Tag: Paper

  • WEEKEND READING: The 2025 Immigration White Paper and its impact on international teacher recruitment and retention in MFL and Physics

    WEEKEND READING: The 2025 Immigration White Paper and its impact on international teacher recruitment and retention in MFL and Physics

    This blog was kindly authored by Juliette Claro, Lecturer in Education at St Mary’s University Twickenham and Co-chair of the UCET Special Interest Group in Supporting International Trainee Teachers in Education.

    The Immigration White Paper, published in Summer 2025, introduced sweeping reforms that will reshape England’s teacher workforce. One of the most consequential changes is the reduction of the Graduate Visa route from 24 to 18 months, which directly undermines the ability of international trainees to complete their Early Career Teacher (ECT) induction. Ahead of the debate at the House of Lords on the sustainability of Languages teachers and the impact of the immigration policies on the supply of qualified languages educators in schools and universities, this article examines the implications of this policy shift, supported by recent labour market data and the House of Lords paper by Claro and Nkune (2025), and offers recommendations for mitigating its unintended consequences.

    The White Paper and the impact on shortage subjects

    The National Foundation for Educational Research (NFER) Annual Report (2025) confirms that Physics and Modern Foreign Languages (MFL) remain among the most under-recruited secondary subjects. Physics met just 17% of its Initial Teacher Training (ITT) target in 2024/25, while MFL reached 42%. These figures reflect a decade-long struggle to attract and retain qualified teachers International trainees have historically played a vital role in plugging these gaps, particularly in MFL, where EU-trained teachers once formed a significant proportion of the workforce.

    Following the significant rise in international applicants for teacher training in shortage subjects such as Physics and MFL, The University Council for the Education of Teacher (UCET) launched in  June 2025 a platform for Initial Teacher Education (ITE) providers to discuss the support of international trainee teachers through a Special Interest Group (SIG) composed of 83 members representing ITE providers across England. Members of the SIG shared their concerns towards the immigration reforms and the impact the White Paper may have on the recruitment and retention of teachers in shortage subjects such as Physics or MFL where a strong majority of applicants come from overseas.

    Graduate visa reform: a critical barrier

    The most contentious element of the 2025 Immigration White Paper is the reduction of the Graduate Visa route from 24 to 18 months, which started on 1 January 2026. The new 18-month limit creates a structural misalignment where international trainees will be forced to leave the UK before completing their two-year Early Career Framework (ECF) induction, unless their school sponsors them early through a Skilled Worker Visa. At this stage, many schools are unwilling or unable to undertake this process due to cost, administrative burden, and the complexity of the process.

    UCET SIG members conducted a small-scale research in their settings to understand the barriers with school leaders to sponsor international Early Career Teachers (ECT). Across the sector, the reasons are complex and multilayered, reflecting the lack of financial and administrative support schools have to navigate sponsorship. This is especially true for smaller schools that are not part of a Multiple Academy Trust (MAT).

    The changes in the White Paper not only disrupt career progression but also risk wasting public investment. International trainees in shortage subjects are eligible to receive bursaries of up to £29,000 in Physics and £26, 000 in MFL (2025-2026). If they are forced to leave before completing induction, the return on this investment is nullified. Coherence in policies between the Department for Education recruitment targets and the Home Office immigration policies is needed in a fragile education system.

    The fragile pipeline of domestic workforce

    Providers from the SIG who liaised with their local Members of Parliament and other officials were reminded that the White Paper encourages employers not to rely on immigration to solve shortages of skills. Moreover, the revised shortage occupation list narrows eligibility, excluding MFL and Physics teaching specialisms and requiring schools to demonstrate domestic recruitment efforts before sponsoring.

    This adds friction to recruitment as the pipeline of domestic workforce for secondary school teachers in MFL, and Physics is relatively non-existent. The Institute of Physics highlighted in their 2025 report that 700,000 GCSE students do not have a Physics specialist in front of them in class. In MFL, the successive governments and decades of failed government policies to increase Languages students at GCSE and A Level are now showing the signs of a monolingual nation, reluctant to take on languages studies at Higher Education. This has contributed to a shortage of linguists willing to join the teaching profession.

    Why do international teachers matter in modern Britain?

    While the current political climate refutes the importance of immigration to sustain growth and skills in the economy, the White Paper undermines not only the Department for Education recruitment targets in a sector struggling to recruit and retain teachers in shortage subjects, but it also undermines the Fundamental British Values on which our curriculum and Teachers’ Standards are based on. Through a rhetoric that a domestic workforce is better than a foreign workforce, we both deny our young people the opportunity to be taught by subject specialists, and we refute the possibilities for our schools to promote inclusion in the teaching workforce.

    International teachers bring a breadth of experience and expertise. This is being denied to students based on the assumptions that making visas more difficult to obtain and reducing the opportunities for sponsorship will make the economy stronger.

    International trainee teachers joining the teacher training courses from Europe and the Global South often come to England with decades of experience teaching in their country. UCET SIG members’ small-scale research suggests that the majority of them want to stay and work in English schools after they qualify. The latest 2025  Government report on international teacher recruitment also highlights the fact that the majority of internationals aspire for careers progression in highly a performing education system in England. These studies suggest that the rhetoric behind the White Paper is not necessarily applicable in Education and needs reviewing.

    International teachers show strength and resilience adapting to new curricula and new educational systems. They are role models and aspirations for learners not only sharing their expertise in the classroom but also their resilience and determination to thrive.

    Recommendations

    The following recommendations would help to address the current issues:

    • Restore the Graduate Visa to 24 months for teachers to align with the ECT induction period.
    • Introduce automatic Skilled Worker sponsorship for international trainees in shortage subjects who complete Year 1 of induction successfully.
    • Provide centralised visa support for schools, including legal guidance and administrative assistance.
    • Ring-fence bursary funding to ensure it supports retention, not short-term recruitment.
    • Monitor and publish retention data for international teachers to inform future policy.
    • To support the sector, Education and Skills England should collaborate with the Industrial Strategy Advisory Council and the Migration Advisory Committee to bring coherence to policies linked with sponsorship and visa waivers for shortage subjects for example in Languages and Physics.

    Conclusion

    The 2025 White Paper offers ambitious reforms to address England’s teacher shortages, but its immigration provisions risk undermining progress. The reduction of the Graduate Visa route creates a structural barrier to retention, particularly in MFL and Physics, where international trainees are most needed and the domestic workforce is not supplying the pipeline of specialist teachers. Without urgent policy realignment, England risks losing valuable talent and wasting public investment at a time when stability and inclusion should be the priority.

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  • New HEPI Debate Paper: ‘A Baker’s Dozen: Thirteen years of book reviews on higher education, 2013 to 2025’

    New HEPI Debate Paper: ‘A Baker’s Dozen: Thirteen years of book reviews on higher education, 2013 to 2025’

    Author:
    Nick Hillman

    Published:

    HEPI’s final publication of 2025 takes a timely look back to reflect on a period of profound change in higher education policy and debate.

    A Baker’s Dozen: Thirteen years of book reviews on higher education, 2013 to 2025 (HEPI Debate Paper 42), written by HEPI’s Director Nick Hillman OBE, brings together 30 book reviews published since higher undergraduate tuition fees first came into effect in 2012/13. This moment marked the beginning of an era that reshaped higher education across the UK: from the removal of student number controls to the creation of the Office for Students, with lasting consequences for the sector.

    The collection spans books by leading academics, politicians, commentators and international figures, as well as a cultural perspective from beyond the policy world. Authors reviewed include Peter Mandler, Alison Scott-Baumann, David Cameron, Wes Streeting, David Goodhart, Sam Freedman, Richard Corcoran, Ben Wildavsky and David Baddiel. Together, the reviews chart how debates about higher education, the state, students, institutions and free speech have evolved over more than a decade.

    Organised into five thematic sections, the debate paper offers both a historical record and a platform for renewed discussion. With further reform on the horizon, new leadership at the Office for Students and elections in Wales and Scotland approaching, this Debate Paper offers an important moment to consider how we arrived at the current policy landscape and how debate should develop next.

    You can read the press release and access the full debate paper here.

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  • Sick of Doomscrolling? Join This New Research Paper Collective Instead

    Sick of Doomscrolling? Join This New Research Paper Collective Instead

    Anuja Uppuluri used to spend a lot of time scrolling social media apps dictated by algorithms designed to keep users glued to their screens no matter how mind-numbing the content.

    “I always had something else that I could be doing or wanted to be doing, but I was choosing to watch TikTok videos for five hours,” said Uppuluri, who completed a bachelor’s degree in information systems at Carnegie Mellon University in May. “And then by the end of it I couldn’t remember anything that I had watched.”

    Uppuluri, who now works as a machine learning engineer for Anthropic, sought to become more intentional about the information she consumes and has since scaled back her social media usage. Rather than scroll aimlessly, she wanted to fill her time digesting more research related to her career field, especially about the inner workings and implications of increasingly prevalent generative artificial intelligence tools.

    She discovered all types of academic papers, articles and blog posts she wanted to read, but it wasn’t easy to keep organized. “I didn’t know where to put all of this stuff, because there’s no central location for it,” Uppuluri told Inside Higher Ed. “I started thinking about how I want to use my research and what I want to see from other people’s research.”

    So Uppuluri developed Paper Trails, which she described as “Goodreads for academic papers” in an X post announcing the website’s launch last week. “I built it because I wanted a place where engaging with research felt fun, beautiful, and personal to you.”

    Similar to the book-focused website Goodreads, Paper Trails is designed to help users discover new research and ideas, though it’s not powered by an AI algorithm. It’s a crowd-sourced platform where users can post links to papers from any field, peruse summaries of those papers, create shelves (public reading lists), and comment, review or rate papers.

    In the week since its public debut, Paper Trails has grown its users from 10 to 2,200; the number of articles available on the site has increased from 20 to 3,100.

    Inside Higher Ed spoke with Uppuluri to hear more about her vision for Paper Trails.

    (This interview has been edited for length and clarity.)

    Q: What sparked your interest in reading more academic research, especially about computer science and AI?

    A: I always thought of a computer scientist as someone who writes code, builds infrastructure and makes sure systems are built to scale. But AI is blurring the line between research and engineering. Every new discovery that comes out of a large language model (LLM) lab is research-oriented.

    Understanding why the technology is the way it is can be done by reading papers and understanding the research about large language models. These models are like black boxes—you can’t entirely understand what’s going on inside it—and that’s created all of the research subfields. For example, a subfield called interpretability is about trying to interpret what the models are doing. The more you do with these models, the more you have to read to understand how they work to gain context on how to build things better.

    Q: How did your previous experiences reading and writing research papers inform the creation of Paper Trails?

    A: A research paper to me used to mean something related to medicine, chemistry or biology. I didn’t understand or realize that it had a place in computer science until a few months before I wrote the only research paper I did in college. For that paper, I wrote the methodology and code, but my co-author, who was doing his Ph.D., helped me structure the paper, write the references and get it through the formatting process. It felt like a high barrier to entry for doing and reading research, which I associated with work instead of fun.

    I thought having some type of casual thing like [Paper Trails] to organize research papers would maybe help me read more. But other existing websites I experimented with looked so dated and used software I had to learn. It looked complicated and didn’t seem fun. I also didn’t want to organize my research in a big Google Doc that has 50 links on it that I’m never going to touch again—that looks ugly.

    So, I knew I could probably make my own site that looks nice and is easy to use.

    At its core, Paper Trails is a tool to put papers and other reading material together in a way that’s pretty and fun. Sometimes that’s what you need to make something feel more like a hobby rather than more work you have to do.

    Q: What went into developing the Paper Trails website and how does it work?

    A: I coded most of it from scratch, with the exception of pasting in a few codes to fix some bugs.

    When I first launched, there were only around 20 papers on the site. Now, there’s around 3,000 just from more people being on the site and adding the things that they want to read.

    I chose not to mass import a bunch of stuff at the outset because if people look at it and it’s not something they’re interested in, it’s still there. It’s kind of cool to look at every single paper and know that it’s there because it’s something on someone else’s reading list.

    Everything on the main page is organized by publication date. You can also use keywords to search or just click some buttons to see what people are logging. There is no personalized algorithm for users. While there isn’t anything necessarily wrong with a recommendation assistant, it’s also nice when there’s nothing telling you what to look at.

    Q: What is the value of Paper Trails for its users?

    A: There’s a lot of people who would like to get into research or just reading more. And if you want to spend your time in that way, having a tool to help you do it and encourage you to do makes it a lot easier to follow through on.

    There’s also value coming from all the people that make it a collaborative thing. It allows people to explore, kind of like going down a Wikipedia rabbit hole. You can just keep clicking on random links and reading. You don’t know what you’re going to learn at the start of your session but, if you’re interested in it, you can read it.

    Q: Now that people are showing interest, what are the next steps for Paper Trails?

    A: I was thinking about sending it to some of my old professors, especially if they have Ph.D. students who may be interested in working on it.

    There are even more elements that I could add that would improve the user experience. A lot of people have papers that are already saved on another site, so being able to bulk import would be helpful. Or allowing a few people to edit a shelf rather than just one person could make collaboration a little bit better. Or being able to clone somebody’s shelf so that another user can add some of their own stuff to it.

    I don’t know exactly what growth looks like. But to me, success means the people using it are happy.

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  • As the job market tightens, workers without degrees could hit a ‘paper ceiling’

    As the job market tightens, workers without degrees could hit a ‘paper ceiling’

    by Lawrence Lanahan, The Hechinger Report
    December 2, 2025

    DENVER — On a bus headed downtown, Cherri McKinney opened a compact mirror and — even as the vehicle rattled and blinding morning sun filled the window — skillfully applied eyeliner.

    McKinney is a licensed aesthetician. She went into bookkeeping after graduating from high school in 1992, then ran a waxing salon for years. Later she shifted into human resources at a homeless shelter. But stepping off the bus, she started her work day as a benefits and leave administrator for Colorado’s Department of Labor and Employment.

    She wouldn’t have made it past some hiring managers.

    “My background is kind of all over the place,” McKinney said. “You might have looked at my résumé and thought, ‘Wow, this girl doesn’t have a college education.’”

    In fact, Colorado’s state government was looking for workers just like her. In 2022, Gov. Jared Polis signed an executive order directing state agencies to embrace “skills-based hiring” — evaluating job seekers based on abilities rather than education level — and to open more positions to applicants without college diplomas. When McKinney interviewed with the state in the summer of 2024, she said, she was asked practical questions about topics like the Family Medical Leave Act, not about her academic background.

    For a decade, workforce organizations, researchers and public officials have pushed employers to stop requiring bachelor’s degrees for jobs that don’t need them. That’s a response to a hiring trend that began during the Great Recession, when job seekers vastly outnumbered open positions and employers increased their use of bachelor’s degree requirements for many jobs — like administrative assistants, construction supervisors and insurance claims clerks — that people without college diplomas had capably handled. The so-called “paper ceiling,” advocates say, locks skilled workers without degrees out of good-paying jobs. Degree requirements hurt employers, too, advocates argue, by screening out valuable talent.

    Related: Interested in more news about colleges and universities? Subscribe to our free biweekly higher education newsletter.

    In recent years, at least 26 states, along with private companies like IBM and Accenture, began stripping degree requirements and focusing hiring practices on applicants’ skills. A job seeker’s market after Covid, plus labor shortages in the public sector, boosted momentum. Seven states showed double-digit percentage increases in job listings without a degree requirement between 2019 and 2024, according to the National Governors Association. A 2022 report from labor analytics firm Burning Glass (recently renamed Lightcast) found degree requirements disappearing from private sector listings too.

    But less evidence has emerged of employers actually hiring nondegreed job seekers in substantial numbers, and a crumbling economic outlook could stall momentum. Last year, Burning Glass and Harvard Business School found that less than 1 in 700 hires in 2023 benefited from the shift to skills-based hiring. Federal layoffs and other cuts pushing more workers with degrees into the job hunt could tempt employers to return to using the bachelor’s as a filtering mechanism.

    “I think it’s a sort of do-or-die moment” for skills-based hiring, said Amanda Winters, who advises state governments on skills-based hiring at the nonprofit National Governors Association.

    Winters said the shift to hiring for skills requires time-consuming structural changes. Human resource departments must rewrite job descriptions, and hiring managers must be trained to change their approach to interviewing to assess candidates for skills, among other steps. And even then, said Winters, there’s no reason for managers not to prefer applicants with college degrees if they indeed have the skills.

    Related: Students worried about getting jobs are adding extra majors

    Colorado is trying to push employers, both public and private, to make this shift. Polis’ 2022 order devoted $700,000 and three staffers to institutionalizing skills-based hiring in state government. According to a case study by the National Governors Association and the nonprofit Opportunity@Work, the state is working with human resources departments at individual agencies, training them to rewrite job descriptions to spell out skills (for example, “active listening and interpersonal skills”). When posting a job, hiring managers are encouraged to click a box that reads: “I have considered removing the degree requirement for this role.” 

    Polis’ team also built a dashboard to track progress toward “Wildly Important Goals” related to skills-based hiring — like boosting the share of job applicants without a bachelor’s degree by 5 percent by summer 2026. State officials say about 80 percent of job classifications (categories of jobs with specific pay scales and responsibilities — for example, Human Resources Specialist III or Accountant I) now emphasize skills over degrees.

    All told, the state says, 25 percent of hires within those job classifications in 2024 — 1,588 in total — were people without degrees, roughly the same share as in 2023, when the state began collecting this information. Similar data from other states on their success in hiring skilled, nondegreed workers is scarce. State officials from Maryland and Pennsylvania, two of the first states with executive orders dropping degree requirements, said they track education levels of applicants but not of new hires. 

    To spark skills-based hiring in the private sector, the Colorado Workforce Development Council, a quasi-governmental group appointed by the governor, encourages local workforce boards to help assess employers’ needs and job seekers’ skills.

    One of those boards — Pikes Peak Workforce Center in Colorado Springs — conducts workshops for local businesses on skills-based hiring and helps them write job descriptions that emphasize skills. When a company registers for a job fair, said CEO Traci Marques, the center asks both what positions are open and which skills are needed for them.

    The center also teaches job seekers to identify their skills and show employers how they apply in different fields. A recent high school graduate who served on student council, Marques said, might discuss what that role taught them about time management, conflict resolution and event planning.

    The goal is for skills to become the lingua franca between employers and job seekers. “It’s really that matchmaking where we fit in,” Marques said.

    One new matchmaking tool is learning and employment records, or LERs. These digital records allow job seekers to verify their degrees, credentials and skills with former schools and workplaces and then share them with potential employers. Two years ago, a philanthropic coalition granted the Colorado Workforce Development Council $1.4 million to create LER systems.

    LERs are still in the early stages of development, but advocates say they could eventually allow more precise matching of employers’ needs with job seekers’ skills.

    Once nondegreed workers get in the door, employers can also see payoffs, said Cole Napper, vice president of research, innovation and talent insights at Lightcast. His research shows that workers hired for skills get promoted at almost the same rate as education-based hires and stay at their jobs longer.

    But as the labor market cools, the question now is whether people without four-year degrees will get in the door in the first place. Nationally, job growth has slowed. Maryland and Colorado froze hiring this summer for state positions.

    At a recent job fair at Pikes Peak, single mother Yvette Stanton made her way around the tables, some featuring placards that read “Skills-Based Hiring.” After a few months at a sober living facility, Stanton had lined up day care and was ready to work. She clutched a green folder with a résumé documenting certifications vouching for her skills in phlebotomy and medication administration. “When you have more certifications, there are better job opportunities,” said Stanton.

    She approached a table for the Colorado Department of Corrections. Human resources specialist Jack Zeller told her that prisons do need workers with medical certifications, and he said she could also apply to be a corrections officer. But, he said — holding out his phone to show her the job application site — she should wait until Jan. 1.

    “If the hiring freeze ends like it’s supposed to,” he said, “there’s gonna be a billion jobs going up on the website.”

    Related: Apprenticeships for high schoolers are touted as the next big thing. One state leads the way      

    Colorado works not just on the demand side, pushing employers to seek out workers based on their skills, but also on the supply side, to arm people who might not choose college with marketable skills and help them find jobs in in-demand industries.

    The Polis administration encourages high schools and community colleges to make available industry-recognized credentials — including certified nursing assistant, certified associate in project management and the CompTIA cybersecurity certification— that can earn students credits while giving them skills for better-paying jobs. The governor is also making a big bet on work-based learning opportunities in high school and community college, especially apprenticeships.

    If employers meet talented workers who lack degrees, they’ll grow more comfortable hiring for skills, said Sarah Heath, who directs career and technical education for the Colorado Community College System. “You’ve got to prove it to people to get them to buy into it,” she said.

    At Red Rocks Community College in Lakewood, a suburb of Denver, President Landon Pirius has set a goal of eventually providing a work-based learning experience to every graduate. Earlier this year, the college hired a work-based learning coordinator and an apprenticeship coordinator, and it partners with Northrop Grumman on a registered apprenticeship that lets cybersecurity students earn money while getting technical instruction and on-the-job learning.

    In his frequent discussions with regional employers, Pirius said, “the message is consistently skill-based hiring.” He added: “Our manufacturers are like, ‘I don’t even care about a degree. I just want to know that they can do X, Y, Z skills. So when you’re teaching our students, make sure you teach them these things.’”

    Colorado community colleges also see opportunities to equip students with skills in fields like aerospace, quantum computing, behavioral addiction treatment and mental health counseling, where there’s a growing demand for workers and some jobs can be handled without a four-year degree. In 2022, Colorado gave its community college system $15 million to create pathways to behavioral health careers that don’t require a Master of Social Work degree or even a B.A.

    Related: ‘Not waiting for people to save us’: 9 school districts combine forces to help students

    Colorado’s skill-based talent pipeline extends to high school. In a “Computer Science and Cybersecurity” class at Warren Tech, a high school in Lakewood, Zachary Flower teaches in-demand “soft skills” like problem solving, teamwork and communication.

    “The people who get hired are more often the ones who are better communicators,” said Flower, a software developer who was a director of software engineering and hiring manager for a travel company before he started teaching. Communication skills are half of the grade in Flower’s capstone project: Students communicate independently throughout the year with local industry sponsors, and at the end they present to a panel of engineers and developers.

    Despite the emphasis on skills-based hiring, a 2023 study projected that more than 4 in 10 job openings in Colorado from 2021 through 2031 would require at least a bachelor’s degree — the second-highest proportion of any state in the country — because many industries there, like engineering, health care and business services, require higher education, according to Georgetown University’s Center on Education and the Workforce.“But there’s still a significant amount of opportunity for people with less than a bachelor’s degree,” said Nicole Smith, chief economist at the center.

    People, in other words, like Cherri McKinney, who couldn’t afford college and didn’t want to spend four years finding her path. McKinney plans to stay in state government, where she believes she can develop more skills and advance without a college degree. Indeed, a 2023 executive order demanded that every state agency develop at least two work-based learning programs by the end of this year.

    Gov. Polis, who championed workers like McKinney, ends his second term in January 2027 and cannot run for reelection. State budgets are fragile in the Trump era. McKinney’s colleagues call often, nervous about their benefits in a time of hiring freezes and government shutdowns.

    McKinney isn’t worried.

    “When I made my first career switch from bookkeeping to aesthetics, what I realized was I am the eye of this storm,” she said. “Things swirl around me, and if I bring myself in my way that I do to my jobs, that’s what is going to create the stability for me.”

    Contact editor Caroline Preston at 212-870-8965, via Signal at CarolineP.83 or on email at [email protected].

    This story about job skills was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for the Hechinger newsletter.

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  • Making sense of specialisation: what the Post-16 White Paper means for university identity

    Making sense of specialisation: what the Post-16 White Paper means for university identity

    Over the weekend we published blogs on the art of reimagining universities and on why the TEF could collapse under the weight of DfE and the OfS’ expectations.

    Today’s blog was kindly authored by Nick Barthram, Strategy Partner at Firehaus and Merry Scott Jones, Transformation Partner at Firehaus and Associate Lecturer at Birkbeck, University of London.

    It is the tenth  blog in HEPI’s series responding to the post-16 education and skills white paper. You can find the other blogs in the series hereherehereherehereherehere, here and here.

    The government’s Post-16 Education and Skills White Paper sets a new tone for tertiary education in England. It is not just another skill or funding reform. It is a statement of intent about how universities, colleges, and employers should work together to build the country’s economic capability.

    The paper sets out a broad reform agenda built around stronger employer collaboration, higher-quality technical education, and a more flexible lifelong learning system. Initiatives such as Local Skills Improvement Plans and the Lifelong Learning Entitlement illustrate how the system is being reshaped to enable post-16 institutions to play distinct, complementary roles within a shared ecosystem of skills and innovation. All of this will unfold against a backdrop of constrained funding, uneven regional capacity, and growing regulatory pressure, making clarity of role more important than the White Paper itself acknowledges.

    While the paper avoids overt market language, the phrase comparative advantage does a lot of work. It invites universities to reflect on what they are best at and how that compares with others, without requiring them to openly compete. The intention is clear: to encourage institutions to define, and then demonstrate, their unique value. This is not new thinking. Advance HE, supported by a sector steering group including representation from AHUA, CUC, Guild HE and UUK, published a discussion paper last year on Measuring What Matters, exploring institutional performance and the importance of evidencing and communicating value creation.

    For some, that will mean sharper choices about subjects, audiences, partnerships, and purpose. For others, it will be about aligning their contribution to regional priorities. Not every university serves its region in the same way. The most prestigious universities will act as lighthouses, shaping national and international ecosystems through research and innovation. Others will play a more local role, deepening their community impact and supporting regional industry.

    The common thread is focus. Universities can no longer rely on breadth as a badge of strength. The challenge now is to identify what makes their contribution distinct and coherent, and to express that with clarity.

    From strategy to articulation

    Responding to the White Paper will be a demanding process. It will call for rigorous analysis, evidence-gathering, and an honest evaluation of institutional strengths and weaknesses. It will also require a sophisticated understanding of stakeholders’ and audiences’ needs. And of course, diplomacy will be required to manage the trade-offs that follow. Every decision will carry consequences for identity, culture, and relationships.

    In time, many universities will produce credible strategies: detailed statements of focus, lists of priorities, and maps of partnerships. But the real risk is stopping there. Institutional strategy alone will not create coherence.

    Universities often complete strategic work and then move straight to execution, adding imagery or campaigns before uniting everything around a purpose that aligns what you offer and who it’s for. The step that often gets missed is articulation – translating strategic intent into something people can understand, believe in, and act on.

    The White Paper calls for coherence across regions and the sector. Universities need to mirror that with coherence within their own walls. When purpose, culture, and communication line up behind a shared sense of direction, policy responses become practice, not just strategy. And this, fundamentally, is what the Government is seeking.

    The groundwork for meeting these changes is only just beginning, with many hard yards still to come. While covering that ground, there are lessons from outside the sector worth remembering.

    1. Specialisation  is relative
      A university’s strengths mean little in isolation. What matters is how those strengths stand out within the broader system of institutions, partners, and employers. Understanding where your work overlaps with others and where it uniquely contributes is essential. Knowing what not to do is often as important as knowing where to lead.
    1. Demand is defined by more than the UK Government
      The White Paper rightly highlights the importance of the national industrial strategy in shaping what is ‘in demand’. But universities should also consider the needs and motivations of their wider audiences: students, partners, and communities. Clarity about who your work matters to is as important as clarity about what that work is.
    1. Purpose must be expressed, not just defined
      Defining purpose is a strategic exercise; expressing it is an act of leadership. Purpose that remains on paper does not change behaviour, attract talent, or inspire partners. It must be made visible and tangible across everything the institution says and does, from how staff describe their work to how the university presents itself to the world.
    1. Perception matters as much as reality
      Universities are naturally driven by research and evidence. Yet specialisation is as much about being perceived as specialised as it is about being so in practice. The most successful institutions will work not only to build genuine expertise but also to occupy space in their audiences’ hearts and minds. Shifting perception requires consistency in both story and substance.
    1. Alignment is critical to success
      The institutions that succeed will be those that align intent, culture, and message. When leadership, staff, and students share a single understanding of what the university stands for, decision-making becomes simpler, collaboration easier, and communication more powerful. Alignment is not achieved through a campaign but through ongoing dialogue and consistent behaviour.

    A catalyst for clarity

    The Post-16 White Paper is ultimately a call for focus. For universities, that means not only deciding where they fit but demonstrating that fit clearly and consistently to students, partners, and staff.

    Those who stop at strategy will adapt. Those who move beyond it — articulating their role with confidence, coherence, and conviction — will help define what a purposeful, modern university looks like in the decade ahead.

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  • Three hot takes you may have missed from the Post-16 Education and Skills White Paper.

    Three hot takes you may have missed from the Post-16 Education and Skills White Paper.

    This blog was kindly authored by Rose Stephenson, Director of Policy and Strategy at HEPI.

    It is the ninth blog in HEPI’s series responding to the post-16 education and skills white paper. You can find the others in the series herehereherehereherehere, here and here.

    There have been oodles of column inches already published about the Post-16 White Paper, and many have rightly focused on the headlines: increased tuition fees, a return of targeted maintenance grants funded by an international students levy and a move towards more specialist institutions.

    In this blog, I want to dive beyond these headlines, as the paper contains a number of further bold policy proposals, some of which could be transformational for the sector.

    Break points

    The White Paper places a strong focus on flexible learning, including a greater number of Level 4 and 5 qualifications. There is a specific target of at least 10% of young people going into Level 4 or 5 study, including apprenticeships, by 2040. Clearly, the Government wants to see more movement in this direction from the sector, adding:

    We need to build clear and well-understood pathways at these levels [4 and 5], underpinned by qualifications that are easier to study close to home, which are both modular and flexible.

    In terms of higher education providers, the Government sets out:

    We will expect providers to offer more flexible, modular provision and strengthen progression routes from further education into higher education, supported by transferable credits. We will consult on making student support for level 6 degrees conditional on the inclusion of break points in degree programmes. This marks a significant shift towards a more inclusive and adaptable model of learning, empowering individuals to tailor their educational journey.

    There is little detail, but it reads to me that the Government will consult on a proposal that students will only be able to access student loan funding for institutions that offer ‘break points’ at Level 4 and 5 of a full three-year degree.

    This was also a recommendation from the Augar report, which outlined:

    … providers with degree-awarding powers will be required to offer them [level 4 and 5 qualifications] as ‘exit’ qualifications if learners choose to leave a course early.

    In my experience, most institutions now do this. If a student wants or needs to finish their studies at the end of their first year, for example, (providing they have passed the required modules), the institution would offer to award them with the Level 4 qualification that recognises their learning to date – most likely a certificate of higher education. However, ‘CertHEs’ are only routinely awarded ‘mid-degree’ if a student withdraws, and many students don’t know that there is an option to take a qualification at the end of their first year. One might wonder if providers could maintain this ‘consolation prize’ status quo. However, the paper goes further, stating:

    The introduction of break points will ensure that learners are acquiring vital, usable skills in every year of higher education. It will give them the option to break down their learning, achieving a qualification at level 4 after the first year and level 5 after their second year of studies, while also ensuring institutions are incentivised to support those who wish to continue their studies. This will enable young people to ‘stay local and go further’ by connecting local provision at level 4 and 5 with internationally recognised degree-level providers, unlocking opportunity and ambition across every region.

    I am reading between the lines here, but it looks as though providers may be expected to award students at the end of each year of learning, increasing awareness of stackable, flexible learning, and potentially a knock-on increase in student mobility between institutions. As with much of this White Paper, we await the details.

    Accommodation

    The white paper outlines:

    We will work with the sector and others so that the supply of student accommodation meets demand, including increasing the supply of affordable accommodation where that is needed. We will work with the sector, drafting a statement of expectations on accommodation which will call upon providers to work strategically with their local authorities to ensure there is adequate accommodation for the individuals they recruit.

    Firstly, this statement is a little ironic given that the Renters Reform Act that has just passed through parliament is likely to reduce small (generally one to two bedroom) off-street student housing provision – as outlined by Martin Blakey in his blog.

    This feels woolly to me. What levers does the Government have to pull to increase the supply of affordable accommodation for students? If it does have any, why have these not been pulled already? The main driver of expensive student accommodation is that there are not enough houses (for the general population as well as students), allowing rents to be driven ever higher. Providers working strategically with local authorities won’t deliver more housing stock. (Unless the magic house bush grows alongside the magic money tree?)

    We’ve seen a ‘Statement of Expectations’ previously, delivered by the OfS in relation to sexual harassment prevention and response on campus. This was an evaluated stepping stone on the way to regulation. Could there be an increased expectation on institutions to provide affordable accommodation as part of future regulation? A sensible ideology, perhaps. After all, we know students want and need cheap places to live. But given the financial position of many institutions, the resulting pause in capital building projects, the increase in commuter students and the impending decline in 18-year-old population numbers, I can’t see many subsidised student flats being built anytime soon.

    Apprenticeship ‘units’

    We have known since before the 2024 General Election that Labour wanted to expand the Apprenticeship Levy to become the Growth and Skills Levy. We see some more detail about this in the paper:

    We want employers to be able to use the levy on short, flexible training courses.

    Currently, apprenticeships are funded by the apprenticeship levy. Businesses with a pay bill of over £3 million pay 0.5% of this into the levy ‘pot’. Businesses can then use the levy fund to cover the cost of training apprenticeships. Since the introduction of the levy, the number of apprenticeship starts has fallen, and the age profile of apprenticeships has changed. Since 2015, proportionately more apprenticeships have been started by those aged 25 or over.

    Source: Department for Education, Apprenticeships and traineeships data

    So – the apprenticeship levy was, unintentionally, a good policy for lifelong learning; businesses wanted to reinvest their levy costs into their business and found that an effective way to do this was to upskill colleagues already employed in their organisation, often on higher or degree apprenticeships. The flip side of this meant that the intended outcomes of the policy, supporting school and college-leavers into apprenticeships, were stymied.

    To tackle this, most Level 7 Apprenticeships were defunded, with the aim of pushing funding back towards younger learners and lower-level apprenticeships. So the move to ‘apprenticeship units’ feels undermining of this aim. Again, this is likely to be great for lifelong learning. Employers will be able to upskill their workforce, initially in ‘priority areas’ such as artificial intelligence, digital and engineering.

    There is a limited pot of growth and skills levy funding, which has been fully or overspent for the last two academic years. So if the Government wants to increase apprenticeships for younger learners, it will need to expand this pot, and potentially ring-fence some of this. The potential for a bigger pot is hinted at:

    We will work with businesses and employers over the coming months to ensure that the growth in skills levy author is developed to help meet their needs and incentivise further employer investment in training.

    However, ring-fencing is not mentioned. The Government will need to put some guardrails in place here if they want to meet their target of two-thirds of young people going to university, further education or a ‘gold standard apprenticeship’ by the age of 25.  

    Conclusion

    So, while some of these statements are bold, remember that White Papers set out proposals for future legislation; there is a long way to go before legislation is in place. Further, there are several places in the white paper where the Government doesn’t specifically propose legislation; instead, there’s a sense of just asking the sector nicely. This is all well and good, but in times of severe financial constraint, asking institutions nicely to take steps that will cost them money is unlikely to yield results.

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  • WEEKEND ESSAY: Summarising and responding to the post-16 white paper

    WEEKEND ESSAY: Summarising and responding to the post-16 white paper

    This blog was kindly authored by Professor Roger Brown, the former Vice Chancellor of Southampton Solent University and Dr Helen Carasso, Honorary Norham Fellow of the Department of Education at the University of Oxford. Their previous book, Everything for Sale? The Marketisation of UK Higher Education was published by Routledge in 2013.

    It is eighth blog in HEPI’s series responding to the post-16 education and skills white paper. You can find the others in the series here, here, here, here, here, here and here.

    We need a reset to ensure the system can play its critical role in delivering provision aligned to the government’s growth and Industrial Strategy ambitions, support training at scale, deliver opportunity and outcomes for all, and reduce the persistent gaps in outcomes for the most advantaged students.

    (HM Government, 2025, p.46).

    As this statement of intent shows, the post-16 Education and Skills White Paper published last month has ambitious aims for the higher education sector in England. These are framed in the context of a wide range of proposals covering not only higher education but also further education and what used to be called ‘industrial training’. So far as higher education is concerned, the main proposals are:

    • To promote greater provider specialisation, including through greater collaboration
    • To increase financial sustainability and efficiency
    • To improve access and participation
    • To strengthen the incentives on providers to promote growth
    • To improve quality

    Specialisation and collaboration

    The Government wants to see greater specialisation: ‘over time there will be fewer broad generalist providers and more specialists’ (p.49). The White Paper seems to envisage two types of specialisation (a) by broad orientation, ‘teaching only’, ‘research’ and ‘teaching with applied research in specific disciplines’ (p.49) and (b) by discipline ‘a provider may decide to specialise across multiple disciplines or to focus on one or two where they are strongest’ (p.49). It is not clear how this will be achieved, but the White Paper speaks of ‘incentivising a more strategic distribution of research activity across the sector’ (p.50). This would be done through reforms to research funding. There will be a more permissive approach to collaboration on the part of the regulators. The Government declares that it will work with the Office for Students ‘to ensure there is a more robust process for market entry’ (p.50) but nothing is said about market exit.

    Financial sustainability and efficiency

    The White Paper confirms the earlier announcement by the Secretary of State that the undergraduate tuition fee cap for all providers will be increased in line with forecast inflation in the academic years 2026-27 and 2027-28. These ad hoc increases are intended to support the financial sustainability of institutions until legislation can be put in place to make such increases automatic. The Government will work with the sector to improve research cost recovery, with measures including improvements to TRAC (Transparent Approach to Costing) and support for collaboration and sharing of infrastructure. The White Paper also notes the potential of AI for dramatic improvements in research productivity. However, future Government support for research will be tied to ‘three distinct priorities’:

    Protecting and promoting curiosity-driven research; supporting the delivery of government priorities, missions and the Industrial Strategy; and providing targeted innovation, commercialisation and scale-up support to drive growth.

    (p.50)

    Moreover, improving cost recovery may ‘result in funding a lower volume of research [but] at a more sustainable level’ (p.52) and the research assessment system will be reformed ‘to better incentivise excellence and support the Government’s vision for the sector’ (p.53).

    Improving access and participation

    There are signs that the Government has registered the scale of the financial pressures on students with maintenance loans increasing with forecast inflation each year. Means-tested maintenance grants for students from the lowest income households (funded by the new International Student Levy) will be introduced. However these will be confined to those who are studying courses that support the Government’s missions and Industrial Strategy. The long-awaited introduction of modular teaching funding through the Lifelong Learning Entitlement (LLE) will also be focused on ‘key subjects for the economy, informed by the Industrial Strategy’ (p.56). However, given that the LLE model is to be used to operate loans for all eligible home undergraduates, it is unclear what this will mean in practice.

    To reduce administrative burdens, the regulation of Access and Participation Plans will be refined to focus on those parts of the sector where there is the greatest room for improvement. The Government will ‘develop options to address cold spots in under-served regions and tackle the most systemic barriers to access’ (p.57). It will also explore the reasons for the declining proportion of UK doctoral applicants in some fields. This could include reducing the financial barriers for those from lower socio-economic backgrounds.

    Incentives for growth

    The Strategic Priorities Grant will be reformed so as to align with the priority sectors that support the Industrial Strategy, the Government’s Plan for Change and future skills needs. Providers will be expected to review their curricula to increase flexibility and strengthen progression. Student support (i.e. eligibility for SLC loans) for Level 6 courses may be made conditional on the inclusion of accredited break points in degree programmes. Universities will be required to engage with Local Skills Improvement Plans. There will be ‘a new market monitoring function, drawing together key datasets to provide a clear, single picture of higher education supply and demand’ (p.61).

    The Government has protected the overall funding of UKRI (at £8.8bn). It will continue to ensure that there is ‘the right balance’ between the three research funding priorities. Some of UKRI’s funding will be ‘pivoted to align to areas of strategic importance as described in the Industrial Strategy sector plans’ (p. 62).

    The country’s ‘global leaders’ will be placed on a more sustainable footing through the linking of fee cap increases to quality (as discussed below) and the projected improvements in research cost recovery. The Government will work with the sector ‘to maintain a welcoming environment for high-quality international students’ (p.63). However, there will be tighter enforcement of visa approvals and monitoring of international students’ course enrolments and completions. Finally, providers will be encouraged to develop ‘civic plans’ that fit with their strengths and priorities.

    Improving quality

    Even though three-quarters of providers received Gold or Silver ratings in the last (2023) TEF, ‘we need to raise the bar across the system…with pockets of poor provision undermining the reputation of the sector’ (p.64). On the REF, the White Paper acknowledges the risk that research funding and assessment frameworks can incentivise ‘perverse behaviours’ with publication becoming ‘the main aim’ (p.65) (why did it take them so long?).

    There will be an increase in the OfS’s capacity to conduct ‘quality investigations’. Ultimately, the Government will legislate to ensure that the Office is able to impose recruitment limits where growth risks poor quality and future fee uplifts will become conditional on providers achieving a higher threshold through the Office’s quality regime.

    The Government will work with UCAS, the OfS and the sector to improve the quality of information for individuals ‘informed by the best evidence on the factors that influence the choices people make as they consider their higher education options’(p.66). An OfS review of its approach to degree awarding powers will include the role of external examiners and ‘the extent to which recent patterns of improving grades can be explained by an erosion of standards, rather than improved teaching and assessment practices’ (p.67). Employers will be consulted on whether the academic system is giving graduates the skills and knowledge they need for the workplace (p.67). Using the model of Progress 8 in the schools, the Government will work with the OfS to develop options for measuring and comparing progress in higher education.

    The Government will also consider its approach to research assessment ‘to ensure it meets our needs and ambition for research and innovation’ (p.68). There will be a pilot ‘to seek better information on how our strategic institutional research funding is used’ (p.68).

    The White Paper in its historical context

    In our forthcoming book Every Student Has Their Price: The Neoliberal Remaking of English Higher Education,to be published by Policy Press next year, we identify the progression of reforms that have enable the marketisation of English higher education. These reforms to funding, regulation and market entry have enabled a significant growth in the number of competing higher education providers to more than 400 (see the December 2023 HEPI Debate Paper Neoliberal or not? English higher education in recent years Roger Brown and Nick Hillman).

    The White Paper vigorously reaffirms the official view, evident in the 1985 Green Paper The Development of Higher Education into the 1990s (Department for Education and Science, 1985) that the role of higher education is first and foremost about meeting the needs of the economy: what Salter and Tapper many years ago termed ‘the economic ideology of higher education’ (The State and Higher Education, 1994). But whereas most previous White Papers have at least paid lip service to the wider functions of higher education this one doesn’t even bother. It is, in fact, the most wide-ranging attempt yet to tie the future development of the sector to the Government’s perceptions of the present and future requirements of the economy, and specifically the presumed requirements of the labour market.

    The White Paper’s impacts can be expected to mostly reinforce those of the earlier reforms in at least six areas: demand and equity, supply, funding, the higher education workforce and the system.

    Demand and equity

    The White Paper is silent on the future size of the sector. So far, the neoliberal reforms have done little to check the huge increases in numbers and participation rates that we have seen. Nor have they made much difference to the continuing gaps in participation by different social groups or the tendency for students from wealthier backgrounds to go to better-resourced institutions. This is because – as nearly every independent analysis has shown – the major barriers to wider participation lie much further back in the education system and these in turn largely reflect the structure of our society and economy. So it is very hard to see the White Paper proposals making much difference to access or demand. But there are one or two warning signs. The stipulation that maintenance grants will be restricted to students on courses closer to the Industrial Strategy will not only constrain student choice but perhaps also reinforce the divisions between higher and lower tariff providers that were exacerbated by the abolition of the numbers limits in 2015. Is there perhaps another potential binary line here, with better off students free to pay to study humanities and social science at wealthier and more prestigious institutions and go on to well-paid jobs in the City or the professions, while poorer students are obliged to study ‘practical and applied’ subjects at less well resourced and less prestigious ones?

    Supply

    It is striking that there are no proposals for expanding the number of providers, indeed the White Paper envisages toughening the rules for market entry, as we have seen. The Government appears to assume that it will be existing providers that will cater for the cold spots in under-served regions, rather than new ones. This will at least mean some greater stability.

    Funding

    It seems highly unlikely that the proposals for fee indexation will be sufficient to redress the post-2016 funding squeeze, wean universities off of their reliance on international student fees (even without the tax represented by the International Student Levy) or restore the unit of resource in real terms. UUK analysis suggests that there will be an overall £2.5bn reduction in sector funding across the academic years 2024-25 to 2026-27 compared to 2023-24. Whilst the intention to improve research cost recovery is welcome, it will almost certainly be insufficient to reverse the long-term decline in research funding since 1980, and indeed the Government partially accepts this.

    This combination of some additional funding, together with a strong drive towards increasing efficiency and encouragement for institutions to consider specialisation, collaboration and restructuring as options, is placed within the context of recognition that ‘the higher education sector is rightly and proudly autonomous’(p.53). This freedom, the Government states, has its consequences, so ‘the leadership of the sector must take responsibility for managing their institutions robustly and in the public interest’ (p.53). The OfS will therefore be supported to tighten the management and governance requirements of institutional registration. Indeed, there will be a ‘….focus on targeting sharp regulation where it is most needed, to drive the positive change required to maintain our world-leading higher education system.’ (p48)

    Quality

    The White Paper notes some of the quality issues that have arisen over the period, including grade inflation and (some) sub-contracting (franchising), most of which are in fact due to the combination of increased competition and reduced funding that has characterised the period of the reforms. The proposal that future fee increases should be linked to quality raises as many questions as it answers. Whilst this idea has often been floated in the past, it has not been seriously applied in the UK since the days of the Polytechnics and Colleges Funding Council when sector committees advised the funding council on the allocation of additional funded student numbers to ‘deserving’ institutions on a broadly disciplinary basis.

    The proposal that the OfS should be able to confine future fee uplifts to ‘providers achieving a higher quality threshold through the OfS’s quality regime’ is also par for the neoliberal course. The potential weight that this places on TEF outcomes makes the current review of the exercise even more crucial, including the importance of designing a process that acknowledges the role of a variety of institutions offering forms of education that might be different but not automatically ‘better’ or ‘worse’.

    The proposal that the OfS should review the degree awarding powers process and the role of external examiners in protecting standards also raises many questions.  But the issue is the same, namely, how and to what extent can the traditional ways in which the academic community has, generally, successfully guarded its standards resist the combined pressures of competition, consumerism and inadequate funding.

    The proposals on information for students continue with the hopeless – in the authors’ view – quest for the Holy Grail of information that will quickly and cheaply enable students and other ‘users’ of the system to make reasonable choices about subjects, courses and providers, the insuperable difficulties of which were explained at length in the HEPI Debate Paper referred to earlier. Similarly hopeless is the idea of a progress measure for higher education along the lines of Progress 8 in the schools. We can only sympathise with the hapless individuals who will be tasked with taking these ideas forward.

    The proposal to review research assessment raises concerns that future exercises could be tilted, like research funding, towards greater emphasis on (a) impact, and (b) subjects considered most relevant to the Industrial Strategy. Haven’t the reforms to increase the role of impact in research assessment over the years already gone far enough?

    Staff

    The White Paper breaks new ground in one respect at least, in that the position of staff, and in particular the precarity of many early career researchers, is mentioned. However, what will happen here will depend very much on how much of a financial recovery there will be (if any), on how much system restructuring takes place and on what form any increased collaboration takes. If this takes the form of institutional mergers, we can expect more redundancies and potentially worsening of terms and conditions. The experience of mergers in HE indicates that the only significant, permanent savings come from disposing of assets: any savings on things like shared services are offset by the greater costs of the managerial coordination required.

    The system

    The Government clearly hankers after a more streamlined system that is both more efficient in its use of resources and offers a wider, or at least clearer, set of choices for students, employers and other ‘users’. As with so many other aspects of the White Paper we have been here before. In the early 1980s the old University Grants Committee consulted on designating the existing universities as ‘R’, ‘X’ or ‘T’, depending on their research intensity. The proposals were universally rejected. In the early 2000s, HEFCE toyed with the notion of dividing institutions into separate and distinctive groups depending on their overall orientation, but this also foundered. The institutions were almost all strongly opposed, the criteria and data for selection were insufficiently robust to be a basis for policy and the Funding Council anyway lacked the necessary powers. The same seems likely to be the case here, especially given the renewed emphasis on institutional autonomy built into HERA(2017).

    Where does the sector go next?

    In our forthcoming book, we argue that the post-80s reforms of higher education in England are a reflection of the key planks of neoliberalism: privatisation, marketisation and reduced claims on the taxpayer. The press release accompanying the White Paper speaks of it being a ‘landmark statement’. This it certainly is, if not in the sense seemingly meant by its authors. If the essence of neoliberalism is the subordination of all social and cultural activities to the needs of the economy, then this is indeed a ‘landmark’ document of which the authors of neoliberalism would have been justly proud.

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  • What the white paper told us about the Government’s future plans for R&D

    What the white paper told us about the Government’s future plans for R&D

    Author:
    Dr Hollie Chandler

    Published:

    This blog was kindly authored by Dr Hollie Chandler, Director of Policy at the Russell Group. It is the third blog in HEPI’s series responding to the post-16 education and skills white paper. You can find the first blog here, and the second blog here.

    When the white paper finally arrived, much of it confirmed the speculation that’s been rife all summer. Namely, that the Government wants a more joined-up skills sector where universities and FE collaborate more, offer a clearer set of pathways for post-16 choices, and widening opportunity for students from disadvantaged backgrounds. There was also a strong focus on quality, presented as a deal for the increase in tuition fees – a step towards financial sustainability that will be significantly undermined by the international levy.

    But alongside the paper’s focus on further education and vocational qualifications – most prominently the newly-announced V-levels – there was plenty of recognition for postgraduate skills and the UK’s world-leading research base.

    This was a welcome moment of focus for the postgraduate research community. These students are the lifeblood of our research and development ecosystem, but the number of new researchers starting a postgraduate qualification is in decline – decreasing by 10.4% between 2018/19 and 2023/24. If the UK is to become a true world leader in high-growth R&D sectors, then this is a real concern. The government’s own labour market projections show demand for workers educated beyond graduate level will grow 53% by 2035: the biggest increase for any qualification level. So it’s encouraging to see the Government considering how to bolster this vital talent pipeline.

    Part of this involves ensuring postgraduate study is more accessible to students from broad backgrounds, as well as increasing opportunities and support for people to use their skills and expertise in research settings. It’s an area that has long been overlooked in widening participation conversations, which is why the Russell Group recently launched a dedicated workstream to consider policies and share best practice. It’s about increasing opportunity, but also about ensuring we harness a wide spectrum of skills, knowledge and perspectives to inform vital research. For this to succeed, the conditions and culture of research must be set up to retain talent through the trickier early-career stages. It’s promising to see commitments to improving conditions, such as parental and medical leave, so postgraduate researcher students have the support they need.

    As always, many of the challenges come back to funding. Cost recovery on research is at a historic low, threatening the sustainability and global competitiveness of valuable R&D. Although UKRI commits to funding 80% of the full cost of grants, the reality is UK universities are only receiving 67% of their costs from funders – down from 75% in 2015/16. The Russell Group has previously explored a number of drivers behind this, and the white paper does reiterate some of the useful steps UKRI is taking. This includes making sure equipment is funded at 80% and confirming that matched funding by universities, which increasingly eats into cost-recovery rates, is not required. These are not new announcements – and there’s a long way to go if we’re to reach that 80% funding benchmark – but the government is making the right noises on better understanding cost-recovery challenges and pledging a concerted effort alongside charities, funding bodies and universities to tackle the problem together.

    The white paper places significant emphasis on the role of universities in regional economic growth and commits to creating a research system that enables collaboration and supports specialisation. We await further details on the “funding reforms” that will achieve this, but it’s encouraging to see a renewed commitment to dual support research funding and QR, and protecting curiosity-driven research through a new strategic objective for UKRI. We hope this means the government will be looking to address the real-terms decline in QR seen in recent years (down by 16.5% since 2010).

    The white paper also confirms that we can expect a review of the HEIF as the Government looks to align it more closely with the growth mission. We know HEIF brings great returns on investment: every £1 invested yields £14.80 at sector-level. Large research-intensive universities deliver an even higher return on investment from their HEIF allocations, as much as £20 once spinout performance is accounted for. We have long called for caps on HEIF to be raised, given its potential. For example, our modelling suggests that tripling HEIF could deliver around £11bn for the economy.

    There was no such funding boost indicated in the white paper, but there was recognition of HEIF’s power to generate growth by de-risking innovation, driving technology transfer and building entrepreneurial capacity locally and nationally. However, there are a lot of unanswered questions on how exactly HEIF could be pivoted towards the growth mission.

    A major benefit of HEIF, just like QR, is its flexibility. Our universities use it for everything from boosting pre-seed investment capabilities to establishing regional business hubs and empowering student entrepreneurs. It’s natural that the government wants the return on public investment to meet national priorities, but any blanket tailoring of how the fund is spent could impact its regionally specific benefits. It will be important to consult closely with the sector to make sure any review of HEIF enhances how universities contribute to local economies and doesn’t restrict initiatives that are already performing well.

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  • New HEPI Debate Paper: Higher Education for a Sustainable Economy

    New HEPI Debate Paper: Higher Education for a Sustainable Economy

    Author:
    Professor Tim Blackman

    Published:

    Too many students studying full-time honours degrees at university are causing higher education to be ‘over-consumed’.

    A Call for Radical Reform: Higher Education for a Sustainable Economy by Professor Tim Blackman argues that full-time honours degrees were created when universities were small and elite institutions. They were rolled over into the modern mass system of higher education we have today, with little thought about the appropriateness and affordability of providing such a large volume of learning straight after school, with the educational content expected to last a lifetime.

    Instead, Professor Tim Blackman says more people need to be studying shorter courses, spreading the cost over time while encouraging lifelong updating of skills and knowledge.

    You can read the press release and access the full report here.

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  • What does the post-16 education and skills white paper say about access and participation?

    What does the post-16 education and skills white paper say about access and participation?

    Author:
    Charlotte Armstrong

    Published:

    This blog was authored by Charlotte Armstrong, Policy Manager at HEPI.

    It is the second blog in HEPI’s series responding to the post-16 education and skills white paper. You can find the first blog here.

    Despite the post-16 education and skills white paper devoting an entire sub-section to ‘Improving Access and Participation’, the genuine challenges facing students receive minimal attention. The skills agenda within the Government is so strong that the paper frames students, and the student experience, in terms of their potential future contribution to the economy and regional growth. This results in little attempt to understand and address the student experience and the very real challenges that students are currently facing.

    A shift to the skills agenda

    The Lifelong Learning Entitlement (LLE) takes up several bullet points within this section of the paper. In fact, the decision to categorise the LLE under the heading of access provides an interesting insight into the Government’s broader approach to access and participation. Considering the LLE as a subsection of this initiative reframes the focus of access from entrance to higher education to employment outcomes and progression throughout a person’s life. This shift is an idea repeated throughout the white paper that dovetails with the Government’s skills agenda. It indicates that the Government views higher education as a means to add future value to the economy and a tool through which its Industrial Strategy can be furthered. This approach leaves little room for those subjects and disciplines that fall outside the strategy, let alone for learning for its own sake.

    Both modular LLE courses and the newly announced maintenance grants (as announced within the white paper, and previously at the Labour Party Conference) are available only to those studying courses that link to the Government’s wider Industrial Strategy. As may be easily guessed, this results in a list of subjects that largely dovetail with the science and technology sectors – arts and humanities subjects don’t get a look in. Tying maintenance grants to the study of pre-approved science subjects risks disincentivising students from low-income backgrounds from pursuing arts and humanities subjects – potentially entrenching bias and elitism within this sector, as well as furthering the narrative of ‘Mickey Mouse degrees’. As the costs of studying at university continue to rise, some prospective students will struggle to justify studying the subject of their choice if it means losing out on access to maintenance grants. Many of these excluded subjects are already in crisis – as the HEPI / Duolingo report The Language Crisis: Arresting Decline demonstrates, undergraduate enrolments in ‘Language & Area Studies’ have decreased by 20% in five years. Disincentivising students from taking these courses will surely only deepen this crisis further.

    These criticisms do not mean the LLE and the reintroduction of maintenance grants are bad policies. The latter is a particularly welcome development that has long been campaigned for by HEPI and the National Union of Students. However, the limited nature of their current form limits the positive impact they could otherwise have. While there is no current clarification on the precise threshold that will be placed on access to maintenance grants, the Government’s lack of movement on the parental income thresholds within the student finance system likely means only a very small number of students will be eligible.

    When first announcing this policy at the Labour Party conference, Education Secretary Bridget Phillipson claimed that the reintroduction of maintenance grants would ensure students spent their time at university ‘learning or training, not working every hour God sends’. This perhaps suggests that maintenance grants will be available in addition to, not instead of, the maintenance loan for those eligible students, although we keenly await the detail which will be outlined by the Chancellor in the upcoming Budget. However, this doesn’t solve the deepening financial crisis facing a large number of students in higher education – many of whom simply will not be eligible for the new maintenance grants.

    HEPI’s research into the Minimum Income Standard for Students highlights how the current maximum maintenance loan covers just half of the costs faced by freshers. Furthermore, the parental income threshold for eligibility for the maximum loan is currently so out of touch that a student from a household with a single parent earning just above the minimum wage will not be eligible for the maximum loan. The Government has sought to highlight that maintenance loans will increase in line with forecast inflation for every academic year, but this is merely a continuation of the current policy and will not address the financial crisis that many students face. Plus, forecast inflation tends to be lower than actual inflation. Similarly, the promise that care leavers will automatically become eligible to receive the maximum rate of loan is also a reiteration of a policy already in place. Care leavers (and estranged students) are classified as independent and therefore are eligible for the maximum loan. To reiterate, this maximum loan covers only half of the costs these students will face while at university.

    Postgraduate access

    The inclusion of postgraduate access in the white paper is a welcome addition – and an unsurprising one when considering how this white paper has framed access in terms of career progression and skills. However, once more, the inclusion of postgraduate students within access goals falls short due to a failure to address the root causes of the widening crises for home postgraduate students in England. Postgraduate taught tuition fees now exceed the maximum postgraduate loan – meaning that a student has used up their entire loan before even considering their cost of living.

    Instead of engaging with this, the paper encourages providers to include postgraduate study in their Access and Participation Plans (APP). This is, in itself, a positive development; however, without addressing the financial barriers faced by many prospective postgraduate students, this inclusion will have very limited impact.

    The access and participation section of the post-16 education and skills white paper provides an insight into how this Government conceives of these issues. However, the focus on students as future employees paints a worrying picture of a Government that is more concerned with next steps than with higher education itself.

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