Tag: Barriers

  • Breaking barriers: advancing ethnic diversity in higher education professional services

    Breaking barriers: advancing ethnic diversity in higher education professional services

    This blog was kindly authored by Dr Louise Oldridge, Senior Lecturer at Nottingham Trent University (with research team Dr Maranda Ridgway, Dr David Dahill, Dr Ricky Gee, Dr Stefanos Nachmias, Dr Loyin Olotu-Umoren, Dr Jessie Pswarayi, Dr Sarah Smith, Natalie Selby-Shaw and Dr Rhianna Garrett).

    Despite decades of progress in widening participation and diversifying student bodies, UK higher education still faces a stark reality: senior professional services roles remain overwhelmingly white.

    Indeed, when the professional body for senior professional services staff (Association of Heads of University Administration – AHUA) embarked on work to ‘shift the dial’ on race, membership had less than 5% global majority colleagues.

    While universities champion equality, diversity, and inclusion (EDI), and the sector has developed levers such as the Race Equality Charter (REC), the lived experiences of ethnically minoritised staff highlight systemic barriers that hinder career progression and perpetuate inequality.

    A recent research project funded by AHUA and conducted by the Centre for People, Work & Organizational Practice at Nottingham Business School explored these challenges. Drawing on interviews, focus groups, and institutional data, the project studied the career barriers and enablers for ethnically minoritised professionals in senior roles.

    The diversity gap in professional services leadership

    University leadership teams have diversified in some areas, for instance among governors, students, and even vice-chancellors, but senior professional services remain largely homogenous.

    Recruitment practices, opaque progression pathways, and institutional norms continue to privilege whiteness and middle-class values, leaving talented individuals from minoritised backgrounds sidelined.

    With limited institutional data available for the study, it revealed that while representation among lower-grade professional services roles has improved, senior positions tell a different story.

    Unlike academic colleagues, there is a stark shift in career management for professional services staff, with our research finding that many institutions are unequipped to track the career trajectories of professional service staff.

    Lived experiences: authenticity, masking, and emotional labour

    The qualitative insights from interviews and focus groups paint a vivid picture of what it means to navigate professional services as a person of colour. Participants spoke candidly about the emotional labour involved in “code-switching” (altering language, appearance, or behaviour to fit dominant norms) and “masking” aspects of identity to avoid judgment or exclusion.

    One participant reflected: “I felt I had to disappear… to succeed, I needed to be someone else.” Others described being labelled as “diversity hires” or facing regular microaggressions that impacted confidence and wellbeing.

    Intersectionality compounds these challenges. Participant responses indicated that race intersected with gender, class, disability, and caring responsibilities, creating layered barriers that are often invisible to policy-makers. Women of colour, for instance, reported being undermined due to both race and gender, while those with disabilities faced inflexibility and a lack of empathy.

    Performative EDI and the need for structural change

    In a blog on the REC for Advance HE, Patrick Johnson calls for institutions to make an authentic commitment to dismantling racial barriers for staff. Institutions can use data to expose disparities and perceptions of the operating culture and environment.

    As Patrick notes, it is important that challenges are acknowledged openly and specific actions put in place in response.

    That said, participants in this research questioned the depth of their organisation’s commitments. EDI initiatives were described as performative and focused on optics rather than outcomes. As one interviewee put it:

    We talk about EDI when we’re going for awards, but it’s not part of our everyday practice.

    This disconnect between rhetoric and reality highlights a critical gap: policies alone cannot dismantle systemic inequities.

    Ultimately, what is needed is leadership from those in roles which can challenge the structural issue, redefine what it means to be ‘professional’, develop clear career pathways, transparent promotion processes, and accountability mechanisms that move beyond tick-box exercises. REC is a starting point for supporting this process, but cannot be seen either as a panacea or an end in itself.

    Five pathways to change

    The report offers a roadmap for transformation, organised into five thematic areas:

    1. Structural reform and policy change
      Clarify career pathways for professional services staff, audit recruitment practices, embed accountability into EDI policies and ensure progression routes are transparent – such as providing an understanding of ‘typical’ career histories for leadership roles.
    2. Representation and inclusion
      Increase diversity at senior levels through targeted development and sponsorship. Avoid tokenism by ensuring ethnically minoritised staff have meaningful influence, not just visibility. This could include clearer succession planning.
    3. Development, support, and research
      Invest in mentoring, coaching, and executive development programmes tailored to professional services. This reflects both formal support staff networks and more informal collectives, alongside committing to longitudinal research to track progress. For example, creating an informal network of colleagues across the sector.
    4. Cultural change and co-creation
      Move beyond compliance-driven EDI to authentic engagement. Challenge assumptions about professionalism and leadership, and co-create inclusive cultures with staff. This could mean redefining what institutions view as ‘professional(ism)’.
    5. Sector-level collaboration and accountability
      Coordinate efforts across professional bodies, share best practice, and ensure transparent reporting. Diversity must be a collective responsibility, and could include sector-wide knowledge exchange, clear metrics and outcomes.

    From awareness to action

    The report calls for dismantling what research team member Rhianna Garrett describes as ‘the architecture of whiteness’, which underpins institutional norms. This means rethinking recruitment, valuing professional services as integral to university success, and creating spaces where ethnically minoritised staff can thrive without compromising their identity.

    As one focus group participant put it:

    We recognise there is an issue, but I don’t think we really understand what to do about it – and a big part of that is because things are so white.

    For AHUA, and other sector professional service organisations, this report is a call for the sector to deliver systemic, sustained change. The question is not whether higher education can afford to prioritise diversity in professional services leadership; it is whether it can afford not to. It informs our next steps in a Theory of Change workshop to identify meaningful actions moving forward.

    As Dr Andrew Young, Chief Operating Office, The London School of Economics and Political Science, and AHUA project sponsor states:

    The evidence in this report should make all of us in higher education uncomfortable.  Change will only happen when we stop celebrating statements of intent and start measuring outcomes.

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  • More Barriers on the Horizon for International Students

    More Barriers on the Horizon for International Students

    Photo illustration by Justin Morrison/Inside Higher Ed | tarras79/iStock/Getty Images

    The Trump administration is planning to limit how long international students can remain in the U.S., likely mirroring a plan proposed at the end of Trump’s first term with the same name, advocacy groups and immigration attorneys say.

    The regulations are expected to replace “duration of status,” a 1991 rule that allows international students to remain in the country as long as they are enrolled at a college or university. In 2020, the administration proposed limiting that time to just four years—a period shorter than most Ph.D. programs and shorter than the average student takes to complete a bachelor’s degree—though it would have allowed students to apply for extensions. Students from certain countries, including those the administration said were state sponsors of terrorism and those with high overstay rates, would have been afforded just two years.

    That rule was withdrawn after President Joe Biden entered office. But the Trump administration is poised to propose it once again, based on a submission to the Office of Management and Budget. The Department of Homeland Security has yet to release details about the potential change, but a pending rule change with the same name as the 2020 proposal was sent to OMB in late June and approved Aug. 7. However, according to OMB’s website, the rule is now under review once again for unknown reasons. Neither OMB nor DHS responded to Inside Higher Ed’s request for comment. Until OMB signs off, DHS can’t publicly release the plan and take public comments.

    The anticipated proposal comes amid the Trump administration’s ongoing attacks on international students, which included the sudden and unexplained terminations of students’ records in the Student Exchange and Visitor Information System, the database that tracks international students, in March and April. The administration has also taken steps to make it more difficult for prospective students to receive F-1 visas, including reviewing all applicants’ social media profiles.

    Incoming international students, meanwhile, are struggling with long delays for visa interviews as a result of federal layoffs and a pause in student visa appointments this spring, leading to concerns that international enrollment could drop this fall semester. Changing duration of status, advocates say, would only gum up the works even more, giving international students another hoop to jump through and further burdening consulates and U.S. Citizenship and Immigration Services.

    “This is not just one particular proposed rule or change in policy; it fits within a number of policy changes that we’ve experienced throughout the past eight months that the administration has been in control,” said Jill Allen Murray, deputy executive director for public policy at NAFSA, the association for international education professionals. “Many of those interact with each other and make it much more difficult for international students to take the steps that are necessary to come to the United States and study, and this would be yet another challenge for students.”

    A ‘Regulated Population’

    Why is the administration looking to eliminate duration of stay? If its reasoning is the same as in 2020, it is aiming to reduce fraud and visa overstays.

    International students are indeed one of very few nonimmigrant categories allowed to stay in the U.S. indefinitely, giving them special flexibility so they can finish their studies. But Samira Pardanani, associate vice president of international education and global engagement at Shoreline College, argued that doesn’t mean there’s any reason to believe duration of status leads students to be more likely to overstay.

    “This is a very, very regulated population … there’s a lot of follow-up schools do with regards to helping students maintain their status, and there are a lot of record-keeping and reporting requirements for schools,” Pardanani said. “Duration of status is something that has been, in my opinion, working well.”

    Murray also noted that the F-1 visa overstay rate reported by the government is not necessarily reliable, by DHS’s own admission.

    Another policy aimed at streamlining the visa process for nonimmigrant visitors, including international students, is also on the chopping block. On Sept. 2, the Trump administration will end interview waivers for many nonimmigrant groups, including international students. Those waivers, which started during the COVID-19 pandemic, allow certain individuals whose visas have expired but who have maintained their lawful nonimmigrant status to renew their visas without an in-person consular interview.

    The duration of a visa depends on the country and can range from a few months to several years. Thanks to interview waivers, an international Ph.D. student whose visa had expired could visit home in the summer, easily renew their visa without an in-person appointment and return the next semester without issue. But now, they would have to return to the consulate in their country even for a routine visa renewal.

    Pardanani said she did not think the elimination of interview waivers was inherently problematic, but “right now, when there’s already a lot of visa backlogs and students are not getting visa appointments … it’s going to have a deeper impact in students and on universities and colleges.”

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  • NCCU Receives $500K Grant to Study Career Barriers Facing Young Men in Research Triangle

    NCCU Receives $500K Grant to Study Career Barriers Facing Young Men in Research Triangle

    NDr. Tryan McMickensorth Carolina Central University has received a $500,000 grant from the Walton Family Foundation to launch a  research initiative addressing the systemic barriers that prevent young men in the Research Triangle region from accessing career pathways and educational opportunities.

    The two-year study, titled “Understanding Education as a Career Choice for NC Research Triangle Youth,” will focus on what researchers term “opportunity youth” – young men between ages 18 and 24 who have become disconnected from both education and employment systems. Despite broader national gains in educational access, this demographic continues to face significant obstacles that contribute to high dropout rates and limited postsecondary success.

    Dr. Tryan McMickens, professor of higher education and coordinator of NCCU’s higher education administration program, will lead the initiative alongside Dr. Jim Harper II, professor of history and associate dean of the School of Graduate Studies. Their research team will include faculty members, six graduate students from the higher education administration and history programs, and a dedicated project manager.Dr. Jim Harper II Dr. Jim Harper II

    “I am thrilled that the Walton Foundation has chosen to invest in NCCU faculty to advance research on postsecondary attainment among boys and young men,” said Dr. Ontario Wooden, NCCU provost and vice chancellor for academic affairs. “This support highlights the importance of this critical area and empowers our faculty to deliver meaningful, evidence-based results. I eagerly anticipate the insights and impact this work will bring.”

    The research aims to move beyond simply identifying problems to developing concrete solutions through research-based interventions, community engagement, and policy recommendations. The project will culminate in a two-day conference planned for 2026, where findings and potential interventions will be shared with stakeholders across the region.

    McMickens brings extensive expertise in higher education access and the experiences of Black male students to the project. His research centers on college mental health and historically Black colleges and universities, and he authored Black Male College Students’ Mental Health: Providing Holistic Support in Higher Education. Harper’s scholarship focuses on African and African American education and innovative uses of technology for public engagement with history. He co-authored With Faith in God and Heart in Mind: A History of Omega Psi Phi Fraternity, Inc.

    The Research Triangle region, encompassing Raleigh, Durham, and Chapel Hill, represents one of the nation’s most concentrated areas of higher education institutions and technology companies. However, the economic opportunities created by this educational and technological hub have not been equally accessible to all young people in the region, particularly young men from underserved communities.

    The Walton Family Foundation, established by descendants of Walmart founders Sam and Helen Walton, focuses its philanthropic efforts on three primary areas: improving K-12 education, protecting rivers and oceans along with their communities, and investing in Northwest Arkansas and the Arkansas-Mississippi Delta. The foundation also supports projects reflecting individual family members’ personal interests.

    The timing of this research initiative comes as higher education institutions nationwide are examining their role in addressing broader social and economic inequities, particularly those affecting young men of color who face disproportionate barriers to educational and career advancement.

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  • First-Year Registration Barriers Impact Student Success

    First-Year Registration Barriers Impact Student Success

    An estimated 57 percent of college students cannot complete their degree on time because their institution does not offer required courses during days and times—or in a format, such as online—that meet their needs, according to data from Ad Astra.

    A recently published study from the National Bureau of Economic Research found that female students are more likely than their male peers to be shut out of a college course, which can have long-term implications for their success and outcomes.

    The findings point to the role course shutouts can play in students’ major and career choices, with those unable to enroll in science, engineering, math or technology courses in their first term less likely to attempt a STEM course at any point during college.

    The background: A common way for colleges to navigate budget cuts is to reduce course offerings or academic majors. But that can increase the number of students who are unable to enroll in, or find themselves shut out of, courses they want to take. Students at community colleges in particular are less likely to remain enrolled if they face a shutout, choosing instead to take zero credits that term or to transfer.

    Federal funding cuts by the Trump administration have ramped up some institutions’ existing budget woes, requiring them to reduce program offerings. Some groups have advocated for minimizing costs via course sharing, which allows students to meet requirements and earn credits for their home institution while enrolling in a shared online course.

    Methodology: The research, authored by faculty from Purdue and Brigham Young Universities, analyzed registration processes at Purdue in fall 2018, when first-year students were enrolled using a batch algorithm. Researchers considered a student shut out of a course in their first year if their primary request was not met or the student enrolled in a different, secondary course instead.

    The data: Among the 7,646 first-year students studied, only 49 percent received their preferred schedule, meaning 51 percent were shut out from at least one of their top six requested courses. Eight percent of shutouts made it into their course eventually, according to the report.

    Of the 241 courses that were oversubscribed, required English and communications courses were most likely to shut students out; the other overbooked courses represented a variety of subject areas.

    The effects of a student not taking a preferred course in the first term were seen throughout their academic career. First-year students who were initially shut out from a course were 35 percentage points less likely to complete the course while enrolled and 25 percentage points less likely to ever enroll in a course in the same subject.

    While a student’s first-term GPA was not impacted by the shutout, by senior year, students had a GPA two hundredths of a point lower compared to their peers who enrolled in their preferred classes. The study also found that each course shutout led to a 3 percent decrease in the probability of a student graduating within four years, which is economically meaningful but statistically insignificant.

    Registration barriers also made it less likely that students would choose STEM majors, which researchers theorize could be due to a lack of substitution options to meet major prerequisites. Each shutout a student faced in a STEM course decreased the probability that a student majored in STEM by 20 percent.

    The impact was especially striking for female students. For each course a female student was unable to enroll in during her first year, her first-semester credits dropped by 0.4, cumulative GPA by 0.05 and the probability of her majoring in a STEM field by 2.9 percentage points. The long-term effects extended into life after college: A shutout female student’s probability of graduating within four years dropped 7.5 percent and had an expected cost of approximately $1,500 in forgone wages and $800 in tuition and housing costs.

    “In contrast, for male students, shutouts do not have a significant effect on credits earned, cumulative GPA, choosing a STEM major or on-time graduation,” researchers wrote.

    Male students who didn’t get into their top-choice courses first semester were more likely to switch to a major in the business school and have a higher starting salary as well. “At this university, men are 19 percent more likely than women to major in business and this entire gender gap can be explained by course shutouts,” researchers wrote.

    Researchers therefore believe finding ways to reduce course shutouts, particularly in STEM courses, can improve outcomes for women and others to widen the path to high-return majors.

    Do you have an academic intervention that might help others improve student success? Tell us about it.

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  • Removing Credit Transfer Barriers Key to Improving Higher Ed Completion Rates

    Removing Credit Transfer Barriers Key to Improving Higher Ed Completion Rates

    Dr. Andrew J. SeligsohnHigher education in the United States has come under increasing scrutiny — but not always for the right reasons. Critics claim that colleges and universities award degrees with little economic value, limit ideological expression on campus, and operate primarily for their own financial interests, rather than as institutions of shared public value. While much in this narrative is false, it nonetheless affects the public’s attitude toward higher education and individuals’ decisions about pursuing a postsecondary degree, which may be detrimental to their economic interest.

    When these critiques are made in bad faith, we should counter them with facts about the value of college attainment. It remains true for example, that a college degree is likely to yield a significant boost in earnings. Nonetheless, anyone who cares about higher education must also ask why these arguments resonate so deeply with the public. Where real frustrations are fueling legitimate skepticism, addressing those concerns can both improve higher education’s reputation and enhance its value for students, families, and society. Since the experiences that give rise to frustration and receptivity to attacks on higher education are personal experiences, it pays to drill down into the particulars to figure out what’s going on.

    In that spirit, Public Agenda, in partnership with Sova and the Beyond Transfer Policy Advisory Board, set out to deepen our collective understanding of learner experiences with the credit transfer process. We knew from research on enrolled students that transfer was a source of pain for many learners. But we didn’t know how many people were affected, how much it mattered to them, and how it shaped their views of higher education more broadly. With support from ECMC Foundation, we fielded a national survey of adult Americans that interrogates transfer experience and outcomes. 

    Dr. Lara CouturierDr. Lara CouturierThe findings were striking, and they should serve as a call to action for institutions of higher education. Nearly 4 in 10 respondents reported that they had tried to transfer credit toward a college degree or credential. This included credits earned at a previous college or university, as well as credits earned from nontraditional sources. In fact, more than a third attempted to transfer credits earned from workplace training, military experience, industry certification, vocational or trade school, or other prior learning. With more households feeling the cost of inflation and needing to upskill to survive in this economy, and more higher education institutions facing enrollment declines, we should be finding ways to develop more on-ramps and clear the path to a college degree.

    Unfortunately, the survey revealed that Americans who attempt to transfer encounter convoluted paths, often losing credit hours, money, and motivation along the way. One in five respondents reported having to repeat a class they had already taken because their credits didn’t transfer. Thirteen percent reported running out of financial aid as a result of having to repeat courses. And, most concerning, 16% reported that they gave up on pursuing a college degree or credential because the process of transferring was so difficult. It’s clear difficulties with transfer are not only inconveniences — they’re significant financial burdens and barriers to completion.

    We also sought to understand how these direct experiences shape individuals’ broader attitudes toward higher education. We found it profoundly troubling that 74% of respondents who had tried to transfer credit agreed with the statement that two- and four-year higher education institutions care more about making money than about educating students. In fact, respondents who had tried to transfer credit were more likely to hold this jaded view than those who had attended college but had not transferred or those who had no prior experience with higher education. So while some of the current attacks on higher education may be in bad faith, it should not be surprising that they find a receptive audience among so many Americans who recall feeling personally misled. 

    We know, then, that credit transfer needs reform — but what exactly does that look like? Public Agenda also surveyed Americans about potential interventions, and the results are promising. First, when asked what should happen to a college with a track record of not accepting many credits for transfer, Americans felt public accountability would be more helpful than heavy-handed punitive approaches. Fifty-four percent of Democrats and 47% of Republicans agreed that institutions should have to make a plan to improve credit transfer rates. Conversely, just one-third of Republicans and Democrats thought colleges should lose their funding. But what might go into a plan for improvement? Our survey found broad support among Republicans, Democrats, and independents for a variety of policies intended to make it easier for students to transfer credits. Support is notably strong for requiring that students have free and easy access to their transcripts, credentials, and degrees; requiring institutions to create public databases with transfer information; and requiring that prospective transfer students are quickly told how many credits will be accepted. 

    The benefits of a better transfer process are clear and compelling. Students would face fewer obstacles to completing their degrees, leading to higher graduation rates, better individual economic outcomes, and broader prosperity. Just as importantly, higher education would rebuild trust with the public by showing that institutions are committed to serving students—not just collecting tuition dollars. And the benefits of this renewed trust extend beyond the higher education system. The perception that public institutions don’t care about ordinary Americans is a key element of the challenge our broader democracy is facing. Since the education system is a direct way many people interact with our government, restoring confidence that higher education works for all Americans can further inspire faith in public institutions.

    If we ignore issues like the broken credit transfer system, skepticism about higher education will continue to fester. Worse, more students may give up on college altogether, missing out on opportunities for personal and professional growth—all of which ultimately erodes our democracy. Pushing back against misinformation isn’t the only way to defend higher education; we must acknowledge and address the real barriers students face. Credit transfer is an experience shared by many with cross-partisan support for reform—now is the time to act. Reforming the transfer process won’t solve every challenge facing higher education, but it’s a clear and necessary step toward improving the system for the good of both students and institutions themselves.

    Dr. Andrew J. Seligsohn is president of Public Agenda, a national research-to-action organization. Dr. Lara Couturier is a partner at Sova, a higher ed advocacy organization.

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  • Breaking Barriers: Dr. Charles Lee Isbell Jr. Brings Vision for Inclusive Excellence to Illinois

    Breaking Barriers: Dr. Charles Lee Isbell Jr. Brings Vision for Inclusive Excellence to Illinois

     Dr. Charles Lee Isbell Jr.In a move that signals both continuity and transformation in higher education leadership, Dr. Charles Lee Isbell Jr. has been named the 11th chancellor of the University of Illinois Urbana-Champaign, bringing with him a distinguished record of academic innovation and an unwavering commitment to expanding access in STEM fields.

    The appointment, announced by University of Illinois System President Tim Killeen, represents more than just a leadership transition. It marks the arrival of a scholar-administrator whose career has been defined by his efforts to democratize technology education and create pathways for underrepresented students in computing and artificial intelligence.

    Isbell, currently serving as provost at the University of Wisconsin-Madison, will formally assume his new role on August 1. The 56-year-old computer scientist brings more than two decades of experience in higher education leadership to one of the nation’s premier public research institutions.

    What sets Isbell apart in the landscape of academic leadership is his dual expertise in cutting-edge technology and social justice advocacy. As a Fellow of both the Association for the Advancement of Artificial Intelligence and the Association for Computing Machinery, his technical credentials are impeccable. Yet it’s his work as a nationally recognized advocate for broadening participation in STEM fields that may prove most transformative for Illinois.

    “His efforts to create more inclusive academic pathways have influenced national conversations on the importance of making a way for all to access, contribute to and benefit from technology education,” the university noted in announcing his appointment, highlighting work that has garnered attention from major national publications.

    This focus on inclusion comes at a critical time for higher education, as universities nationwide grapple with questions of access, affordability, and representation in rapidly evolving technological fields. Isbell’s approach has been to build bridges rather than barriers, recognizing that the future of computing depends on drawing talent from all corners of society.

    Isbell’s innovative approach to education was perhaps most visible during his tenure at the Georgia Institute of Technology, where he spent 20 years climbing the academic ranks. As dean of the College of Computing, he helped transform the program into one of the largest and most diverse computing programs in the nation—a testament to his ability to scale inclusive excellence.

    His most groundbreaking achievement at Georgia Tech was the launch of the university’s Online Master of Science in Computer Science program, the first of its kind offered at scale by a leading research university. The program broke new ground in making graduate-level computer science education accessible to students who might otherwise be excluded by geography, work schedules, or financial constraints.

    This innovation in educational delivery demonstrates Isbell’s understanding that true accessibility requires not just opening doors but reimagining how those doors function. The success of the Georgia Tech program has since influenced online graduate education across the country, proving that rigorous academic standards and broad accessibility need not be mutually exclusive.

     Killeen’s enthusiasm for Isbell’s appointment centers on his “clear, creative and inspiring vision for what public higher education can and should be.” 

    “He brings a deep understanding of not only technology and its fast-evolving, far-reaching impacts, but also the vast range of disciplines that are integral to any great university and our society,” Killeen noted, emphasizing Isbell’s appreciation for the interconnectedness of academic disciplines.

    This interdisciplinary perspective may prove crucial as Illinois faces the challenges common to public research universities: maintaining excellence while expanding access, securing adequate funding while controlling costs, and preparing students for a rapidly changing economy while preserving the liberal arts traditions that create engaged citizens.

    Isabell said that he is excited to take the helm of a university with more than 56,000 students and nearly 13,000 faculty and staff. 

    “It’s the honor of a lifetime to be appointed to the role of chancellor and I’m deeply grateful to President Killeen and the Board of Trustees,” Isbell said upon his appointment. “I’m energized by this chance to serve the citizens of Illinois and advance the mission of learning, discovery, engagement and economic development.”

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  • With better coordination we can break down barriers to academic policy engagement

    With better coordination we can break down barriers to academic policy engagement

    How can universities best support the UK’s research base to deliver better outcomes for people? This is becoming an ever more urgent challenge for our sector, in the context of a changing geopolitical landscape and the desire of the UK government for research and innovation to better serve the public good.

    One route to deriving greater public benefit from academic research lies in research better connecting with and informing public policy development. Recent years have seen a growing number of universities establishing policy units – at least 46, at the last count, and almost certainly more now. There has also been increased investment in policy-focused activity from research funders, for example, Research England’s Policy Support Fund, UKRI policy fellowships, and ESRC investments to increase policymaker engagement with research. New mechanisms to strengthen evidence use, such as government areas of research interest and parliamentary thematic research leads, have been introduced, alongside an increased focus on building capacity for evidence use across sub-national government.

    Through the Covid-19 pandemic, we saw the myriad ways in which research evidence informed policy to deliver benefits for people, whether understanding and treating the disease, informing the public health response, or mitigating the wider social impacts.

    You can’t always get what you want

    “Academic-policy engagement” is becoming increasingly mainstream, as part of universities’ wider knowledge exchange or civic engagement strategies. However, considerable barriers to engagement between academic researchers and policymakers remain. These include significant cultural differences, lack of incentives and investment, mismatched timescales and approaches, lack of access to academic research, and difficulties in parsing an ever-growing volume of information.

    Policymakers often express a desire for a streamlined, “one stop” interface with academics to enable them to quickly and easily reach the right expertise at the right time. Given such barriers, this is much easier said than done.

    Too often, where interaction does happen, it is short-term, ad hoc, dependent on individual contacts, and enabled through fixed-term funding rather than sustainable approaches. Many institutions lack both the capacity and the necessary capabilities to respond to policy needs.

    There is no systematic mechanism for policymakers to engage with universities in order to identify and access the expertise they need, or for universities and researchers to identify policy needs, still less provide a coordinated response. This means that policymakers do not necessarily have access to the best evidence, only that which is most readily available.

    What is now required is a serious focus on establishing a more systematic and sustainable approach. Such an approach requires organisational capacity and individual capability, alongside greater collaboration and coordination across the academic-policy ecosystem.

    The policy connection cavalry is here

    This is where the Universities Policy Engagement Network (UPEN) comes in. Established in 2018 UPEN is a voluntary network of over 120 universities, research centres, and policy organisations across the UK, currently hosted at UCL. Our university members comprise diverse institutions, from large, research-intensive to small, specialist institutions, across all parts of the UK. UPEN provides an interface between all areas of academic research and public policymaking, with strong relationships with the UK’s four national legislatures and 25 government departments and growing links with local and regional policymakers.

    UPEN has until now been powered by the contributions of our members: both financial and, crucially, time. With a new funding award from Research England and ESRC, we now have the opportunity to build a national “connective infrastructure” which can respond to growing policy demand, at multiple levels of government, for academic expertise and evidence.

    Enhancing UPEN’s ability to provide this interface will enable us as a sector to work in a more coordinated and efficient way. It will also foster greater diversity in academic-policy engagement by ensuring a greater breadth of evidence and voices are heard. And it will build on previous UKRI investments to underpin stronger collaboration and collective action to harness the full potential of the university research base.

    Our new programmes of work will focus on three key areas. First, supporting universities to strengthen their academic engagement with public policy by enhancing individual and organisational capabilities. Second, strengthening place-based approaches to academic-policy engagement. Third, developing a national knowledge brokerage function to mobilise academic expertise to respond at the point of policy need.

    The UK government is grappling with multiple complex and cross-cutting policy challenges – from bolstering a weak economy, to improving energy security and sustainability, to tackling problems with the health service, to addressing housing needs. It is time for us, as a sector, to better leverage the knowledge of universities to address these challenges in order to deliver better outcomes for citizens across the UK.

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  • Reducing Barriers to STEM Majors With Precalc Course

    Reducing Barriers to STEM Majors With Precalc Course

    Math courses are often a barrier for students seeking to pursue a college credential, and for some, a lack of math curriculum during high school can make a STEM career seem out of reach.

    A new course at Wentworth Institute of Technology in Boston serves as a stepping-stone for students who may not have had access to precalculus or calculus courses but are still interested in calculus-based learning. The university hopes the program will boost student enrollment and eliminate barriers to access for disadvantaged students.

    What’s the need: The conversation about offering precalculus at Wentworth began in 2019, after university leaders saw that some students, despite having the same GPAs and high school transcripts as their peers, were less mathematically prepared, said Deirdre Donovan, Wentworth’s director of first-year math and interim associate dean of the School of Computing and Data Science.

    At that time, Wentworth did not offer a math placement course, so all enrolled students launched at the calculus level.

    Only four in 10 high school graduates have completed precalculus coursework, according to 2022 data. That number has grown from 36 percent in 2009, but the statistic reveals gaps in availability of the coursework for some high school students.

    Wentworth, like many colleges and universities, requires students to have already completed calculus coursework to enroll in specific major programs, which is “a barrier that can prevent otherwise qualified students from pursuing engineering and computing degrees,” Donovan said.

    To complete calculus by the end of high school, students had to complete Algebra I in eighth grade, and not every student was ready, aware of or offered that course at their school, Donovan said.

    Some high schools also push students to complete AP Statistics in lieu of calculus, and Donovan said this shift “can actually close more doors at STEM schools than it might open, because those AP credits can’t replace the calculus-based statistics required for engineering degrees.”

    Campus leaders at Wentworth opted to review policies that were barring students from participating in STEM programs, starting with creating a math placement process and then developing a precalculus course.

    How it works: In 2024, Wentworth removed precalculus as an admissions requirement for students, paving the way for the college to admit about 10 percent more students who might have previously received a conditional acceptance, Donovan said.

    New students without calculus credit are now enrolled in a four-credit, first-semester course called Foundations of Calculus that helps them get up to speed. The investment in additional content hours is an indication of the university’s commitment to opportunities for students who may not have been able to enroll and succeed previously, Donovan said.

    In addition to two hours of lectures each week, students also participate in two hours of labs that focus on engineering problem-solving skills, using real-world problems that are tied directly to a student’s major.

    The course is also supported by embedded peer tutors who can address student questions, clarify confusing content and facilitate study groups outside of class time.

    It was important to Donovan and her faculty team not to work from a deficit-minded perspective about students’ knowledge gaps. Language regarding the course and its content hours was specifically crafted to help students feel like they’re being guided onto an on-ramp, not held back or punished for not having precalculus experience.

    The results: After the first semester, staff have seen promising results, Donovan said. “We are pinching ourselves that it went exactly how we had hoped it would go.”

    In fall 2024, about 200 students participated in precalculus either because they lacked the course in high school or their placement exam results indicated it would benefit them.

    Approximately 75 percent of precalc students passed their course in the first term, on par with national averages. When they attempted calculus in their second semester, students had similar passing rates to their peers who completed calculus in the first term.

    University faculty and staff were encouraged to see that engineering programs received 20 percent more applications this year, signaling an increased level of interest in rigorous programs, Donovan said.

    Fall-to-spring retention rates were slightly lower for precalc students, but that could be due to other factors, including students re-evaluating their chosen major or deciding whether they want to be at a STEM-focused institution.

    The course has also expanded enrollment opportunities for students who otherwise might not have considered Wentworth. Overall applications were up 25 percent year over year this past application cycle, and deposits were up 30 percent, Donovan said.

    What’s next: Student feedback from the first term has indicated a need for an additional credit hour of in-person, interactive lab work, which will be implemented this fall. The hour, which the university is calling a companion class, will function similarly to a first-year seminar, teaching students study skills and metacognition, as well as connecting back math concepts.

    None of the downstream courses such as physics have undergone a curriculum change, requiring students to get up to speed in their first term to be successful over all in college. Students who complete precalc also may need to take summer classes to ensure they graduate in four years, but the university is looking to offer affordable online courses to accommodate learners, Donovan said.

    Do you have an academic intervention that might help others improve student success? Tell us about it.

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  • Trusting students and reducing barriers by abolishing penalties for late work

    Trusting students and reducing barriers by abolishing penalties for late work

    Universities, wonderful as they are, can be very complicated.

    The way that we operate can often be confusing for students, not least because some of our expectations and traditions are hidden and unspoken – even more so for students who enter higher education from historically underrepresented backgrounds.

    Indeed, revealing the so-called hidden curriculum in higher education is a common means by which we try to eliminate gaps in access and outcome.

    But there are also times when, as a sector, we should be more critical of the way we do things, whether those practices are hidden or unhidden.

    Here we want to share an example of what happens when you challenge orthodoxy, and why we think we should do this more often.

    Assessment penalties

    If you spend some time reviewing UK university policies on assessment and examination, you will find that it is almost universally the case that there are penalties associated with late or non-submission.

    Typically, this involves a deduction of marks. Sometimes late submissions will be capped at a pass, other times the deduction is linked to the degree of lateness. Similarly, students who fail to submit an assessment or sit an exam will often find that their next attempt at resit will be capped.

    Of course, institutions do recognise that there may be lots of good reasons why students cannot meet deadlines, and so alongside these penalties, we also have Extenuating or Mitigating Circumstances processes. In short, if a student tells us the reason they were late or could not submit, then they may be exempted from those penalties if the reasons meet our established criteria.

    What is far harder to find is any robust explanation, in written form, of why these penalties exist in the first place. There is much received wisdom (as you would expect, for a sector so steeped in tradition) for why we have these penalties, which – in our experience – typically falls into two categories.

    The first justification is about using penalties to disincentivise lateness or non-submission. If students know they will lose marks, that will ensure that most submit on time. The second justification is about fairness. If you submit late, you are getting more time than other students, so you should not receive a higher mark as a result of this presumed advantage. Each of these justifications could be debated endlessly, but we don’t intend to do that here.

    Questioning the received wisdom

    The reason we began to question the wisdom of capping students who submitted their work late, or who needed to use their resit attempt, was prompted by insights which emerged from work led by our SU. Over the past few years, our SU has been supporting students who needed to complete resits by calling them to ensure that they understood what they needed to get done, and had access to the support they needed. In itself, this initiative has been very impactful, and we are seeing year-on-year improvements in student pass rates.

    However, this initiative also gave our students a chance to share their own insights into why they found themselves having to resit assessments. In plain terms, our students were telling us – we are overwhelmed.

    Students who did not submit assignments were not being tactical or lazy, or trying to gain an advantage over others. They were simply not able to get all of the work done that we required in the time given – despite substantial efforts we have already made over the last few years to ensure we are not over-assessing.

    At the same time, we had been aware for some time that our students were using our Extenuating Circumstances (ECs) process extensively. Thousands of valid claims were made by students each year, which we processed and – for the substantial majority – supported.

    This meant that our students who were submitting late or completing resits were not, for the most part, actually being subjected to marking caps. Perhaps we could have stopped there, reflecting that this reflects a system working as it was designed to work: students with valid reasons for late submission should not be capped; we had a system which allowed students to make such claims to avoid penalties; and it seemed the system was well-used.

    What we could not shake, however, was a sense that this all seemed quite unnecessary – layers of bureaucracy needing to exist to ensure that students who did not deserve to have an academic penalty applied to their mark, while the very existence of the possibility of this penalty was entirely our own decision. We asked ourselves what would happen if we simply removed marking penalties for late and non-submissions? If students were awarded a mark based solely on the content of their submission? If we created a late submission window for every deadline, and allowed students to manage their own time?

    We took this idea to a panel of our students, and were intrigued to hear their views. Overwhelmingly, they felt this would be a good idea. The stress of having to apply for extra time, often close to a deadline if some unexpected problem had arisen which threatened their ability to submit on time, was something students felt would be alleviated by this change. They also reflected that, for the most part, students are inherently motivated to try and meet their deadlines, and aren’t simply trying to game the system and find loopholes.

    Yes but

    Concerns about this change came from internal and external consultation with colleagues. While in principle wanting to support the idea, it was difficult to shake the concerns that 1) without a penalty for late submission, students would simply treat the last day of the late submission window as their new deadline, and 2) if resits were not penalised with a cap, many students would choose to not submit at the first attempt and defer their submission to a later date.

    We also had to consider, if these outcomes came to pass, the impact on staff workloads and marking turnaround times. With these concerns in mind, taking a careful approach to how we communicated changes to students and putting in place contingencies for managing impacts on workloads, we ultimately decided to take the plunge, and at the start of the 24/25 academic year we removed marking caps for late and non-submission. Then we kept a close eye on what happened next.

    What happened next is that our students did what we believed and hoped they would.

    Across the first semester this year, we have actually seen a small decline in the percentage of late submissions – with only 12.22% of work submitted being submitted within the 5 working day late submission window.

    All other work was submitted on or before the main deadline. By comparison, in 23/24 12.32% was submitted late, and 12.41% in 22/23, so it is perhaps more accurate to say that there has been no change in late submissions.

    But this was, of course, accompanied by a dramatic reduction in the number of times that students have had to request the option to submit late through our ECs process (and then worry about whether this request would be supported).

    These claims have reduced by 154 per cent, thereby also alleviating a huge administrative burden on our colleagues who have to process these claims. In short, students who in previous years needed extra time have been able to access it without having to ask, and removing the threat of a marking penalty has not increased the proportion of students submitting their work late.

    The concern that if students were not capped for non-submission then they might defer sitting exams has also proven unfounded. In fact, we have seen a 5 per cent increase in the number of students attempting their exam first time. In numerical terms, we had 370 fewer students failing to attend an exam during our January exam period.

    Student success

    While it is reassuring to have found that this change in policy has not led to any significant change in students’ engagement with deadlines and assessments, more importantly we also wanted to know whether our students were more likely to succeed.

    The data quoted above could have masked another issue, whereby students who did submit work were no more likely to submit past the deadline, but perhaps more students were not submitting at the first attempt and instead were deferring to their resit period.

    To explore this issue, we compared first time pass rates for first semester assessments to the previous academic year. This has revealed a 4.3 per cent improvement in pass rates at first attempt, with the biggest improvement of 6 per cent for our first-year undergraduates.

    When looked at by student characteristic, we have also seen the greatest degree of improvement for our ABMO students and our male students, who have historically been more likely to not pass assessments at their first attempt.

    Statistics aside, in human terms, this change in policy (which sits within a wider context of strategic initiatives we have in place to improve student outcomes for all of our students) is associated with us having 604 more students who have passed at their first attempt this year, than we would have had if pass rates had stayed the same as last year.

    With regard to concerns about the impact of this change on staff workloads, having more students passing first time also means a reduction in resit marking later in the academic year.

    Complex challenges

    For those interested in the practicalities of our new approach, we still have an Extenuating Circumstances procedure, but this is now intended as a mechanism for students to let us know about more complex challenges where a few days extra time would be inadequate to help them successfully engage with their assessments.

    We have also made clear to students that late submitted work is still recorded as being late (but with no marking penalty applied), and if students continually submit work late we will – in a supportive manner – reach out to find out if they need more or different support from us.

    We will continue to monitor the impact of these changes, in particular to understand whether there is any overall impact on student outcomes over the full year and beyond – particularly outcome gaps for different groups of students. But so far, our experience has been that making a change which initially seemed quite radical has simply served to make life easier for our students when they are already working so hard to access and participate in education.

    It is also important to recognise that extra time in itself is not a panacea for improving student outcomes, despite it being the most common form of adjustment offered to disabled students.

    By making this change in our approach, we were simply trying to make this very simple accommodation immediately available to any student who needs it, for whatever reason.

    This massively reduces a large administrative burden on the university, and frees us up to focus on more personalised forms of support, for students who need more than a few extra days to complete an assignment.

    The reason we are keen to share this with the sector is that we think it is a good example of how we can better support our students by challenging our own self-imposed orthodoxy. It is great to think that we have been able to reduce the anxiety associated with missing deadlines, without having to worry that our students will cynically use this change to game the system.

    We strongly believe that our students are inherently motivated to engage with their studies and do the best they can, and we think it is our job to make sure we are not getting in the way of them doing that.

    If, in the process, we can cut out unnecessary administration and bureaucracy for ourselves, then so much the better.

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  • Everyone can play a role in removing barriers for autistic colleagues

    Everyone can play a role in removing barriers for autistic colleagues

    The complex rhetoric around neurodivergence, ranging from the politically unhinged to persistent gas lighting, requires us to start by defining autism.

    Autism, a form of neurodivergence, is a naturally occurring neurodevelopmental variation that manifests in differences in how people experience and interact with the world.

    The focus is often on communication “deficits” and “repetitive and rigid” behaviour but, quite frankly, this focus and these words say more about how non-autistic (allistic) people interpret our behaviour and their own discomfort with the same.

    Our own experiences of being autistic are a lot more expansive and encompass autistic joy and strengths, alongside the significant and often unnoticed challenges we experience day-to-day.

    At different points in time, we both made the conscious, and somewhat fraught, decision to share our autism diagnoses in professional contexts. For the most part we were hugely relieved to be met with compassion from colleagues and a desire to support us to make the necessary changes to level the playing field.

    Yet, in the background of these positive experiences, there is a near-constant battle with systems, processes and neuronormative expectations that undermine individual attempts to be supportive.

    We wanted to share the biggest challenges we’ve faced in sharing our diagnoses and attempting to build afresh work practices and environments that will allow us to thrive.

    Attempts to normalise

    On more than one occasion after sharing our diagnoses, we’ve both been met with responses along the lines of “we’re all a bit like that though”.

    While we assume these comments are intended to “normalise” our experiences and perhaps reassure us that we’re not that different, such comments are somewhat missing the point.

    Firstly, autistic people are human too, so our autistic traits are very much part of the human condition. For example, the struggles we face in some social contexts may be experienced by allistic people sometimes.

    And our desire to seek refuge in routines is something many people can relate to, particularly in times of great upheaval. What sets our experiences apart is the depth, duration and the degree to which these experiences impact our capacity to thrive.

    Secondly, late discovery or diagnosis often comes about after a lifetime of deeply felt misunderstandings and a perpetual sense of being somehow wrong. The challenges autistic people face have very real implications such as significant impact on mental wellbeing alongside higher risks of substance abuse, accidents and offending behaviour as well as lower levels of income and education.

    Poor employment outcomes and high rates of autistic burnout are often part and parcel of being autistic. Notably, suicide is a leading cause of early death for autistic people.

    While finally getting answers to a lifetime’s worth of questions is broadly positive, never underestimate how earth-shattering a late discovery or diagnoses can be. It can completely unmoor you from an identity you worked hard to craft and maintain, often over many decades.

    To be set adrift whilst trying to carry on “business as usual” can be incredibly disorienting and well-meaning comments intended to find common ground can feel dismissive and leave us, once again, feeling misunderstood.

    To receive a diagnosis can be confirmation (or even a revelation) that you have been leaning on masks and performativity this whole time, borrowing bits of behaviour and social styles from others, in order to keep up with fast-paced workplace dynamics.

    But if our identity is a mosaic of other people’s characteristics, who exactly are we? We therefore often find that the diagnosis we hoped would answer our questions, instead serves up a hearty existential crisis. Coupled with the need to continue functioning both in personal and professional contexts, whilst running that background process, can be exhausting.

    The adjustments minefield

    Often a motivating factor in sharing an autism diagnosis is the need to access workplace adjustments, though it should be noted you don’t need a diagnosis to do so.

    What many people won’t realise is that identifying the adjustments you need, and getting these put in place, often feels like a full-time job in and of itself. We’ve both experienced scenarios where we’ve been encouraged to share what we need to work at our best, only to find ourselves somewhat stumped.

    We’ve defaulted to so many complex and energy-consuming workarounds to overcome the barriers in our environment, that it can be hard to pick apart common workplace challenges from those which come about from being part of a neurominority.

    Plus, autistic people aren’t often comfortable around change, so if we’ve established a workaround, it can be difficult to consider an alternative, despite how much more efficient it could be!

    This is the nature of having differences that are somewhat invisible – you don’t realise that everyone isn’t quietly battling the same complexities.

    What we have both realised is that it’s essential to have the time and space for ongoing conversations around our evolving understanding of our needs. Too often the default is to use prescriptive forms and processes to put adjustments in place, whereas we have both benefitted from ongoing dialogue with managers who are committed to ensuring the barriers we experience are removed, in as much as possible.

    Our hope is that more people will start to understand that a diagnosis or discovery, and the sharing of this new understanding, should form the start of a conversation, rather than an outcome to be compensated for.

    Neuronormative expectations

    The majority of people will be blissfully unaware of what we mean by neuronormative expectations because, if you’re neurotypical, it’s likely that you subscribe to the dominant social norms without much effort.

    Most people, for example, assume good eye contact means you’re paying attention, and arriving late, particularly persistently, indicates a lack of commitment and/or interest. If you’re autistic, lack of sustained eye contact can be used to aid concentration, especially when processing auditory information, and lateness can be down to a multitude of reasons from difficulty with transitions to the need to avoid the ‘chit chat’ that often precedes the start of something.

    It’s also worth noting that these norms are culturally located and direct eye contact, for example, is considered disrespectful or invasive in some countries. It’s a wonder to both of us then that such subjective meanings and interpretations have become normalised standards that we are somewhat required to adhere to, to be accepted.

    Indeed, research indicates that even subtle deviations from these arbitrary social norms can result in autistic adults being incorrectly perceived as being deceptive and lacking credibility and that neurotypical peers are less willing to interact with autistic people based on social assessments made in a split second.

    It is also worth noting that we may well be thinking about all of the above whilst trying to judge the correct level of eye contact to be making; this is just part of the complex backroom processing and calculations we do on a daily basis!

    With all of this in mind we’d encourage colleagues to think about assumptions around what it means, and looks like, to undertake certain activities that most assume shared understanding of.

    We can certainly identify a range of areas where our interpretations diverge, such as notions around communicating effectively, networking or being professional.

    A good example is the way in which we’ve co-written this piece, which has come about through an initial text based online interaction, followed by asynchronous collaboration. At the time of finalising this piece we have still never “met” online or in person but have engaged in a rich exchange of ideas that have allowed for meaningful collaboration.

    If colleagues could be open to alternative interpretations and manifestations of social norms, higher education would be the richer for it.

    Allyship is needed

    With these challenges in mind there are things that can be done to support late-diagnosed colleagues. Essentially these centre around allyship and actively working to acknowledge discrimination and unconscious bias.

    Consider how you respond when someone shares their autism discovery or diagnosis

    Can you approach the conversation with curiosity, accepting that the experience of being autistic might, in fact, be very different from your own? Central to this is recognising the limitations of your knowledge and experience.

    It is a natural response to want to normalise your experience with the person sharing their diagnosis with you, but that may not be the comfort you expect it to be, and might accidentally undermine the identity they are still coming to terms with.

    Rather than saying “I do that too”, or “aren’t we all a little bit like that though?”, create a space where the person sharing their diagnosis with you can take time to form their own words, and be sure to centre them in the words you use with them.

    What part do you have to play in removing barriers

    For us, everyone has a role to play in removing barriers that prevent us from thriving. Whether directly as a manager supporting autistic colleagues to navigate often overly complicated HR processes, or as a peer becoming aware that your colleagues need to do things in a different way.

    You don’t need to know someone’s diagnosis to be an ally, you can simply start by identifying if there are moments you default to your preferred ways of doing things while inadvertently overlooking a colleague’s genuine need to things differently. If you come across resistance that is inexplicable to you, withhold judgement and instead become curious about alternative ways of thinking and being.

    Reflect on what norms and expectations you assume

    Assumed shared understanding and narrow interpretations of behaviour is the space where most unconscious bias sits. The reality is that the imaginary social contract we have all supposedly signed is just that – a fiction that not all of us have been granted access to.

    Can you make space to co-create shared understanding around what it means to “communicate”, for example? Can you become aware of your bias that “good communication” manifests through narrowly defined behaviours? Or can good communication also be non-spoken, asynchronous or graciously feature enthusiastic interruption, or deep dive monologues?

    Ultimately, whether you are an individual in whom an autistic colleague quietly confides, a senior manager with the agency to affect positive change, a HR professional implementing processes, or someone involved in developing policy – everyone has a part to play in making higher education a place where autistic people can thrive.

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