Tag: Competitive

  • Globally Competitive? What International Students Are Really Experiencing in the UK 

    Globally Competitive? What International Students Are Really Experiencing in the UK 

    In recent years and months, the UK has seen considerable debate over immigration policy, with proposed changes that could make studying here less attractive for prospective students.  

    The Government’s new Immigration White Paper includes plans to cut the post-study Graduate Route visa to 18 months and impose new levies on universities. Against this backdrop, the Russell Group Students’ Unions (RGSU), in partnership with the UK Council for International Student Affairs (UKCISA) and with support from the All-Party Parliamentary Group (APPG) for International Students, launched Globally Competitive: A Report on the International Student Experience at a Parliamentary event on 14 May 2025. The report draws on surveys from nearly 5,000 international students at Russell Group universities (about 40% of the UK total), making it one of the most comprehensive studies of its kind. 

    A mixed picture of success and struggle 

    The report’s findings present a striking varied picture. On one hand, it reaffirms the UK’s position as a leading global study destination, with one in seven respondents stating the UK’s high-quality education and globally recognised universities were their main motivations for studying here. For three in four students, the UK was their first-choice destination. Students are also attracted by the shorter course lengths, multicultural environments and post-study work opportunities offered through the Graduate Route. 

    Alongside this positive narrative, the report reveals a deeply challenging reality for many students once they arrive. Half of the international students we surveyed reported struggling with poor mental health during their time here, a statistic that will resonate with academic and professional services staff who see students day in, day out.  

    Living costs are also having a direct impact on student wellbeing, with monthly expenses (excluding tuition fees) averaging £1,402 and rising to £1,635 for students in London. For many, studying in the UK means short- and medium-term financial hardship and consignment to long-term debt. Over 30 per cent of postgraduate taught students rely on bank loans or credit cards. One in five worries about money all the time. Those most affected by financial stress are also more likely to report poor mental health. 

    Despite these pressures, current visa rules prevent international students from pursuing freelance work or self-employment, even in areas where their skills are in high demand. These restrictions are not only impractical but risk undermining both the student experience and the UK’s wider economic priorities. 

    Barriers to belonging 

    Just as concerning are the social barriers many students face. One in three international students reported they had experienced racism while in the UK. While 94% reported feeling safe and welcome on campus, that sense of belonging often didn’t extend to the wider community, with only 73% stating they feel safe and welcome in the UK more generally. These experiences can leave lasting impacts and send the wrong message to future students weighing up their study options against other international destinations. 

    Ultimately, these findings highlight a simple reality: the UK remains a top choice, but we cannot take that status for granted. Negative public rhetoric, which sometimes labels international students as a ‘problem’, ignores evidence that they contribute billions to our economy, volunteer in our local communities and improve our universities’ teaching and contribute to our world-leading research. International students are our peers, colleagues and future leaders. Therefore, it’s important we balance any concerns about immigration with the fact that international students are part of our future. 

    A roadmap for reform 

    This report centres students’ experience of studying here and sets out a roadmap for meaningful change. At a national level, we are calling on the Government to: 

    • Freeze visa application fees and the Immigration Health Surcharge;
    • Allow greater flexibility in term-time work and permit self-employment and freelance work during study; and
    • Conduct a cross-departmental impact assessment on how immigration policies and public messaging affect the international student experience. 

    These policies are essential if we want to keep the UK globally competitive.  

    Shared responsibility across the sector 

    But change cannot come from Westminster alone. Universities and higher education sector bodies must also act. We’re asking universities to consider: 

    • Fixing international students’ tuition fees at the point of entry;
    • Providing equitable access to hardship funds with clear eligibility criteria;
    • Delivering culturally competent mental health support that truly meets students’ needs;
    • Call on employers and careers services to better understand the Graduate Route and provide more tailored advice and job opportunities for international students; and
    • Adopt UKCISA’s #WeAreInternational Student Charter as a framework to improve the international student experience. 

    Working together for a welcoming UK 

    Our report is a call to action. We invite government ministers, MPs and Peers, and university leaders to work with their students’ unions to engage with the report’s findings and work collaboratively on solutions. The APPG for International Students and UKCISA have helped amplify the student voice; now we ask on all stakeholders to join the conversation and implement evidence-based policies. 

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  • For Your Next Competitive Advantage: Focus On Women’s Health

    For Your Next Competitive Advantage: Focus On Women’s Health

    Want more women in your organizations? It’s time to start talking about the three M’s: menstruation, menopause, and motherhood. 

    Meleah Ashford

    Writer and Life Coach, Find Solid Ground Coaching

    “Today, discussing women’s health remains a taboo because people feel uncomfortable when anyone broaches it,” says Dr. Carolina Amador, the associate director of corporate intelligence at BioMarin, in a recent AWIS Magazine article. “I believe that we should talk about and advocate for women’s health as the first step in creating an equitable workplace.” 

    The vast majority of women in the workplace have dealt with challenges related to monthly menstruation during their careers. In a 2023 survey, respondents cited their top symptoms as abdominal cramps, irritability, and fatigue. 15% of respondents had a more chronic menstrual condition such as endometriosis, polycystic ovary syndrome, premenstrual dysphoric disorder, or fibroids. Sixty-one percent had worked when they didn’t feel well enough to work. According to Let’s Talk Menopause, 20% of the workforce is in some phase of menopause transition, which comes with its own extensive list of uncomfortable and potentially debilitating symptoms.

    Motherhood includes yet another set of considerations. Between 10% and 20% of all known pregnancies end in miscarriage. Sadly, not all companies have policies for infant loss. If they do, they offer a scant 3-5 days off when recovery can take weeks. After successful births or adoptions, mothers are four times more likely than men to have their competence questioned, they are offered fewer opportunities than men, and they earn less than men over their careers.  

    Implementing effective, inclusive policies

    Organizations have a huge opportunity to craft policies that support the three M’s. What does this look like? 

    • Normalize conversations around these topics
    • Allow flexible work hours or remote work for those with menstrual pain, menopausal symptoms, mental health needs, and caregiving responsibilities for children, elders, or dependents with disabilities 
    • Provide lactation rooms and on-site childcare or stipends to offset caregiving expenses
    • Create clear and transparent leave policies for childbirth, adoption, loss of a child, illness of a child, and how to return smoothly to work
    • Explicitly extend sick or personal leave for menstruation and menopause challenges
    • Initiate employee resource groups focused on the three M’s

    Supporting women’s health is not just good for women; other employees would benefit from flexible hours. It is also good for your business. It will help you attract and retain more women. Research from McKinsey & Company shows that companies with more women in leadership have healthier cultures, generate more innovation, and experience better performance. 

    “We see companies within all facets of the STEM enterprise competing to attract and retain impactful women,” says Meredith Gibson, CEO of the Association of Women in Science, whose Career Center connects recruiters with women in STEM. “Organizations have an opportunity to differentiate themselves by creating policies and offering benefits that support women’s health.”

    We need to retain more women in STEM to effectively tackle the world’s complex challenges. I encourage businesses to boldly and proactively address women’s health as an avenue to creating a more inclusive, attractive, and productive enterprise — or run the risk of losing out. 

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