The Barriers and Facilitators to University Entry in Disadvantaged Students by Ethnicity

by Dr Ciara McCabe, Director of Outreach and the Reading Scholars Programme in Psychology at the University of Reading.

 

University graduates on average earn more money over their lifetime, spend less time in unemployment and even live longer than their non-university educated peers [1-3]. Therefore the Office for students states that ‘All students, from all backgrounds, with the ability and desire to undertake higher education, should be supported to access, succeed in, and progress from higher education’ [4]. Data taken from the 2020 Universities and Colleges Admissions Service (UCAS a UK-based organisation that operates the application process for British universities) reports that those with low socio-economic backgrounds, with a disability, mature students, care leavers and ethnic minorities, are all underrepresented at UK universities [5].

Outreach and widening participation work aims to close this gap by increasing applications from those considered most disadvantaged in society. In line with this, the University of Reading has outlined in its 5-year plan (2020/21 to 2024/5) that access for full-time first-degree entrants from disadvantaged backgrounds is their main focus.

 

 

Previous studies have tried to explain the student experience in those that are underrepresented in higher education but this has been mostly at the undergraduate and postgraduate level[6-10]. Less studies have focused on access to university for those in disadvantaged groups. One large survey ran by UCAS in 2016 on 16,000 UK domiciled applicants found that many students worry about financial implications of attending university and that advantaged students worried more about “fitting in”. Also disadvantaged students worried more about practical things like transport and accommodation [11]. The study also found that more advantaged than disadvantaged applicants said that ‘nowadays, almost everyone goes to university’. Applicants also reported limited access to widening participation programmes in general. There is much less qualitative data on the views of disadvantaged young people about university and even less, about how this might differ between ethnicities.

 

Therefore, we set out to examine views on access through the Reading Scholars Programme, a Widening participation programme for year 12 students at the University of Reading[12]. The programme aims to increase the number of university applications from disadvantaged students (Read the full selection criteria for the programme). As part of a scholars Psychology research project, we asked students about their views on university access and examined if this differed by ethnicity.

We found that Black, Asian, ethnic minorities (BAME) and White adolescents reported similar barriers (financial worries) and facilitators (getting a good qualification) to applying to University. However, there were some differences for example BAME participants stated that ‘having no choice’ was a reason they would apply to university while White participants did not mention this. When asked about studying close by or far away ~60% of BAME students said they would prefer to study close by, compared to 46% of White participants. Plus, only BAME students mentioned studying close by because of financial reasons.

 

This work extends previous studies by reporting the differences between disadvantaged students by ethnicity. Knowing how underrepresented groups differ in their views on the barriers and facilitators to university entry can help us to develop more targeted outreach and widening participation activities.

 

 

 

This blog refers to:
McCabe C, Keast, K and Kaya, SM. Barriers and Facilitators to University Access in Disadvantaged UK Adolescents by Ethnicity: A Qualitative study. Under Review.
Psychology and Clinical Language Sciences, Whiteknights campus, Global Recruitment and Admissions Advancement Group, London Road Campus, University of Reading, Reading.

 

Referen­­­ces:
  1. Hummer, R.A. and E.M. Hernandez, The Effect of Educational Attainment on Adult Mortality in the United States. Popul Bull, 2013. 68(1): p. 1-16.
  2. Krueger, P.M., I.A. Dehry, and V.W. Chang, The Economic Value of Education for Longer Lives and Reduced Disability. Milbank Q, 2019. 97(1): p. 48-73.
  3. Pfeffer, F.T., Growing Wealth Gaps in Education. Demography, 2018. 55(3): p. 1033-1068.
  4. Office for Students (OFS), Securing student success: Regulatory framework for higher education in England. 2018.
  5. Universities and Colleges Admissions Service (UCAS), 15th January Deadline Analysis. 2020.
  6. Morrison, N., M. Machado, and C. Blackburn, Student perspectives on barriers to performance for black and minority ethnic graduate-entry medical students: a qualitative study in a West Midlands medical school. BMJ open, 2019. 9(11).
  7. Stegers‐Jager, K.M., et al., Ethnic disparities in undergraduate pre‐clinical and clinical performance. Medical education, 2012. 46(6): p. 575-585.
  8. Lynam, S., et al., The experiences of postgraduate research students from Black, Asian and minority ethnic background: an exploratory study. 2019.
  9. Woolf, K., et al., Perceived causes of differential attainment in UK postgraduate medical training: a national qualitative study. BMJ open, 2016. 6(11).
  10. Woolf, K., et al., The mediators of minority ethnic underperformance in final medical school examinations. British Journal of Educational Psychology, 2013. 83(1): p. 135-159.
  11. Universities and Colleges Admissions Service, Through the lens of students: how perceptions of higher education influence applicants’ choices. 2016.
  12. University of Reading, The Reading Scholars Programme, in https://www.reading.ac.uk/web/files/ta/Reading_Scholars_Yr12_Brochure_2021.pdf. 2020.
Images sourced from:
https://www.flexjobs.com/blog/post/advantages-disadvantages-remote-jobs/
https://www.rawpixel.com/image/140559/premium-photo-image-college-students-group-study-academic

 

 

 

 

LGBT+ History Month: Pronouns

Collaboratively written by:
Allán Laville, Dean for Diversity and Inclusion  

Alina Tryfonidou, LGBT+ Staff Network Co-Chair 
Ruvi Ziegler, LGBT+ Staff Network Co-Chair  
Gemma Fitz, LGBT+ Staff Network Lead Ally 
Nozomi Tolworthy, Diversity and Inclusion Advisor 
Hatty Taylor, Diversity and Inclusion Advisor  
Lennox Bruwer, RUSU Transgender Students Officer 

 

 

 

Pronouns

Words we use to refer to people’s gender in conversation – for example, ‘he’ or ‘she’. Some people may prefer others to refer to them in gender neutral language and use pronouns such as they/their and ze/zir. 

(Stonewall Glossary of Terms) 

 

In February 2019, we launched Pronoun Badges across the University of Reading for all staff and students to pick up for free. This was a collaborative project between UoR’s LGBT+ Action Plan Group, the central D&I Team and RUSU. The aim of creating pronoun badges and distributing them across campuses was to start creating positive cultural change across our UoR community.  

However, over the last year, we’ve all been working more digitally and less on campus, or at least, around each other in person. As we’ve been communicating with each other more online, we may have noticed more people including their pronouns on their social media profiles and email signatures instead. Afterall, we’re not wearing our lanyards whilst on Teams! 

But why are people doing this and why is it important?  

 

 

Why Are Pronouns Important?

We initially wrote about the importance of pronouns in our blog piece back in February 2019 – Pronoun Badges at the University of Reading. 

We want our trans and non-binary colleagues and students to know, as well as our cisgender colleagues and students, that we not only support but encourage their expression of their gender identity. We want to recognise and respect the entire spectrum of gender and do all that we can to represent and celebrate the diverse community of identities that we have at Reading. 

We’re also more likely to be meeting colleagues and students online now. As such, by including our pronouns in our digital presence, such as in our email signature, we are able to quickly and easily self-identify and indicate to the people we are talking to the correct pronoun to use when referring to ourselves 

When pronouns are clearly displayed alongside our name, we can all challenge immediate assumptions that might be made about gender. Assumptions might be made based on physical appearance, the spelling of our names and sometimes perhaps even based on our job role. This can lead to misgendering.    

For many people, worrying about which pronoun others use to address them might not have ever been a problem. Not everybody has this privilege of a visible gender identity. When referred to someone with the wrong pronoun, an individual can feel disrespected, invalidated, and alienated. Similar to when another person might consistently pronounce or spell your name incorrectly. These are significant elements of our identities and so are important to get right. Inclusion is key in making us all feel psychologically safe at work and consequently, be able to be our authentic self.  

Our everyday language is rife with gender associations, and this may go unnoticed if you have never given much thought to your own gender identity or expression. For someone who has experienced any incongruence with the gender assigned to them at birth, the language we use can be a daily reminder of their struggle. Try to spot times in your language where you are making assumptions about gender. For example, rather than using “he or she” when talking about a hypothetical situation, substitute “they.” 

We can’t tell what someone’s pronouns are by looking at them. Knowing and using the correct pronouns for someone is a positive way for us to support the people we work with. It also makes our working and learning environment more comfortable and safer for everyone.  

By taking a small and simple step such as including our pronouns in our email signatures, we can show that we care about and respect the people we work with and move towards becoming a more inclusive organisation.  

 

 

“As a trans person, it can be disheartening to be the only person in your network including your pronouns in your email signature, and many of us avoid sharing our pronouns, and can endure misgendering as a result. When I see my peers and colleagues sharing their own pronouns in their email signatures, the act feels normalised, and I feel safer to share my own pronouns.” 

Lennox Bruwer, RUSU Transgender Students Officer 

 

 

 

Allyship

One of the most important aspects of being an ally is visibility. By showing your support and being proactive, you are helping to create a safe and inclusive space for our LGBT+ community. Stating your own pronoun preferences in your email signatures and other digital resources helps by making this become standard practice and encourages our LGBT+ staff and students to feel comfortable and confident doing the same.   

 

“As an ally, I have found it very useful for everyone to state their own pronouns when introducing themselves within a meeting. I first saw this approach being used in the Stonewall events and meetings that I have attended, and I think this is best practice.” 

Allán Laville, Dean for Diversity and Inclusion  

 

 

FAQs 

How do I ask someone what their pronouns are?  

If you are being introduced to someone, you can start by stating your own pronouns. This helps by giving them the opportunity to share theirs too but also lets them know they are talking to an ally.  

You can ask someone what their pronouns are, or how they like to be referred to, in the same way you would ask someone their name. Also, listen and follow their lead on how they refer to themselves. It is always better to ask rather than assume or guess, however remember that not everyone may want to share their pronouns. If this is the case, do not press the matter and use neutral pronouns such as them/they. Neutral pronouns should also be used in situations where it is not appropriate to ask or if you are in doubt.   

 

What do I do if I use the wrong pronoun for someone?  

Do not panic or make it into a bigger deal than it needs to be. Quickly apologise, correct yourself and move on. We all slip up sometimes, out of habit or forgetfulness, the important thing is to show you are genuinely making an effort to use the correct pronouns and that you apologise when you get it wrong.  

 

 

 

Further Resources

For more information on LGBT History Month www.lgbtplushistorymonth.co.uk 

10 ways to step up as an ally to non-binary people – Stonewall Staff  

Talking about pronouns in the workplace – Human Rights Campaign Foundation  

Pronouns 101: Why They matter and What To Do (and Not Do) If You Misgender Someone – Kay Martinez  

 

 

Happy Year of the Ox!

by Nozomi Tolworthy 雷希望 and Hatty Taylor, Diversity and Inclusion Advisors at the University of Reading 

(This post includes Chinese traditional characters and phrases with Cantonese 粵拼 jyutping and Mandarin 拼音 pinyin pronunciations respectively)

 

(Image sourced from: https://www.vecteezy.com/vector-art/1222770-chinese-new-year-2021-banner-with-front-view-of-ox)

 

Lunar New Year / 農曆新年 (nung lik san nin / nóng lì xīn nián) is on Friday 12th February this year. This is the Year of the Ox.

 

Why is it the Year of the Ox?

Each year is represented by one of the 12 Zodiac animals. The zodiac system was originally connected with worship of animals and has existed in Chinese culture since the Qin dynasty which was around 2000 years ago! As such, the zodiac signs play an integral part in Chinese culture. Each animal has different characteristics and meanings which is often used to determine a person’s fortune and luck for the coming year and even their compatibility with other Zodiacs. For instance, those born in the Year of the Ox are said to often be decisive, honest, dependable, and hardworking.

The order the animals come in are:

rat (鼠 – syu / shǔ )
ox (牛 – ngau / niú)
tiger (虎 – fu / hǔ)
rabbit (兔 – tou / tù)
dragon (龍 – lung / lóng)
snake (蛇 – se / shé)
horse (馬 – maa / mǎ)
goat (羊 – yeung / yáng)
monkey (猴 – hau / hóu)
rooster (雞 – gai / jī)
dog (狗 – gau / gǒu)
pig (猪 – zyu / zhū)

 

(Image sourced from: https://img.meijingku.com/d/file/2020/02/25/3b1eb3eb6572fcbec8b09e9b01f1d605.jpg?x-oss-process=style/w_450-h_auto)

 

 

You can find out more about the Chinese Zodiac on this TED talk: The Chinese Zodiac, Explained – ShaoLan and on this Ted’Ed video: The Myth Behind the Chinese Zodiac – Megan Campisi and Pen-Pen Chen

 

 

Celebrations and Decorations

Lunar New Year is celebrated by more than 20% of the world! Many Asian countries, including Hong Kong SAR, South Korea, Singapore, Vietnam and China celebrate Lunar New Year as a national holiday. Usually, celebrations begin on Lunar New Year Eve and can last around 15 days.

 

Before celebrations begin, it is tradition for people to clean their houses thoroughly, almost like having a big ‘spring clean’. Decorations are then displayed once the house is clean.

Decorations for Lunar New Year are predominantly red – the colour represents happiness and good fortune. People often decorate by hanging up art and calligraphy illustrating certain words and phrases. The most common is 福 (fuk / fú) – meaning happiness and good fortune. It can be written with calligraphy onto a square piece of red paper like in the image below. 福 (fuk / fú) is commonly put up on doors, windows and walls around homes, offices, schools, and stores.

(Image sourced from: https://img.meijingku.com/d/file/2020/02/25/3b1eb3eb6572fcbec8b09e9b01f1d605.jpg?x-oss-process=style/w_450-h_auto)

 

If you have studied or worked at the University of Reading for a little while, you may remember seeing or even picking up one of the 福 (fuk / fú) badges that were created in celebration of the Year of the Pig in 2019.

 

 

Online Activities and Events
Lunar New Year is a time for family, and this is seen as the most important part of the holiday.

Although, this year many will not be able to see each other in person, there is no doubt celebrations will be taking to online platforms instead. See below for some of the online events we have come across!

 

Online Activities and Events
Date & Time Event Organiser Register
From 3rd Feb through to 19th February Several organisations in NYC offering a range of online events for those of all ages Various NYC organisers (Event times based on NYC time) Virtual events from NYC
Saturday 13th Feb 15:00 GMT

 

Enjoy streamed video performances and demonstrations of traditional Chinese crafts and Lunar New Year traditions. Smithsonian American Art Museum, the Chinese Cultural Institute, and the Embassy of the People’s Republic of China in the United States of America. Free lunar new year celebrations
Sunday 14th Feb all day Join London’s Lunar New Year celebrations online. The London Chinatown Chinese Association (LCCA) Head to the LCCA’s YouTube channel to tune in on the day and find more info on the LCCA’s website.
Thursday 18th Feb 12:00 – 13:30 GMT Free Lunar New Year themed art workshop for children SEIDs – Social Innovation and Enterprise Hub Free online craft workshop for children
Wednesday 24th Feb

17:45 – 19:15 GMT

Lunar New Year Origami class

(£8 Public; £6 MEAA Friends & Students)

The Museum of East Asian Art https://meaa.org.uk/event/lunar-new-year-origami/