Tag: degree

  • College Degree Aspirations on the Decline

    College Degree Aspirations on the Decline

    As public skepticism about the value of a college degree persists, the number of students who expect to earn one is also on the decline. 

    Between 2002 and 2022, the percentage of students surveyed who said they expected to earn a bachelor’s degree or higher fell from 72 percent to 44 percent, according to a research brief the Pell Institute for the Study of Opportunity in Education published Tuesday. 

    During the same time frame, the percentage of first-generation students who aspired to earn a degree fell from 60 percent to 33 percent; among students with at least one college-educated parent, degree aspirations dropped from 83 percent to 53 percent. 

    “The decline in college aspirations among first-generation students is deeply concerning,” Kimberly Jones, president of the Council for Opportunity in Education, which oversees the Pell Institute, said in a news release. “These students have long faced systemic barriers to higher education, and this data underscores the urgent need for renewed investment in outreach, support, and affordability—including through programs like TRIO and the Pell Grant.”

    But in his quest to shrink the size of the federal government, President Donald Trump has proposed cutting funding for TRIO—a set of federally funded programs that support low-income, first-generation college students and students with disabilities as they navigate academic life. 

    Major cuts to the federal government also mean it will be harder to produce reports like the one the Pell Institute released this week. That’s because such studies rely on data from now-discontinued longitudinal surveys that were administered by the National Center for Education Statistics; the Trump administration fired all but a handful of NCES employees earlier this year. 

    “Without the continuation of these programs, it will be much harder to track the progress of high school, first-generation, and college students and to learn how to improve education outcomes,” Sean Simone, vice president of research at COE, said in the news release. 

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  • Degree apprenticeships are quietly redesigning how we teach at university

    Degree apprenticeships are quietly redesigning how we teach at university

    The apprentice-student is changing higher education – from curriculum to culture. It’s time we stopped treating them like traditional undergraduates.

    Degree apprenticeships (DAs) are not just reshaping the student experience – they’re redesigning the university itself. As the Office for Students (OfS) emphasises outcomes, progression, and employer engagement, and as Skills England continues to define standards for higher-level technical education, DAs are becoming a proving ground for some of higher education’s most urgent policy challenges.

    Yet they are often marginalised in strategic thinking, treated as vocational bolt-ons or niche offerings rather than core to institutional purpose. That’s a mistake. DAs demand that we think differently about curriculum, assessment, and academic infrastructure. Quietly but decisively, they are exposing the limitations of legacy systems, and pointing the way to a more integrated, future-facing university model.

    Different learners, different accountability

    Degree apprentices are full-time employees and students, legally entitled to spend 20 per cent of their working time on off-the-job learning. This is not simply “study leave” – it encompasses formal teaching, applied projects, reflective practice, and continuous professional development.

    This dual status creates a distinctive learner profile, and a distinctive teaching challenge. In designing a level 6 accounting and finance manager degree apprenticeship, we couldn’t simply repackage existing content. We had to co-develop new modules that satisfied two sets of demands: the academic rigour expected by the university and the occupational standards defined by the Institute for Apprenticeships and Technical Education (IfATE). These must also align with professional accounting syllabi from bodies such as CIMA, ACCA and ICAEW.

    This triple mapping – to university, regulatory, and professional standards – creates what might be called multi-stakeholder accountability. It requires curriculum teams to work in ways that are more agile, responsive, and externally engaged than many traditional degree programmes.

    Rethinking assessment

    If OfS regulation is pushing universities toward more transparent, outcomes-focused assessment practices, DAs offer a blueprint for how that can work in practice. Assessment in degree apprenticeships is not an end-of-module activity; it’s a longitudinal, triangulated process involving the learner, the employer, and the academic team. Learners are required to build portfolios of evidence, reflect on their practice, and complete an end-point assessment, which is externally quality-assured.

    In our programme, this means apprentices must show how they’ve applied ESG frameworks to real reporting challenges or used digital tools to improve efficiency. These are not hypothetical case studies, they’re deliverables with real organisational impact.

    This demands a fundamental shift in how we understand assessment. It moves from a one-directional judgement to a co-produced, real-world demonstration of competence and critical thinking. It also raises practical challenges: how do we ensure equity, consistency, and academic standards in these shared spaces?

    Practice must evolve too. Assessment boards and quality teams need confidence in workplace-verified evidence and dialogic tools like professional discussions. Regulations may need adjusting to formally recognise these approaches as valid and rigorous. Co-created assessment models will only work if they’re institutionally supported, not just permitted.

    Institutional systems still speak undergraduate

    Despite their growth – and repeated nods in policy papers from DfE, OfS, and IfATE (now Skills England) – DAs still struggle to integrate fully into institutional structures designed around traditional undergraduates.

    Timetabling, academic calendars, support services, and digital access systems are still largely predicated on a three-year, 18- to 21-year-old, campus-based model. Degree apprentices, who may study in blocks, access learning from workplaces, and require hybrid delivery modes, often fall through the gaps.

    This institutional lag risks positioning apprenticeships as peripheral rather than core to university provision, and undermines the very work-based, flexible, lifelong learning that national policy increasingly promotes.

    To move beyond legacy assumptions, institutional systems must adapt. Timetabling and delivery planning should treat block teaching as core, not marginal. Learner support must accommodate hybrid work-study lives with flexible pastoral care and digital access. Even workload models and quality assurance processes may need tailoring to reflect co-delivery demands

    If we are serious about the Lifelong Learning Entitlement, future modularity, and widening participation, DAs are not just a test case, they are the early evidence base.

    Who owns the curriculum?

    DAs also reconfigure academic authority. In designing the our degree apprenticeship programme, we co-developed curriculum with employers, professional bodies, and regulators. At its best, this is collaborative innovation. At its most complex, it’s curriculum by committee.

    Some employers overestimate their control over content or underestimate their responsibilities around mentoring and assessment. Professional bodies may be supportive in principle, but slow to recognise apprenticeship pathways in formal qualifications. The university becomes a mediator, balancing academic integrity, regulatory compliance, and employer priorities.

    This is delicate, sometimes frustrating work. But it also shifts the purpose of curriculum design, from academic transmission to negotiated, contextualised learning and demands that academic teams are supported to work across professional and regulatory boundaries without compromising standards

    What universities can learn

    DAs are more than a niche. They’re a stress test, revealing how well universities are equipped to deliver flexible, employer-engaged, outcome-driven learning.

    They challenge traditional pedagogies, reward authentic assessment, and open up new relationships between knowledge and practice. They also model the kinds of teaching and learning the sector is being increasingly nudged toward by policy: modular, flexible, accountable, and co-created with employers.

    This is not an argument for turning every degree into an apprenticeship. But it is a call to stop treating DAs as bolt-ons or exceptions. If we take seriously the structural and pedagogical shifts they demand, we may find in them a pathway to broader institutional transformation.

    In a higher education landscape increasingly shaped by regulation, scrutiny, digital disruption and workforce change, the apprentice-student may not just be part of the future – they may be leading it.

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  • Making the most of degree apprenticeships requires collaboration across the whole of the UK

    Making the most of degree apprenticeships requires collaboration across the whole of the UK

    Less than a decade after their introduction, degree apprenticeships have become a significant feature of higher education provision across the United Kingdom. Despite this shared initiative, institutions in England, Scotland, Wales, and Northern Ireland continue to operate largely independently, creating a fragmented UK landscape that limits collective learning and improvement.

    This separation has resulted in a fragmented landscape that undermines opportunities for mutual learning and improvement. The absence of sustained dialogue means each nation continues to trial and refine its own approach in relative isolation, an approach that leaves apprentices short-changed.

    If we want better outcomes for everyone involved, we need to stop running four parallel experiments and start talking to one another.

    As a consortium of educational leaders committed to work-based higher education across the UK, we’ve collectively observed a concerning trend during our extensive engagement with employers, universities, and apprentices: the persistent siloing of knowledge and practice between our four nations. While Scotland has established its graduate apprenticeships program, England has developed its degree apprenticeships framework, and both Wales and Northern Ireland have implemented their own distinct approaches. Despite facing remarkably similar implementation challenges, there remains a troubling lack of systematic knowledge-sharing and collaborative learning across these national boundaries.

    Enhanced cross-border collaboration could lead to better outcomes for institutions, apprentices, and employers alike, preventing duplication of efforts and fostering collective improvements based on shared experiences.

    Diverse approaches

    Each UK nation has developed its distinct approach to integrating apprenticeships within higher education, despite common policy objectives and implementation challenges.

    In 2024, the Labour government announced the Institute for Apprenticeships and Technical Education (Transfer of Functions etc) Bill, paving the way for the establishment of Skills England. Previously employers defined apprenticeship standards, with apprentices required to dedicate at least 20 per cent of their training time away from the workplace, concluding with an end-point assessment. The new legislation gives the government powers to bypass employer groups to design and approve standards and apprenticeship assessment plans in a move argued to make the skills system more “agile” to employer needs and allow Skills England to become central to Labour’s five missions.

    In Scotland, graduate apprenticeships managed by Skills Development Scotland similarly prioritise employer involvement. However, Scotland employs a more centrally controlled skills system, directly influencing university offerings through funded apprenticeship places. This approach is further reinforced by the Tertiary Education and Training (Funding and Governance) (Scotland) Bill – introduced in February 2025 – which centralises responsibility for the delivery and funding of apprenticeships within the Scottish Funding Council. By consolidating these responsibilities, the bill aims to enhance system efficiency, transparency, and alignment with the Scottish labour market, thereby facilitating improved outcomes for learners and employers.

    Wales introduced a novel structure by establishing the Commission for Tertiary Education and Research (Medr), a single governing body overseeing the entire tertiary education sector, including apprenticeships. This model represents a significant structural departure from other nations.

    Northern Ireland’s strategy aligns apprenticeships with broader economic ambitions, specifically targeting a transformation to a “10X economy” by 2030. Apprenticeships play a pivotal role in this ambitious economic development strategy, not merely seen as educational pathways, but as strategic instruments for workforce development and sectoral transformation.

    Shared challenges, isolated solutions

    Despite the distinct policy approaches, institutions in each nation encounter remarkably similar operational difficulties. Institutions consistently face challenges integrating workplace experiences within academic curricula, navigating multiple regulatory frameworks, and establishing comprehensive support mechanisms for apprentices. These recurring issues highlight a fundamental inefficiency: duplicated efforts across borders without coordinated learning.

    For instance, Middlesex University’s Sustainable Degree Apprenticeships report identifies common struggles across the UK, particularly with managing supernumerary positions for nursing apprentices and reconciling workplace assessments with academic expectations.

    The widespread nature of these issues emphasises the potential value of a collective, cross-border approach to sharing effective strategies and solutions.

    Exemplifying untapped collaborative potential is the University of the West of Scotland’s (UWS) approach to graduate apprenticeships. UWS’ graduate apprenticeship business management programme has introduced dedicated “link tutors” who act as a consistent point of contact for both apprentices and employers. These tutors navigate the complex relationship between universities and employers, support apprentices in managing the demands of full-time work alongside academic study and help ensure alignment between on-the-job experience and academic outcomes. For apprentices who have struggled in more traditional learning environments, this targeted, consistent support has been especially impactful.

    The UWS example points to a broader truth – that the success of degree apprenticeships depends not just on academic content or employer engagement, but on the quality of the relationships built around the apprentice. UWS link tutors demonstrate what is possible when those relationships are given structure and sustained attention. However, without mechanisms for knowledge-sharing across the UK, such practices risk becoming isolated successes rather than the foundation for a more consistent and effective system.

    Barriers to effective collaboration

    The persistence of fragmentation across the UK is not accidental but reinforced by several systemic barriers. Firstly, the varied regulatory and quality assurance frameworks across each nation create natural divisions. These distinct regulations complicate collaborative efforts and reinforce separation.

    Competition among institutions for apprenticeships and employer partnerships further discourages cooperation. Institutions often perceive cross-border collaboration as potentially undermining competitive advantage, despite potential long-term benefits for shared knowledge. Divergent policy frameworks across the four nations intensifies these tensions. Employers operating across England, Scotland, Wales and Northern Ireland face significant challenges navigating the inconsistent apprenticeship standards, funding mechanisms, and regulatory requirements, thereby limiting the scale and effectiveness of apprenticeship programs and potentially undermining broader national objectives of skills development and economic growth.

    Additionally, frequent policy shifts undermine the stability required for effective collaborative planning. Institutions, wary of unpredictable policy changes, prefer short-term, autonomous strategies rather than investing in potentially unstable cross-border collaborations.

    And the absence of structured platforms for meaningful cross-border exchange remains a significant barrier. Resource constraints, particularly in staff workloads and budgetary limitations frequently hinder the capacity of institutions to engage in sustained, meaningful dialogue with counterparts in other UK regions. This lack of institutional infrastructure and resourcing limits the development of collaborative practices essential for a cohesive UK-wide degree apprenticeship ecosystem.

    The imperative for collaborative platforms

    Addressing these barriers requires deliberate action to create structured, cross-border collaborative forums. Recent informal discussions among apprenticeship providers across the UK indicate widespread acknowledgment of these missed collaborative opportunities. Academics frequently express frustration about facing common challenges without access to shared resources or systematic opportunities to learn from peers in other parts of the UK. This is despite frequent calls from the sector.

    What is lacking is a coordinated infrastructure that supports regular exchange of pedagogical models, assessment strategies, and institutional policies. Cross-nation working groups, joint practitioner networks, and shared digital platforms could help bridge this divide. These would not only allow for the exchange of effective practice but also aid in the development of more consistent approaches that benefit apprentices and employers alike.

    The challenge is not a lack of innovation, but a lack of connection. Many institutions already possess effective, well-tested solutions to the very problems others are still grappling with. Without formal channels to communicate these solutions, valuable knowledge remains isolated and difficult to access. If higher education institutions across the UK are to realise the full potential of degree apprenticeships, they must find ways to turn informal acknowledgement into formal collaboration.

    The benefits of greater cross-border collaboration are substantial. Institutions could significantly improve the quality of apprenticeship programmes by collectively addressing shared challenges. Enhanced efficiency could reduce duplication of effort, allowing institutions to focus resources more strategically and effectively.

    Moreover, apprentices themselves stand to gain significantly. Improved programme coherence, stemming from collective learning, could ensure apprentices receive uniformly high-quality education and training, irrespective of their geographic location.

    Employers – essential stakeholders in apprenticeship programmes – would similarly benefit from improved programme consistency and quality. Collaborative cross-border dialogue could help standardise employer expectations and streamline their participation across multiple jurisdictions.

    A collective future

    Degree apprenticeships represent a substantial collective investment aimed at reshaping higher education and addressing key skills shortages within the UK economy. Apprentices at the heart of this initiative deserve integrated, high-quality experiences informed by the best practices and shared knowledge of institutions across the entire UK.

    Institutions and policymakers must therefore commit to overcoming existing fragmentation by prioritising structured cross-border collaboration. This approach not only maximises the effectiveness of the significant resources already committed but also establishes a more coherent, effective educational framework for future apprentices.

    Ultimately, collaboration among UK higher education institutions represents not only good educational practice but a strategic imperative, ensuring that apprenticeships fully realise their potential as transformative educational opportunities.

    Our apprentices deserve better than four parallel experiments. They deserve the best of what all four nations have learned. It’s time we started talking to each other.

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  • America’s future depends on more first-generation students from underestimated communities earning an affordable bachelor’s degree

    America’s future depends on more first-generation students from underestimated communities earning an affordable bachelor’s degree

    I recently stood before hundreds of young people in California’s Central Valley; more than 60 percent were on that day becoming the first in their family to earn a bachelor’s degree.

    Their very presence at University of California, Merced’s spring commencement ceremony disrupted a major narrative in our nation about who college is for — and the value of a degree.

    Many of these young people arrived already balancing jobs, caregiving responsibilities and family obligations. Many were Pell Grant-eligible and came from communities that are constantly underestimated and where a higher education experience is a rarity.

    These students graduated college at a critical moment in American history: a time when the value of a bachelor’s degree is being called into question, when public trust in higher education is vulnerable and when supports for first-generation college students are eroding. Yet an affordable bachelor’s degree remains the No. 1 lever for financial, professional and social mobility in this country.

    Related: Interested in innovations in higher education? Subscribe to our free biweekly higher education newsletter.

    A recent Gallup poll showed that the number of Americans who have a great deal of confidence in higher education is dwindling, with a nearly equal amount responding that they have little to none. In 2015, when Gallup first asked this question, those expressing confidence outnumbered those without by nearly six to one.

    There is no doubt that higher education must continue to evolve — to be more accessible, more relevant and more affordable — but the impact of a bachelor’s degree remains undeniable.

    And the bigger truth is this: America’s long-term strength — its economic competitiveness, its innovation pipeline, its social fabric — depends on whether we invest in the education of the young people who reflect the future of this country.

    There are many challenges for today’s workforce, from a shrinking talent pipeline to growing demands in STEM, healthcare and the public sector. These challenges can’t be solved unless we ensure that more first-generation students and those from underserved communities earn their degrees in affordable ways and leverage their strengths in ways they feel have purpose.

    Those of us in education must create conditions in which students’ talent is met with opportunity and higher education institutions demonstrate that they believe in the potential of every student who comes to their campuses to learn.

    UC Merced is a fantastic example of what this can look like. The youngest institution in the University of California system, it was recently designated a top-tier “R1” research university. At the same time, it earned a spot on Carnegie’s list of “Opportunity Colleges and Universities,” a new classification that recognizes institutions based on the success of their students and alumni. It is one of only 21 institutions in the country to be nationally ranked for both elite research and student success and is proving that excellence and equity can — and must — go hand in hand.

    In too many cases, students who make it to college campuses are asked to navigate an educational experience that wasn’t built with their lived experiences and dreams in mind. In fact, only 24 percent of first-generation college students earn a bachelor’s degree in six years, compared to nearly 59 percent of students who have a parent with a bachelor’s. This results in not just a missed opportunity for individual first-generation students — it’s a collective loss for our country.

    Related: To better serve first-generation students, expand the definition

    The graduates I spoke to in the Central Valley that day will become future engineers, climate scientists, public health leaders, artists and educators. Their bachelor’s degrees equip them with critical thinking skills, confidence and the emotional intelligence needed to lead in an increasingly complex world.

    Their future success will be an equal reflection of their education and the qualities they already possess as first-generation college graduates: persistence, focus and unwavering drive. Because of this combination, they will be the greatest contributors to the future of work in our nation.

    This is a reality I know well. As the Brooklyn-born daughter of Dominican immigrants, I never planned to go away from home to a four-year college. My father drove a taxi, and my mother worked in a factory. I was the first in my family to earn a bachelor’s degree. I attended college as part of an experimental program to get kids from neighborhoods like mine into “top” schools. When it was time for me to leave for college, my mother and I boarded a bus with five other students and their moms for a 26-hour ride to Vanderbilt University in Nashville, Tennessee.

    Like so many first-generation college students, I carried with me the dreams and sacrifices of my family and community. I had one suitcase, a box of belongings and no idea what to expect at a place I’d never been to before. That trip — and the bachelor’s degree I earned — changed the course of my life.

    First-generation college students from underserved communities reflect the future of America. Their success is proof that the American Dream is not only alive but thriving. And right now, the stakes are national, and they are high.

    That is why we must collectively remove the obstacles to first-generation students’ individual success and our collective success as a nation. That’s the narrative that we need to keep writing — together.

    Shirley M. Collado is president emerita at Ithaca College and the president and CEO of College Track, a college completion program dedicated to democratizing potential among first-generation college students from underserved communities.

    Contact the opinion editor at [email protected].

    This story about first-generation students was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Hechinger’s weekly newsletter.

    The Hechinger Report provides in-depth, fact-based, unbiased reporting on education that is free to all readers. But that doesn’t mean it’s free to produce. Our work keeps educators and the public informed about pressing issues at schools and on campuses throughout the country. We tell the whole story, even when the details are inconvenient. Help us keep doing that.

    Join us today.

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  • Indiana public colleges to shed or consolidate over 400 degree programs

    Indiana public colleges to shed or consolidate over 400 degree programs

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    Dive Brief: 

    • Six of Indiana’s higher education institutions are moving to collectively cut or consolidate over 400 programs in the face of a state law taking effect Tuesday that aims to end academic offerings that award low numbers of degrees. 
    • The programs on the chopping block account for 19% of all degree offerings at the state’s public higher education institutions. The colleges opted to consolidate 232 programs, suspend 101 and eliminate 75. 
    • Under the new state law, public colleges must seek approval from the Indiana Higher Education Commission to continue degree programs that don’t graduate enough students to meet certain thresholds. If the commission doesn’t grant approval, colleges must eliminate those programs. 

    Dive Insight: 

    The new quotas are a part of a slate of last-minute provisions that Indiana lawmakers added to the state’s budget plan, which was signed into law in early May, to reshape college governance. Along with the quotas, lawmakers also implemented post-tenure reviews for faculty and gave Republican Gov. Mike Braun full control over selecting Indiana University’s governing board. 

    Braun praised the degree cuts and consolidations in a statement Monday, casting them as a way to ensure public colleges prepare students for in-demand fields and streamline their offerings. 

    “This will help students make more informed decisions about the degree they want to pursue and ensure there is a direct connection between the skills students are gaining through higher education and the skills they need most,” Braun said. 

    Under the new law, associate degree programs are on the chopping block if the average number of students they graduate falls under 10 students over the past three years, while bachelor’s programs are at risk if they graduate fewer than an average of 15 students. Master’s and doctoral programs have slightly lower thresholds — an average of seven and three students, respectively. 

    Indiana University is moving to cut or consolidate 249 programs across its campuses, the most out of the six institutions. Of those, the university is immediately eliminating 43, suspending another 83 and consolidating 123. 

    Indiana University Bloomington, the flagship campus, will see 116 degree cuts or consolidations. 

    The cuts and consolidations at Bloomington heavily impact programs in education, humanities and foreign languages, including bachelor’s programs in Spanish, French, Italian and Portuguese. However, they also include STEM programs, such as bachelor’s in statistics and atmospheric science. 

    Ahead of the news, some faculty members expressed concern they could lose their jobs due to the state law, Heather Akou, president-elect of the Bloomington Faculty Council, recently told WFYI

    “Even tenured faculty are wondering, am I going to have a job in two months?” Akou told the station. “We’re scheduled to teach classes. Will I be allowed to teach the classes I’m scheduled to teach this fall? I don’t know. That’s really the level of chaos and confusion that’s going on right now.”

    An Indiana University spokesperson on Tuesday said that 27 programs would be created through consolidating other programs. The spokesperson did not answer questions about how the cuts and consolidations would impact faculty, but referred Higher Ed Dive to a university announcement detailing the changes.  

    Purdue University is moving to cut or consolidate 83 programs, followed by Ball State University (51 programs), Indiana State University (11 programs), Ivy Tech Community College (10 programs) and University of Southern Indiana (4 programs).

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  • Higher Education Inquirer : Liberty University Online: Master’s Degree Debt Factory

    Higher Education Inquirer : Liberty University Online: Master’s Degree Debt Factory

    Liberty University, one of the largest Christian universities in the United States, has built an educational empire by promoting conservative values and offering flexible online degree programs to hundreds of thousands of students. But behind the pious branding and patriotic marketing lies a troubling pattern: Liberty University Online has become a master’s degree debt factory, churning out credentials of questionable value while generating billions in student loan debt.

    From Moral Majority to Mass Marketing

    Founded in 1971 by televangelist Jerry Falwell Sr., Liberty University was created to train “Champions for Christ.” In the 2000s, the school found new life through online education, transforming from a small evangelical college into a mega-university with nearly 95,000 online students, the vast majority of them enrolled in nontraditional and graduate programs.

    By leveraging aggressive digital marketing, religious appeals, and promises of career advancement, Liberty has positioned itself as a go-to destination for working adults and military veterans seeking master’s degrees. But this rapid expansion has not come without costs — especially for the students who enroll.

    A For-Profit Model in Nonprofit Clothing

    Though technically a nonprofit, Liberty University operates with many of the same profit-driven incentives as for-profit colleges. Its online programs generate massive revenues — an estimated $1 billion annually — thanks in large part to federal student aid programs. Students are encouraged to take on loans to pay for master’s degrees in education, counseling, business, and theology, among other fields. Many of these programs are offered in accelerated formats that cater to working adults but often lack the rigor, support, or job placement outcomes associated with traditional graduate schools.

    Federal data shows that many Liberty students, especially graduate students, take on substantial debt. According to the U.S. Department of Education’s College Scorecard, the median graduate student debt at Liberty can range from $40,000 to more than $70,000, depending on the program. Meanwhile, the return on investment is often dubious, with low median earnings and high rates of student loan forbearance or default.

    Exploiting Faith and Patriotism

    Liberty’s marketing strategy is finely tuned to appeal to Christian conservatives, homeschoolers, veterans, and working parents. By framing education as a moral and patriotic duty, Liberty convinces students that enrolling in an online master’s program is both a personal and spiritual investment. Testimonials of “calling” and “purpose” are common, but the financial realities can be harsh.

    Many students report feeling misled by promises of job readiness or licensure, especially in education and counseling fields, where state licensing requirements can differ dramatically from what Liberty prepares students for. Others cite inadequate academic support and difficulties transferring credits.

     The university spends heavily on recruitment and retention, often at the expense of student services and academic quality.

    Lack of Oversight and Accountability

    Liberty University benefits from minimal federal scrutiny compared to for-profit schools, largely because of its nonprofit status and political connections. The institution maintains close ties to conservative lawmakers and was a vocal supporter of the Trump administration, which rolled back regulations on higher education accountability.

    Despite a series of internal scandals — including financial mismanagement, sexual misconduct cover-ups, and leadership instability following the resignation of Jerry Falwell Jr. — Liberty has continued to expand its online presence. Its graduate programs, particularly in education and counseling, remain cash cows that draw in federal loan dollars with few checks on student outcomes.

    A Cautionary Tale in Christian Capitalism

    The story of Liberty University Online is not just about one school. It reflects a broader trend in American higher education: the merging of religion, capitalism, and credential inflation. As more employers demand advanced degrees for mid-level jobs, and as traditional institutions struggle to adapt, schools like Liberty have seized the opportunity to market hope — even if it comes at a high cost.

    For students of faith seeking upward mobility, Liberty promises a path to both spiritual and professional fulfillment. But for many, the result is a diploma accompanied by tens of thousands in debt and limited economic return. The moral reckoning may not be just for Liberty University, but for the policymakers and accreditors who continue to enable this lucrative cycle of debt and disillusionment.


    The Higher Education Inquirer will continue to investigate Liberty University Online and similar institutions as part of our ongoing series on higher education debt, inequality, and regulatory failure.

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  • Students Without a Degree Value Higher Ed

    Students Without a Degree Value Higher Ed

    Photo illustration by Justin Morrison/Inside Higher Ed | FG Trade/E+/Getty Images

    American adults who don’t currently have a college degree see value in pursuing higher education, but the cost of a credential, mental health challenges, emotional stress or the flexibility of classes can prevent some from enrolling in and completing a program, according to the results of a survey released today.

    The Lumina Foundation and Gallup surveyed nearly 14,000 adults in October to learn more about their views toward higher education and the barriers they face in attaining a credential. This latest report is part of the State of Higher Education study, which began in 2020.

    Those surveyed include 6,000 adults who are currently enrolled at a college or university, nearly 5,000 people who have some college but no degree, and 3,000 adults who have never enrolled in a college program.

    Fifty-seven percent of those surveyed in 2024 said they considered pursuing at least one degree or credential in the past two years. That’s down two percentage points from the 2023 survey, but significantly up from 44 percent of those surveyed in 2021.

    Most respondents said some form of postsecondary credential was valuable, though bachelor’s degrees, industry certifications and graduate degrees ranked the highest. Among those who aren’t enrolled in college, 24 percent said they’re interested in pursuing an associate degree, while 18 percent have considered a bachelor’s degree. About 22 percent are interested in a certificate program, down slightly from 23 percent in last year’s report.

    Over all, 48 percent of those not currently in college said they are either very likely or likely to enroll in a postsecondary program, though those who stopped out are more likely to re-enroll compared to those who never started in the first place. Additionally, white adults are the least likely to consider some form of higher education in the next five years.

    For those currently enrolled or who stopped out, expected future job opportunities and confidence in the value of the degree or credential were key motivators in their decision to pursue higher education, though those were not the only factors.

    “The consistent link between perceived value and career outcomes underscores the importance of affordability, flexibility and student support—especially for those balancing work, caregiving or mental health struggles,” the report concludes. “To sustain this momentum and close remaining gaps, higher education institutions and policymakers will need to focus on removing barriers and reinforcing the connection between credentials and meaningful, well-paying jobs.”

    Zach Hrynowski, a senior researcher at Gallup, said the survey results show that while adults in the United States are less confident in institutions of higher education, a majority still see “the actual product that they receive from it” as beneficial, and that perceived value drives students to overcome barriers such as cost and flexibility for students who are in rural areas or are caretakers.

    “If people think it’s valuable, they’re going to still go after it. They may hem and haw, say, ‘Is this really worth it? Do I have the money? Why can’t I surmount the barriers?’” he said. “But we haven’t seen a widespread exodus away from higher education as a result of that, and that’s a testimony to the belief and the value of the credential itself.”

    But Hrynowski cautioned that if there was another way for adults to get a good job and socioeconomic improvement, prospective students might choose that option over pursuing a higher education.

    “If there was a paradigm shift and suddenly bachelor’s degrees were not the only pathway, and more and more industries had, for example, an industry certification that could be used in place of a bachelor’s degree, I’m not sure how many people would continue to chase that very expensive degree awarded by the institutions that they don’t trust very much,” he said.

    “I think right now, for a lot of people, pursuing bachelor’s degrees—especially if they’re doing it because it’s the only option—they acknowledge that if they want the benefit, then that’s the price they have to pay.”

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  • Social capital and the degree awarding gap: spaces, places and relationships

    Social capital and the degree awarding gap: spaces, places and relationships

    • Amira Asantewa is Director of Programmes, Grit Breakthrough Programmes
    • Reuel Blair is Lead Diversity Programmes Coordinator at the Centre for Student and Community Engagement, Nottingham Trent University

    Progress on the Black-white degree awarding gap has gone into reverse.  Figures published by Higher Education Student Data (HESA) in autumn 2024 show that in 2022/23 the difference in the percentage of Black students and white students getting a first- or upper-second-class degree went up to 21.4 percentage points (pps) – from 19pps in 2021/22 and 17.6pps in 2020/21.

    Across the sector, institutions are responding. Access and Participation Plans have been signed off.  Work towards achieving Race Equality Charter marks is underway. Faculties and departments are decolonising curricula, diversifying assessment modes, tackling the lack of Black representation in the staff body and the postgraduate community.

    While there are debates about the way the sector analyses and addresses the awarding gap, what we do know is there is, as yet, little to say about what works in UK universities. However, evidence from our work with students of Black Heritage that suggests social capital is key.

    Black leaders

    It was back in 2019 that Nottingham Trent University and Grit Breakthrough Programmes co-designed with students the Black Leadership Programme (BLP) – a mix of community-building activities, mentoring, inspirational speakers and work with both employers and global institutions. Centrepiece workshops are delivered by Grit: breakthrough programmes.

    Six years on and an independent TASO-funded evaluation found strong statistical evidence of impact on final year grades and that these higher grades were likely to have been caused, not by increased academic engagement, but instead by increased motivation, social capital and sense of belonging. 

    This reinforced the findings of the independent evaluation of Grit’s Black Leaders and Students of Colour programme across seven universities, which suggested that students were able to apply skills and confidence from having expanded networks and engagement in new experiences, to their academic lives. And the students tell us what this looks like.

    Spaces for Black students

    Students talk about the importance of access to Black spaces. This space, this community, is a place where Black students are not, as Anike from Liverpool John Moores University puts it, ‘self-censoring to make myself palatable to white people.’ Instead, it is where ‘I can get into the conversations I always wanted to have, feel free to talk about what’s important to me.’

    Research describes how Black-affirming campus spaces are vital for Black student academic success and supporting Black student inclusion and well-being. Kwaku from Nottingham Trent University describes the value of ‘a space where there isn’t the weight of always being different. I want a space to connect with people, people who I can talk to about how I am feeling, what I am going though, and who I know would understand.’

    So social capital is also about belonging. Zelena from Bath Spa University describes wanting ‘to belong to a community of people we can all turn to, to draw strength from, to look up to and connect with.’

    Identity and representation

    It is about identity. Students tell us about the importance of ‘realising the value of my own upbringing, my heritage, my culture… that it is not something to be left behind or discarded… I want to explore and appreciate who I am and what I am.’ As Gemma from the University of Greenwich says, it’s about ‘finally claiming my identity. Becoming proud of being Black.’ University is a time for building a new independent life, figuring out who you really are and how your evolving identity fits in this new space. And there is a strong correlation between identities and deeper approaches to learning.

    It is about representation, both in the messaging about opportunities and in the ability of those delivering them to relate to the racial identity and cultural backgrounds of the students. Or, as Kane from Nottingham Trent University says, ‘it’s about how we have the right to be noticed, feel heard, to see that my voice, my opinion matters.’

    And social capital is also about wanting to make a difference, making a contribution. Afreya from the University of Manchester describes ‘helping other people who are feeling the same as I was. Going out of my way to be visible, showing how anyone just like me, can be successful.’

    Students are very clear about social capital: ‘I made friends from the programme. I’ve joined societies… I’ve been a course rep and a Student Ambassador… I’ve been part of a project supporting young Black learners in schools in the city…’

    They are very clear about its value: ‘It gave me strength… I’ve been relentless in seizing every opportunity available… I work more efficiently… harder and smarter… I feel that the university has an interest in nurturing Black talent and my growth and development.’

    So, alongside all the institutional plans, strategies and initiatives, there also have to be the spaces, places and relationships for Black students to be their full, authentic, very best selves and, just like their white peers, grow the social capital to thrive and succeed in their time at university and beyond.

    On 5th June at Nottingham Trent University, Grit Unleashed will take a deep dive into the university experience for Black students and Students of Colour across the UK in a day co-designed and co-delivered by student participants. For more details email [email protected]

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  • Community Colleges Expand Four-Year Degree Options as Illinois Joins National Trend

    Community Colleges Expand Four-Year Degree Options as Illinois Joins National Trend

    In a significant shift for higher education access, Illinois Governor JB Pritzker announced his support for new legislation that would allow the state’s community colleges to offer bachelor’s degrees in high-demand fields. The move aligns Illinois with a growing national trend that has seen dramatic expansion in community college baccalaureate (CCB) programs across the country.

    “By allowing our community colleges to offer baccalaureate degrees for in-demand career paths, we are making it easier and more affordable for students to advance their careers while strengthening our state’s economy,” Pritzker said in his February announcement.

    The proposed bills, SB2482 and HB3717, would make Illinois the 25th state to implement such programs, joining states like California, Washington, and Florida that have already embraced community college bachelor’s degrees as a way to meet workforce demands and increase educational access. The measure appears to be stalled in the state legislature. 

    The Illinois initiative addresses practical challenges faced by many community college students. According to State Representative Tracy Katz Muhl, 78% of community college students work while in school, making relocation to four-year institutions impractical.

    “Community college students are deeply rooted in their local communities—they work here, raise families here, and contribute to the local economy,” says Dr. Keith Cornille, President of Heartland Community College. “By expanding community college baccalaureate programs, we’re meeting students where they are.”

    The proposal has gained support from education leaders including Illinois Community College Board Executive Director Brian Durham, who highlighted the potential to increase access to affordable higher education without burdening students with excessive debt.

    A recent survey revealed that 75% of Illinois community college students would pursue a bachelor’s degree if they could complete it at their current institution—a statistic that demonstrates significant untapped potential in the state’s third-largest community college system, which serves 600,000 residents annually.

    Illinois’ move follows a remarkable expansion in community college baccalaureate programs nationwide. According to a recent report from The Community College Baccalaureate Association (CCBA) and higher education consulting firm Bragg & Associates Inc., 187 community colleges across the country were offering or authorized to offer bachelor’s degrees as of last year.

    This represents a 32% increase from Fall 2021, when only 132 institutions had such authorization. Today, approximately one-fifth of the nation’s 932 community colleges offer bachelor’s degrees, with the number of CCB degree programs rising from 583 to 678—a 17% increase in just two years.

    “It’s a big jump over the last two years,” says report author Dr. Debra Bragg, president of Bragg & Associates Inc. Bragg anticipates “tremendous growth” in coming years as more states recognize the potential of these programs.

    The movement began in 1989 when West Virginia became the first state to authorize a community college to confer bachelor’s degrees. By 2010, several more states—including California, Michigan, Florida, Texas, and Georgia—had followed suit. Some states have embraced the model completely, with Florida, Delaware, and Nevada authorizing all their community colleges to confer bachelor’s degrees.

    Geographic and demographic patterns
    Community colleges offering bachelor’s degrees are not distributed evenly across the country. According to the CCBA report, 62% of CCB colleges are located on the West Coast, where there is “less density” of higher education institutions and longer commutes to traditional four-year schools.

    “Geographic access to college, measured through proximal distance from a student’s home to college, correlates with students deciding whether they will ever participate in higher education,” the report notes. “Research on ‘education deserts’ shows most students choose to attend college within 50 miles of their home.”
    Washington (32), California (29), and Florida (28) lead the nation in the number of community colleges offering bachelor’s degrees. These institutions tend to be concentrated in large city and suburban areas (36%) or rural and town settings (27%) rather than in small cities or midsize urban areas.

    Perhaps most significantly, CCB programs appear to be effectively serving traditionally underrepresented student populations. Approximately half of all community colleges offering bachelor’s degrees qualify as minority-serving institutions (MSIs), with Hispanic-Serving Institutions (HSIs) comprising 71% of these MSIs.

    Data from the 2021-22 academic year shows that about half of all CCB graduates come from racially minoritized groups. Hispanic or Latinx students made up the slight majority (52%) of these graduates, followed by those identifying as Black or African American (29%) or Asian (9%).

    Women are also well-represented among CCB graduates, accounting for 64% of degree recipients. This aligns with broader trends in higher education, where women generally attain degrees at higher rates than men.

    The gender distribution varies by field of study. While business programs attract the largest portion of both male and female students (around 40% for each), men are more likely to pursue STEM fields (34%), while women gravitate toward nursing programs (26%).

    The CCBA report highlights that CCB degrees are primarily focused on workforce preparation. Business programs dominate the offerings, followed by health professions, education, and nursing—all areas that align with significant workforce needs.

    This workforce alignment is a key selling point for Illinois’ proposed legislation. The initiative comes as Illinois employers report growing demand for workers with bachelor’s degrees in specialized fields, mirroring workforce gaps seen in other states with successful CCB programs.

    CCBA President Dr. Angela Kersenbrock sees these workforce-focused degrees as central to the community college mission. “To me, this is the community college really embracing its missions,” says Kersenbrock. “I know some folks say this is community colleges stepping over their mission. But I think it’s a full embracing of what they should be doing… closing equity gaps, being the people’s college, setting people up for economic success and mobility, and being very responsive to what a community needs in terms of workers and employees.”

    Despite the growth and apparent success of community college baccalaureate programs, they are not without controversy. Some traditional four-year institutions view them as mission creep or unwelcome competition.

    Illinois’ proposal faces similar scrutiny. Critics question whether community colleges have the resources, faculty expertise, and infrastructure necessary to deliver quality bachelor’s degree programs. Others worry about potential duplication of existing programs at four-year institutions.

    Supporters counter that CCB programs typically focus on applied fields with clear workforce connections rather than traditional academic disciplines. They also emphasize that these programs often serve students who would otherwise not pursue bachelor’s degrees at all, rather than pulling students away from existing institutions.

    Looking Ahead
    If Illinois passes the proposed legislation, it will join a diverse group of states finding success with community college baccalaureate programs. States like Washington, California, and Florida report positive outcomes in terms of both degree attainment and workforce preparation.

    For Illinois’ sprawling community college system—the third largest in the nation—the change could significantly reshape higher education access. Community colleges often serve as entry points to higher education for first-generation college students, working adults, and others who face barriers to traditional four-year institutions.

    “This initiative isn’t about competing with our university partners,” notes one Illinois community college president. “It’s about creating additional pathways for students who might otherwise never earn a bachelor’s degree.”

    As more states consider similar legislation, the community college bachelor’s degree appears poised to become an increasingly common feature of American higher education. With workforce demands continuing to evolve and traditional college enrollment patterns shifting, these programs offer a flexible approach to meeting both student and employer needs.

    For Bragg, the trend represents a natural evolution of community colleges’ historical mission.

    “Community colleges have always adapted to meet changing educational and workforce needs,” she observes. “Bachelor’s degrees are just the latest example of this responsiveness.”

    As Illinois moves forward with its proposal and other states watch closely, the coming years will likely see further expansion of bachelor’s degree options at community colleges nationwide—continuing a transformation that is making higher education more accessible to students who need it most.

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  • Effective regulation requires a degree of trust

    Effective regulation requires a degree of trust

    At one point in my career, I was the CEO of a students’ union who’d been charged with attempting to tackle a culture of initiation ceremonies in sports clubs.

    One day a legal letter appeared on my desk – the jist of which was “you can’t punish these people if they didn’t know the rules”.

    We trawled back through the training and policy statements – and found moments where we’d made clear that not only did we not permit initiation ceremonies, we’d defined them as follows:

    An initiation ceremony is any event at which members of a group are expected to perform an activity as a means of gaining credibility, status or entry into that group. This peer pressure is normally (though not explicitly) exerted on first-year students or new members and may involve the consumption of alcohol, eating various foodstuffs, nudity and other behaviour that may be deemed humiliating or degrading.

    The arguments being advanced were fourfold. The first was that where we had drawn the line between freedom to have fun and harmful behaviour, both in theory and in practice, was wrong.

    The second was that we’d not really enforced anything like this before, and appeared to be wanting to make an example out of a group of students over which a complaint had been raised.

    They said that we’d failed to both engender understanding of where the line was that we were setting for those running sports clubs, and failed to make clear expectations over enforcing that line.

    And given there been no intent to cause harm, it was put to us that the focus on investigations and publishments, rather than support to clubs to organise safe(er) social activity, was both disproportionate and counter-productive.

    And so to the South coast

    I’ve been thinking quite a bit about that affair in the context of the Office for Students (OfS) decision to fine the University of Sussex some £585k over both policy and governance failings identified during its three-year investigation into free speech at Sussex.

    One of the things that you can debate endlessly – and there’s been plenty of it on the site – is where you draw the line between freedom to speak and freedom from harm.

    That’s partly because even if you have an objective of securing an environment characterised by academic freedom and freedom of speech, if you don’t take steps to cause students to feel safe, there can be a silencing effect – which at least in theory there’s quite a bit of evidence on (including inside the Office for Students).

    You can also argue that the “make an example of them” thing is unfair – but ever since a copper stopped me on the M4 doing 85mph one afternoon, I’ve been reminded of the old “you can’t prove your innocence by proving others’ guilt” line.

    Four days after OfS says it “identified reports” about an “incident” at the University of Sussex, then Director of Compliance and Student Protection Susan Lapworth took to the stage at Independent HE’s conference to signal a pivot from registration to enforcement.

    She noted that the statutory framework gave OfS powers to investigate cases where it was concerned about compliance, and to enforce compliance with conditions where it found a breach.

    She signalled that that could include requiring a provider to do something, or not do something, to fix a breach; the imposition of a monetary penalty; the suspension of registration; and the deregistration of a provider if that proved necessary.

    “That all sounds quite fierce”, she said. “But we need to understand which of these enforcement tools work best in which circumstances.” And, perhaps more importantly “what we want to achieve in using them – what’s the purpose of being fierce?”

    The answer was that OfS wanted to create incentives for all providers to comply with their conditions of registration:

    For example, regulators assume that imposing a monetary penalty on one provider will result in all the others taking steps to comply without the regulator needing to get involved.

    That was an “efficient way” to secure compliance across a whole sector, particularly for a regulator like OfS that “deliberately doesn’t re-check compliance for every provider periodically”.

    Even if you agree with the principle, you can argue that it’s pretty much failed at that over the intervening years – which is arguably why the £585k fine has come as so much of a shock.

    But it’s the other two aspects of that initiation thing – the understanding one and the character of interventions one – that I’ve also been thinking about this week in the context of the Sussex fine.

    Multiple roles

    On The Wonkhe Show, Public First’s Jonathon Simons worries about OfS’ multiple roles:

    If the Office for Students is acting in essentially a quasi-judicial capacity, they can’t, under that role, help one of the parties in a case try to resolve things. You can’t employ a judge to try and help you. But if they are also trying to regulate in the student interest, then they absolutely can and should be working with universities to try and help them navigate this – rather than saying, no, we think we know what the answer is, but you just have to keep on revising your policy, and at some point we may or may not tell you got it right.

    It’s a fair point. Too much intervention, and OfS appears compromised when enforcing penalties. Too little, and universities struggle to meet shifting expectations – ultimately to the detriment of students.

    As such, you might argue that OfS ought to draw firmer lines between its advisory and enforcement functions – ensuring institutions receive the necessary support to comply while safeguarding the integrity of its regulatory oversight. At the very least, maybe it should choose who fronts out which bits – rather than its topic style “here’s our Director for X that will both advise and crack down. ”

    But it’s not as if OfS doesn’t routinely combine advice and crack down – its access and participation function does just that. There’s a whole research spin-off dedicated to what works, extensive advice on risks to access and participation and what ought to be in its APPs, and most seem to agree that the character of that team is appropriately balanced in its plan approval and monitoring processes – even if I sometimes worry that poor performance in those plans is routinely going unpunished.

    And that’s not exactly rare. The Regulator’s Code seeks to promote “proportionate, consistent and targeted regulatory activity” through the development of “transparent and effective dialogue and understanding” between regulators and those they regulate. Sussex says that throughout the long investigation, OfS refused to meet in person – confirmed by Arif Ahmed in the press briefing.

    The Code also says that regulators should carry out their activities in a way that “supports those they regulate to comply” – and there’s good reasons for that. The original Code actually came from something called the Hampton Report – in 2004’s Budget, Gordon Brown tasked businessman Philip Hampton with reviewing regulatory inspection and enforcement, and it makes the point about example-setting:

    The penalty regime should aim to have an effective deterrent effect on those contemplating illegal activity. Lower penalties result in weak deterrents, and can even leave businesses with a commercial benefit from illegal activity. Lower penalties also require regulators to carry out more inspection, because there are greater incentives for companies to break the law if they think they can escape the regulator’s attention. Higher penalties can, to some extent, improve compliance and reduce the number of inspections required.”

    But the review also noted that regulators were often slow, could be ineffective in targeting persistent offenders, and that the structure of some regulators, particularly local authorities, made effective action difficult. And some of that was about a failure to use risk-based regulation:

    The 1992 book Responsive Regulation, by Ian Ayres and John Braithwaite, was influential in defining an ‘enforcement pyramid’, up which regulators would progress depending on the seriousness of the regulatory risk, and the non-compliance of the regulated business. Ayres and Braithwaite believed that regulatory compliance was best secured by persuasion in the first instance, with inspection, enforcement notices and penalties being used for more risky businesses further up the pyramid.

    The pyramid game

    Responsive Regulation is a cracking book if you’re into that sort of thing. Its pyramid illustrates how regulators can escalate their responses from persuasion to punitive measures based on the behaviour of the regulated entities:

    In one version of the compliance pyramid, four broad categories of client (called archetypes) are defined by their underlying motivational postures:

    1. The disengaged clients who have decided not to comply,
    2. The resistant clients who don’t want to comply,
    3. The captured clients who try to comply, but don’t always succeed, and
    4. The accommodating clients who are willing to do the right thing.

    Sussex has been saying all week that it’s been either 3 or 4, but does seem to have been treated like it’s 1 or 2.

    As such, Responsive Regulation argues that regulators should aim to balance the encouragement of voluntary compliance with the necessity of enforcement – and of course that balance is one of the central themes emerging in the Sussex case, with VC Sacha Roseneil taking to PoliticsHome to argue that:

    …Our experience reflects closely the [Lords’ Industry and Regulators] committee’s observations that it “gives the impression that it is seeking to punish rather than support providers towards compliance, while taking little note of their views.” The OfS has indeed shown itself to be “arbitrary, overly controlling and unnecessarily combative”, to be failing to deliver value for money and is not focusing on the urgent problem of the financial sustainability of the sector.

    At roughly the same time as the Hampton Report, Richard Macrory – one of the leading environmental lawyers of his generation – was tasked by the Cabinet Office to lead a review on regulatory sanctions covering 60 national regulators, as well as local authorities.

    His key principle was that sanctions should aim to change offender behaviour by ensuring future compliance and potentially altering organisational culture. He also argued they should be responsive and appropriate to the offender and issue, ensure proportionality to the offence and harm caused, and act as a deterrent to discourage future non-compliance.

    To get there, he called for regulators to have a published policy for transparency and consistency, to justify their actions annually, and that the calculation of administrative penalties should be clear.

    These are also emerging as key issues in the Sussex case – Roseneil argues that the fine is “wholly disproportionate” and that OfS abandoned, without any explanation, most of its provisional findings originally communicated in 2014.

    The Macory and Hampton reviews went on to influence the UK Regulatory Enforcement and Sanctions Act 2008, codifying the Ayres and Braithwaite Compliance Pyramid into law via the Regulator’s Code. The current version also includes a duty to ensure clear information, guidance and advice is available to help those they regulate meet their responsibilities to comply – and that’s been on my mind too.

    Knowing the rules and expectations

    The Code says that regulators should provide clear, accessible, and concise guidance using appropriate media and plain language for their audience. It says they should consult those they regulate to ensure guidance meets their needs, and create an environment where regulated entities can seek advice without fear of enforcement.

    It also says that advice should be reliable and aimed at supporting compliance, with mechanisms in place for collaboration between regulators. And where multiple regulators are involved, they should consider each other’s advice and resolve disagreements through discussion.

    That’s partly because Hampton had argued that advice should be a central part of a regulators’ function:

    Advice reduces the risk of non-compliance, and the easier the advice is to access, and the more specific the advice is to the business, the more the risk of non-compliance is reduced.

    Hampton argued that regulatory complexity creates an unmet need for advice:

    Advice is needed because the regulatory environment is so complex, but the very complexity of the regulatory environment can cause business owners to give up on regulations and ‘just do their best’.

    He said that regulators should prioritise advice over inspections:

    The review has some concerns that regulators prioritise inspection over advice. Many of the regulators that spoke to the review saw advice as important, but not as a priority area for funding.”

    And he argued that advice builds trust and compliance without excessive enforcement:

    Staff tend to see their role as securing business compliance in the most effective way possible – an approach the review endorses – and in most cases, this means helping business rather than punishing non-compliance.

    If we cast our minds back to 2011, despite the obvious emerging complexities in freedom from speech, OfS had in fact done very little to offer anything resembling advice – either on the Public Interest Governance Principles at stake in the Sussex case, or on the interrelationship between them and issues of EDI and harassment.

    Back in 2018, a board paper had promised, in partnership with the government and other regulators, an interactive event to encourage better understanding of the regulatory landscape – that would bring leaders in the sector together to “showcase projects and initiatives that are tackling these challenges”, experience “knowledge sharing sessions”, and the opportunity for attendees to “raise and discuss pressing issues with peers from across the sector”.

    The event was eventually held – in not very interactive form – in December 2022.

    Reflecting on a previous Joint Committee on Human Rights report, the board paper said that it was “clear that the complexity created by various forms of guidance and regulation is not serving the student interest”, and that OfS could “facilitate better sharing of best practice whilst keeping itself apprised of emerging issues.”

    I’m not aware of any activity to that end by October 2021 – and even though OfS consulted on draft guidance surrounding the “protect” duty last year, it’s been blocking our FOI attempts to see the guidance it was set to issue when implementation was paused ever since, despite us arguing that it would have been helpful for providers to see how it was interpreting the balancing acts we know are often required when looking at all the legislation and case law.

    The board paper also included a response to the JCHR that said it would be helpful to report on free speech prompted by a change in the risk profile in how free speech is upheld. Nothing to that end appeared by 2021 and still hasn’t unless we count a couple of Arif Ahmed speeches.

    Finally, the paper said that it was “not planning to name and shame providers” where free speech had been suppressed, but would publish regulatory action and the reasons for it where there had been a breach of registration condition E2.

    Either there’s been plenty of less serious interventions without any promised signals to the sector, or for all of the sound and fury about the issue in the media, there really haven’t been any cases to write home about other than Sussex since.

    Willing, but ready and able?

    The point about all of that – at least in this piece – is that it’s actually perfectly OK for a regulator to both advise and judge.

    It isn’t so much to evaluate whether the fine or the process has been fair, and it’s not to suggest that the regulator shouldn’t be deploying the “send an example to promote compliance” tactic.

    But it is to say that it’s obvious that those should be used in a properly risk-based context – and where there’s recognised complexity, the very least it should do is offer clear advice. It’s very hard to see how that function has been fulfilled thus far.

    In the OECD paper Reducing the Risk to Policy Failure: Challenges for Regulatory Compliance, regulation is supposed to be about ensuring that those regulated are ready, willing and able to comply:

    • Ready means clients who know what compliance is – and if there’s a knowledge constraint, there’s a duty to educate and exemplify. It’s not been done.
    • Able means clients who are able to comply – and if there’s a capability constraint, there’s a duty to enable and empower. That’s not been done either.
    • Willing means clients who want to comply – and if there’s an attitudinal constraint, there’s a duty to “engage, encourage [and then] enforce”.

    It’s hard to see how “engage” or “encourage” have been done – either by October 2021 or to date.

    And so it does look like an assumption on the part of the regulator – that providers and SUs arguing complexity have been being disingenuous, and so aren’t willing to secure free speech – is what has led to the record fine in the Sussex case.

    If that’s true, evidence-free assumptions of that sort are what will destroy the sort of trust that underpins effective regulation in the student interest.

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