If you work in a role adjacent to young people’s careers, you often receive requests from organisations wanting you to spread the word about internships, courses or work experience. Many requests are legitimate and I’m happy to help when I can.

Many are not.

Many are trying to get me to promote an unpaid job, dressed up as an “opportunity”. I imagine some such opportunities have been rejected by job sites and or perhaps their unwillingness to pay their workers extend to an unwillingness to pay to advertise their illegal employment practices.

I got one the other day from a “music agency” in South London. Here – with redactions to preserve their blushes and a couple of edits to quote directly from the accompanying poster – it is:

Applicants were invited to send a CV. The signature at the bottom of the email boasted of a “UK Enterprise Award”.

That unpaid “internship” saves the company over £550 per person assuming the 18-20 minimum wage rates – or nearly £750 at the London Living Wage. The intern gets no formal qualification, no expenses, no workers’ rights – not even a pen.

I could ignore it. There’s plenty of this sort of exploitation, especially in the creative industries where young people pretty much accept that they will need to work for nothing doing stuff they already know how to do and will be treated badly in order to ‘get a break’. In fact, being given a potentially illegal and abusive ‘opportunity’ is often regarded as landing an exciting shot.

But how does letting it slide help anyone? This agency probably aren’t evil slave drivers. They probably get loads of people begging for a chance and genuinely think they’re doing some young people a good turn by styling their unpaid labour as an internship.

So I decide to respond. Here’s what I wrote:

The role you’re asking me to promote involves set hours, “taking orders, following instructions” and it has a “job title”. There is also clearly a selective recruitment process. In what ways – other than it is appears to be unpaid – is this different from a short-term job? 

If it is a job as opposed to clear voluntary work experience (where the volunteer can turn up when they want by agreement and refuse tasks they don’t want to do), then you are legally bound by minimum wage legislation. Even if you can legally justify it as an internship, ethical employers always offer payment (albeit minimum wage) for interns. Unpaid internships are exploitative, especially when they offer no permanent job prospects, no expenses and require the worker to provide their own equipment.

Being an agency in the music industry, I appreciate that you are probably inundated with people willing and wanting to work for free and you may genuinely believe you are creating opportunities while getting free unskilled labour. However, the law on minimum wages exists to stop exploitation and to ensure that everyone, regardless of their ability to work for no salary, experiences at least some fairness when trying to get a break into a competitive industry. In a world where who you know counts for so much, there is already little enough fairness for those who don’t have connections, so these legal protections are really important to stop opportunities being something you can, in effect, buy. Working in the music industry, I’m sure you recognise that.  

May I suggest you check with a legal expert whether your “internship opportunity” is legally complaint with labour laws? I fear it isn’t and you may find yourself facing legal penalties or reputational damage in the long run. Instead, you may like to consider:

• Offering a Living Wage salary for the role.

• Establishing an apprenticeship: as a small employer, you will get government support to pay the low wages of apprentices who you can legally instruct, train and expect to “take orders”. You might want to contact a local college and they can probably help you set up an apprenticeship.

• Offering a T level work placement: this is usually 45 days where a young person (usually 16-19) is placed with you by a school or college. Not only does it cost you nothing, you might even get financial support for agreeing to offer a placement. There are a number of relevant T levels (such as marketing). 

These three options are all legal, less complicated that they sound and you’ll have the support of professional educators helping you deliver an apprenticeship or T level placement that works for you and for the learner. In years to come people who have gone through the scheme with you will talk about how you helped make their career, which, I trust, is your intention, rather than either talking about how they learned not to be taken advantage of at work or perpetuating the same unfair practices for future generations.

Good luck.

Within a few minutes, I got a response back from the “founder” himself, defending his intentions and track record, but also offering to engage in a chat about “best practices”. I think that’s an invitation I’ll follow up. There are three possible outcomes:

If his unpaid internship is the opportunity he claims, maybe I cal suggest ways he can promote it so that it doesn’t encourage others to exploit young people.

If it’s not, but his intentions are good, I might be able to help him turn it into a genuinely supportive opportunity.

And if he is a modern-day Bounderby who I’ve just scared into thinking he’s about to get exposed and he’s just trying to fob me off, then maybe his bluff will get called.

The post What to say to unpaid ‘work experience’ offers appeared first on Johnny Rich.

An edited version of this blog appeared in Times Higher Education on 19th January 2022 (subscription required). 

In a recent speech the Further and Higher Education Minister Michelle Donelan described the Government’s planned changes in post-16 education as the greatest political endeavour since the creation of the NHS. She may have been overstating the case, but it is fair to say that the creation of the Lifelong Loan Entitlement (LLE) does have game-changing potential.

The idea is to give everyone – whether they go to university or not – roughly the same access to government-backed loans to pay for education or professional development after they’ve left school. This will, it is hoped, herald a wave of upskilling and reskilling that the economy will need for the multiple challenges of post-Pandemic and Brexit recovery, ‘levelling up’ disadvantaged areas, embracing the so-called Fourth Industrial Age and reaching Net Zero.

Certainly, access to funding is a major obstacle for many who might otherwise make the sacrifices – albeit temporary – in their career and family commitments so they can invest time and effort in learning or training. However, being entitled to plunge oneself into lifelong debt may not be the temptation the Government imagines. Providing access to funding may be a necessary step to change the game, but not a sufficient one.

Some of the other challenges are spelled out in the first report of the Lifelong Education Commission (of which I am proud to serve as a member). Lifelong learning needs to be less like the set menu offered by a traditional three-year residential degree, and more like a finger buffet, where the learner can choose what they want and keep going back for more.

Lifelong learners, it is assumed, are more likely to want shorter courses, perhaps with a bite-size qualification – a ‘microcredential’ – attached. Perhaps they will return to take further modules at different times in their lives at different institutions, sometimes studying full-time, sometimes alongside a job. Sometimes on a campus, sometimes at a night-school, sometimes online.

An advantage of the set menu is that it’s designed the ensure that the learner enjoys a full and nourishing meal – a starter, main and dessert. However, there’s no such guarantee with the buffet. In education terms, traditional degrees move through levels 4 and 5, building to a level 6 qualification, whereas a more piecemeal approach that the learner puts together may be exactly that: pieces of a meal. An abundance of level 4 without ever amounting to more or a disconnected smorgasbord of incoherent bits of learning.

Although we do want to encourage LLEs to be used in a piecemeal way, we must also nudge students towards incremental learning. To make this possible, we need a credit transfer framework – a system of recognising the value of each module of learning and having a common agreement of how much it contributes to achieving a higher qualification, such as a full degree.

Such credit frameworks exist, but they’re a long way off achieving true transferability. Some institutions don’t recognise the equivalence of credits gained at another institution (after all, in these days of marketised education, they would be trading away competitive advantage). But, as often as not, it’s about the type of credit as much as value: universities teaching even the same degree might tackle different concepts at different points in the course. Rightly, they don’t want a student who’s done preliminary learning elsewhere to miss out on something that, on their course, they would have covered in first year.

A game-changing LLE will need to solve this problem. It’s not easy. More than half a century of education policy is strewn with the corpses of previous attempts. What’s more, allowing an ever-more piecemeal approach may make it harder as the bureaucracy involved in granular credit decisions will become exponentially more complex.

On the other hand, greater granularity could help. If many modules can be worth tiny amounts of credit, each ‘microcredential’ becomes less critical to the integrity of a whole qualification. There’s an obvious risk here though: if the availability of funds through the LLE prompts a gold rush of poor-quality, badly regulated mini-courses across the country, they’ll add up to nothing other than a waste of learners’ time and taxpayers’ money.

Someone needs to decide whether courses – long or short, large or small – meet the standard to qualify for LLE funding. There are many candidates: the Institute for Apprenticeships and Technical Education, the Office for Students, or perhaps a special new body. Whoever ends up with this task will necessarily be involved in an exercise that assesses the value of courses. While they’re at it, I suggest they might as well award a credit score as part of the assessment and assume regulatory control of the credit transfer framework.

That way learners can build a portfolio of credentials stored and certified by the regulator, with a view to perhaps one day, bundling them as a level 6 qualification or even higher.

It is important that learners should be able to bundle. Apart from being a motivational goal (vital for lifelong learners), a portfolio of credentials doesn’t have the same portability as a degree when it comes to getting a job – even if they amount to the same set of skills and knowledge. Recent research has highlighted the extent to which degrees act as a signal of a level reached rather than merely an accumulation of learning.

But bundling should not be routine: not all credits are equal. The buffet plate may be full, but it may still not be a square meal. As a learner’s credits approach 360 credits (the usual value of a bachelors degree), they should be able to opt for a ‘capstone’ module, available only from institutions that have their own degree-awarding powers. Like the capstone lintels at Stonehenge, a capstone module connects, completes and consolidates the student’s learning. They should assess prior learning, encourage reflection and support application of the learning – basically, wrap up prior learning into the parcel of a recognised qualification.

But what if the modules are too scattered to be packaged as a degree in any particular subject? That may not bother employers. For most graduate roles, the subject studied is largely irrelevant. I propose that credits could be bundled as a General Degree – again with a capstone module to draw the disparate parts into a coherent whole of varied knowledge and transferrable and specific skills. 

If we’re serious about game-changing lifelong learning, we need to apply Fourth Industrial Age thinking to education. We need to hand over control to individuals to shape the product they want and access it at their convenience. And the government’s role is to ensure the interests of learners and of wider society are protected.

The post The lifelong learning buffet needs nutritional oversight appeared first on Johnny Rich.

Prince Philip, whose funeral takes place this weekend, once said, “everything that wasn’t invented by God is invented by an engineer“. He was himself an engineer by training and this pithy line is a favourite among his fellow engineers.

It brilliantly captures the fact that the world around us is largely manufactured and that the genius of engineers comes not only in the process of fabrication, but in hiding the genius involved.

That said, the idea that everything not of the natural world (let’s leave God out of it for now) is the work of engineers is patent nonsense. On my wall is a painting. On my shelves, there are novels. Certainly, engineers are responsible for paints, for paper, for inks, for the printing presses, for computers and for so much else involved in delivering these products to me. But the artworks themselves are surely also something not of the natural world and yet invented? 

Any writer who has had to invent characters, a plot or an elegant turn of phrase knows that ‘invention’ is not the sole preserve of God and engineers.

However, I think this leads us to a better understanding of what engineers really do. Engineers – like God* and artists – are creators.

To me, Philip’s comment belittles artists – albeit unintentionally. Instead of seeing engineering as applied science – or, worse still, fixing broken stuff – we should see engineering as an act of creation akin to the arts.

It was seen that way once upon a time. The relationship between the pure artist, the skilled craftsperson, the experienced artisan and the inventor was regarded as a continuum. We all know that Leonardo da Vinci was all these things, but so too were William Morris and Alec Issigonis. And today, the likes of Grayson Perry or Rachel Whiteread require the skills of their craft as much as James Dyson and Jonathan Ives need artistic vision.

The Duke of Edinburgh was a staunch champion for engineering, but his support failed to abate a crisis in the UK’s engineering skills pipeline. We have an estimated shortfall of 124,000 skilled engineers and technicians every year. The only way that this situation can be resolved is if the perception of engineering among young people – and young women in particular – is radically shifted. 

Children and teens love to create – to build sandcastles, to paint, to play Minecraft or to express themselves through performance. They don’t see a distinction between drawing as ‘artistic’ invention and creating a Lego house as ‘engineering’ invention. Somehow, though, as a society, we beat this out of them, creating the idea that engineering is more about physics and maths than ingenuity and design. 

Young people also care passionately about the problems we face – social challenges, environmental emergencies, sustainability. These are problems that – if humans can ever fix them – it will be through the efforts of, among others, engineers. Engineering offers young people an opportunity not only to be creators, but also to be world-saving superheroes. 

Other countries tend to be better than the UK at never letting their young people lose sight of the creativity in engineering. We must learn to do better too. It is perhaps unfair to say the Duke’s comment inadvertently depicts the world as a place of opposition between humans engineers and natural wonders, but certainly we need to regard our human power to create – both beauty and design – as something that is not only in harmony with nature, but an active part of it.  

* Or natural processes, depending on your religious perspective. I reference God because the Duke did. 

The post Invention, engineering and creativity appeared first on Johnny Rich.

What links oxbow lakes, metacognition and employability skills? We’ll get to that shortly. 

But first, if you want to know what works in creating social opportunity through education, you’d be hard pressed to find a better expert than Lee Elliot Major, former chief executive of The Sutton Trust and now Exeter University’s professor of social mobility.

Yesterday he gave a lecture at the Institute of Education (well, virtually) in which one slide pretty much summed up the toolkit produced by the Education Endowment Foundation and the content of his own book (with co-author Steve Higgins) What Works.  (Thanks to Lee for permission to use the slide below.)

I am delighted to see metacognition making an appearance as not only highly effective, but highly cost-effective too. Indeed, along with feedback (the two need to go hand in hand), these are the most cost-effective tools in the teachers’ box.

As anyone who has heard me talk about oxbow lakes knows, I have long been a metacognition fan.

I promise, I’ll get to the relevance of oxbow lakes in a moment, but first, what is ‘metacognition’? I’m sure there are more complex explanations, but I think of it as knowing what you’re learning. It is an awareness of the subject such that the pupil can learn deliberately, consciously, and with an understanding that they are learning, what they are learning and perhaps even why they are learning. 

So why oxbow lakes? The National Curriculum for Key Stage 2 Geography requires students to learn about river erosion and so, basically, by the age of 11, English kids are officially expected to have learnt about them.

Strangely however, we don’t require children to lean about many things of potentially more practical use – such as Facebook privacy settings, pensions or laundry labels.

I’m sure oxbow lakes are important to some people, but it’s not like they’re a critical piece of knowledge for the next generation (and those those who do need the knowledge could acquire it later), so why do we demand pupils learn about them?

Well, I love oxbow lakes. I don’t think this is useless knowledge at all. After all, they teach pupils about time travel.

From one data point in the landscape, you can deduce what that landscape looked like thousands of years ago or predict how it will look like in a thousand years time.

By understanding the processes at work in forming an oxbow lake, you can see problems before they happen and even develop solutions to prevent those problems.

This is what we’re really teaching when we teach about oxbow lakes: analytical skills.

Analytical skills are key skills – useful in every walk of life. Definitely more important than laundry labels.

The problem is, we don’t tell pupils that that’s what they’re learning. We tell them it’s Geography.

How much more effectively would pupils develop the analytical skills if we made the learning explicit and deliberate? Metacognition, innit?

Embedding metacognition can be as simple as saying upfront that we’re about to practice some analytical skills and, to do it, we’re going to use the example of oxbow lakes. Sadly, our education system is not designed to encourage that.

We also need to build in reflection on – and feedback about – those skills after they’ve been exemplified and, obviously, we need to reapply them in different contexts in order to develop them further ensuring they are transferable.

If each time we develop those skills, we do so consciously – metacognitively – the connections will be made in the pupils’ minds.

The oxbow lake example is my perennial response to pupils who ask “Why am I learning this? I’m never going to need to know this?”

The answer is always to think more clearly about what we really learn when we learn.

The post Oxbow lakes: What we learn when we learn appeared first on Johnny Rich.

In my last blog post, I mentioned that I’d got into a correspondence with teacher and author Matt Pinkett about whether young people – especially those from disadvantaged backgrounds – should aspire to university.

Matt suggested that perhaps young people should set their sights on the career they want and, if they can’t make serious progress towards it as they leave school, then they should consider university as a back-up – a ‘failsafe’, as he called it. 

After our previous discussions, he asked what I thought about this. This was my response (with a few edits to make it a blog more than a email to Matt)…

I don’t think I agree with the idea of university as a ‘failsafe’, although I’m still not sure I understand what you intend by the word. So I’m going to use Matt Pinkett’s line: ‘Aim for whatever you want to do, and if you don’t get it, well, at least you can go to university.’ That assumes that whatever you want to do won’t be best achieved by going to uni.

Obviously, university is not the best route for everything or for everyone, but for the vast majority of the best paid and most secure jobs, it is – if not a prerequisite – at least a head start.

The evidence is pretty clear: on average, uni helps everyone regardless of background, earn more in life and have other benefits such as health and happiness. It doesn’t eliminate the social advantages some were born with, but it does narrow the gap a bit.

For many students with disadvantage, higher education is not only transformative, it is almost the only thing that could ever have provided them with that transformation. On average, uni would be the right thing to do, if you are able and so minded. 

However, the sticking point there is ‘on average’. There are some people whom it won’t suit or for whom it further their aspirations. I never try to persuade people to go to uni, but I do try to outline the advantages – and disadvantages – so they can make an informed choice for themselves. You need to consider the individual. All guidance should be ‘Person first’. Or, more to the point, the person should consider their individual needs for themselves.

Rather than ‘aim for what you want to do’, I tend to think about ‘what do you want to be’.

For all of us, the answer to that is that we want to be happy. What happiness means to each of us and what will bring that happiness is different (and changes over time), but it might involve earning a lot (however much ‘a lot’ might be); it might be fame, security, a work:life balance, a family, power, a sense of doing something worthwhile etc. Each of us has a set of rewards we want in life and each career has the potential to deliver a different set of rewards. Finding a career that delivers the set you want is half the journey.

The other half is to be able to offer to that career the skillset that the employer will want. Just as each career offers a different reward set, each one demands a different skillset. If you don’t have the suitable skillset, the job might be a good match for you, but you’re not a good match for it.  

It’s worth unpacking what that skillset actually is. It’s not just skills, but broad ‘employability’. Employability comprises the following in no particular order:

(1) Skills:
(a) Hard skills, ie job specific skills, such as welding if you want to be a welder;
(b) Soft skills, ie transferable skills, such as communication, team work or numeracy, which are all useful in any job, albeit to varying degrees.

(2) Knowledge, some of which is specific to the job (eg. a surgeon’s understanding of anatomy), but much of it is broader (although to some extent, this comes up in (4) below)

(3) Character, which comprises attitude, behaviours and personality (and includes important traits like grit, resilience and a growth mindset, but also determination, politeness and amiability).  

(4) Social capital, or how society perceives your intrinsic value (based on class, age, ethnicity, gender, sexuality, height, accent, use of the right fork, etc). This is the often unwelcome component of employability because it explains why Boris Johnson gets to be Prime Minister with a record of being repeatedly sacked when anyone from a disadvantaged background wouldn’t have been given a second chance. We cannot ignore social capital though, if only to recognise that, in order to make it matter less, you need to ensure you have all the other components in overwhelming supply. There are also things that one can do to build social capital – most importantly, the wider knowledge is key to this and not in a bad way.

Although these four components comprise ‘employability’, actually we are talking about something far broader than merely producing career fodder. We’re talking about creating rounded people: someone with a full complement of the four components is well equipped for making a life, not just a living.

What role does university play in any of this? It’s easy to see that disadvantaged students might start out with even more limited employability than more affluent students. University explicitly sets out to build knowledge and often hard skills too. It builds soft skills, although it tends to do this implicitly. It builds social capital through exposure to a wider cross-section of society, establishing networks and broadening horizons. It might also build character, but it is arguable whether it does so better than the ‘university of life’. In any case, research shows that disadvantaged students tend to have a lower propensity to take advantage of many of the character-building opportunities (such as extra-curricular activities) that uni might offer. This is often down to money, circumstances and habits formed in school.

When you look at it like this, you can see how uni builds employability into a quality some researchers have called ‘graduateness’, which is clearly prized by employers.

So, should uni be a failsafe or a first option? As I said, it has to be down to the individual and the gap between their skillset and that required by the career that might fulfil their reward set.

Critical to this is the questions of ‘if not uni, then what?’ Around 50% of school-leavers do not go to university. Most go into jobs (usually just ‘jobs’, rather than ‘careers’). A few go into apprenticeships, training or other non-higher education. Too many become NEETs (Not in Education, Employment or Training). There’s not a sufficiently good other pathway (although there absolutely should be) and, unless there is a better option, university must surely look attractive to anyone with the grades and willingness to spend longer in education.

Degree apprenticeships are a decent option, but they are few and far between, fairly limited in the choice of jobs, and subject to many of the same prejudices against the disadvantaged that exist at any level of employment.

I haven’t touched here on the fact that uni is an expensive option. It is. And I believe the student/graduate’s contribution to the cost is disproportionate. (In fact, I have proposed an alternative system of funding.) That said, uni is pretty much free at the point of entry and you only pay when you earn a decent wage. In that sense, cost should not be seen as a barrier, although it might be seen as an impediment.

I agreed with Matt Pinkett that he could also publish my comments on his own blog which can be found at All Ears. I’m really grateful to him for what’s been – for me at least – an interesting discussion.

The post Should uni be an aspiration – or a ‘failsafe’? appeared first on Johnny Rich.