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STEMming the flow: the impact of coronavirus on the STEM workforce pipeline

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It is well recognised that the UK faces a shortage in STEM (science, technology, engineering and maths) skills, and that at current projections, this gap in skills and knowledge is only going to grow in the coming years.

Before the coronavirus pandemic, in recognition of this impending skills deficit, there had been a drive from across those sectors involved in STEM skills development (IT development, cyber security, life sciences and engineering, to name but a few) to encourage more people to consider STEM careers, whether as a first choice for young people leaving school, or as an opportunity for older adults looking to retrain in another discipline.

However, as with many things, the pandemic has set these efforts back, and now employers and trainers face an even greater task to ensure we can meet the skills needs for a digital, green and globally competitive economy.

Encouraging interests in STEM from an early age

Children and young people have seen first-hand the vital work that sectors such as life sciences and medicine have on our day-to-day lives during the pandemic. However, in the UK we still struggle with uptake of STEM subjects past GCSE/NAT5. And the number of those with career aspirations to move into STEM sectors is also not growing at the rate that will be necessary to meet future need.

Engineering UK published a report in 2021 which looked at the provision of information and support to children in English schools and colleges on careers in STEM subject areas. The report found challenges and barriers to engaging children in STEM subjects, including a lack of staff time and a lack of funding to offer specialist training. In addition, the report highlighted challenges around career advice and options for future career development, which were linked to a lack of employer engagement, and a lack of visible diversity and equality within the sector, which put some learners off.

Another challenge to encouraging the uptake of STEM subjects, is high quality teaching, teacher recruitment and the perceived standard of qualifications on offer.  In addition, there is a growing problem of STEM teacher shortages and a lingering perception that apprenticeships offer an ‘easy’ alternative to higher education.

A 2020 report also published by Engineering UK found that a lack of knowledge about relevant STEM educational pathways can discourage young people from pursuing engineering careers. In 2019, just 39% of young people aged 14 to 16 said they ‘know what they need to do next in order to become an engineer’ – and this figure has remained fairly static over time.

The report also emphasised that key influencers such as parents and teachers need to be supported so that they, in turn, can advise young people. The report highlighted that fewer than half of STEM secondary school teachers and under one third of parents surveyed for the research express confidence in giving engineering careers advice, with both groups reporting low levels of knowledge about engineering.

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Supporting diversity and equality within the sector

Last year, a report from the All Party Parliamentary Group on Diversity and Inclusion in Science, Technology, Engineering and Maths, looked at diversity in the STEM workforce.  It highlighted that, despite efforts to make the sector more equitable and more accessible for people from different backgrounds, the pandemic has exacerbated existing inequalities and, in some instances, has actually made the levels of inequality worse.

Similarly, a white paper from STEMWomen published in 2021 and updated in 2022 found that 60% of the women surveyed felt their future career prospects in STEM have been affected by the coronavirus pandemic. There was a growing feeling of uncertainty and lack of confidence in the jobs market, with a proportion of female STEM students saying that they are now looking for any job rather than one within their preferred industry.

Figures from WISE published in 2019 found that, in 2019, for the first time, one million women were employed in core STEM occupations, with an estimated 24% of the STEM workforce in the UK now female.  And UCAS data provided by the Higher Education Statistics Agency (HESA) showed that 35% of STEM students in higher education in the UK are women. There are a number of initiatives which have been developed to try and encourage greater diversity within the sector, particularly among women and girls and in particular those who are disabled or from BAME backgrounds.

Stemettes is an award-winning social enterprise working across the UK, Ireland and beyond to inspire and support young women and young non-binary people into Science, Technology, Engineering and Maths careers. The project has a number of innovative programmes designed to encourage young women and girls into STEM careers through workshops, networking and mentorship schemes, and has helped 40,000 girls realise their STEM potential since its launch in 2013.

A silver lining?

One of the changes to emerge from the pandemic is the number of adults considering re-training or upskilling in STEM or digital disciplines like cyber security. Many people were forced to leave their jobs during the pandemic, being made redundant or choosing to leave and re-train to help improve their future job security.

Since the pandemic, there has been growing interest, particularly in “tech and digital” job roles – according to research by IT jobs board CW Jobs. More than one in five of all workers say they have undertaken tech training since spring 2020, and more than half of non-tech workers (55%) have considered making the transition into the sector since the pandemic.

In October 2021, the UK government rolled out 65 short and modular courses at ten Institutes of Technology across England, aimed at helping to upskill working adults in their local areas. The courses will cover subjects including Artificial Intelligence, Digitisation of Manufacturing, Digital Construction, Agricultural Robotics, and Cyber Security, to be delivered through a combination of classroom and online learning to support flexible study.

However research from the University of Warwick has also shown that attracting people to the sector, and keeping them there are two very different things; a large proportion of STEM graduates are likely to never work in the sector, and there may be more movement out of high skill STEM positions by older workers than in other sectors. The skills of those already in the sector and the development of those existing skills to meet the demand – and where possible even pre-empt future skills shortages – is going to be as important as attracting new talent.

Final thoughts… mending the “leaky” STEM pipeline

The COVID-19 pandemic has highlighted the importance of STEM skills in a wide range of areas, and the wider agenda to drive a green recovery from the pandemic will rest, in part, on the sustainable and consistent development of a STEM talent pipeline over the coming years, to produce individuals with the skills and knowledge to drive green and digital growth. Other labour shocks, like the impact of Brexit, which has led to a re-location of many people from the Continent with STEM skills, or who worked in the sector directly, are contributing to the high demand for skills in the sector. All of which makes the importance of attracting and retaining people in the sector greater than ever.

The leaky STEM pipeline, – a metaphor which describes how people, particularly women and people from underrepresented groups in the industry, are “lost” from the sector at various points on the route to their chosen career – is sometimes criticised as being over simplistic.  However, it is clear that something needs to be done to help tackle the number of people “lost” from the sector. This could be done by promoting opportunities for everyone interested in STEM and by driving the development of a strong, well-resourced and engaged STEM workforce, drawn from all parts of society and engaged in STEM from the earliest possible opportunity.

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Food for thought: how the UK food strategy is trying to revolutionise the way we think about and access food

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Research has shown that healthy food choices are three times more expensive than unhealthy ones, food bank use is at it highest ever level and the NHS is anticipating significant struggles in long term treatment of people with conditions linked to obesity and unhealthy lifestyles, like cancer, diabetes and heart disease.

A forecast published in a report by the Food Foundation showed that if we continue at our current rate and type of food consumption 22% of children born in 2020 will be overweight or obese by age 5, rising to 46% by the time they reach age 21.

But the impact doesn’t stop there. The food system – agriculture, food production, distribution and retail combined – releases more greenhouse gases than any other sector apart from energy. In the UK, the food system accounts for a fifth of domestic emissions – but that figure rises to around 30% if we factor in the emissions produced by all the food we import.

The food we eat – and the way we produce it – is doing damage to both the environment and our health and the government is now trying to take steps to mitigate the damage, and improve our health and wellbeing in the process through the roll out of a national food strategy.

Fixing a broken system

Figures from the Trussell Trust show that between April 2020 and March 2021, a record 2.5 million emergency food parcels were given to people in crisis. The increasing use of foodbanks shows just how deeply entwined inequality, food and health are, and how important it is for a robust and equitable food strategy to be rolled out.

The Broken Plate 2021 report from the Food foundation provides an overview of the food system in the UK, looking across four main themes:

  • making healthier options more appealing;
  • making healthier options more affordable;
  • making healthier and more sustainable options more available; and
  • addressing inequalities in food so that everyone can have the chance to live longer, healthier lives.

In July 2021 the UK government published a review into how the food system in the UK works and the interventions that could be brought in to prevent the harms from what we eat and the way we eat. The plan sets out recommendations and a strategy for the future which focuses on food being equitable, accessible, healthier, and sustainable.

The recommendations cover a number of key themes:

  • escape the “junk food cycle”, including introducing a Salt and Sugar Reformulation Tax;
  • reduce diet-related inequality, including extending eligibility for free school meals;
  • make the best use of our land – including guaranteeing agricultural payments to help farmers transition to more sustainable land use; and
  • create a long term shift in food culture, including the development of a robust system of data collection and reporting to help monitor long term progress.

Inequality exacerbated by unequal access to food

One of the most pressing issues around food is its availability and its ability to exacerbate existing inequalities, particularly among disadvantaged groups. We have already seen that food bank use is high (disproportionately so among lower income groups) and that eating healthier food is more expensive than unhealthy food.

The shelf life of more unhealthy and highly processed food is also often longer, so it is easier to store, and food can be spread out and eaten across multiple days more easily. Processed foods, which are often higher in sugar, salt and trans fats (unhealthy fats) also often require less cooking (both in terms of heat energy required to cook them and knowledge of how to prepare them) which for people with reduced access to kitchens, experience of fuel poverty or limited knowledge of preparing food can be more convenient. Research consistently shows that people who fall into these groups are significantly more likely to come from lower socioeconomic backgrounds and have experience of poverty.

Steps are being taken to try and improve access to healthier food for people living on lower incomes, including free school meals and (with a bit of persuasion from Marcus Rashford) a wider roll out to also offer meals during school holidays. The government also runs a voucher system for new parents to help them get access to fresh food like fruit and vegetables.

More recently there has also been discussion about the roll out of “food on prescription” services, both for those people on lower incomes and for those people who are at risk of medical complications or disease as a result of being overweight or obese.

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Sustainable as well as healthy

As has been made clear in the reports, food systems don’t just impact on us as individuals, they also have a significant impact on the environment. The changing climate is at the forefront of everyone’s mind, including multiple extreme weather events, the publication of an IPCC report on climate change, and the run up to COP26, due to be held in Glasgow. So the way we grow and process our food, and how this negatively impacts our environment is coming under greater scrutiny.

Currently, many practices are having a negative and detrimental impact on our environment across a number of areas including carbon emissions, water pollution, reduction in soil health, loss of biodiversity, land use/deforestation.

And commentators are now emphasising that our food system as well as being healthy and accessible should also be sustainable, with programmes developed to reduce food waste, support community-based agriculture schemes, help farmers to transition to more sustainable ways to farm and use land and stimulate demand for in season, sustainably grown, locally sourced food.

Final Thoughts

Food, and our relationship with it is becoming increasingly important, not only for our own personal health and wellbeing, but also for the health of communities more generally, and the health of our planet.

Sustainable, healthy and equitable food systems help to promote healthier choices and reduce our impact on the planet. And food can also play its part in helping to relieve other pressures on society, like food poverty, inequality and the rising use of food banks. Food on prescription services can help support people to make better choices and reduce the risk of diseases like cancer, heart disease, stroke and obesity.

In short, food is not just vital for life, but also for living well.

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Gender pay gap at universities could get even worse – here’s why

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This guest blog was written by Nisreen Ameen, Lecturer at Queen Mary University London.

Britain has one of the largest gender pay gaps in the European Union, with women earning roughly 21% less than men. This means that women in UK universities today are still earning less than their male colleagues. So although laws on equal pay have been in place for more than 40 years, there is still a large gender pay gap in UK universities.

The difference in hourly pay between men and women is 15% in top UK universities and 37% in other universities. What’s more, men have most of the top jobs in UK universities, while women have more of the lower-paid jobs.

And this “gender pay gap” may keep getting wider if women aren’t supported to develop their digital skills. This is because women tend to have less advanced digital skills than men – skills that are increasingly in demand for university lecturer roles. And as universities around rely more extensively on digital technology, they need employees who have creative digital skills – which means women are more likely to miss out on jobs, promotions and pay increases.

Wanted: technical talent

The use of technology is now just part of the day job for anyone involved in teaching and learning in universities. Universities use technology to teach and communicate with students online – which can help to improve a student’s learning experience. Staff are also expected to use online learning and mobile learning platforms to teach, assess and talk to students in a virtual environment.

Universities also plan to use more advanced technology. Gamification is on the rise in universities. This is where universities personalise a student’s learning, using game design thinking in non-game applications. Wearable devices, such as an Apple Watch or Google Glass, can also encourage learners to get more involved in the subject. This type of technology will most likely be used more in universities over the coming years.

And as women in higher education are generally less likely to be skilled in using these technologies, they may well be left behind – widening the gender pay gap in higher education – while also making it harder for women to progress in their careers.

Digital skills divide

Our research which looks at the gender gap in smartphone adoption and use in Arab countries shows there is a wide gap in the way men and women use technology in some parts of the world. And we found similar patterns in the UK. Men have more advanced digital skills than women, and women are underrepresented in the technology sector, specifically in the digital sector in education.

This “digital divide” begins at a very early age in school. It continues into higher education – in the UK there is one of the highest gender gaps in technology-related courses among all university courses in the world.

Technology is advancing quickly, so academics and others working in higher education constantly have to update their skills. Without these skills, women in the sector are at a disadvantage when it comes to promotion and pay rises. So it’s more important than ever for universities to provide training and other programmes that help women develop their digital skills.

Closing the gender gap in digital skills would remove one factor contributing to the gender pay gap in UK universities. It would increase the chances of women being employed in the sector and make it easier for them to develop their careers. Tapping into female talent in technology would bring huge benefits to universities.

And above all, it would help to close the digital skills gap – while helping to build a more equal and fairer society.The Conversation

Nisreen Ameen, Lecturer in Information Technology Management, Queen Mary University of London

This article is republished from The Conversation under a Creative Commons license. Read the original article.

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Universal basic income: too good to be true?

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“I am now convinced that the simplest approach will prove to be the most effective – the solution to poverty is to abolish it directly by a now widely discussed measure: the guaranteed income.” Martin Luther King, 1967

It may come as a surprise to learn that the current ‘hot topic’ of universal basic income (UBI) – also known as basic income or income guarantee – is actually over 500 years old.

It was first developed by radicals such as philosopher Sir Thomas More in the 16th century, drawing upon humanist philosophy.  It was mooted by Thomas Paine in the 18th century, and then again in the mid-20th century, by economists such as James Tobin and Milton Friedman.  In 1967, Martin Luther King called for a ‘guaranteed income’ to abolish poverty, and in the 1970s, a basic income experiment ‘Mincome’ was conducted in Canada.

However, only in recent years has debate on universal basic income (UBI) moved into the mainstream.

From the threat of job losses from automation and artificial intelligence, an overly complex and bureaucratic welfare system that has been branded ‘unfit for purpose’, to the failure of conventional means to successfully tackle unemployment over the last decade – basic income has been hailed as a key way to reduce inequality and provide a basic level of financial security upon which individuals can build their lives.

It has many current supporters – including billionaires Elon Musk, Mark Zuckerberg, and Richard Branson.  There is support among the general public too, with a recent poll reporting that nearly half of all adults aged 18-75 in the UK (49%) would support the UK Government introducing UBI at the level to cover basic needs in principle.

 

How does it work? 

In essence, UBI offers every citizen a regular payment without means testing or requirement for work.

Trials of different models of basic income have been conducted around the globe, including Kenya, Finland, and Canada.  There are also UBI trials planned in the district of Besós in Barcelona, Utrecht in the Netherlands and the Finnish city of Helsinki.  Closer to home, four areas in Scotland are also currently designing basic income pilots – Glasgow, Edinburgh, Fife and North Ayrshire.

While there have been many different models of basic income trialled and assessed over the years, in general, basic income schemes share five key characteristics:

  • Periodic: it is paid at regular intervals, not as a one-off grant.
  • Cash payment: it is paid in an appropriate medium of exchange, allowing those who receive it to decide what they spend it on. It is not paid in kind (such as food or services) or in vouchers with a specific use
  • Individual: it is paid on an individual basis—and not, for instance, to households.
  • Universal: it is paid to all, without means test
  • Unconditional: it is paid without a requirement to work or to demonstrate willingness-to-work

 

Anticipated benefits

The key anticipated benefits of the introduction of UBI is a reduction in inequality and poverty. However, advocates claim that it would also have many other benefits.  These include:

  • simplifying the existing welfare system (including efficiency gains)
  • reducing the psychological burden and stigma associated with welfare benefits
  • achieving more comprehensive coverage – no one ‘slipping through the net’
  • fixing the threshold and ‘poverty trap’ effects induced by means-tested schemes
  • enabling individuals to continue education and training, or retrain, without financial constraint dictating choices
  • making childcare arrangements easier
  • rewarding unpaid contributions such as caring and volunteer work
  • improving gender equality and help women in abusive situations
  • improving working conditions
  • addressing predicted future mass unemployment as a result of automation

 

Criticism

The key argument against the introduction of UBI is its cost – essentially that “an affordable UBI would be inadequate, and an adequate UBI would be unaffordable”.

Critics argue that if UBI were set at a level that enabled a modest, but decent standard of living on its own, then it would be unaffordable – either requiring much higher taxes, and/or the redistribution of funds from other areas, such as education or health.

However, if UBI was set too low, it would not provide an adequate income to live on, and it may be exploited as a subsidy for low wages by unscrupulous employers.

Others, such as economist John Kay, have argued that UBI simply would not have the redistributive effects intended.  Rather than improving the lives of those most in need, who would receive more or less the same as they do under existing welfare systems, it would instead provide more for the middle classes.

There is also some concern that UBI may undermine the incentive to work, and lead to the large-scale withdrawal of women from the labour market.

 

What does the evidence say?

Certainly, there is a beauty in the simplicity of UBI – and no one can argue against the goals of reducing inequality and poverty.  However, in truth, there just isn’t enough evidence available yet to judge whether or not the full-scale introduction of UBI would be successful.

While many pilots have demonstrated positive results, most have been of limited size and scope, and it is difficult to extrapolate these findings to the wider population.

Analyses by a wide range of organisations – including the RSA, the Joseph Rowntree Foundation, the OECD, and the International Monetary Fund, have drawn mixed results.

For example, a review conducted by Bath University in 2017 concluded that:

“The unavoidable reality is that such schemes either have unacceptable distributional consequences or they simply cost too much. The alternative – to retain the existing structure of means-tested benefits – ensures a more favourable compromise between the goals of meeting need and controlling cost, but does so at the cost of administrative complexity and adverse work incentive effects.”

Similarly, the IMF conclude that in the UK and France, UBI would be inferior to existing systems in targeting poverty and inequality. However, there are some aspects of UBI that are difficult to model, such as the behavioural impacts of having economic security.  Trials and experimentation are important sources of such information.

Thus, the planned trials of UBI in Scotland and elsewhere may well help to provide further answers.  And we – along with others around the world – will be watching with interest.

As First Minister, Nicola Sturgeon aptly puts it:

“It might turn out not to be the answer, it might turn out not to be feasible. But as work and employment changes as rapidly as it is doing, I think it’s really important that we are prepared to be open-minded about the different ways that we can support individuals to participate fully in the new economy.”

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The challenge of engaging with marginalised Traveller, Gypsy and Roma communities

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In March 2018, a Northern Ireland Human Rights Commission report found 13 systematic concerns about Traveller accommodation, suggesting that Traveller communities are subject to an “out of sight, out of mind” mentality from local authorities and service providers. You do not have to look far to find more research, from across the whole of the UK, which highlights similar challenges for, and attitudes towards Traveller communities. Attainment, school attendance, unemployment and community cohesion are all shown in research as being consistently lower among Traveller communities.

Research from IRISS shows that Traveller communities are subject to regular racial, social and cultural discrimination and feel isolated within a society that they feel does not respect them in the same way as other minority groups. Some even feel that it is more acceptable to make a derogatory comment about a Traveller than someone who is from another ethnic group.

Commentators repeatedly highlight that there is very little knowledge or understanding of nomadic lifestyles, and that this can contribute to the racism, abuse and stigmatisation of Traveller people. However, some projects are trying to address the view of Traveller communities and improve their treatment and engagement with other members of non-Traveller communities.

An erosion of traditional lifestyles and cultures

A lack of flexibility around housing arrangements means that, to a large extent, Traveller families are often forced to choose between either poor accommodation sites which allow them to maintain their traditional way of living, or giving up this traditional lifestyle (which is not just a way of living, but also an entrenched part of their heritage and culture) to live in mainstream traditional social housing. One major criticism of local authority and central government supported services is that they are very inflexible to nomadic living; health, education, housing and employment support are all usually reliant on a fixed address. As a result, third sector organisations, charities and specific engagement bodies usually end up taking the bulk of the pressure and responsibility for supporting Traveller families, or Travellers are left to fend for themselves. This can lead to them becoming isolated or reluctant to engage.

Those who make attempts to assimilate often do so at the cost of their traditional way of life, with some even commenting that there is a level of cultural erosion and almost cleansing, and that Travellers are being forced to choose between suitable accommodation and living standards, and their heritage and traditions.

Challenges span generations, and create entrenched barriers

Many Traveller families have poor education and health experiences and there are multiple barriers to Traveller families accessing these services. In schools, it has been well documented that Traveller children have lower levels of attendance and attainment, with higher levels of exclusion and a higher incidence of bullying, discrimination and racist abuse while at school.

In social work, Traveller children are more likely to be engaged with a social worker and taken into care. It is clear that professionals working within these environments need to be trained to react and respond to the needs of Traveller children in a culturally sensitive way.

Practitioners need to be sensitive, aware and flexible where possible to accommodate needs, but this is not always the case and it can make Traveller communities reluctant to engage directly with local authorities on issues. However, there is a growing body of research which looks at art and culture-centred practice to try and engage Traveller communities with their wider community, and to enlighten other members of the community in a positive way about Traveller culture.

Could art be the bridge to build understanding between communities?

Many Traveller communities do not readily have access to art and do not participate in “cultural activities” like attending the theatre or museums or using libraries. They also don’t have any relationship to most art produced. There is very little Traveller representation in art, music, theatre or museum exhibitions and it can be the case that Travellers feel art and culture in the mainstream is not representative of them or their culture, which can also hinder them from engaging.

However, using art and art-based interventions can help to break down entrenched stereotypes and can create a level playing field for people to participate and contribute, particularly among children who may not be as effective at communicating using words or language.

Engaging young children (and their families) through play and cultural activities can help break down some of the barriers and mistrust that communities feel towards one another. Community engagement initiatives enhance trust and can improve relations, but this must be done in a sensitive and inclusive manner. Traditional crafts and arts are something that can be shared across the whole community, not just within Traveller communities.

Non-Traveller children also are at a cultural disadvantage from not having Traveller communities portrayed in mainstream cultural activities. Greater representation in art, TV and books would help integration, help to break barriers, reduce stereotypes, increase understanding of a unique culture in Britain and (it is hoped) lead to greater integration and less hate crime.

Art also has the potential to be used as a tool to engage adults within the community. Using art as part of consultation exercises can make the process accessible and can allow people to be involved who may not usually contribute, helping them to feel they have had a say in decisions made within their community. Art can also be a useful strategy in community cohesion and neighbourhood building activities, with people able to express their opinions and fears through other mediums such as painting, drawing or acting – although establishing the initial engagement can be challenging.

Final thoughts

Art-based practice can be an accessible way to engage and create a dialogue between communities, and help to build a level of trust between Traveller communities and local services. However the activities must be culturally sensitive, and staff within local services must be willing to be flexible and creative with how they engage if they are to create meaningful relationships with Traveller communities.

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“Shifting into reverse” – the global gender gap

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Gender equality

Image by GDJ via Creative Commons

By Heather Cameron

“Gender parity is shifting into reverse” – this was the finding of the World Economic Forum’s (WEF’s) most recent annual Global gender gap report, published last month.

This is the first time progress, albeit slow, towards gender parity has stalled since the WEF started measuring it in 2006.

Widening gap

On current trends, the overall global gender gap can be closed in exactly 100 years, compared to 83 years reported in last year’s report.

The economic situation is even worse.

Last year, we reported on the gender pay gap, which highlighted the WEF’s 2016 findings that the global economic gender gap will take 170 years to close. This year’s WEF report indicates that women may now have to wait over 200 years to achieve equality in the workplace:

“given the continued widening of the economic gender gap already observed last year, it will now not be closed for another 217 years.”

According to the report, the gaps between women and men on economic participation and political empowerment remain wide. Just 58% of the economic participation gap has been closed – a second consecutive year of reversed progress and the lowest value measured by the Index since 2008 – and about 23% of the political gap, unchanged since last year against a long-term trend of slow but steady improvement.

For the other indicators, the 144 countries covered in the report have closed 96% of the gap, on average, in health outcomes between women and men, unchanged since last year, and more than 95% of the gap in educational attainment, a slight decrease on last year.

Overall, an average gap of 32.0% remains to be closed worldwide in order to achieve universal gender parity, compared to an average gap of 31.7% last year.

The most challenging gender gaps remain in the economic and health spheres.

Country-level

The situation is more nuanced at the country and regional level, however. And the report highlights that a number of regions and countries have crossed “symbolic milestones” for the first time this year.

Countries that improved the economic gender disparity included France and Canada. The UK was one of the most improved this year in general, up five places on last year to 15th place. The report also notes that the UK has made notable progress on political empowerment and women in ministerial positions.

Despite this, the UK still performed more poorly than many other developed countries in a number of categories and things still need to be improved on economic and political participation in the UK.

The lack of any of the G20 nations within the top 10 has also been noted, suggesting that economic power does not necessarily equate to better gender equality. The WEF estimate that the UK could add $250bn to its gross domestic product (GDP) by achieving gender parity.

Final thoughts

Clearly, the importance of gender parity cannot be ignored, not only because it’s unfair but because it can also lead to better economic performance.

The WEF report argues that a key avenue for further progress is the closing of occupational gender gaps, which will require changes within education and business sectors and by policymakers.

It still appears to be the case that higher earning jobs are more commonly held by men. And with recent research suggesting that there is gender bias in job adverts across the UK, such changes can’t come soon enough.

If you enjoyed reading this, you may also like our other posts on the gender pay gap and the place of women in the ‘changing world of work’.

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The rhetoric of social mobility continues… yet disadvantaged pupils continue to fall behind

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skills gap

By Heather Cameron

Despite continued investment to improve social mobility, it has been estimated that at the current rate of progress it will take 50 years to close the attainment gap for disadvantaged pupils in England.

Recent analysis of government data shows the gap between the most disadvantaged pupils and their non-disadvantaged peers has actually worsened over the past decade.

The research, conducted by the Education Policy Institute (EPI), found that while there has been some progress in closing the gap for disadvantaged pupils (those eligible for the Pupil Premium), this has been slow and inconsistent. The gap has also been shown to vary between areas.

And, perhaps most worryingly, for pupils described as ‘persistently disadvantaged’ (i.e. those that have been eligible for free school meals for 80% or longer of their school lives), the gap has widened – leaving these pupils over a year behind their non-disadvantaged peers at the end of primary school and more than two years behind at the end of secondary school.

Widening gap

The attainment gap is evident in the early years, continuing to grow throughout school.

Pupils from disadvantaged backgrounds were found to be 19.2 months on average behind their peers at the end of Key Stage 4. While this represents a narrowing of the gap by 2.7 months since 2007, this is not consistent across the board. And the gap for ‘persistently disadvantaged’ pupils increased by 2.4 months over the same period.

The EPI analysis indicates that the disadvantage gap grows by five months between Key Stage 1 and 2, and by 10 months between Key Stage 2 and 4.

Persistently disadvantaged pupils are shown to fall even further behind at all phases. For them, the gap grows from six months at the end of Key Stage 1, to 12 months by the end of Key Stage 2 and 24 months by the end of Key Stage 4.

It is argued that the differential rates of progress pupils make need to be tackled to stop the gap from growing throughout the stages.

Indeed, the issue can’t be solved with a one size fits all approach, particularly as there is significant variation across the country.

Variation

The disadvantage gap between local authorities ranges from no gap to seven months in the early years, five to 13 months at the end of primary school and one month to over two years at the end of secondary.

The gap is generally smaller in London, the South and the East at around 16-18 months at the end of secondary. In comparison, the East Midlands and the Humber, the North and the South West experience a much larger gap of 22 months. The largest attainment gap was found on the Isle of Wight, where disadvantaged pupils were 29 months behind their peers on leaving secondary school.

The gap was also found to become worse in rural areas. In Cumbria and Northumberland, for example, the gap widens from nine months at the end of Key Stage 2 to over 25 months by the end of secondary.

But there is also evidence of particularly good performance and notable improvements made in recent years. In Newham, disadvantaged five year-olds perform as well as non-disadvantaged five year-olds nationally, on average. And in Richmond-upon-Thames and Windsor and Maidenhead, the gap for disadvantaged secondary school pupils has closed by over six months since 2012.

This would suggest that there is certainly potential for dramatic improvements in reducing the gap in other areas.

Government action

As an historic problem, successive governments have taken action to address it via investment and targeted interventions. The current government is also working to address the issue, including through Opportunity Areas.

The EPI suggests that while this may be a good start, there are other areas across the country that are not covered by these where “social mobility is stagnating or even worsening”. And it also highlights that the system continues to fail to meet the needs of certain vulnerable groups, including those with special educational needs and disabilities, those from Gypsy Roma or Traveller communities, and Black Caribbean children.

In addition, recent commentary from the Chief Inspector of Ofsted, Amanda Spielman, raised concerns over schools focusing on exam results at the expense of the curriculum, leading to many disadvantaged children being shut out from acquiring a rich and full knowledge:

“It is a risk to social mobility if pupils miss out on opportunities to study subjects and gain knowledge that could be valuable in subsequent stages of education or in later life.”

It has been suggested that government pressure to improve performance has led to a focus on exam and test results. But Spielman argues that this is a mistake on the part of school leaders as it should “not be taken as read that higher scores for the school always means a better deal for pupils”.

Final thoughts

Clearly, while it shouldn’t be forgotten that progress has been made, a lot more needs to be done if the disadvantage gap is to close any time soon.

As the EPI concluded: “If we carry on at this pace, we will lose at least a further three generations before equality of outcomes is realised through our education system.”

If you enjoyed reading this post, you may also like our previous blogs on education-related topics.

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How to tackle unconscious bias: Step 1 – read this!

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What is unconscious bias?

Although levels of explicit prejudice are falling, discrimination continues to be a problem for many sections of society.  One reason for this may be ‘unconscious bias’.

Unconscious bias is “a bias that we are unaware of, and which happens outside of our control. It is a bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background, cultural environment and personal experiences.”

Everyone has some degree of unconscious bias.  Unconscious thoughts are often based on stereotypes and prejudices that we do not realise that we have.

From a survival point of view, these brain ‘shortcuts’ are a positive and necessary function – they help us to make snap decisions in dangerous situations, for example.  However, in everyday life, they can negatively effect rational decision-making.

Types of unconscious bias

Unconscious bias has different forms.  One common form is Affinity bias – the subconscious preference for people with similar characteristics to ourselves (sex, age, ethnicity, socioeconomic class, educational background etc.).  In 2015, the CIPD reported that recruiters were often affected by affinity bias, resulting in the tendency to hire ‘mini-mes’.

The Halo effect involves the tendency for an impression created in one area to influence opinion in another area.  For example, a disproportionate number of corporate CEOs are over six foot tall, suggesting that there is a perception that taller people make better leaders, or are more successful. Similar patterns have been observed in the military and even for Presidents of the United States.

The Horns effect is the opposite of the ‘Halo effect’ – where one characteristic clouds our opinions of other attributes.  For example, the perception that women are ‘less capable’ in certain occupations.  A review found that female psychologists and women in STEMM (science, technology, engineering, mathematics and medicine) departments were just as likely to discriminate against female candidates as their male counterparts.

The same qualities can also be perceived very differently in different people – for example, assertiveness in a man may be perceived more positively (‘strong leader’) than in a woman (‘bossy’).

Impact of unconscious bias

Unconscious bias not only influences our body language and the way we interact with people, it can also negatively influence a number of important decisions in the workplace, including:

  • Recruitment
  • Promotion
  • Staff appraisals
  • Workload allocations

As well as being unfair, decisions based on unconscious biases are unlikely to be optimal and can result in missed opportunities.  Where unconscious bias also effects a protected characteristic, it can also be discriminatory.

How to mitigate unconscious bias

So, now you know what unconscious bias is, what can you do about it?

The good news is that it is possible to mitigate the effects of unconscious bias. The first step is to become more aware of the potential of unconscious bias to influence your own decision-making. Large organisations such as Google and the NHS are already providing unconscious bias training to their staff.

You can take this awareness further by taking an Implicit Association Test, such as that provided by Harvard University.  This will help to identify and understand your own personal biases.

Other ways to help reduce the influence of unconscious bias include:

  • Taking time to make decisions
  • Ensuring decisions are justified by evidence and the reasons for decisions are recorded
  • Working with a wider range of people and get to know them as individuals, such as different teams or colleagues based in a different location
  • Focusing on positive behaviours and not negative stereotypes

At the corporate level, ways that organisations can help to tackle unconscious bias include:

  • Implement policies and procedures which limit the influence of individual characteristics and preferences, including objective indicators, assessment and evaluation criteria and the use of structured interviews
  • Ensure that selection panels are diverse, containing both male and female selectors and a range other characteristics where possible (ethnicity, age, background etc.)
  • Promote counter-stereotypical images of underrepresented groups
  • Provide unconscious bias training workshops

Tackling unconscious bias is not just a moral obligation; it is essential if organisations are to be truly inclusive.  By making best use of the available talent, it can also help to make organisations be more efficient and competitive.

If you enjoyed this blog, you may also be interested in our other articles on management and organisational development.

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Women in politics: the long and winding road to equality

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On 9 November, the world woke up to learn the name of the next US president – and it wasn’t the name most people had been expecting. Although the election didn’t turn out to be as historic as it might have been, having a female nominee for president of the United States still marked a milestone on the road to equality for women in political life. But, while the profile of women in politics has never been higher, the wider story of female political participation and representation has been one of slow, intermittent and hard-won advancement.

The path to power

In 1893, New Zealand was the first modern democracy to acknowledge women’s right to vote, while the first European country to introduce women’s suffrage was Finland in 1906. In the UK, women were first entitled to vote in 1918 – but only for property owners over the age of 30. It took another ten years before the vote was given to women on same terms as men. Women in Switzerland had to wait even longer, first receiving the right to vote in national elections in 1971.

Progress towards greater representation of women in politics has also been protracted. Again, Finland led the way, electing 19 female members of parliament in 1907. But it wasn’t until 1960 that the world’s first woman prime minister was elected (Sri Lanka’s Sirimavo Bandaranaike). Twenty years later, Vigdís Finnbogadóttir of Iceland became the first woman to be elected as a head of state (she was subsequently re-elected three more times). In 2015, for the first time, Saudi Arabia allowed women the right to vote and stand in municipal elections (21 female candidates were elected out of 2106 seats).

Women in politics today

In 2016, Theresa May followed in the footsteps of Margaret Thatcher, to become the UK’s second woman prime minister. Meanwhile, after a decade in power, Germany’s Chancellor, Angela Merkel, is widely regarded as one of the world’s most influential politicians, and she recently announced she’ll be seeking re-election for a fourth term in 2017.  In addition, there are now female heads of government in a variety of countries, from Chile to Bangladesh, Liberia to Norway. There are also women first ministers in Scotland and Northern Ireland, and a growing number of female mayors in cities such as Paris, Rome, Montevideo and Baghdad. In October’s Icelandic election, 48% of those elected were women – enabling it to claim the title of the most equal parliament in the world.

It may seem that the tide has turned for female representation in politics. But a closer look uncovers a less rosy picture:

  • Of the 193 member states of the United Nations, only sixteen (8%) have a woman president or prime minister.
  • Seven countries have no women in their national parliament, while 35 have fewer than 10%.
  • Out of 650 contested seats, 191 women were elected to the House of Commons at the 2015 UK general election (29% of MPs).

Breaking down the barriers

Earlier, this year, we reported from the Women in Public Life conference held in Edinburgh. The discussions highlighted the low proportion of women elected to the UK’s local councils and devolved assemblies with a particular focus on Scotland.  The May 2016 elections did little to improve on this situation.

  • 45 women (34.9%) were elected to the Scottish Parliament, the same proportion as in 2011, and down on the high point of 39.5% in 2003.
  • 2016 saw 25 women (41.7%) elected to the National Assembly for Wales, a higher proportion than the other devolved assemblies, but down on the 2003 Welsh Assembly, which had an equal number of women and men.
  • In the Northern Ireland Assembly elections, of the 108 seats contested 30 were won by women – up on the 20 elected in 2011, but still only 27.8% of the total.

The conference also debated some of the ways in which the barriers to female participation and representation in politics might be overcome. These included:

  • creating a forum for women councillors in local government;
  • promoting a cross party consensus on encouraging women candidates to stand in local and parliamentary elections;
  • creating a mentoring scheme to encourage more young women to participate;
  • promoting flexible working patterns, including reducing the number of late night debates
  • statutory measures, such as quotas, to advance the role of women in elections.

Supporters of gender quotas point to their effective deployment in countries such as Bolivia, South Africa and Sweden as ways of redressing women’s exclusion from public life. Following the Scottish Parliament elections of 2016, a team of University of Edinburgh researchers argued that without quotas women’s representation would remain slow and incremental at best:

“For real and lasting progress, warm words must be backed up with statutory measures to embed quality in our political institutions.”

In the Republic of Ireland, legislation was introduced in 2012 with provisions that the major political parties would lose half of their state funding unless at least 30% of their election candidates were female. The first national test of the new quotas came in the general election of 2016, which saw 35 women (22.3%) elected to the lower house of the Irish parliament. This amounted to a 40% increase from the election of 2011, where 15% of the successful candidates were women. While some attributed this to gender quotas, an early analysis of the results suggested that it may take one or two more election cycles to determine the full impact of quotas on Irish elections.

Role models for the future?

Increased representation for women in politics is important for the positive impact it can have on both gender equality issues and social policy more broadly. But might the presence of female politicians also inspire interest in political participation among young women?

Studies into the effectiveness of women politicians as role models have produced a mixture of conclusions:

  • A 2006 study by researchers at the University of Notre Dame, Indiana, found that increased visibility of women politicians increased the likelihood of adolescent girls’ intention to be politically active.
  • In 2012, research from the University of California, Berkeley, reported that the election of additional women in US state legislative elections had “no discernible causal effects on other women’s political participation at the mass or elite levels.”
  • Research published in the American Journal of Political Science in 2015 suggested that role models are important for improving women’s representation, but only in its early stages.

Final thoughts

Time will tell whether we ever see a woman elected to the role of American President. But while it’s important and exciting to see more women winning political office at the highest level, equal representation for women across the board, from grassroots and local council level upwards is as vital. And, as a recent Holyrood magazine article underlined, the presence of women in political life is not only important for women:

“…if we cannot yet manage equal representation for half the population, how are we to achieve real representation for other parts of society such as BME people and those with disabilities who are actually in a minority?”

Further reading

Women in public life: breaking the barriers – conference highlights

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Gender pay gap – will it ever close?

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By Heather Cameron

Last Thursday was labelled ‘Equal Pay Day’ – the last day of the year women effectively stop earning relative to men – just one day later than the previous year.

According to the Fawcett Society, this means women are in effect ‘working for free’ until the end of the year as a result of the gender pay gap.

Given that it is 46 years since the Equal Pay Act was introduced ‘to prevent discrimination, as regards terms and conditions of employment, between men and women’, it is dispiriting that considerable inequalities remain between men and women’s pay.

How much of a gap?

The Fawcett Society has calculated the current gender pay gap for full-time workers at 13.9%.

Recent research by Deloitte suggests that the gender pay gap will not close until 2069 unless action is taken to tackle it now. It shows that the hourly pay gap between men and women is closing at a rate of just 2.5 pence per annum, and in some cases is even widening.

The study also notes that men receive considerably higher average pay even in female-dominated occupations, such as teaching and caring.

And new research from New Policy Institute (NPI) found that, although things have been improving with higher employment rates and increases in earnings, the formal employment rate for women is still lower and female weekly earnings are still less than 70% of male weekly earnings.

The research also highlighted that significant barriers continue to prevent women entering the labour market, particularly when it comes to high-paid, secure, quality jobs.

The overall global situation would appear even worse as the most recent Global gender gap report from the World Economic Forum indicates that the gap could take 170 years to close.

In terms of the economic impact, the gender pay gap has been highlighted as a particular issue in relation to the UK’s low productivity problem.

It has been suggested that equalising women’s productivity could add almost £600 billion to the economy, and that 10% could be added to the size of the economy by 2030 if the millions of women who wanted to work could find suitable jobs.

Causes

The gender pay gap has been attributed to four main causes by the Fawcett Society:

  • Discrimination – often women are still paid less than men for the same job and unfair treatment remains common, especially around maternity
  • Unequal caring responsibilities – women continue to play a greater role in caring for family
  • A divided labour market – women are more likely to be in low-paid and low-skilled jobs
  • Men in the most senior roles – men continue to make up the majority of those in the highest paid and most senior roles

Deloitte’s research similarly highlights that women are disproportionately more likely to enter low paid industries or sectors.

However, it emphasises that one contributory factor to the gender pay gap occurs before labour market entry, when boys and girls decide what to study at school and in further education. Three times more boys than girls take computing and 50% more boys than girls study design and technology.

This is significant because the gap in starting salaries between men and women who have studied Science, Technology, Engineering and Mathematics (STEM) subjects, and who go on to take jobs in these sectors, was found to be far smaller.

Way forward

Deloitte’s research therefore suggests that increasing the participation of females in STEM subjects and careers could help reduce the gender pay gap.

Nevertheless, it also notes that as there are several causes, no single measure will be enough to eradicate it.

The government’s policy to introduce mandatory gender pay gap reporting for all large companies employing more than 250 employees has been welcomed as a step forward. But there are concerns this is not enough. The NPI research suggests that it could go further, with extension of the duty to companies employing 50 people.

In addition, encouraging take-up of the voluntary living wage and boosting pay in sectors that have been traditionally low paid and have predominantly employed women are suggested as ways to help speed up the reduction of the gender pay gap.

The NPI report calls for ‘a multi-dimensional policy response, sitting underneath a clear gender focused employment strategy’ to reduce gender inequalities and the subsequent pay gap.

If you enjoyed reading this, why not take a look at some of our other posts on equalities issues

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