The DfE’s blanket BAME strategy is cloth-eared

The government’s strategy to increase BAME participation in further and higher education ignores important differences between ethnic groups, argues Safaraz Ali

It is critical for all of us in the post-16 education sector to take action to widen BAME participation in apprenticeships across England, but it is only by recognising missed opportunities that we can move forward.

And while I’m very positive overall about the education secretary’s attempts to increase the proportion of BAME young people in apprenticeships, there’s much more to be done.

The government’s BME 2020 vision set ambitious targets: to increase the proportion of apprenticeships taken up by those from BAME backgrounds by 20 per cent, and to increase those attending university by the same extent.

This blanket approach is flawed by design. By lumping all the non-white ethnicities together under one target, we miss the differences in existing patterns and future needs for specific groups.

The proportion of BAME apprentices varies around the country, but low apprenticeship take-up is more significant among British Asians than in other BAME communities, where take-up is nearer the representative population.

By lumping all the non-white ethnicities together under one target, we miss the differences in existing patterns

While the proportion of black/African/Caribbean/black British people participating in apprenticeships (3.4 per cent) is similar to the latest census (3.5 per cent), British Asians are significantly under-represented (4.2 per cent compared with 7.8 per cent). So rather than wholesale targets, government support needs focus.

We also need to appreciate that BAME population growth is skewed towards younger people. In Birmingham, more than one in three (36.5 per cent) British Asians and a similar proportion of black people (31 per cent) are under 15, compared with fewer than one in five white British (18.5 per cent).

With more children and fewer elderly people, the BAME population is growing faster than the population as a whole. It means that people from a BAME background need this kind of training more than the overall population.

Each region of the country is different, and a targeted approach should account for these regional differences in ethnicity and population age, setting clear goals at a local. This could only be achieved by a collaborative approach between government, local and combined authorities and groups representing employers, colleges and training providers.

In terms of university growth targets, we are already on the other side of the coin, as disproportionately many more British Asians and black students go to university than those of white British origin. The government’s blanket approach here is therefore not only unnecessary, but could actually be perceived as damaging the apprenticeship agenda.

If nothing is done to address this imbalance, British Asians will continue down the university route with very little thought towards the alternative, vocational pathway. Apprenticeships are still seen by many with an element of stigma, or as a second choice rather a career option.

We all realise there is a lot of work that needs doing, so roughly 18 months ago we launched the Asian Apprenticeship Awards, for which we have just held our second ceremony in Birmingham. This has only transpired with the support of a cross-section of organisations and employers, whose focus is on something practical that will make a positive difference.

In addition to our work with the Asian Apprenticeship Awards, we formed the BAME Apprenticeship Alliance, with the backing and support of prominent training providers and employers, to encourage peer working and further support and promote the apprenticeship diversity agenda.

The question that needs to be asked is this: how do we actively engage and change the mindset within BAME communities to ensure we have a skilled diverse workforce for future economic growth and to ensure a fully integrated society?

I believe this change in mindset needs a proactive approach that engages with the community, using positive role models and creates a buzz around apprenticeships, which will lead to more awareness and acceptance within the community itself.

Safaraz Ali is chair of the BAME Apprenticeship Alliance

Big BAME focus – really?

The government went to the trouble of setting a target in 2015 to increase apprenticeship starts for ethnic minorities, but Justine Greening’s claim of a “big focus” in the past two years simply does not stand up to scrutiny.

And it’s worth considering what a 20-per-cent increase actually means in terms of actual figures.

The government told us that this week that it’s only looking to increase the number of BAME apprenticeships to just under 12 per cent overall – from just over 10 per cent in 2015/16.

Would a simple shift in general demographics achieve that 20-per-cent increase by 2020 – without DfE doing anything proactively?

Despite a gap of more than a year from the commitment, at the end of 2015, to launching in February 2017, the Apprenticeship Diversity Champions Network could help make a significant difference. But far more than 27 employers need to not only get involved, and begin to proactively recruit BAME apprentices.

So FE Week will be watching the work of the Apprenticeship Diversity Champions Network closely.

And in the general context of promoting social mobility, we won’t shy away from continuing to fact check ministerial claims.

What’s so good about mega FE colleges?

Andy Wilson, who heads up one of the largest college groups in the country, explains why size does matter

Large college groups are too easily dismissed as money-saving exercises, but this attitude overlooks the other benefits of scale.

The College of Haringey, Enfield and North East London is the latest member of the Capital City College Group (CCCG), joining City and Islington College, Westminster Kingsway College and our training division, Capital City College Training, to form one of the largest training organisations in the country. We will engage 37,000 students each year, employ 1,700 staff and spend an annual budget approaching £110 million, as big as many universities.

It is true that we will review costs and invest in systems to enable smarter working, which in turn will free resources to be focused on teaching, learning and support for students and professional development for staff. However, CCCG’s size provides many more opportunities.

A large college group can provide the best education and training across the widest range of specialisms with simple signposting for those accessing these services. All three colleges have specialisms and a national profile amongst employers, and at least one of our colleges provides programmes to at least level three in every area except agriculture and horticulture.

The group’s colleges will maintain a considerable level of autonomy

Combined with this breadth of opportunity for students, we will maintain the individual identity of each college and thus remain true to the local communities we serve. While the administrative processes will be centralised and the learner record will remain with CCCG, the student experience – including websites and marketing – is designed around the college they’re enrolled at.

Our apprenticeship provision will be centralised in Capital City College Training – the fourth delivery arm of the group, with employers as its key clients. Its staff and systems will be designed to provide a simple service to businesses and a single gateway to the widest range of apprenticeships of any provider in London.

The group’s colleges will maintain a considerable level of autonomy: college boards will continue to oversee the strategic plan, quality assurance and student satisfaction, much the same as a typical college. However the group board, which will oversee most of the finances, holds the ultimate accountability.

The group also provides a safe, conducive environment for staff to share their experiences and learn from an extended network without the pressures of competition. We will invest at least £500,000 per year in a development and innovation unit to support colleagues in developing professional practice and innovating their curriculum delivery.

Of course CCCG’s size never provides a guarantee against failure, but we can marshal resources to provide extra support to areas requiring improvement. Again, the safe environment allows us to exchange data and other intelligence to identify where support is required and how this can be directed to aid improvement strategies.

We welcome discussions with Ofsted over inspection arrangements, but our structure allows much of the present model of inspecting individual colleges can be maintained.

We will always have a traditional FE ethic at our heart

CCCG has no plans to bring in more members, though we are developing proposals for a group institute of technology specialising in life sciences, to meet the needs of the London employment market. This is an exciting development in partnership with Middlesex University, and is already attracting substantial employer interest.

We are committed to leading and supporting other partnerships that enable us to improve and extend services for our students and employers. Over the coming years we will want to explore how we develop a wider suite of professional training. We will always have a traditional FE ethic at our heart, but we want to be trusted by businesses to outsource all their training and workforce development.

Not every college will want or be able to be part of a group. However, we believe Capital City College Group, its partner colleges and training provider will be crucial to meeting the demands for a skilled and productive indigenous workforce, something ever more crucial to post-Brexit London.

Andy Wilson is CEO of the Capital City College Group

Animal management students host series of critter-themed challenges to raise awareness of young carers

Animal management students have introduced local young carers, their college principal and the MP for the Forest of Dean to a series of critter-
eating and handling tests, reports Samantha King.

The I’m A Celebrity… style event at Hartpury College was arranged to raise awareness of Gloucestershire’s young carers, and challenged them to step out of their comfort zone with four separate experiences: an eating task, an animal handling task, one in which animals were handled blindfolded, and a treasure hunt.

Mark Harper MP

The eating task involved milkshakes made of tripe, a pizza topped with haggis, mealworms and crickets, and a liver and kidney kebab all made by the college’s catering students. If anything, the handling tasks were worse, featuring tarantulas, scorpions and a blue-tongued skink.

Three teams competed in the event: two made up of carers – one of which had college principal Russell Marchant in tow – with the third team comprising members of local businesses.

The event was the brainchild of the head of department for animal management, Grace Watkins, who hopes to make it an annual occasion to raise funds for young carers.

“We had a variety of delights that they had to eat, and for bonus points they could eat extra critters including locusts,” she said. “They all gave it a go, and we did have somebody who vomited.”

“People did start to wonder how dark my mind was when I was thinking up the challenges. It was a gruesome event, but once I get the bit between my teeth I tend to get a bit carried away. We just ran with the idea, we haven’t done anything like this before.”

They all gave it a go, and we did have somebody who vomited

The MP for the Forest of Dean, Mark Harper, ended up grappling with a snake and a scorpion after he was invited by Watkins to “pop down” and see what was going on.

“It was a lucky strike really, because he was in doing a talk to our sports department. He was ever so obliging and came down and handled lots of animals, including a scorpion. He was really up for it,” she said.

As well as stretching the limits of its participants, the event helped animal management and animal science students develop their people skills, specifically on how to judge whether an animal is safe in the hands of a nervous participant.

“Students assessed the approach and the attitude of the participant and put them at ease. They had to make sure that when they handed an animal over, that person wouldn’t then let go,” she said.

Movers and Shakers: Edition 223

Your weekly guide to who’s new and who’s leaving

Sarah Temperton, Chief executive, NLT Training Services

Start date: August 2017
Previous job: Head of training at the East Midlands Chamber
Interesting fact: Sarah likes to keep fit and practices hot pod yoga as well as zumba and HIIT in the local gym.

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Christy Johnson, Vice-principal, Plymouth College of Art

Start date: August 2017
Previous job: Professor and chair of the art department at Cornish College of the Arts in Seattle
Interesting fact: Christy was born in California, and has lived and worked in London, Seattle and Los Angeles.

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Chantelle Astley, Farm manager, Askham Bryan College

Start date: October 2017
Previous job: Agricultural lecturer at Askham Bryan College
Interesting fact: Chantelle’s interest in farming was triggered at the age of eight when she began helping a neighbour milk cows.

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Trudy Harrison, Co-chair, the Apprenticeship Delivery Board

Start date: October 2017
Previous job: Conservative MP for Copeland (ongoing)
Interesting fact: Trudy’s voluntary roles as a parish councillor and school governor influenced her interest in politics.

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Alicia Bruce, Chief finance officer, Moulton College

Start date: October 2017
Previous job: Executive director of finance at Northampton Partnership Homes Ltd
Interesting fact: Alicia sings with a Northamptonshire community choir called Elation Community Voices.

 

If you want to let us know of any new faces at the top of your college, training provider or awarding organisation please let us know by emailing news@feweek.co.uk

Bradford College café named in memory of murdered MP Jo Cox

The sister and parents of the murdered MP Jo Cox have opened a café named in her honour at Bradford College.

The idea to name the café in memory of the former Labour MP for Batley and Spen came from some of the college’s social work students, who have just launched a new anti-hate crime campaign with Active Citizen Bradford.

Ms Cox’s sister, Kim Leadbeater, was a sports lecturer at Bradford College for 11 years, and officially cut the ribbon for the new site.

“I want people to come to the café but not sit and be sad about what happened. I want them to come here and create something positive because that’s exactly what my sister would have wanted,” she said. “Talk about how they’re going to make a difference in the world. That is what I would love to happen in the Jo Cox café.”

A film was shown at the launch urging people to stand up to hate crime, featuring key figures from the local area, including Naz Shah, the Labour MP for Bradford West.

“Renaming this café will be a permanent reminder that things aren’t always right in the world but if we club together there are things we can do about it,” said Andy Welsh, CEO of the Bradford College Group.

Heart of Worcestershire College wins top award for its SEND provision

A Worcestershire college has been recognised by the National Association of Special Educational Needs for its SEND provision.

Heart of Worcestershire College was acknowledged for its “excellent practice in further education” at the Nasen SEND awards 2017 during a ceremony hosted at the Museum of London in October, with Derby College and Chichester College also shortlisted in the category.

The college was recognised for its sensory room, which has beanbags, bubble lamps and even a projection of a dog, as well as a mock-up flat used to help learners develop the skills they will need to live independently.

The awards celebrate individuals and organisations making a difference in the lives of children and young people with SEND. Other categories include “inspirational teacher” and “exceptional parental engagement”, and HoW was the only FE institution to take home an award.

“This is a great reflection on all the staff and the hard work they put in every day to ensure our learners get the best quality experience,” said Claire Heywood, the college’s assistant principal for inclusive and employer learning. “Most of all though, it’s a brilliant reflection of all the talented, committed and enthusiastic supported learners we have here.”

Students diagnosed with autism-spectrum disorder share their experiences at regional autism conference

Students diagnosed with autism-spectrum disorder have shared their experiences of living with the condition at Rochdale’s regional autism conference.

Students from Hopwood Hall College gave a talk to parents, carers and educational professionals about their day-to-day lives and how ASD affects them.

One 18-year-old level two art and design student, Blaine Bennett, showed delegates some artwork he had created that has been inspired by his experiences, while a play written by the students about sensory overload and the Q&A session that followed helped guests understand their experiences further.

“The students were absolutely fantastic. There wasn’t a dry eye in the house,” said Julie Dalton, the autism lead at Rochdale council’s additional needs service. “It was brilliant for parents to see such positivity and that there can be light at the end of what must be a dark tunnel at times.”

The conference also featured keynote speakers including Ros Blackburn, a 48-year-old who lectures internationally on her experience of living with severe autism, and Rita Jordan, an emeritus professor in autism studies at the University of Birmingham.

Huge spike in higher level apprenticeship commitments

Levy-funded apprenticeships at higher and degree-level jumped by a whopping 424 per cent in September, according to the latest experimental Department for Education statistics.

The figures, based on commitments made through the apprenticeship service since May, suggest that the sudden rise of management apprenticeships is not slowing down.

Commitments at higher or degree apprenticeships – those at level four and above – shot up by 3,140 from August’s total of 740 to 3,880 in September.

While commitments at all levels were up by 153 per cent, the 424-per-cent rise at level four and above dwarves that at lower levels.

As a result, higher- and degree-level apprenticeships now make up a far greater proportion of the total commitments, from one in 10 between May and August to almost one in five.

These figures will fuel concerns that the apprenticeship levy, which kicked off on May 1, would encourage businesses to fund management courses for existing employees rather than offering lower-level apprenticeships to young people.

It’s not clear which standards or frameworks these commitments relate to, as that information isn’t included in the statistics.

However, the most popular higher or degree level standards in 2016/17 were both management courses: level five operations/departmental manager, and the chartered manager degree apprenticeship at level six.

And FE Week reported last month that management had soared in popularity to become the second most popular framework in 2016/17.

Degree apprenticeships were first launched in September 2015, but have only been eligible for funding since May.

Peter Lauener, the interim chief executive of the Institute for Apprenticeships, told the public accounts committee last month that businesses had been expected to use the levy to pay for higher and degree apprenticeships – which he described as a “rapidly growing element of the programme”.

“It’s certainly the case that that levy-paying employers can use their levy to pay for degree apprenticeships,” he told MPs.

The institute had “done a lot of modelling”, he added, which included “an expectation that there would be an increasing number of degree apprenticeships in the system as a result”.

Of the 195 standards currently approved for delivery, 65 are at level four or above.

Twenty of those are at level six, while a further six are at level seven, which is equivalent to a master’s degree.

Many of the new degree apprenticeship programmes have received funding through the degree apprenticeship development fund, administered by the Higher Education Funding Council for England.

The first phase of the fund, announced in 2016, provided £4.5 million across 18 projects, involving 35 HE institutions and 20 FE colleges, to support up to 5,200 new degree apprenticeship places from September.

The second phase, announced by the education secretary Justine Greening at the Conservative Party conference last month, awarded £4.9 million to 27 projects, to develop a further 4,500 degree apprenticeship places by September 2018.

The apprenticeships service is the online system that levy-paying employers use to manage their funds, including registering “commitments” or apprentices, and paying for training.

Currently only large employers that are subject to the apprenticeship levy – those with an annual wage bill of at least £3 million – can use the service.