Category: Featured

  • Neurodiversity at Work: Focus on ADHD in Women – CUPA-HR

    Neurodiversity at Work: Focus on ADHD in Women – CUPA-HR

    by Julie Burrell | August 5, 2024

    A full picture of neurodiversity in the workplace includes understanding how gender shapes employees’ experiences of neurodevelopmental disorders. Although they’re diagnosed at roughly the same rates as men, women with ADHD may be overlooked in conversations about attention-deficit/hyperactivity disorder. Until fairly recently, ADHD was seen as primarily affecting children, with the typical view of someone with the disorder as a restless or hyperactive boy.

    Awareness about how ADHD can manifest differently in women — and how gender stereotypes play a significant role in diagnosis and treatment — can help foster a culture that uplifts neurodiversity and the skills that neurodiverse employees can offer an organization. Employees with ADHD bring unique strengths and perspective to their work, such as creativity, courage and hyperfocus.

    Here’s what HR needs to know about ADHD and how it can be different for women.

    Misconceptions About ADHD

    Rather than a set of behaviors, ADHD is a neurodevelopmental condition affecting about 2% to 5% of adults, and falls under the same broad umbrella as autism spectrum disorder and dyslexia. A stereotypical picture of someone with ADHD is “a boy who can’t sit still and is disruptive in class,” according to Dr. Deepti Anbarasan, a clinical associate professor of psychiatry at New York University.

    Women who receive ADHD diagnoses in adulthood may have struggled with inattention and executive functioning for much of their lives. Because girls and women with ADHD often present as inattentive rather than hyperactive, and because women often develop coping skills that mask ADHD, women often receive late-in-life diagnoses. By the time women reach adulthood, however, the rates of diagnosis are close to those seen in men.

    ADHD in women often presents as challenges with executive functioning, which can include difficulties with attention and focus, as well as emotional dysregulation, trouble with finishing tasks or juggling multiple tasks, and absentmindedness. Women with ADHD might also suffer from anxiety and depression, and even suicide attempts and self-harm. Some people with ADHD compensate by working extra hours during their personal time to keep up with their day-to-day work, causing added stress.

    A Strengths-Based Approach

    Though ADHD can pose real challenges at work, a strengths-based approach highlights the advantages that employees with ADHD bring to their jobs. In a recent study, for example, 50 adults with ADHD identified the positive aspects of living with the condition, including energy and drive, a high degree of creativity, an ability to hyperfocus, and traits such as resilience, curiosity, and empathy. The same study emphasizes that experiencing ADHD as challenging or beneficial depends on the context and sociocultural environment that a person is in.

    HR as a Leader in Neurodiversity

    Given how much context and sociocultural environment matters, creating a campus climate that supports neurodiversity is critical. HR can champion neurodiversity through awareness and well-being programs. Because ADHD often occurs alongside depression and anxiety, a holistic approach to well-being is recommended. (Learn how the University of Texas Health Science Center at San Antonio gained traction with their mental health awareness campaign.)

    HR can also advocate for accommodations to support neurodivergent employees. For example, task separation is a common management strategy to help employees set their work priorities. In emails and written communication this might look like establishing clear parameters, breaking requests down into bulleted lists, and clearly spelling out instructions like “two-minute ask” or “response requested.” (For many more suggestions on how to uplift neurodiversity on campus, including practical tips for accommodations, read Neurodiversity in the Higher Ed Workplace.)

    There’s a business case to be made for a robust attention to neurodiversity: increased retention and productivity, reduced absenteeism, and developing employees’ strengths. Supporting neurodiversity also builds an appealing workplace culture, one that signals to employees that their whole person is valued.

    More Resources on Women With ADHD

    ADHD Is Different for Women, a podcast by the Harvard Business Review

    Duke Center for Girls and Women with ADHD 

    Women and Girls with ADHD from the organization Children and Adults with Attention-Deficit/Hyperactivity Disorder (CHADD)



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  • Thank you to the Go Higher team for allowing me to write a blog and share my amazing experience on the Go Higher programme! By Gary Singh – ALL @ Liverpool Blog

    Thank you to the Go Higher team for allowing me to write a blog and share my amazing experience on the Go Higher programme! By Gary Singh – ALL @ Liverpool Blog

    I am thrilled to share my heartfelt gratitude to the University of Liverpool for offering the Diploma for Go Higher Programme – a remarkable initiative designed to open doors and beacon of hope for those who, due to various reasons, have been unable to pursue their educational goals and have had to suppress their ambitions.

    My name is Gary Singh, and I want to share my journey with you, a journey that has been filled with challenges, resilience, and hope. In 2004, my plans to become a solicitor were shattered by the sudden passing of my father. I had to start working, and unfortunately, I faced exploitation by corrupt politicians in India, making it nearly impossible to chase my dreams. Every attempt to resume my education was met with rejection due to the gap in my studies. After seeking asylum in the UK, I reached out to the University of Liverpool, hoping to enroll in a degree program because of the plenty of time available to me. Unfortunately, again, I was told that the gap in my education prevented direct entry into a degree course. However, Go Higher Team introduced me to the Go Higher Diploma program, a pathway that would enable me to pursue a degree. This news reignited my optimism and belief that I could achieve my dream of becoming a solicitor to serve society, just as I had hoped for as a teenager.

    I was fortunate enough to receive scholarships from the University of Liverpool, which were specifically designed for destitute students like myself, as I am not permitted to work as an asylum seeker. Even as a mature student, I found the friendly, multicultural atmosphere at the University of Liverpool very welcoming. My classmates, both younger and older, were incredibly supportive. Despite English being my second language and the initial challenge of understanding new accents, I can comprehend about 80% of my tutor’s lectures and make up the rest by utilizing lecture slides and class recordings available on the Canvas site. I started my first assignment with marks well above passing, and with unimaginable support from my tutors, I received an A grade on my last assignment. The dedication of my mentors—James Bainbridge, David Ellis, Barbara Milne, Julia, Sharon Connor, Darryn Nyatanga, Claire Jones, Stephen Kearns, Debbie Hart, and Matthew—along with additional English classes by Will, has been invaluable.

    I have encountered challenges on the path to success, but determination and hard work have allowed me to conquer every obstacle. On the day of the Go Higher celebration, something incredible occurred. I was honored with a personal achievement award, which came as a pleasant surprise. Furthermore, I was accepted into the Law with Business program at the University of Liverpool. This achievement has filled me with excitement and hope as I strive to complete my degree and make a positive impact on society. My aspiration is to become so capable and competent that I can assist those in need.

    Go Higher education means more to me than just personal advancement; it’s a way to think critically for the betterment of society and individuals. Through my Go higher studies, I learned to see society from a different perspective and took the first step toward progress in civilized society. My message to everyone is this: Don’t let your ambitions die in your heart. Give it a try! If your intentions are good, you will find many opportunities, mentors, and friends who are ready to help you. Believe in yourself and take the first step. The journey may be challenging, but the rewards are immeasurable.

    Thank you,

    Gary

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  • Title IX Rule Goes Into Effect in 24 States – CUPA-HR

    Title IX Rule Goes Into Effect in 24 States – CUPA-HR

    by CUPA-HR | August 1, 2024

    On August 1, the Biden administration’s Title IX final rule goes into effect, implementing new requirements for compliance with Title IX for institutions of higher education. However, ongoing legal challenges have blocked the rule from taking effect in 26 states, as well as at certain institutions in states that have not sued the Department of Education (ED).

    Background

    On April 19, ED released the text of the highly anticipated Title IX final rule. The final rule expands protections against sex-based discrimination to cover sexual orientation, gender identity, and pregnancy or related conditions, and it implements new training requirements for employees and grievance procedures for handling reported cases of sex-based discrimination, including sexual harassment. To provide members with an overview of the final rule, CUPA-HR held a webinar in April, which was recorded and can be accessed for free.

    Lawsuits

    Shortly after the rule was published, over 20 Republican-led states and advocacy groups filed lawsuits challenging the final rule. The lawsuits sought to block ED from implementing and enforcing the final rule, though most of them homed in on concerns with expanding Title IX protections to transgender individuals through the expanded protections against discrimination based on an individual’s gender identity.

    From mid-June through the end of July, federal judges across the country granted preliminary injunctions to the states and advocacy groups challenging the rule, meaning the Department of Education is blocked from enforcing the new Title IX rule on the August 1 effective date. All 26 states that sued ED for the Title IX rule were ultimately granted injunctive relief. Additionally, a decision from the U.S. District Court of Kansas expanded the preliminary injunction to include schools attended by members of the Young America’s Foundation, Female Athletes United, and Moms for Liberty. This means that ED cannot enforce the new Title IX rule at certain schools in the 24 states that didn’t challenge the rule, as well as Washington, D.C., and Puerto Rico.

    The Biden administration has appealed to the Supreme Court on the decisions granting the preliminary injunctions. In its emergency request, the administration is asking the court to limit the scope of the preliminary injunction to only block provisions related to gender identity. It argued that the lower court’s decisions to grant preliminary injunctions were based on concerns with the expanded protections for transgender students, and it hopes that other provisions like the new grievance procedures and training requirements can go into effect. A decision from the Supreme Court on the emergency request has not yet been issued.

    Looking Ahead

    Though ED is blocked from enforcing the new Title IX rule in 26 states, litigation continues in the lower courts where decisions have been issued on whether to strike down the rule. If the rule is struck down, the Biden administration is likely to appeal the decision, though it is unknown whether a decision will be released before the election and potential change in administration. CUPA-HR will keep members apprised of additional updates to the legal challenges against the Title IX final rule.

     



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  • ALP 2024: Higher Ed Challenges, HR Opportunities, and a Side of Kansas City BBQ – CUPA-HR

    ALP 2024: Higher Ed Challenges, HR Opportunities, and a Side of Kansas City BBQ – CUPA-HR

    by CUPA-HR | July 31, 2024

    The road home may have been a bit bumpy (thanks, CrowdStrike), but the two days CUPA-HR leaders spent in Kansas City at the annual Association Leadership Program (ALP) were packed with opportunities to smooth the way for higher ed HR in the year ahead.

    On July 18-19, leaders from CUPA-HR’s national, region and chapter boards; cohorts from the Ignite and Emerging CUPA-HR Leaders programs; team members from the CUPA-HR national office; and key corporate partners gathered to discuss higher ed HR challenges, share successes, learn from one another, and build relationships. Here are some of the takeaways from this year’s event:

    • To be relevant and effective, higher education HR leaders must partner with their presidents and other campus leaders to connect their work to the institution’s mission and priorities and to understand current and emerging challenges for higher education.
    • CUPA-HR chapters are knocking it out of the park when it comes to creating information-packed programs to support higher ed HR professionals at the local level.
    • The key to creating and sustaining inclusive campus communities is to focus on processes, policies, and learning opportunities that mitigate bias and promote belonging and civil discourse for all. CUPA-HR resources are available to support this work!
    • Gender gaps in leadership positions persist. To expand the pipeline for leadership positions to include more women, start by reviewing promotion processes and criteria to mitigate bias and by training decision makers to recognize bias.
    • CUPA-HR higher ed workforce data is second to none, and the Research Center is an excellent source of high-level data to support workforce planning.
    • To promote civility and build authentic relationships in the workplace, speaker Alonzo Kelly emphasized the importance of:
      • Entering conversations with humility
      • Keeping in mind that your information may not be wrong, but may be incomplete
      • Being direct and kind
    • “A mistake repeated is a decision.”
    • CUPA-HR leaders lead because they are drawn to service, they are lifelong learners, and they value the friendships they’ve formed and the support they receive from the CUPA-HR community.
    • Roamin' Robyn paper doll standing by a fountain in a Kansas City ParkYou can take CUPA-HR with you wherever you go — especially if you have a Roamin’ Robyn to keep you company. Think “Flat Stanley,” but featuring CUPA-HR’s board chair, Robyn Salvo! (Thanks to Joanne Santarelli for the awesome photo!)

    Interested in Taking Your Professional Development Further?

    CUPA-HR’s volunteer leaders have committed to advancing the profession and the mission of CUPA-HR. They understand the complexities of higher ed HR, and they want to enhance the knowledge and skills they need to lead their institutions into the future.

    Are you ready to take that next step in developing your leadership skills, shaping the profession, and gaining one-of-a-kind access to successful practices and HR professionals from across the country? Then CUPA-HR leadership — in a chapter, at the region level, or even on the national board of directors — might be right for you. Learn more about how you can get involved.



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  • Designing Effective Intended Learning Outcomes – Sijen

    Designing Effective Intended Learning Outcomes – Sijen

    I am delighted to release a version of the DEILO: Designing Effective Intended Learning Outcomes on the SenseiLMS platform for individuals self-study, self-paced, learning at USD139.00. The course takes between 3 and 10 hours depending on the depth of engagement. You also have the opportunity, entirely optional, to engage with me virtually by submtting draft ILOs for my review and feedback. The course also allows for a certificate (again totally optional) to be triggered on succesfull completion of the course and a final assessement.

    Please note that individual registration requires an individual’s email rather than a shared email. If you want to review the course with a view to programme, departmental or institutional licensing just drop me an email at courses@sijen.com. Course overview is available here.


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  • How to Equip Your Students With Essential Soft and Hard Skills Using Ed Tech

    How to Equip Your Students With Essential Soft and Hard Skills Using Ed Tech

    Today’s employers don’t just hire based on educational achievement. They’ve increasingly prioritized higher-order learning skills during the hiring process. To help students become job ready and land a role in the current workforce, professors need to empower learners with the necessary 21st-century skills, often called ‘soft skills.’

    This guide lays out key information on how to create opportunities for skill-based learning to help smoothen the transition from college to the workforce. It will also describe how to develop these skills in students while they’re still in the classroom. Most significantly, you’ll learn how educational technology can sharpen the essential soft skills students need beyond your course.  

    Below are 15 soft and hard skills that make up 21st-century learning.

    The 4 Cs of 21st-Century Learning

    The first four of these higher-order learning skills are widely considered the most vital 21st-century skills in the classroom for students to learn. Commonly known as the 4 Cs of 21st-century learning, they comprise:

    1. Critical thinking:

    Critical thinking is about problem-solving, and being able to bring a skeptical, discerning perspective to assertions of fact and opinion. Students are given opportunities to question and challenge the information presented to them. Troubleshooting and IT support are two hard skills that rely heavily on critical thinking as a foundation and are in-demand skills for the wide variety of technology-based careers in today’s job market.

    How Top Hat helps: Donna M. Smith, a math instructor, is a recipient of the Top Hat Black Educator Grant. A teacher of College Algebra at Sierra College, she has leveraged Top Hat to build a framework that helps students learn how to develop critical-thinking skills, and other soft skills like teamwork, adaptability and time management. She uses this framework to provide students with practice opportunities that demand specific actions from students, then gauges their higher-order learning using Top Hat’s range of assessment tools, spanning all six levels of Bloom’s Taxonomy. As a result, she reports, she’s found her students’ rate of success improved dramatically.

    In the same vein, 93 percent of students surveyed in a Top Hat research report said the variety of assessment types Top Hat offers help them learn how to develop critical-thinking skills.

    2. Creativity:

    This is the process of approaching problems from a variety of perspectives, including ones others might not notice. It helps develop trust in one’s own instincts and helps students seek out new solutions to old problems.

    3. Communication skills:

    This is the ability to convey thoughts and ideas clearly and effectively. In a 21st-century education, that includes being able to communicate well digitally, from texts, emails and social media, to podcasting and video conferencing.

    How Top Hat helps: Top Hat’s Discussion feature helps develop skill-building via collaboration in the classroom. While not all students are always on an equal playing field when it comes to comfort in group discussions, this Top Hat feature meets students where they are by allowing them to respond to comments and questions from any device. They can use simple text or incorporate images, sound bites and videos to propel the conversation forward. Teachers can even employ anonymity to make students comfortable engaging in sensitive topics. Teachers can use this Top Hat feature to drive up classroom participation significantly.

    4. Collaboration:

    This is the ability to work with others as a team to solve a problem or achieve a shared goal. It helps develop the abilities to share control, pitch solutions and discuss and decide with others the best course of action. It also helps students learn to effectively deal with others who may not agree with them, develop the critical abilities to resolve conflicts effectively and consider different viewpoints from their peers.

    Research shows that students who enter the workforce with knowledge and experience in the 4 Cs of 21st-century learning tend to be more adaptable and flexible in the constantly-shifting workplace environment. The 4 Cs of 21st-century learning, in turn, empower students to work better across cultures and are more prepared to take on leadership roles.

    Key Higher-Order Learning Skills

    Other important 21st-century skills in the classroom include:

    5. Problem-solving:

    This is the use of both conventional and innovative methods to solve different types of unfamiliar problems. It involves identifying and asking meaningful questions to clarify different viewpoints and arrive at more effective solutions.

    How Top Hat helps: The Top Hat Assignment feature enables teachers to provide students with interactive homework assignments that actively engage them in their own higher-order learning outside the classroom. A multimedia-friendly tool with 14 easy-to-use question types and automatic grading, this versatile feature keeps collaboration, communication and other essential skills front and center. It incorporates reading, answering questions and viewing media with worksheets, case studies and simulations to help students develop a deeper understanding of a problem and a multifaceted approach to its potential solutions. An added benefit for instructors is that it provides insights into students’ comprehension, participation and completion in real-time.

    6. Information literacy:

    This includes the ability to access, evaluate, utilize and manage information, critically and efficiently. It also involves the accurate and creative application of available information to the current problem or issue. It requires managing data flow from multiple sources, and the application of fundamental legal and ethical knowledge regarding access to and use of that information.

    7. Technology skills and digital literacy:

    Often abbreviated as ICT literacy (Information, Communication and Technology,) this is the collective set of abilities that allow students to effectively apply digital technologies to researching, evaluating, organizing and communicating information across digital channels. This may include using computers, mobile devices, social networks and other communication tools. Jobs in machine learning, product management and software development require understanding of technological platforms and apps. Individuals in these careers must be proficient in these skills in order to suceed.

    How Top Hat helps: Top Hat improves general literacy and digital literacy at the same time with Interactive Textbooks. Dynamic courseware incorporates text with high-quality images, videos and 3D simulations to captivate students’ interest and help them absorb and retain information better. They include case studies and customizable, interactive assessments, and students can access them anytime and from any device. Teachers can use Top Hat’s interactive textbooks in combination with physical textbooks, or on their own.

    Incorporating interactive textbooks and other digital technologies also helps students with skill-building and better prepare them to enter the 21st-century workforce by providing one-to-one computing, giving them the technology required to utilize their higher-order thinking skills in coursework.

    8. Media literacy:

    This includes the ability to analyze media and create media products. It involves understanding how, why and for what purpose various entities construct media messages, including what values and viewpoints they choose to include or exclude, and why. It also examines how people interpret messages differently and how that influences behaviors and beliefs. 

    9. Global awareness:

    This is the use of 21st-century skills to comprehend and address issues of global magnitude, and to collaborate with those from diverse backgrounds. It also involves taking an equitable or inclusive mindset when presenting new information. For example, educators might draw connections between cultural references in an English or cultural studies course. Teaching students the importance of global awareness also starts with reflecting on current and real-time events in your teaching, such as incorporating case studies on political or social uprisings.

    10. Self-direction:

    This is the ability to effectively set goals and manage time, as well as to work independently. It requires determining tangible and intangible criteria for success and balancing short-term tactical goals with long-term strategic ones. It also requires demonstrating initiative and commitment and working independently, including defining, prioritizing, monitoring and completing tasks without oversight, while reflecting on past experiences and learning from them.

    11. Social skills:

    This is the ability to effectively interact with others and work in diverse teams. Students recognize the appropriate times to listen or speak while remaining open-minded to diverse values and ideas. Students also learn how to conduct themselves professionally in a respectful manner, including when working with people from different backgrounds. Those looking to pursue careers in nursing or other areas of healthcare must be proficient in providing both emotional and physical care to patients. Common hard skills required for these careers include Basic Life Support (BLS), Patient Safety and Critical First Aid.

    12. Perseverance:

    This is the ability to persist in a determined effort in spite of obstacles and setbacks. It requires many of the other higher-order thinking skills, including problem-solving and self-direction, to employ effectively.

    How Top Hat helps: Top Hat’s 21st-century learning suite includes many tools that help educators make sure no student falls behind. Not least among them is learning insights. By tracking every interaction between a student and the software automatically, Top Hat enables you to see which students need additional help, in what area and when. Gauge attendance, progress, comprehension, participation—and act on these insights proactively in real-time.

    13. Literacy skills:

    Basic literacy skills include the abilities to create, comprehend, analyze, absorb, retain and recall written information. In the 21st-century workplace and modern economy, they especially apply to business, economic, financial, health and entrepreneurial interests.

    14. Civic literacy:

    Students become familiar with how civic decisions have local and global implications. This type of literacy involves effective participation in civic life by remaining informed and comprehending the processes of government. It also requires knowing how to exercise citizenship rights and obligations.

    15. Social responsibility:

    This encompasses everything from human rights, labor practices, the climate and the environment, fair operating practices, consumer issues and community involvement and development. It requires accountability, transparency, ethical behavior and respect for stakeholder interest, the rule of law, international norms of behavior and human rights.

    Why 21st-Century Skills Are Important

    Importance of Soft Skills for Students

    At its most basic level, teaching 21st-century skills, like critical thinking, provides a framework for higher-order learning. Beyond that, however, it also helps students develop the skills that ensure they will thrive when they leave the classroom and enter the workforce.

    Today’s workplaces are changing constantly, and the role of technology is ever-evolving and growing. That means that persistent, continual learning is essential to succeed and an emphasis on the importance of soft skills for students. Today’s graduates require not only the knowledge and skills for their chosen careers, but critical-thinking skills to navigate an always-changing landscape.

    Good for the World

    The greater community also benefits from new workers entering the workforce with a 21st-century education. The wellbeing of our broader society requires workers with competence and experience in:

    • Civic engagement
    • Critical thinking
    • Digital literacy
    • Effective communication
    • Global awareness

    Graduates equipped with these higher-order learning skills comprehend their role as good citizens and their connection to their neighbors and their shared environment. This way, they are more tolerant, they think more equitably and they aim to build a more diverse workforce. They are empowered to approach all they do in their work with a civic-minded focus.

    Conclusion

    As a 2017 research review in Nurse Education in Practice reported, “Technology has advanced in quantity and quality; recognized as a requirement of 21st-century learners.” Integrating curricula on critical thinking and other soft skills in your classroom will help your students enter the 21st-century workplace better equipped to meet the challenges facing future workers and leaders. As technology becomes an increasingly inseparable part of the working world, it’s becoming more evident that teachers who make effective use of it have an advantage in helping students prepare for life beyond the classroom.

    The developers and designers of Top Hat, including professional educators themselves, are singularly focused on employing the latest in 21st-century education technology to help educators empower students to achieve these aims.

    References

    Ross, D. (2017, April 24). Empowering Our Students with 21st-Century Skills for Today. Getting Smart. www.gettingsmart.com/2017/04/24/empowering-students-21st-century-skills/

    What is social responsibility? (n.d.). ASQ. asq.org/quality-resources/social-responsibility

    LinkedIn Jobs on the Rise 2022: The 25 U.S. roles that are growing in demand (2022, January 18). LinkedIn. https://www.linkedin.com/pulse/linkedin-jobs-rise-2022-25-us-roles-growing-demand-linkedin-news/

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  • Data Show Women and People of Color Have Lower Representation Among the Highest-Paying Higher Ed Professional Jobs – CUPA-HR

    Data Show Women and People of Color Have Lower Representation Among the Highest-Paying Higher Ed Professional Jobs – CUPA-HR

    by CUPA-HR | July 17, 2024

    New research from CUPA-HR on the state of the professional workforce in higher education shows that women and people of color are not only being paid less than White men in the same position, but also are less likely to hold higher-paying positions.

    CUPA-HR’s research team analyzed data from the Professionals in Higher Education Survey, a comprehensive data source that collects salary and demographic data on more than 293,000 professionals in 409 positions from approximately 985 higher ed institutions, to evaluate representation and pay equity for women and professionals of color from 2016-17 to 2023-24.

    The Findings

    Women and people of color have lower representation among the highest-paying professional jobs. Women and people of color have lower representation among six-figure (i.e., paid more than $100,000) jobs in comparison to all other professional jobs. White men held 40% of six-figure jobs but held 28% of jobs paying less than $100,000.

    Pay equity has improved slightly for women over the past eight years, but women of most races/ethnicities are still paid less than White men. Except for Asian women, women of all other examined races/ethnicities were paid less than White men in 2023-24.

    Over the past eight years, the representation of people of color increased among higher ed professionals; the increase in the representation of women of color was more than double the increase in the representation of men of color. The representation of people of color increased from 22% of professionals in 2016-17 to 26% of professionals in 2023-24. During this time, women of color had more than two times the increase in their representation than did men of color (26% increase for women versus 10% increase for men).

    Older women experience greater pay gaps than younger women. Women over age 42 had larger pay gaps relative to White men than did women age 42 or younger.

    Explore the interactive graphics and read the full report, The Higher Ed Professional Workforce: Composition and Pay Equity by Gender and Race/Ethnicity From 2016-17 to 2023-24.



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  • Template: The Top Metacognitive Strategies for Higher Ed

    Template: The Top Metacognitive Strategies for Higher Ed

    Metacognition plays a critical role in the education process. The concept itself amounts to ‘thinking about thinking.’ When students learn through metacognitive activities before, during and after class, their grades or scores often improve. The reason? Self-awareness, reflection and critical thinking lead to more engagement in the classroom. As such, metacognition is one of the most important strategies that instructors, particularly college-level instructors, can use to help their students succeed.

    Table of contents

    1. Why is metacognition important?
    2. Examples of metacognitive strategies
    3. The value of metacognition in post-secondary courses
    4. 8 metacognitive strategies to use in college classes
    5. Metacognition in the college classroom

    Why is metacognition important?

    Metacognition, put plainly, is thinking about one’s thinking. It refers to the processes used to plan, monitor, analyze and assess one’s understanding and performance. In other words, metacognition in the classroom is the act of considering one’s own learning and thought processes to see if those processes produce results. When educators use metacognitive strategies, learning becomes more visible for students. In turn, students gain a better understanding of why a particular strategy will help them solve a problem. Here’s an example: after an assessment, ask your students to reflect on which of the study strategies they used were most effective to plan more strategically for their next assessment to ensure they meet their learning goals on their next assessment. 

    The word metacognition is an umbrella term: Thinking about and analyzing one’s own thinking and learning processes happen in a number of ways, each contributing to the development of metacognition skills. You could provide students with opportunities for reflection, encourage them to engage critically with course readings or provide real-world case studies to extend learning outside the classroom. Effective educators teach their students how to use a variety of methods to measure and critically reflect on their own learning experiences.

    Examples of metacognitive strategies

    Practicing metacognition can help students develop the essential skill of self-regulation. In turn, students will have a deeper sense of agency over their learning. Metacognitive strategies are usually categorized into four stages: You, Plan, Do and Review.

    • The ‘You’ stage is where students reflect on their prior knowledge on a topic
    • The ‘Plan’ stage is where students develop an action plan for completing a task and determine the metacognitive strategies they’ll use
    • The ‘Do’ stage is where students carry out a task and monitor their progress along the way
    • The ‘Review’ stage is where students reflect on their learning paths and identify areas to improve when taking on completing future activities

    Dr. Linda Nilson, Director Emeritus of Teaching Effectiveness and Innovation at Clemson University and author of Creating Self-Regulated Learners, highly encourages faculty to tap into metacognitive strategies in the classroom. Dr. Nilson suggests asking students the following questions to help them reflect upon their own learning process. Here’s how she recommends breaking things down:

    Planning before a task Monitoring during a task Evaluating after a task
    What do I already know about the topic? What material am I having trouble understanding? Can I see and organize the relationship between topics?
    What additional information, if any, will I need before completing this task? How does what I am learning relate to what I already know? What can I recall and what do I need to review?
    What are my weaknesses and how can I make up for them? How is my thinking on the topic changing? What questions do I need to bring to the next class?

    We’ve rounded up more metacognitive strategies to help students turn into conscious learners. Get access to our free template of self-regulation activities featuring Dr. Nilson’s ideas to deepen learning. Simply sign into Top Hat or create your account today.

    The value of metacognition in post-secondary courses

    Through metacognitive learning strategies, students don’t just consider how they’re learning—they actually learn to identify their own strengths and weaknesses. This allows them to shore up areas where they feel confident and work more effectively on where they may need to focus future learning efforts.

    It is critical for college students to understand how to use metacognitive activities to further their understanding of coursework. Students in higher ed are expected to be able to formulate independent thoughts about the subjects they’re studying. Metacognition is the first step to making this happen. Once students know what they’re thinking about a particular subject, they can make connections between their prior knowledge and the new course concepts they’re learning.

    Metacognition also helps students develop a critical eye. According to Vanderbilt University, students who lack metacognition skills may lack the ability to discern the truth of what they see and hear every day—which is crucial as today’s students have more access to information than ever before. As such, the development of metacognitive skills also contributes to the growth of critical judgment skills. For this reason, it’s essential that college instructors give students plenty of opportunities to work on activities to develop metacognitive thinking. It isn’t an exaggeration to say that, for students, learning how to think is just as if not more important than the subjects they’re learning. That’s because developing metacognitive awareness can be useful for students across disciplines and beyond.

    When students get a grasp on how to use metacognitive processes, they learn how they learn, and that’s a skill that transfers not only to other classes but to life outside of academia. Once students graduate, knowing how to learn is an immensely useful skill to have. This helps students become more effective learners and obtain new skills more easily, which can help meet academic, personal and professional goals.

    Such practices can ultimately help students better master their lives. Students who know how to think about their own thoughts can answer questions like: What does my best life look like? Or what makes me feel good about myself? 

    8 metacognition strategies to use in college classes 

    The following eight examples offer instructors some teaching strategies and tools for employing metacognitive activities in the classroom. Each exercise is designed to allow students to think about their thinking in some way.

    It’s important for instructors to remember that activities designed to promote metacognitive knowledge should be used regularly in the classroom. Sporadic use of these exercises doesn’t promote the intellectual growth that college-level students need in order to succeed in their advanced studies.

    1. Let students know the purpose of in-class questions

    Part of getting students on board with the process of metacognition is to help them identify when they are thinking about their thinking. If an instructor is using questions designed to elicit specific outcomes, then it’s helpful for that instructor to point out when those types of questions are being used as a form of explicit instruction. One obvious place to point out the possible use of such questions is in the syllabus.

    In other words, if questions are designed to encourage students to think about their own thinking and to spark more engaged discussions, then that should be explicitly acknowledged early on.

    2. Consider facilitating a diagnostic assessment

    This recommendation goes hand-in-hand with point one above. At the outset of a college course, it is often a good idea for the instructor to test students on their knowledge of a given topic.

    A set of ten to 20 questions about the subject gives the instructor an at-a-glance look at what students know at the beginning of the semester. The information from these quizzes can later be compared to student answers at the end of the semester. This helps instructors and students measure growth.

    It’s important to let students know that this isn’t graded. Its purpose is to give them and the instructor some information about students’ knowledge of the subject at the beginning of the course. This allows everyone to consider their position and to plan their studies accordingly. For some instructors, this method works so well that they regularly incorporate a version of it into their class instruction, even weekly in some cases.

    These exercises don’t have to be a point of stress for instructors, however. Platforms like Top Hat have exercises and learning tasks, such as quizzes and polls, to help students think about their thinking and keep them engaged in their classwork. These types of exercises also allow students to test their thinking and review their learning strategies in real-time because these platforms can grade student responses immediately.

    3. Get into the habit of thinking out loud

    Many instructors forget that there was a time when they sat in their students’ chairs—when they had their own way of processing the information they were learning.

    One way teachers can invite their students into the metacognitive mindset is by thinking out loud in class. It may sound simplistic, but when people think out loud, they’re processing their thoughts about a topic. Instructors who do this in front of students demonstrate metacognition in action.

    4. Assign a muddiest point essay

    Writing is another example of metacognitive abilities in action. It encourages students to think about what they’re learning and how they’re thinking about it. 

    In this exercise, the instructor asks the students to either write a short essay or come up with a bulleted list of the main points of the lecture. The instructor can assign this at the end of a class period, giving students ten to 15 minutes to write.

    The idea behind this exercise is to help teachers know where students are still having trouble with the material. Once this information is gleaned, these weak points can be addressed in the next class period.

    Even if the instructor doesn’t have them write about the muddiest point, regular writing exercises teach students to think about what they’re thinking.

    5. Leave plenty of time for class discussion

    Speaking and listening activities also give students opportunities to think about their thought processes. As a bonus, students get to learn about the thought processes of others. Classroom discussions promote student engagement. This makes learning more interesting. More interesting learning is a recipe for learning that’s also understood and remembered.

    Additionally, the instructor can go a step further by asking students to lead the instruction. For example, the professor can break the topic down into smaller subjects and assign each smaller topic to a student in the class. Students can then lead the discussion, either in front of the whole class or in smaller groups.

    6. Post-class self-assessments

    There is a reason why so many institutions do end-of-year evaluations. They give educators valuable feedback on student learning.

    The same principle applies to asking students to create a self-assessment at the end of a course. They can talk about what they thought was true about the subject compared to what they know to be true now. If the instructor has assigned them journal work, then this assessment can go in the journal.

    7. Reflective journaling

    Reflective journaling exercises provide students with a forum to monitor their own thinking and their own learning processes. Following a challenging lecture, encourage students to consider which course concepts they are comfortable with and where they could benefit from further review. This can help them plan their future studies or prompt them to reach out to an instructor or TA for extra help.

    Self-reflection exercises can also be used following a summative assessment, like a test or exam. Prompt students to respond to questions like: “What about my exam preparation worked well that I should remember to do next time?” or “What did not work so well that I should not do next time or that I should change?”

    8. Model metacognitive thinking

    To develop a classroom environment rooted in metacognition, consider modeling these practices for your students. By being transparent about how you navigate new developments in your field, tackle complex concepts and relate course content to the world outside your classroom, you show students that metacognition is a lifelong process. 

    Metacognition in the college classroom

    Metacognitive activities seem relatively simple in practice. That’s why it may be easy for instructors and students to overlook how powerful they can be. Activities like quizzes, discussions and real-world case studies all help develop metacognitive skills. Essentially, students can use these activities to examine their thinking processes, including how they learn the materials in class.

    However, despite being straightforward to use in your course, the application of metacognitive activities has far-reaching implications that go beyond the confines of successful learning in the classroom. They enable students to make the best use of their lives and to develop good judgment. Once students graduate from their studies, the activities that they have done to develop their metacognition skills are useful on the job and off.

    Instructors who wish to use metacognitive activities in the classroom have a full toolbox of activities at their disposal. These activities can be as simple as doing frequent quizzes using active learning platforms like Top Hat.

    These activities can also be more involved. They can include lively classroom discussions that are designed to get students engaged in their coursework or even regular journaling activities that students can do throughout the semester.

    Finally, it is important for instructors to demonstrate to their students what this type of critical thinking and problem-solving looks like. When they do, they model the proper behavior for students. In this way, students learn to identify critical thinking in action and to mimic it until they fully grasp what it means to employ metacognition in the classroom and out.

    → Free Template: Get Linda Nilson’s recommended self-regulation activities

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  • More Gender Breakouts of Admission Data

    More Gender Breakouts of Admission Data

    I’ve written a lot about yield rates over time, and I’ve also written about differences in admission patterns among male and female applicants here and here; I’ve decided to take a fresh look at both based on some continuing discussions I’ve heard recently. 

    You have, of course, heard about the crisis of male enrollment in American colleges, which, if you look at the data, is really a crisis of enrollment at Community Colleges.  Far be it from me to insist on data, however.

    Here is the same data for women, just to point out that there are differences.  Whether we should celebrate increasing attainment among young women or decry the inability of young men to keep up is your choice. 

    Regardless, here is a detailed breakout of these patterns as they show up in admissions over time.  There are four views here: A summary on tab one (using the tabs across the top); ratios of women to men at all stages of the process and estimated applications per student; gender-specific admission rates at the highly rejectives over time; and, for anyone who wants to download the data using the little icon at the bottom, a spreadsheet format.  Note: IPEDS just started collecting application data on non-binary students, so it will be a while before any trend analysis is possible.  For 2022, I only included students who self-identified as male or female.)

    Rather than explain the interactivity, I’ve put two buttons on the first view: Hover over the Orange Plus Sign to read some caveats about the data; and hover over the lightbulb for information about how to interact.

    As always, I’d love to hear what you see.

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  • Getting Organic Engagement in a Mental Health Awareness Program – CUPA-HR

    Getting Organic Engagement in a Mental Health Awareness Program – CUPA-HR

    by Julie Burrell | July 15, 2024

    Employers have enormous sway over employee health. That’s one of the major takeaways from the CUPA-HR webinar An Integrated Approach to Fostering Workplace Well-Being, led by Mikel LaPorte and Laura Gottlieb of the University of Texas Health Science Center at San Antonio. They collected eye-opening data that helped them make the case to leadership for a mental health awareness campaign. In a Workforce Institute report they cited, employees say that managers have a greater impact on their mental health than their doctors or therapists — roughly the same impact as their spouse!

    In the webinar, LaPorte and Gottlieb discussed how their robust, research-driven suite of content is helping to normalize discussions of mental health on campus. They’re even being asked to present their well-being trainings at meetings, a sign that their push for mental health awareness is resonating organically.

    A One-Stop Shop for Mental Health

    The awareness campaign centers on their wellness website, which acts as a one-stop shop for campus mental health. (Right now, the site is internal-facing only, but the recorded webinar has rich details and example slides.) There, they organize their podcast episodes, articles and curated content, as well as marshal all the mental health resources currently available to staff, students and faculty.

    They’ve also found a way to make this initiative sustainable for HR in the long term by recruiting faculty subject matter experts to write on topics such as compassion fatigue. These experts are then interviewed on their quarterly podcast, Well-Being Wisdom. Tapping into faculty experts also ensures rigor in their sources, a significant step in getting buy-in from a population who requires well-vetted wellness practices.

    Getting Organic Engagement Starts With Leaders  

    LaPorte and Gottlieb have faced the typical challenge when rolling out a new campaign: engagement. Email fatigue means that sending messages through this channel isn’t always effective. But they’ve started to look at ways of increasing engagement through different communication channels, often in person.

    Direct outreach to team leaders is key. They regularly attend leadership meetings and ask different schools and departments to invite them in for facilitated mental health activities. (In the webinar, you can practice one of these, a brief guided meditation.) They’ve developed a leader guide and toolkit, including turnkey slides leaders can insert into decks to open or close discussions. Leaders are supplied with “can opener” discussion items, such as

    • “I made a difference yesterday when I…”
    • “Compassion is hardest when…”
    • “I show up every day because…”

    Not only does this provide opportunities to normalize conversations around mental health, but it also strengthens relationship-building — a key metric in workplace well-being. As CUPA-HR has found, job satisfaction and well-being is the strongest predictor of retention by far for higher ed employees.

    Campus leaders are now reaching out to the learning and leadership development team to request mental health activities at meetings. Some of the workshops offered include living in the age of distraction, mindful breathing techniques, and the science of happiness. For more details on UT Health San Antonio’s well-being offerings, including ways they’re revamping their program this fiscal year (think: less is more), view the recorded webinar here.



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