Tag: Stays

  • Grants return, the levy stays

    Grants return, the levy stays

    Speaking at the Labour Party conference, Secretary of State for Education Bridget Phillipson announced the (limited) return of student maintenance grants by the end of this Parliament:

    I am announcing that this Labour government will introduce new targeted maintenance grants for students who need them most. Their time at college or university should be spent learning or training, not working every hour god sends.

    As further details emerged, it became clear that these would be specifically targeted to students from low-income households who were studying courses within the same list of “government priority” subject areas mentioned in plans for the lifelong learning entitlement. As a reminder these are:

    • computing
    • engineering
    • architecture, building & planning (excluding landscape gardening)
    • physics & astronomy
    • mathematical sciences
    • nursing & midwifery
    • allied health
    • chemistry
    • economics
    • health & social care

    These additional grants will be funded with income from the proposed levy on international student fees, of which little is known outside of the fact that the immigration white paper’s annex contained modelling of its effects were it to be set at six per cent of international student fee income. The international student levy will apply to England only.

    There will be further details on the way the new grants will work, and on the detail of the levy, in the Autumn Statement on 26 November. This is what we know so far – everything else is based on speculation.

    Eligibility

    A whole range of questions surround the announcement.

    How disadvantaged will a student have to be – and will it be based on family income in the same way that the current system is? Imagine if entitlement was set at below the current threshold for the maximum loan – disadvantaged enough to get the full loan, not enough for a grant.

    If it’s set anywhere near the current threshold – £25,000 residual family income since 2007 – there’s a lot of “disadvantage” going on above that figure. If it’s set above that figure, that will beg the question – why assume a parental contribution in the main loan part of the scheme?

    Will it be on top of, or simply displace some of the existing loan? If it’s the latter, that won’t help with day to day costs, and as the Augar review noted – those from the most disadvantaged backgrounds are least likely to pay back in full anyway, which would make the “grant” more of a debt-relief scam.

    The distribution in the apparent hypothecation will be fascinating. It does mean that international students studying at English universities will be funding grants for English domiciled students wherever they are studying. Will devolved nations now follow suit?

    If international student recruitment falls, will that mean that the amount of money available for disadvantaged student grants falls too or is the Treasury willing to agree a fixed amount for the grants that doesn’t change?

    Restricting grants to those on the lowest incomes does mean that the government intends to relieve student poverty for some but not others, based on course choice. Will that shift behaviour – on the part of students and universities – in problematic ways?

    With the LLE on the way, will grants be chunked up and down by credit? See Jim’s piece from the weekend on the problematic incentives that this would create.

    The hypothecation also raises real moral questions about international student hardship being exacerbated to fund home student hardship relief – if, as many will do, universities put fees up to cover the cost of the levy. The possibility of real resentment from international students, who already know they’re propping up the costs of lower and subsidised fees, is significant.

    For LLE modular tuition fee funding, under OfS quality proposals Bronze/Requires improvement universities will have to apply for their students to access it – they will need to demonstrate that there is a rationale for them doing IS-8 courses. Will that apply for these grants too?

    Phillipson’s speech also referenced work– students’ time at college or university should be “spent learning or training, not working every hour god sends”. By coincidence, Jim worked up some numbers on how much “work” the current loan scheme funds earlier. Whether we’ll get numbers from Phillipson on what she thinks “every hour god sends” means in practice, and how many hours she thinks students should be learning or training for, remains to be seen.

    We might also assume that the grant won’t be increased for those in London, and reduced for studying at home in the way that the maintenance loan is now. And if this is all we’re going to get in the way of student finance reform, all of the other myriad problems with the system may not get touched either.

    The levy

    There’s a certain redistributive logic in using tuition fee income from very prestigious universities to support learners at FE colleges or local providers, though it is unlikely that university senior managers will see it in quite those terms.

    A six per cent levy on international fee income in England for the 2023–24 financial year would have yielded around £620m, with half of that coming from the 20 English providers in the Russell Group. Of course, this doesn’t mean that half of all international students are at the Russell Group – it means that they are able to charge higher tuition fees to the international students they do recruit.

    [Full screen]

    Of course, the levy applies to all providers – and, as we saw back when the idea was first floated there are some outside of the Russell Group that see significant parts of their income come from international fees, and would see their overall financial sustainability adversely affected by the levy. In the main these tend to be smaller specialist providers, but there are some larger modern universities too. Some universities don’t even have undergraduate students, but will still see their fees top-sliced to fund undergraduate-level grants elsewhere.

    [Full screen]

    There has been a concerted lobbying effort by various university groups aimed at getting the government to abandon the levy plan – as it appears that this effort has failed you would expect the conversations to turn to ensuring the levy is not introduced at six per cent as the Home Office previously modelled, or mitigating its impact for some or all providers. Certainly, as Phillipson chose the same speech to remind us she had taken “the decisive steps we needed on university finances” it would feel like it is not her intention to add to the woes of higher education providers that are genuinely struggling.

    DfE has said that the new grants will be “fully funded” by an international student levy. It’s worth noting that this is not the same as saying that all the levy money will go towards the grants.The tie between the grants and the levy is politically rather astute – it will be very difficult for Labour backbenchers to argue against grants for students on low income, even if they are committed to making arguments in the interests of their local university. But legislatively, establishing a ring fence that ensures the levy only pays for these grants will be very difficult – other parts of government will have their eye on this new income, and the Treasury is famously very resistant to ringfencing money that comes in.

    It also opens up the idea of the government specifically taxing higher education with targeted levies. It is notable that there has been no indication that the levy will be charged on private school fees, or fees paid to English language colleges, where these are paid by non-resident students. DfE itself suggests that £980m of international fees go to schools, and a further £850m goes to English language training – why leave a certain percentage of that on the table when it can be used to support disadvantaged young people in skills training?

    What would it achieve?

    In the end, even grants at the maximum level of £3,000 a year that were recommended by the Augar review wouldn’t have made much difference to student poverty, and there’s been a lot of inflation since.

    And a part of the idea of the levy was to reduce (albeit slightly) the number of study visas granted – if you recall, the Home Office report emerged in a month that everyone became concerned about students claiming asylum. If that part of the plan works (if that was ever really the plan, rather than a fortunate coincidence) then surely there would be less money to play with for maintenance – and any future government that attempts to reduce international higher education recruitment would be accused of taking the grants away from working class students on priority courses?

    The real value in the reintroduction of the grant is that it is politically totemic for Labour. But if it encourages more disadvantaged students to go into HE because of a perception of better affordability when they will still struggle, there will be both a financial and political cost in the long term.

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  • “It stays with us”: Leading change in diversity and inclusion for professional services staff

    “It stays with us”: Leading change in diversity and inclusion for professional services staff

    • Nearly five years after the 2020 Universities UK report on racial harassment, the experiences of careers services staff, who shoulder the heavy lifting of employability and inclusion from Graduate Outcomes to Access and Participation and other core metrics, remain unaddressed. Leena Dattani-Demirci, Head of Student Success & Professional Development at De Montfort University, and Claire Toogood, Research and Strategic Projects Manager at AGCAS, share reflections on recent and ongoing research and resources that can help to inform change, leading to action and impact.

    It is clear that existing inequity can inhibit engagement with higher education careers support, creating a vicious cycle where the students with the greatest need for these services may not take up  valuable opportunities. Given the wider lack of diversity in professional services leadership and staffing, there is also a risk that higher education policy and practice will continue failing to incorporate the lived experience and diverse voices that can help to drive change.

    Leena Dattani-Demirci’s current doctoral studies explore the experiences of ethnically minoritised staff within university career services, an area comparatively underexplored despite extensive research on inequalities experienced by academic staff. Her research aims to address that gap, giving voice to the lived realities of those working to support students’ career aspirations. Claire is the author of What Happens Next?, the latest report in a long-running series from AGCAS that identifies and explores disabled graduates’ employment outcomes.

    Barriers and burnout

    Early findings from Leena’s research highlight persistent challenges faced by ethnically minoritised staff.  Drawing on 37 hours of interviews over eight months, this study explored the experiences of 21 ethnically minoritised career professionals in UK higher education. Participants worked in a wide variety of institutions, and most came from working-class backgrounds, with diverse ethnicities, faiths, and, in some cases, experiences of disability. These research participants reported exhaustion, career bottlenecks, and felt forced to leave their institutions to progress. The emotional labour of supporting minoritised students disproportionately fell on minoritised staff. Many staff felt immense pressure, particularly where the diversity of careers teams did not reflect the diversity of the student body. Career professionals described feelings of guilt for not being able to meet the demand for support from minoritised students.

    Microaggressions remain commonplace: Participants described mocking of accents dismissed as “jokes” and being labelled “too sensitive” when raising concerns. “People say things and don’t think about the impact on those of us from BAME families; it stays with us,” one participant noted. Others described ill-equipped managers, promoted through time served, resulting in poor trust and under-reporting of inappropriate comments.

    Performative inclusion is common: initial support for Black Lives Matter faded, and universities responded swiftly to Ukraine but remained silent on Gaza, revealing that, for many, inclusion feels conditional. One research participant highlighted how inclusion and diversity are part of the conversation around students, but not staff, “We’ve had team days where diversity and recruitment have come up for students, but if the topic moves onto our teams, it’s always shut down. People get defensive.”

    Signs of hope and the need for structural change

    Yet compassionate leaders and allies do exist. “When my manager asked me ‘Are you okay?’ during the summer riots, it meant the world to me,” shared one participant in Leena’s research. There is also excellent work happening across higher education, such as staff/student partnerships at the Open University that integrate the lived experiences of marginalised groups in curriculum design, and collaboration to ensure inclusive language across graduate attributes at Bath Spa University. However, default systems and cultures continue to shape staff progression and team structures. As one of Leena’s research participants explained, ‘I felt excluded because a lot of the candidates who did get the roles fit the mould of what managers had in their heads. I’ll never be that”.

    Addressing oversights and inequity within careers services requires accurate data on staff demographics. Gathering the data on who works inside HE careers services is a crucial first step towards meaningful change. AGCAS recently came together with other higher education sector membership bodies to highlight why professional services staff should be included in the HESA staff record; this would support better understanding at a sector level, and lead the way for institutions.

    Intersectional identity

    The AGCAS “What Happens Next?” report underscores the complexity of student identities and outcomes, revealing how intersectional disadvantage can further compound employment challenges for many individuals. This year, the report included outcome evaluations incorporating ethnic background and gender alongside disability status and type. The report showed that while disabled graduates have lower rates of full-time employment than graduates with no known disability across all ethnic backgrounds, White disabled graduates are more likely to be in full-time employment than disabled graduates from any other ethnic background.

    The need for joined-up approaches to careers and employability delivered by a diverse staff team is clear. We need to recognise that each individual’s identity is complex and multi-faceted, and to model equity and inclusion for students.

    Looking forward

    AGCAS has been working with careers professionals in their Equality, Diversity and Inclusion Working Party, Disability Task Group, and Social Mobility, Widening Participation and Regional Inequality Working Party to develop provision that supports genuine sector-wide action in this space. A recent positive action toolkit for members offers clear insights into relevant legislation across the UK and Ireland, including practical examples of how universities and careers services can apply positive action principles. Upcoming drop-in networking sessions support AGCAS members who identify as having Black, Asian and Ethnic heritage to build contacts and develop their network. AGCAS are keen to encourage members and wider higher education stakeholders to be part of our work towards much-needed change, whilst also championing and supporting individual projects like Leena’s that move the conversation forward.

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  • Appeals Court Stays Litigation on Overtime Rule – CUPA-HR

    Appeals Court Stays Litigation on Overtime Rule – CUPA-HR

    by CUPA-HR | May 6, 2025

    On April 29, the 5th U.S. Circuit Court of Appeals issued a stay on the litigation challenging the Biden administration’s overtime rule that will last for 120 days. The order halts further proceedings in the appeals court while the Trump administration’s Department of Labor (DOL) reconsiders the Biden administration’s rule, and it directs DOL to file additional status reports every 60 days.

    In February, the Trump administration’s DOL filed an appeal on a district court’s ruling in Flint Avenue, LLC v. DOL that vacated the Biden administration’s overtime rule. The Trump appeal was the second appeal filed for cases involving the Biden overtime rule. The move to appeal was largely viewed as an attempt for the Trump administration to put a placeholder on court proceedings while Secretary of Labor Lori Chavez-DeRemer settled into her new role and figured out next steps for the overtime regulations.

    The ruling from the appeals court followed a request from Trump’s DOL to hold the case in abeyance while the agency reconsidered the rule. Further updates from the Trump administration regarding the overtime regulations are likely to follow.

    CUPA-HR will continue to monitor for updates related to the overtime regulations.



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