cent of sector non-residential estates were in categories E, F, or G – broadly the same as last year, for a larger estate that still includes a number of older buildings that are never going to reach modern efficiency standards, but still a concern.

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    Though higher education involves the creation of intangible assets (everything from intellectual property to the future value of graduates in wider society), the estate represents the sector’s tangible assets. Should we lose a provider to the financial storms the sector faces, it is to the estate that creditors (or potential buyers) might look to release funds.

    Zero and below

    The UK’s COP29 pledges – in the service of a global “net zero” carbon in 2050 – have become increasingly politically controversial as the costs of doing pretty much anything have risen (due to a range of geopolitical factors far too well-known and tedious to go into here having an impact on supply chains and labour availability).

    In our hypothetical UK higher education micronation – given what is popularly imagined to be a progressive, science-informed, population – you would expect an element of leadership in sustainability and decarbonisation. And indeed, this has been the case. But this stuff comes at a cost.

    OfS’s review of the financial stability of providers in England in 2024 suggested that a key driver of continued financial challenge was:

    The affordability of necessary estate maintenance and development and the significant cost of investment needed to reduce carbon emissions as part of providers’ commitments to achieve net zero.

    A year later, the mention of net zero had been scrubbed entirely:

    the significant cost of investment needed to reduce carbon emissions as part of a commitment to tackling environmental sustainability

    Despite governments having an interest in the improving the sustainability of, and reducing emission from campuses (for example the education system sustainability and climate change strategy, first published by DfE in 2021 under the auspices of noted doyenne of woke activism Nadhim Zahawi) there is no statutory energy and carbon reporting route in English higher education(as there is for FE colleges and schools). The closest OfS gets is to gently ask those bidding for historically tiny amounts of capital to offer “assurance that providers have considered practical solutions towards achieving environmental sustainability as part of their bid”.

    Our UK HE micronation, as well as being a good global citizen, also has an interest in driving down long-term costs. Fossil fuels are only going to get more expensive in the long run, switching to alternatives and moving to greater efficiency makes business sense even if there are initial costs. There has been some progress with scope 1 and 2 emissions (another fall last year), though this is limited compared to what could be achieved last decade: much of the “easy” work has already been done. That said, we’re still talking about 1.4m tonnes of carbon a year, equivalent to a small African country (Eswatini, formerly Swaziland, is a decent comparator) – and this is only scope 1 and 2 (direct) emissions, factoring in the supply chains and travel within scope 3 is another matter.

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    Zones of proximal development

    So, while it is undeniably fun to see UK higher education at the scale of a small country, it still remains firmly rooted in the four home nations. But the exercise prompted me to think – are there other zones within the UK that have been designed to optimise specific benefits for the areas and nations around them?

    These days its all industrial strategy zones, but in terms people may recognise we might think about enterprise zones designed to stimulate economic growth by offering incentives to business – there are 48 in England. We have the internationally focused freeports, of course – 12 of them in the UK, and 7 investment zones (to date) that aim to unlock opportunities for business. In each of these examples the actual zones are quite small (almost like campuses, in fact) but the focus is on the impact on a wider local area (where workers may commute from, for example).

    Zones like this reflect a global trend towards special economic zones (SEZs) which disapply national rules (around tax, customs, state aid, planning and so on – in some international examples we get as far as labour laws and immigration rules) in the interests of commercial activity. The wilder fringes of policies like this are pretty terrifying, but the UK does appear to be open to paddling in the shallower waters.

    Which prompts the question – if universities are like freeports (better than freeports, in fact, as they have a proven track record of providing local benefits) why not offer the relaxation of some national regulations to encourage them to expand and develop in the areas that we want them to? Perhaps it should be easier for UK higher education to recruit international staff – perhaps there should be reductions of employer national contributions with respect to UK staff. Perhaps planning could be easier around established campuses? Perhaps it should be easier to unlock state investment to improve estates without triggering the rules that would drag us into the public sector? Perhaps we could unlock investment and incentives for clean electricity generation and area heating systems?

    In the absence of an increase in tuition fees or income from OfS, a special economic zone (or zones) for higher education might be a way forward. The ideas of universities as largely self-administrating state-like entities within a country is an old one (the early days of Oxford featured a parallel judicial system, that ended up provoking riots and the foundation of Cambridge!) and perhaps worth revisiting.

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  • What women experience in the university estates professions

    What women experience in the university estates professions

    I am as aware as anyone else of the reputation of AUDE (the Association of University Directors of Estates) for being something of a white male club.

    As the Executive Director of that club, I think the reputation is less and less true with every passing year, though of course I would say that. The association is very much on a journey on EDI issues, but we are doing more than you might imagine.

    Our small office team is undertaking ILM Level 4 training on managing equality and diversity. We are looking at inclusive design and have recently published a new guide to neurodiversity design and management. And we are looking more closely at the association membership itself to read between the lines of the demographic patterns available to us.

    What we found

    Our membership identity data is patchy: we’ve only been measuring this since 2022, and it isn’t compulsory for members to share. 47 per cent of those members we can measure are women. That starts to seem something like parity. But at the most senior level of membership, of those colleagues making it through to a director role, the proportion is more like one in six, significantly below the level in other professional services. We wanted to examine the barriers to women’s progress in estates, and did so in the recently published report Well the assumption is…: Conversations with women leaders in estates and facilities which is available to colleagues across the sector on the AUDE website.

    The report looks at the career experiences of women in estates – colleagues that are leading on the fabric and the development of your campuses today, vital to the successful and financially viable functioning of your institution. And it highlighted a very consistent set of obstacles, including the lack of a visible career path, the constantly undermining nature of casual sexism– anything but casual and at its worst deployed in abhorrent and confidence-wrecking verbal hand grenades – as well as issues around health, maternity and menopause, and more.

    Responses to the report

    It taps into the frustration of women telling us their stories and processes them into an emotive document that is quite unlike the tone of anything we’ve published before. I recommend a read. We’ve had several very consistent reactions to this work.

    The first is most common from women. “Yes”, they have told us, “This is the experience exactly. You haven’t missed anything out. I recognise these stories from my own life”. In private we’ve heard further stories, of things happening now, that would bring many of us to an abrupt and shocked halt, and more than reinforce every word of the report. I’ve spoken to many female members of AUDE, and it doesn’t take much work to uncover experience and attitudes that are damaging and have held us back, or acted as entirely unwelcome and unnecessary obstacles, including several in my own career which are referenced in the report.

    A second common reaction has been from male members of the association scrambling to get past the sheer embarrassment of having it spelt out to them how awful other men can be – in their teams, in their universities, now. This group includes colleagues doing great proactive things to quickly learn from the report and have fruitful conversations with others about what needs to improve. Those colleagues are swotting up on pay gap information, talking to HR about family friendly policy and blind recruitment processes. They are opening their eyes to the issues, seeking a greater level of understanding including within their own teams, challenging the status quo, and taking steps towards becoming EDI allies within their institutions.

    But we’ve also had a reaction which can best be expressed as – and in awareness of a very un-Wonkhe-like word coming up – “Why have AUDE been so arsey about this? AUDE have slightly embarrassed themselves here by being so visibly annoyed. What bad taste they’ve shown. We’re going to stay silent and dignified.”

    For me, it takes a particularly adept form of mental gymnastics to be more annoyed by the tone than by the message. Yes, with the help of the dictionary definition, we have been bad-tempered. Collecting and listening to our report participants’ stories as we did, bad-tempered is what we felt.

    Refreshing honesty

    The entire EDI agenda faces more of a pushback, right now, than for decades. Silence in the face of grotesque disadvantage may seem dignified to some. But to others it will seem altogether darker, a caving into the status quo that is impossible to justify. Many people can see the difference and have thanked us for calling out the unacceptable, and our “refreshing, real, human honesty”.

    Those women participating in the report’s production were immensely keen to give full credit to the many men who had acted as career mentors and role models. But such solidarity was far from the only experience. People don’t like being forced to confront difficult issues, but it is what we have asked of the AUDE membership with the publishing of this report. This is a difficult issue, and it is right under our noses. If (male) colleagues will not trust the take of our report, trust other things. Speak to the women in your family as your first port of call. Casually undermined at work by men without the experience or the understanding or the insight of the woman in the conversation? That’s the least of it. When was the last time you truly listened to some of the quieter voices in your institution? What would you hear if you did?

    What’s next?

    We fully acknowledge our shortcomings. The report, about women’s experiences, was commissioned by the man that leads our EDI group and written by the man that leads on the association’s comms. Not everyone will like that. We fully understand we haven’t dealt with intersectional experiences in an attempt to understand the differences that faith or disability or sexuality or ethnicity may add to the mix.

    From my perspective the association is late to the party so can hardly expect congratulations on finally arriving; our (construction) industry is behind the times; our colleagues (via a September 2024 benchmarking report on salary and conditions) tell us that the institutional stance on EDI is highly significant in their decision to stay in HE roles; and corporately, buy-in to EDI is expected of us at every level of seniority, and a gap in this area could rightly hamper our promotion prospects.

    Culture change takes a long time. We don’t want to be an obstacle but an enabler. This is exactly where we should be – learning, changing, and bringing others with us whenever we can. I’m proud the association is on this journey.

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