Surrey Institute of Education

Have you been applying for PFHEA? Is it linked to your promotion case? Do you think you could have been better supported? In my latest blog post, I critically examine how PFHEA is being used for professorial applications by drawing on my own experience in pursuing PFHEA and a sectoral analysis of 18 universities. I argue that the increasing use of PFHEA as a requirement or indicator for promotion is structurally inequitable, as many institutions lack the infrastructure to support fair access to it. I call upon universities without a PFHEA accreditation framework, and insist on using PFHEA as an indicator or required criteria, to have the following: 📏Mechanism for supporting PFHEA e.g. an allocated mentor 📏Transparent Allocation and Equitable Access to PFHEA funds Where PFHEA is used as a promotion requirement requiring external accreditation, the timeline to achieve PFHEA is largely outside the candidate's control. Hence, promotions should be awarded as soon as the requirement is met, not deferred to the next cycle. Read more in my latest blogpost (and would welcome any thoughts on how this differs/ resonates with your experience). https://lnkd.in/eGF2NH7n

To celebrate International Women's Day #IWD2026, I've analysed the HESA data and published the new #2024/25 trends on Women Professors in Higher Education. Congratulations to all those universities that have been brave in creating new posts for #WomenProfessors and ensuring academia continues to build an innovative research and teaching environment that is enriched by ideas that occur in #inclusive and #diverse workforce. #GivetoGain What's new this year that we can #celebrate? 🎉Universities have created over 450 new posts for Women Professors each year since 2018/19 .... and that's about it. There are still twice as many male professors than women professors, even though there are almost equal numbers of men and women in academia. Parity has stalled. It's still going to take us 24 years (no movement since last year), for the number of men and women professorship posts to be equal. The Russell Group of Universities continue to have some of the worst odds of being a woman professor; University of Liverpool is the best - men have only an odds ratio of 1.7 in being a senior academic/professor and a rank of 51 (out of 142 institutions). 🎓Beyond the data, I personally want to thank and acknowledge all those women professors who are continuing to do an amazing job in becoming trailblazers in their field and being role models for the newer generation. Read more here as well as see the university rankings: https://lnkd.in/e7G8iAdc

Nearly 85% of apprentices in the UK are white individuals. When the data shows a systemic exclusion, "business as usual" is no longer an option. In our latest episode of True North, Mali Gunter breaks down the harsh realities of the 2024-2025 apprenticeship statistics. While starts are up, the share for under-19s has dropped, and the racial disparity remains stark. How Guapo is intervening in this cycle: 📉 Moving beyond "tick-box" diversity to genuine high-quality tech opportunities for underrepresented talent. 🚪Research is often conducted on minority groups, not by them. Mali is changing that by leading with his own perspective. 💼 Treat social equity not as a charity, but as an asset class that drives better commercial outcomes. The system is designed to maintain the status quo unless we physically build a better model. Is your organisation treating diversity as a PR exercise or a core business asset? Share your thoughts and listen to the full deep dive on Spotify through the link in bio. #Apprenticeships #SocialMobility #DEI #TrueNorth

Nearly 85% of apprentices in the UK are white individuals. When the data shows a systemic exclusion, "business as usual" is no longer an option. In our latest episode of True North, Mali Gunter breaks down the harsh realities of the 2024-2025 apprenticeship statistics. While starts are up, the share for under-19s has dropped, and the racial disparity remains stark. How Guapo is intervening in this cycle: 📉 Moving beyond "tick-box" diversity to genuine high-quality tech opportunities for underrepresented talent. 🚪Research is often conducted on minority groups, not by them. Mali is changing that by leading with his own perspective. 💼 Treat social equity not as a charity, but as an asset class that drives better commercial outcomes. The system is designed to maintain the status quo unless we physically build a better model. Is your organisation treating diversity as a PR exercise or a core business asset? Share your thoughts and listen to the full deep dive on Spotify through the link in bio. #Apprenticeships #SocialMobility #DEI #TrueNorth

We congratulate Dr Anu Anna Jossan, Head of Business & Management Programmes, on receiving the Innovation in Education Award (Individuals) at the 35th Elets World Education Awards 2026, presented at the World Education Summit in Dubai. Selected from over 800 international nominations, she was recognized among 100 finalists representing 45 countries. نهنّئ الدكتورة أنو آنا جوسان، رئيسة برامج الأعمال والإدارة، بمناسبة حصولها على جائزة الابتكار في التعليم (فئة الأفراد) ضمن الدورة الخامسة والثلاثين من جوائز Elets للتعليم العالمي 2026، والتي أُقيمت على هامش قمة التعليم العالمي في دبي. وقد تم اختيارها من بين أكثر من 800 ترشيح دولي، لتكون ضمن 100 مرشح نهائي يمثلون 45 دولة.

Are you an international early career, humanities and social sciences scholar interested in pursuing your research in the UK? The International Fellowships 2026 scheme can help you secure a two-year research experience with UK partners. Find out more and apply now: https://lnkd.in/et92RZXA