Tag: Trends

  • Where Canada lies in Global Trends with Alex Usher

    Where Canada lies in Global Trends with Alex Usher

    Happy New Year and Welcome back to the World of Higher Education Podcast! I’m Tiffany MacLennan, your host for the day which means our guest is the one and only, Alex Usher.

    In this episode, we’ll explore key global trends in higher education and then dive into how Canada fits—or doesn’t—within them. From widespread funding challenges to the politicization of universities and the evolving focus on vocational education, we’ll unpack how these issues play out on a global scale and what they mean for Canadian post-secondary sector. Let’s hear from Alex.


    The World of Higher Education Podcast
    Episode 3.15 | Where Canada lies in Global Trends with Alex UsherKelchen

    Transcript

    Tiffany MacLennan (TM): Alex, many of our guests this year discussed how their higher education systems are grappling with significant funding challenges. Can you tell me what some of the issues have been globally? Have there been any places that haven’t been struggling financially?

    Alex Usher (AU): I think in the developed world, you’ve got very similar issues: slow economic growth, price volatility, an aging demographic, and frankly, increasing skepticism about how higher education translates into economic growth. What you’ve seen everywhere, I think, is a weakening in the desire to invest in higher education—certainly compared to where we were 20 years ago. Back then, when global rankings started, everyone wanted to climb higher in the rankings. That reflected a belief by countries that investments in knowledge paid dividends, that more top universities meant a better economy. I just don’t think people believe that anymore. And until that belief comes back, it’s going to be tough to get public funding. Private funding—through higher tuition fees, for example—is still possible, and it works in some places, like China. But in much of Europe, where taxes are high, people feel like they’ve already paid their dues and don’t want to pay tuition fees. In North America, Australia, and the UK, there’s growing skepticism about whether higher education is delivering value for money. The combination of those two have put higher education in a difficult position.

    So, globally, there’s a gap. Universities and academics know what kind of product they’d like to offer the public, but nobody wants to pay for it—either privately or publicly. That gap, I’d say, is about 10-15% in most countries. India and Turkey being exceptions to the rule with recent increases.

    TM: That’s interesting. Are these funding challenges playing out in the same way in Canada, or are there unique factors at play here?

    AU: When it comes to public funding, I think Canada’s pretty much following the global trend. Maybe we’ve defunded institutions a bit more than some other countries, but that’s because we thought we’d found a workaround: international students. I always say public funding of public education is a public good, but foreign funding of public education? That’s a public great. If you can get another country’s middle class to subsidize your middle class’s education, why wouldn’t you do it?

    And that’s what Canada did. We thought that marketization would save us and in marketization, in our case, was largely about internationalization. For a decade, every time governments said, “We’re not investing this year,” institutions said, “That’s fine, we’ll bring in another 10,000 international students.” And it worked—for a while, a decade really. But we weren’t the only ones. The UK, Australia, and the Netherlands became similarly dependent on international students.

    And in all those countries, decades of nimbyism and a failure to build housing eventually hit a breaking point. Housing prices soared, and international students—fairly or unfairly—got blamed for it.

    In Canada, we’ve seen the federal government move to cut international immigration, including reducing the number of international students coming in. That’s caused rental prices to drop for the first time in years. But it’s also exposed the vulnerability of this funding model. You can’t rely on international students forever if the public doesn’t want to pay for higher education.

    TM: One of our past guests, Simon Marginson, has talked extensively about the growing polarization in higher education around the world. We’ve heard about this polarization in the U.S. with the Trump administration, in Russia, and in other places. Can you summarize what this polarization means and how it’s playing out globally?

    AU: I’m not convinced that polarization is the right way to frame it. What we’re really seeing is the increased politicization of higher education, a public good.

    For a long time, the idea was that publicly funded higher education would be responsive to the public. But if the public goes bananas—if they elect fascists—then higher education reflects that. It’s not polarization per se; it’s increased state control over higher education, regardless of how much governments are actually funding it.

    In Canada and the U.S., for instance, governments don’t fund post-secondary education to a huge extent, but they’re exerting more and more influence over it. Meanwhile, in places like China and Russia, we’re seeing autocratic governments tighten their grip on higher education—not because of polarization, but because they see academia as a threat. Putin has been in Russia for 25 years, there’s not a new polarization, he’s now choosing to exert greater state control.

    For years, there was this idea that higher education would democratize these countries. “Educate more people, and they’ll demand democracy.” But it didn’t happen. Instead, higher education made autocrats more aware of the potential for political dissent and using higher education to affect political change, and they’ve responded by cracking down on it.

    I think this trend is almost universal. Governments are less democratic overall because of short time frames. You see it in Canada, where provincial governments increasingly order universities to do things. And next week, Alma Maldonado is going to talk about how a left-wing populist government in Mexico is doing similar things. It’s not a left-right issue—it’s about state control.

    TM: Do you think Canada is more insulated from this politicization, or are we seeing divides within our own higher education system? It’s January 6th right now, Justin Trudeau stepped down about 4 hours ago and we’re going to go into an election. How does this affect the next handful of years in Canadian higher education?

    AU: We’re not insulated from it, but the pressures here are less extreme. For example, the Ontario government made a big deal about free speech on campus six years ago, but all it has amounted to is a two-page report every year from the Higher Education Quality Council of Ontario and nothing else happened. It’s performative but the conservatives are happy because they showed those liberal jerks where to get off, and that’s fine. The right is satisfied with a certain level of performativity.

    You’re seeing it right now in Alberta, there’s been some noise about shutting down equity, diversity, and inclusion (EDI) programs. Calgary and Alberta have rebranded EDI portfolios as “access, community, and inclusion,” but they’re not doing anything fundamentally different, even though they have different letters of the alphabet. Boards and universities know it’s worth being inclusive, and they’re not going to stop doing that.

    So you have to give conservative governments symbolic victories over universities, but they still want their kids to go there. That’s different from the U.S., where we’re seeing a real shift in how Republican families view higher education and how many children, male and female, want to attend university. Here, I think we’ll see culture war issues pop up, but I don’t think they’ll reach U.S. levels.

    TM: Another hot topic on the podcast this year has been the vocationalization of higher education—this push for more work-ready graduates. Is this part of a global trend?

    AU: I’m not actually sure this is a new trend. Since at least the 1960s, as we’ve moved from elite systems of higher education to mass and then universal systems, vocationalization has been part of that shift. Once higher education is no longer a luxury good, it becomes more about what people can get out of it.

    Massification has always been accompanied by vocationalization because most people want to know that what they’re studying will help them get ahead. That’s not new.

    You do hear rhetorical volleys about this, like “We need more plumbers and fewer philosophy grads.” I think Rick Scott might’ve been the one to say that. But you don’t actually see governments translating that rhetoric into significant program changes. What really drives programming shifts is student demand—what applicants choose to study. Which is very different from governments coming in and making these changes. For example, are students less interested in the humanities? Sure. But we still have higher humanities enrollments today than for 99% of human history. They’re not as high as they were in the 1980s or 1990s, but they’re still significant.

    In countries that are newer to mass or universal higher education—like in parts of Africa, Asia, and Latin America—you’re seeing more demand for vocational programs. That’s because it’s not just the upper class going to university anymore. Middle-class and lower-middle-class families want to make sure their investment in education leads to tangible returns, they don’t want to do it just because it’s a nice time.

    So, is vocationalization a global trend? Yes, but it’s been happening for decades. It’s not a new phenomenon.

    TM: In Canada, do you think recent changes to immigration and student work visa policies will shift the balance between vocational and liberal arts education?

    AU: Let me start with vocational education in Canada, because I think it’s one of the best things we do. Over the last 60 years, we’ve built a remarkable system—completely unplanned, of course. Canadians don’t really plan higher education; we stumble into things. But we ended up with a system that offers a lot of options for people who don’t want to go to university or pursue more theoretical studies.

    We’ve created pathways into the middle class through vocational education, which I think is the secret to Canadian egalitarianism. The community college system—whether it’s polytechnics, local community colleges, or CÉGEPs in Quebec—provides young people with opportunities that don’t exist in many countries. And they’re good options that lead to good jobs.

    The problem is, like universities, no one wants to pay for it. Governments don’t seem to understand that not training enough people is part of what’s causing bottlenecks in areas like building things and meeting labour needs. It’s wild—especially in Ontario, where the Ford government has no sense of how this all ties together.

    On the international student front, Canada’s college system has been attractive because it offers a pathway to permanent residency. That’s brought in a lot of international students, and some colleges have benefited immensely—especially those that took full advantage of this, and pigged out. They’ve become incredibly rich, and much of that money has gone into building infrastructure. But now, with changes to immigration and postgraduate work visa policies, we’re going to lose a lot of those students. It’s already starting to hurt.

    In Ontario, for example, international students were cross-subsidizing some of the most expensive programs, particularly in the trades. Without them, it’s going to be tough to keep some of those programs running. We’re going to see closures and cuts.

    Universities, on the other hand, won’t be as affected. Most international students at universities are in business, science, and engineering programs, which are less impacted by the policy changes. But for colleges, especially those that relied heavily on international students, the next few years are going to be very difficult. It’s carnage in the colleges and it’s bad for universities.

    TM: Last question. Which of the recent trends do you think will stick, and what do they mean for the future of Canadian higher education?

    AU: I think most of the trends we’re seeing now will stick around for a few years. I don’t foresee governments suddenly having a revelation and deciding, “We should fund post-secondary education more.” It just doesn’t seem likely. You might see some marginal changes, but they won’t be transformative.

    Take Alberta as an example. Over the next decade, they’re expecting a 30 to 40 percent increase in the youth population. You’d think that would lead to investments in higher education capacity—this is as predictable as it gets with demographics—but it’s not happening. It’s not that they can’t see it; they simply don’t want to spend the money.

    One way Canada stands out, though, is how limited our thinking has become when it comes to skills. The PIAAC data came out recently, but it barely made a ripple. Twenty years ago, governments would have looked at that data and asked, “What skills do our young people need to succeed in the world?” Now, when you mention skills, they only think about trades and healthcare. The broader idea of transversal skills—those that matter for the entire economy, not just specific occupations—has disappeared from the conversation.

    Our policy community in higher education seems to have been lobotomized over the past couple of decades. We’ve stopped focusing on the big issues. That said, when governments are lazy or inattentive, institutions sometimes have the space to innovate. I think we’ll see some exciting developments around teaching, AI, and microcredentials. Maybe not as much as some expect, but more than I would’ve thought a few years ago.

    I also expect shorter university programs to emerge—likely returning to three-year degrees, as we had in the 1980s and 1990s. With labour shortages becoming more acute, institutions won’t be able to keep students for four years anymore. This will take time—probably a decade or so—but I think it’s coming.

    In general, universities are going to need to focus more on labour market outcomes, skills, and efficiency. Students will likely appreciate this shift, especially if institutions start respecting their time more. But it’s going to require universities to think differently about money. For decades, the solution has been to find more revenue and throw it at problems. That’s no longer viable. Now, they’ll have to look at the cost side and find smarter, more efficient ways to operate.

    It’s going to lead to a very different kind of university system—one that’s more focused on cost-effectiveness, shorter programs, and labour market alignment. These changes could last five, maybe even ten years, but they’re coming, and they’re going to reshape the sector.

    TM: Alex, thanks for joining us this week. Join us next week, when Alex is back as host, and Alma Maldonado joins us again to give an update on the Mexican higher education system. See you then!

    *This podcast transcript was generated using an AI transcription service with limited editing. Please forgive any errors made through this service.

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  • 2025 Higher Ed Trends | Collegis Education

    2025 Higher Ed Trends | Collegis Education

    2025 Higher Education Trends: What to Watch and How You Can Plan

    Higher education is experiencing transformative shifts as institutions respond to societal, economic, and technological changes. This year is set to bring new opportunities and challenges. We’re always keeping a pulse on the industry and where it’s headed so we can stay proactive and prepared –– ready to support our partners through whatever conditions they’re facing.

    10 most impactful higher ed trends for 2025

    1. Increased mergers and consolidations

    The pace of mergers and consolidations among smaller colleges is expected to accelerate in 2025, according to Collegis Education CEO Kim Fahey. With financial pressures and declining enrollment, many institutions will view mergers as a strategic alternative to closure. But these transitions are anything but simple.

    “Mergers involve unique technology requirements and complex data management challenges,” Fahey explains. Successfully integrating applications, systems, and hardware requires expert guidance. Higher ed leaders will look to partner with experienced organizations to help navigate these intricacies.

    2. Heightened focus on data privacy and security

    The information security landscape is becoming increasingly intricate. With 21 comprehensive state privacy laws, alongside European Union (EU) regulations, federal rules, and Title IV requirements, compliance challenges are mounting.

    “Smaller schools often lack the experience and qualifications to manage these threats,” notes Dr. Jason Nairn, CISSP, Collegis VP of Information Technology. Cyberattacks, like phishing and social engineering, are relentless. In 2025, institutions must prioritize more robust cybersecurity measures, leveraging external partnerships and security tools to protect sensitive data.

    3. Acceleration of digital transformation

    Cloud migration will take center stage as institutions transition away from outdated, on-campus systems. While many schools still rely on highly customized platforms, which limits their ability to adopt or migrate to more modern technology, the adaptability and scalability of cloud platforms are simply too compelling to ignore.

    Furthermore, technology infrastructures must be sufficiently modernized in order to capitalize on emerging tech innovations in AI and predictive analysis. This process can’t happen overnight –– it’s an evolution, according to Fahey.

    “Cloud migrations take 18+ months, so schools need to act now,” she emphasizes. An institution-wide commitment to digital transformation will not only modernize operations but also position institutions to stay competitive in an increasingly tech-driven environment.

    4. Adoption of shared services models

    Financial constraints will push smaller schools toward shared services and consortium models to access the technology and expertise they need at a manageable scale. These models allow institutions to pool resources and reduce costs but require significant change management, according to Jeff Certain, VP of Solution Development at Collegis.

    “This will require schools to standardize and make some concessions,” Certain explains. “This could pose a challenge, but they may not have an option.” Institutions must embrace these shifts to remain sustainable while navigating limited budgets.

    5. Growth in career-focused and flexible education

    Programs aligning with workforce needs will gain momentum in 2025. Alternative credentials like microcredentials and certificates will become more prominent, offering shorter, career-oriented pathways for learners.

    “Institutions will increasingly recognize and credit learning outside the classroom, exploring more direct pathways into the workforce,” predicts Dr. Tracy Chapman, Chief Academic Officer for Collegis. This reflects growing demand for flexible, career-focused education that meets student and employer expectations.

    6. Ed tech consolidation and market impact

    It is not just colleges and universities facing consolidation. Ed tech companies and services providers are also reshaping the landscape with their own mergers and acquisitions. While these changes may offer schools more comprehensive solutions, they may not necessarily align with institutional objectives.

    “Some recent acquisitions have led to poorer customer experiences,” Fahey observes. Institutions must carefully evaluate new partnerships to ensure they will deliver meaningful improvements.

    7. Higher Focus on Retention

    With the “enrollment cliff” looming, institutions must double down on maintaining their existing student base as a key to sustainability. Purposeful and cost-effective retention strategies will play a pivotal role in maintaining financial health, as retaining current students is often more cost-effective than recruiting new ones.

    “Retention strategies build stronger, more loyal communities,” says Patrick Green, VP of Enrollment Strategy. Forward-looking schools have perceived the importance of fostering a sense of belonging across the student lifecycle and are providing robust support networks that improve student persistence and satisfaction.

    8. Rise of value-focused marketing

    Students and families are increasingly demanding clear ROI from their education. As a result, institutions will need to demonstrate how their programs lead directly to employment and career advancement.

    “Building relationships with regional industries and showcasing job placement rates will be essential,” advises Tanya Pankratz, AVP of Marketing at Collegis. Marketing efforts will need to start highlighting tangible outcomes (e.g., alumni success stories, job placement rates, and employer partnerships) to win over prospective students.

    9. Expanded role of AI and emerging technologies

    AI and other emerging technologies will revolutionize higher education operations. From enrollment management and personalized marketing to virtual campus tours using augmented reality (AR) and virtual reality (VR), technology has the means to dramatically enhance the student experience –– or wreak technical havoc if data, platforms and tools are misaligned.

    “AI-driven tools make personalization more accessible, but the strategy remains critical,” notes Dan Antonson, AVP of Data and Analytics. Institutions must invest in data infrastructure to fully harness these advancements in order to build and maintain a competitive edge.

    10.Proliferation of strategic partnerships

    Higher ed institutions are increasingly recognizing that they don’t need to own the entire value chain. In 2025, strategic partnerships will play a more prominent role.

    “Institutions will double down on their core mission of education and seek out partners to support other critical functions,” Dr. Chapman explains. These partnerships provide access to technology, expertise, and resources, allowing schools to focus on what they do best — educating students.

    Opportunities on the horizon for higher ed

    As evident in this compilation of higher ed trends, the landscape is set for significant change in 2025 and beyond. Institutions that proactively address these trends will be well-positioned to navigate challenges and seize opportunities. By embracing digital transformation, fostering strategic partnerships, and adopting value-driven approaches, schools can ensure long-term success in an evolving marketplace.

    Excited about the opportunities that lie ahead? Collegis Education has the experience and expertise to guide you through any twists and turns you may face. We’ll help you stay on the leading edge instead of chasing trends. Connect with us and let’s start creating solutions together.

    Source link

  • 2025 Higher Education Trends: What to Watch & How You Can Plan

    2025 Higher Education Trends: What to Watch & How You Can Plan

    Higher education is experiencing transformative shifts as institutions respond to societal, economic, and technological changes. This year is set to bring new opportunities and challenges. We’re always keeping a pulse on the industry and where it’s headed so we can stay proactive and prepared –– ready to support our partners through whatever conditions they’re facing.

    10 most impactful higher ed trends for 2025

    To help institutions stay ahead, we asked our team of experts to share their predictions for this year’s most impactful trends in higher education. From AI and digital transformation to new enrollment strategies, these insights highlight what’s shaping the future of higher ed— and how institutions can adapt.

    1. Increased mergers and consolidations

    The pace of mergers and consolidations among smaller colleges is expected to accelerate in 2025, according to Collegis Education CEO Kim Fahey. With financial pressures and declining enrollment, many institutions will view mergers as a strategic alternative to closure. But these transitions are anything but simple.

    “Mergers involve unique technology requirements and complex data management challenges,” Fahey explains. Successfully integrating applications, systems, and hardware requires expert guidance. Higher ed leaders will look to partner with experienced organizations to help navigate these intricacies.

    2. Heightened focus on data privacy and security

    The information security landscape is becoming increasingly intricate. With 21 comprehensive state privacy laws, alongside European Union (EU) regulations, federal rules, and Title IV requirements, compliance challenges are mounting.

    “Smaller schools often lack the experience and qualifications to manage these threats,” notes Dr. Jason Nairn, CISSP, Collegis VP of Information Technology. Cyberattacks, like phishing and social engineering, are relentless. In 2025, institutions must prioritize more robust cybersecurity measures, leveraging external partnerships and security tools to protect sensitive data.

    3. Acceleration of digital transformation

    Cloud migration will take center stage as institutions transition away from outdated, on-campus systems. While many schools still rely on highly customized platforms, which limits their ability to adopt or migrate to more modern technology, the adaptability and scalability of cloud platforms are simply too compelling to ignore.

    Furthermore, technology infrastructures must be sufficiently modernized in order to capitalize on emerging tech innovations in AI and predictive analysis. This process can’t happen overnight –– it’s an evolution, according to Fahey.

    “Cloud migrations take 18+ months, so schools need to act now,” she emphasizes. An institution-wide commitment to digital transformation will not only modernize operations but also position institutions to stay competitive in an increasingly tech-driven environment.

    4. Adoption of shared services models

    Financial constraints will push smaller schools toward shared services and consortium models to access the technology and expertise they need at a manageable scale. These models allow institutions to pool resources and reduce costs but require significant change management, according to Jeff Certain, VP of Solution Development at Collegis.

    “This will require schools to standardize and make some concessions,” Certain explains. “This could pose a challenge, but they may not have an option.” Institutions must embrace these shifts to remain sustainable while navigating limited budgets.

    5. Growth in career-focused and flexible education

    Programs aligning with workforce needs will gain momentum in 2025. Alternative credentials like microcredentials and certificates will become more prominent, offering shorter, career-oriented pathways for learners.

    “Institutions will increasingly recognize and credit learning outside the classroom, exploring more direct pathways into the workforce,” predicts Dr. Tracy Chapman, Chief Academic Officer for Collegis. This reflects growing demand for flexible, career-focused education that meets student and employer expectations.

    6. Ed tech consolidation and market impact

    It is not just colleges and universities facing consolidation. Ed tech companies and services providers are also reshaping the landscape with their own mergers and acquisitions. While these changes may offer schools more comprehensive solutions, they may not necessarily align with institutional objectives.

    “Some recent acquisitions have led to poorer customer experiences,” Fahey observes. Institutions must carefully evaluate new partnerships to ensure they will deliver meaningful improvements.

    7. Higher Focus on Retention

    With the “enrollment cliff” looming, institutions must double down on maintaining their existing student base as a key to sustainability. Purposeful and cost-effective retention strategies will play a pivotal role in maintaining financial health, as retaining current students is often more cost-effective than recruiting new ones.

    “Retention strategies build stronger, more loyal communities,” says Patrick Green, VP of Enrollment Strategy. Forward-looking schools have perceived the importance of fostering a sense of belonging across the student lifecycle and are providing robust support networks that improve student persistence and satisfaction.

    8. Rise of value-focused marketing

    Students and families are increasingly demanding clear ROI from their education. As a result, institutions will need to demonstrate how their programs lead directly to employment and career advancement.

    “Building relationships with regional industries and showcasing job placement rates will be essential,” advises Tanya Pankratz, AVP of Marketing at Collegis. Marketing efforts will need to start highlighting tangible outcomes (e.g., alumni success stories, job placement rates, and employer partnerships) to win over prospective students.

    9. Expanded role of AI and emerging technologies

    AI and other emerging technologies will revolutionize higher education operations. From enrollment management and personalized marketing to virtual campus tours using augmented reality (AR) and virtual reality (VR), technology has the means to dramatically enhance the student experience –– or wreak technical havoc if data, platforms and tools are misaligned.

    “AI-driven tools make personalization more accessible, but the strategy remains critical,” notes Dan Antonson, AVP of Data and Analytics. Institutions must invest in data infrastructure to fully harness these advancements in order to build and maintain a competitive edge.

    10. Proliferation of strategic partnerships

    Higher ed institutions are increasingly recognizing that they don’t need to own the entire value chain. In 2025, strategic partnerships will play a more prominent role.

    “Institutions will double down on their core mission of education and seek out partners to support other critical functions,” Dr. Chapman explains. These partnerships provide access to technology, expertise, and resources, allowing schools to focus on what they do best — educating students.

    Opportunities on the horizon for higher ed

    As evident in this compilation of higher ed trends, the landscape is set for significant change in 2025 and beyond. Institutions that proactively address these trends will be well-positioned to navigate challenges and seize opportunities. By embracing digital transformation, fostering strategic partnerships, and adopting value-driven approaches, schools can ensure long-term success in an evolving marketplace.

    Excited about the opportunities that lie ahead? Collegis Education has the experience and expertise to guide you through any twists and turns you may face. We’ll help you stay on the leading edge instead of chasing trends. Connect with us and let’s start creating solutions together.

    Innovation Starts Here

    Higher ed is evolving — don’t get left behind. Explore how Collegis can help your institution thrive.

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  • Top 8 Disruptive Trends Shaping Higher Ed in 2025

    Top 8 Disruptive Trends Shaping Higher Ed in 2025

    The coming year promises to be transformative for higher education as institutions find new ways to manage enrollment targets, operating costs, and shifting student expectations. Several existing and emerging trends have the potential to alter the higher ed landscape as we know it in 2025.

    Disruption isn’t necessarily a bad thing. It often leads to innovation and more efficient ways to meet the needs of students, faculty, and administrators. The good news is we have the tools and the know-how to address these challenges head-on. Institutions focused on building foundational capabilities in the coming months are best positioned to leverage technology effectively and position themselves for continued success.

    Here are the trends I predict will significantly impact higher ed this year and what we can do to take advantage of them.

    1. More Urgent Digital Transformation Plans
      Institutions need access to valid, reliable, and meaningful data to operate effectively. Thousands of schools still rely on proprietary, on-premise student information systems (SIS) with fragmented data sources, which limits their ability to make data-enabled decisions. Given that migrating to cloud-based solutions can take 18+ months, it’s important for schools to start the process now. Although the process is difficult given the significant change management associated with large cloud migrations, it will enable them to operate more efficiently and compete more effectively. I anticipate we’ll see SIS cloud migrations at the top of the priority lists at many institutions.
    2. Heightened Focus on Cybersecurity
      Cyber attackers have targeted higher education for years because they know they are a rich source of student and institutional data and the digital infrastructures at most schools are outdated. Hackers continue to find new ways to access networks and data, especially as the number of connected devices and applications swells. Institutions need to stay vigilant to cyber threats while also complying with various data privacy laws. I count 18 states with privacy regulations in addition to U.S. federal and European Union requirements. It’s an extremely complex situation only made more difficult by the shortage of cybersecurity professionals, especially at smaller schools. In 2025, institutions will focus on automating network security protocols and finding outside resources to augment their security capabilities.
    3. Expanded Use of Shared Services
      Smaller schools need access to the same technology and technical expertise as larger schools, just on a reduced scale with a more limited budget. I anticipate that smaller schools will seek strategic partners to manage critical IT and other specialized services to support data access, reliability, and usability. It’s a smart way to reduce costs while maintaining essential day-to-day services, enhancing security protocols, and being prepared for technology advancements.
    4. Continuation of Mergers and Acquisitions
      Financial pressures and the threat of closures will continue to drive acquisitions of some smaller schools. Mergers create significant challenges to combine the data, applications, and systems of the two institutions. However, the benefits to both sides are worth it in streamlining operations, retaining existing students, and growing enrollment. Given the breadth and depth of our functional and technical expertise, we can help schools to navigate the challenges and drive positive results.
    5. Adoption of Data-Enabled Technologies
      As institutions embrace digital transformation, they build out the foundation needed to take advantage of data-enabled technologies such as artificial intelligence (AI). With the initial hype of AI behind us, I anticipate in 2025 that schools will start to deploy AI-enabled solutions that feed off rich data sources to personalize recruitment efforts, improve retention, invigorate online classes, and predict demand for course offerings, as a few examples.
    6. Refinement of Enrollment and Retention Strategies
      The declining number of high school graduates and international enrollments continues to intensify the effort to recruit and retain students. I expect to see schools expand how they leverage data to personalize recruitment campaigns, target secondary audiences (such as adult learners and transfer students), and nurture existing students. The success of this strategy relies heavily on having the right infrastructure in place to support centralized data access, emerging technologies, and analytic tools.
    7. Shift to Career-Focused and Flexible Learning Opportunities
      Like changing recruitment and retention methods, institutions will continue to adapt their academic programs to meet the evolving needs of the workforce. They will highlight outcomes based on data about job placement rates, alumni success stories, and collaborations with area businesses to illustrate tangible benefits. They will evaluate current course offerings and pivot when it makes sense to expand hybrid learning models, professional development programs, and skill-based credentials. This effort may involve launching new programs in high-demand fields, such as data science and cybersecurity, or retooling existing programs to incorporate emerging technologies.
    8. Consolidation of Ed-tech Solution Providers
      Many higher education software and service providers have discussed how they could combine forces to serve colleges and universities better. I think we’ll see M&A activity pick up over the next two years. These consolidations will further the need for institutions to standardize business processes and accelerate cloud migrations as legacy systems will eventually become unsupported.

    I’m excited about the positive impact these eight trends might make in 2025. Higher education institutions that prioritize foundational improvements by aligning their data, technology, and talent are best suited to successfully address mounting challenges like demographic shifts and affordability concerns.

    I can’t wait to see how schools that adopt AI and predictive analytics are able to improve decision-making and enhance student experiences. However, the real breakthrough will come from integrating systems and breaking down data silos. Institutions that invest in building these foundational capabilities will be better positioned to leverage emerging technologies, drive measurable outcomes, and fulfill their mission to support lifelong learners.

    — Kim Fahey, CEO Collegis Education

    Innovation Starts Here

    Higher ed is evolving — don’t get left behind. Explore how Collegis can help your institution thrive.

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  • 2025 Trends in Marketing and Communications

    2025 Trends in Marketing and Communications

    Given my first job out of university was with Vichy L’Oreal where I served briefly as a junior product manager (because I was worth it) I tend to keep an eye of marketing and communication trends, always a moving target. As soon as one has upskilled, or briefed a sub-contractor, the goalposts have moved once again. Nonetheless, largely driven by the furious pace of technological advancements, and the slower shifts in social behaviours, we have seen several trends in 2024.

    Platforms like TikTok, Instagram Reels, and YouTube Shorts have continued to rise to dominance in the social media space, with brands leveraging these formats to create engaging, bite-sized content in the form of short-form video content. Alongside this we have seen commercial organisations allocate significant budgets to creator marketing, where influencers and content creators play a significant role in promoting products and services. The two trends together are just now beginning to be leveraged by universities, and to a lesser extent schools, by encouraging students and staff to generate marketable, authentic, content.

    Another trend of 2024 has been the nascent use of AI and marketing science to finetune marketing strategies and generate targeted personalise content. This, alongside with focussing on omnichannel, consolidated, messaging regardless of the device or platform promises to be a cost saving approach once embedded.

    Everyone is fighting for brand recognition more than ever, so it is not surprising that we see several educational institutions, at all levels, exploring new branding avenues.

    As we look forward to 2025, we can already identify several new trends emerging in marketing and communications. Ubiquitous debate about AI and Machine Learning promises to dominate, particularly as it relates to the regulation of responses to sales queries by AI tools. These should produce a wealth of insights into marketing content creation for those organisations that successfully close the loop.

    The increasing use voice search across platforms requires institutions to think about how their ‘audio-brand’ runs in a crowded space. If the organisation is the ‘London School of Economics and Political Science’ but everyone who is already in the know says ‘LSE’, not problem. What about those that don’t?

    The web is awash with predictions about the impact of AR and VR for 2025, but having presented at a conference in 2019 on AR/VR and Learning Design, and being assured that universal adoption was within 12-18 months… I am still holding my breath. There are great examples of 3D campus walk-throughs, and I suspect for most that works well enough.

    The focus for everyone in marketing and communications, in education as much as elsewhere, will (almost) undoubtedly be on the importance of innovation and authenticity. The trend that keeps giving.

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  • Newly Updated CUPA-HR Data Shed Light on Trends in Representation and Pay Equity in the Higher Ed Workforce – CUPA-HR

    Newly Updated CUPA-HR Data Shed Light on Trends in Representation and Pay Equity in the Higher Ed Workforce – CUPA-HR

    by Julie Burrell | January 22, 2024

    Progress in both representation and equitable pay for women and people of color remained sluggish in most roles on college and university campuses in academic year 2022-23, according to the newest data. Through several interactive graphics representing years of research, CUPA-HR highlights the progress that has been made and the disparities that persist. The data track gender and racial composition as well as pay of administrative, faculty, professional, and staff roles, collected from CUPA-HR’s signature surveys.

    While the representation of women and people of color across all roles has steadily increased, inequity remains, especially when it comes to compensation for women and people of color. However, there were some notable areas of progress when it comes to compensation. Asian women and men of color (except for Native American/Alaskan Native men) in administrative roles saw better pay equity than most other groups.

    Administrators

    The share of racial and ethnic minorities in administrative roles continued to grow over the past decade, but gaps in both representation and pay remained steady. This is especially true for women of color, who represented less than 11% of these roles and, for the most part, received lower salaries than White men.

    In 2022-23, people of color made up 18.7% of administrators, up from 12.9% in 2011-12. Although the proportion of people of color in higher ed administrator positions grew steadily over the last decade, these increases have not kept pace with the rate at which minorities are obtaining graduate degrees.

    No improvement was shown in pay disparities for most women administrators. All female administrators except for Asian women received lower salaries than White men. Conversely, men of color, except for Native American/Alaskan Native men, were paid salaries greater than those of White men.

    The Administrators in Higher Education Survey collects data on administrator positions that manage a higher ed institution or a division within it.

    See the Administrators Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics, as well as data broken out by CEO, provost and chief HR officer.

    Faculty

    There are two notable findings regarding faculty composition. First, more women faculty were represented in non-tenure-track roles than in tenure-track roles in 2022-23. Second, with each increase in rank, the proportions of women faculty and faculty of color decreased for both tenure-track and non-tenure-track faculty. Taken together, this means that women were over-represented in the lowest-paying and lowest-ranking positions.

    Pay gaps within rank persist, particularly for women faculty at the professor level, regardless of tenure status. These gaps are most notable for female professors of color in non-tenure-track positions. Pay gaps for assistant and associate professors have narrowed over time, particularly for tenure-track faculty.

    The factor that most impacts faculty pay is promotion to a higher rank, which is often the only time faculty receive significant increases in salary. When there is bias in promoting women and faculty of color to successive ranks, as our data continued to show, this results in career earnings gaps that far exceed what is often detected in pay equity studies within rank for a given year.

    The Faculty in Higher Education Survey collects data on tenure-track faculty positions and non-tenure-track teaching faculty positions.

    See the Faculty Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics.

    Professionals

    In academic year 2022-23, women of all races and ethnicities were paid less than their male counterparts in professional roles, while women’s representation increased from 58% to 61% across all professional positions since 2016-17. The growth is due to slight increases in the representation of women of color, from 13.1% in 2016-17 to 15.7% in 2022-23.

    Representation by gender and race/ethnicity varied widely by position. Human resources had the greatest share of women professionals, with 82% being women, including 28% women of color. Information technology had the lowest percentage of professional women (27%), and librarians and development/fundraising professionals had the lowest representation of professionals of color (14%).

    While pay was more equitable for most groups (apart from Hispanic/Latina women and men of two or more races), pay disparities persisted. Women of all races and ethnicities were paid less than their male counterparts. In addition, Hispanic/Latino men, Native Hawaiian men, and men of two or more races were paid less than White men.

    The Professionals in Higher Education Survey collects data on positions in specific functional areas in higher ed institutions, such as academic or student services, that usually require a baccalaureate degree.

    See the Professionals Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics.

    Staff

    Staff roles continued to have a higher representation of people of color than any other higher ed employee group last year. Staff also continued to be the lowest-paying positions in higher ed, with women particularly hard hit by pay disparities.

    In 2022-23, women of color represented about 19% of all higher ed staff, and men of color represent about 13% of all higher ed staff — a modest increase since 2016-17. Skilled craft employees were the least racially diverse, a finding that has persisted across the past six years. Notably, skilled craft staff are among the highest-paid staff positions.

    Since 2016-17, women were paid consistently and considerably less than White men. Pay equity for American Indian/Alaska Native women, Asian women, and Native Hawaiian/Other Pacific Islander women was better in 2022-23 than in 2016-17. Pay equity was the same or worse in 2022-23 than in 2016-17 for Black women, Hispanic/Latina women, women of two or more races, and White women. Men of color fared considerably better than women of color when it came to pay equity.

    The Staff in Higher Education Survey collects data on positions that are generally non-exempt and do not require a college degree.

    See the Staff Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics.

    CUPA-HR Research

    CUPA-HR is the recognized authority on compensation surveys for higher education, with its workforce surveys designed by higher ed HR professionals for higher ed HR professionals and other campus leaders.



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  • CUPA-HR Data Highlights Trends in Representation and Pay Equity in the Higher Education Workforce, and the News Is Mixed – CUPA-HR

    CUPA-HR Data Highlights Trends in Representation and Pay Equity in the Higher Education Workforce, and the News Is Mixed – CUPA-HR

    by CUPA-HR | March 1, 2023

    When it comes to representation and pay equity for women and people of color in the higher education workforce, colleges and universities have frequently struggled to make meaningful progress. Through several new interactive graphics representing years of research, CUPA-HR shines a light on the progress that has been made and the disparities that persist. These graphics represent data from CUPA-HR’s four signature higher ed workforce surveys — Administrators, Faculty, Professionals, and Staff — through 2022.

    Administrators

    While the proportion of people of color in higher ed administrator positions has grown steadily over the last 10 years, these increases have not kept pace with the rate at which minorities are obtaining graduate degrees. In 2022, people of color made up 18.2 percent of administrators, up from 12.9 percent in 2012.

    The data also show that pay gaps for women administrators of all races/ethnicities are consistent across the past 10 years and notably wide. Pay inequity is particularly egregious for women administrators of color (with the exception of Asian women). Men of color, on the other hand, have been paid salaries equitable to or greater than those of White men in recent years.

    The Administrators in Higher Education Survey collects data on administrator positions that manage a higher ed institution or a division within it.

    See the Administrators Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics, as well as data broken out by CEO, provost and chief HR officer.

    Faculty

    There are two notable findings in faculty composition. First, more women are represented in non-tenure-track than in tenure-track faculty. Second, for each tenure status and with each increase in rank, the proportions of women and faculty of color decrease. This means that women are over-represented in the lowest-paying and lowest-ranking positions. This remains the case despite the fact that the proportion of women and faculty of color have increased slightly at each rank over the past five years.

    Pay gaps for women faculty, regardless of tenure status or rank, continue to persist, particularly at the rank of professor. These gaps are most notable for women of color. Pay gaps at other ranks have narrowed over time, particularly for tenure-track faculty. Importantly, the factor that most impacts faculty pay is promotion to a higher rank. Often, the only significant increases in salary happen with these promotions. These data show that the only group that has greater representation with each increase in rank is that of White male faculty, and this pattern has persisted over time.

    The Faculty in Higher Education Survey collects data on tenure-track faculty positions and non-tenure-track teaching faculty positions.

    See the Faculty Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics.

    Professionals

    Women’s representation has increased across all professionals’ positions since 2017, and in 2022, women represented more than 60 percent of higher ed professionals. This change is due to slight increases in representation of women of color since 2017. In 2022, representation of people of color was 24 percent overall, with the highest percentage among human resources professionals (34 percent) and diversity and equal opportunity professionals (33 percent).

    In 2022, women were consistently paid less than White men, a pattern that has worsened since 2017. However, men of color were paid more equitably in 2022 compared to previous years.

    The Professionals in Higher Education Survey collects data on positions in specific functional areas in higher ed institutions, such as academic or student services, that usually require a baccalaureate degree.

    See the Professionals Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics.

    Staff

    Staff employees have a higher representation of people of color than any other higher ed employee group. This is notable in that these are the lowest-paying positions in higher ed. In 2022, women of color represented about 19 percent of all higher ed staff, and men of color represented about 13 percent of all higher ed staff. These numbers have increased since 2017, though modestly. Skilled craft employees were the least racially diverse group, as 80 percent were White men, a finding that has persisted across the past six years. Notably, skilled craft staff are among the highest-paid staff positions.

    Since 2017, women in staff positions have been paid consistently and considerably less than White men in staff positions, a pattern that has worsened over time, particularly for women in office and clerical positions. Men of color were paid more equitably in 2022 when compared to 2017.

    The Staff in Higher Education Survey collects data on positions that are generally non-exempt and do not require a college degree.

    See the Staff Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics.

    CUPA-HR Research

    CUPA-HR is the recognized authority on compensation surveys for higher education, with its workforce surveys designed by higher ed HR professionals for higher ed HR professionals and other campus leaders. CUPA-HR has been collecting data on the higher ed workforce for more than 50 years, and we maintain one of the largest workforce databases in existence. CUPA-HR also publishes numerous research publications and interactive graphics highlighting trends and issues around higher ed workforce planning, pay equity, representation of women and racial/ethnic minorities and more. Learn more about CUPA-HR research.



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  • Trends in Higher Ed Employee Learning and Development – CUPA-HR

    Trends in Higher Ed Employee Learning and Development – CUPA-HR

    by CUPA-HR | February 1, 2023

    Employee learning and development (L&D) offerings at higher ed institutions have changed significantly over the last three years. To find out what other institutions are doing in this area, Krista Vaught, assistant director of employee learning and engagement at Vanderbilt University, conducted a survey in the summer of 2022. Survey responses from L&D professionals at 115 institutions reveal the following trends in program delivery, attendance, topics and outcomes.

    Program Delivery

    Since 2020, synchronous online sessions have been offered by most (89) institutions, followed by self-paced modules (85). Some institutions indicated that at certain points, employees were limited to online learning and self-paced only, as they did not host live workshops.

    Prior to the pandemic, synchronous, in-person workshops were the primary delivery method at most institutions. Now, synchronous online is the primary method at 35 percent of institutions surveyed, asynchronous online at 30 percent of institutions, synchronous in-person at 18 percent of institutions and hybrid at 17 percent of institutions.

    Attendance

    Attendance and participation have fluctuated. In the early 2020 shift to remote work, there was a sense that employees had newfound time to pursue L&D, at least initially. From March 2020 to December 2021, 31 percent of institutions surveyed saw increased participation, while 27 percent said it was mixed or hard to tell. Eighteen percent said it increased then decreased, and 17 percent said it decreased.

    What did institutions see in 2022? Results were mixed again. Twenty five percent said attendance and participation were about the same as prior to 2022, 23 percent said it decreased, 21 percent said it increased and 27 percent said it was mixed or hard to tell.

    What’s causing the fluctuations and challenges in attendance and participation?

    • Time and availability
    • Burnout
    • Increased workload as employees transition back to more on-campus work or take on additional responsibilities because of turnover, leaving less time to pursue learning
    • Unsupportive supervisors who see learning as taking away time from work rather than part of work
    • Employee preference for different delivery methods (in-person versus virtual)
    • Learning opportunities are not always prioritized, resulting in last-minute no-shows

    Topics

    According to respondents, the most popular workshop topics fall under management and leadership, and wellness and communication.

    Assessing Outcomes

    Follow-up surveys are the most popular tool for assessing outcomes of workshops, followed by attendance and participation numbers.

    Prioritizing Learning and Development 

    In the ongoing competition for talent, L&D can be a game changer, both in attracting new talent and retaining the talent you already have. By investing in and prioritizing programs to support managers, develop leaders and promote better communication, institutions can create a workplace that’s hard to leave.

    Interested in more data and insights HR pros can use when brainstorming L&D initiatives, making a case for those initiatives, and designing them and assessing them? Head over to the full article, Higher Education Learning and Development Trends in 2022 – Where We Are now and Where We’re Headed (members-only) in the winter issue of Higher Ed HR Magazine.

    To learn how one institution launched a multi-faceted retention initiative, including manager and leadership development opportunities, watch the recording of the recent CUPA-HR webinar Solving the Retention Puzzle.

    Related Resources:

    CUPA-HR Learning Framework and Resources

    Management and Supervisor Training Toolkit (CUPA-HR Knowledge Center)

    Creating Your Individual Development Plan (E-Learning Course)

    Understanding Higher Education (E-Learning Course)



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  • Dr. Jennifer T. Edwards: A Texas Professor Focused on Artificial Intelligence, Health, and Education: Use Google Trends for FREE Search Engine Keywords

    Dr. Jennifer T. Edwards: A Texas Professor Focused on Artificial Intelligence, Health, and Education: Use Google Trends for FREE Search Engine Keywords

    I really like using Google Trends for almost EVERYTHING! I use Google Trends for creating news articles, blog posts, course syllabi, and even when designing graphics!

    Here’s a video that I created about Google Trends – an amazing FREE technology!

    Exploring Google Trends is one of the best ways to discover social media topics and ideas for posts. Here’s a quick video focused on how to use Google Trends for Content Generation.

    Check it out! You can use Google Trends for everything from education to community engagement. Also, these are great for governmental outreach and engagement as well (depending on the search terms within your community).

    ###

    Try this campaign! Also, there are more campaigns available in my book – Retaining College Students Using Technology: A Guidebook for Student Affairs and Academic Affairs Professionals.

    Remember to order copies for your team as well!

    Thanks for visiting! 


    Sincerely,


    Dr. Jennifer T. Edwards
    Higher Education Speaker and Researcher


    My Social Media Channels!
    Remember to Follow Me on Twitter! @drjtedwards
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    Watch My Videos on Twitter Live – http://www.periscope.com/drjtedwards/
    Email Me! I am PR Friendly! – jennifertedwards@gmail.com



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