Results 2021: Disadvantaged pupils fall behind

Last week, 782,000 students across the country received their GCSE, BTEC and A-Level results. On the surface, the results painted a positive picture, with the number of students achieving top GCSE and A-Level results at a record high. Nationally, 44.5% of A-Level students achieved grades equivalent to an A or A*, up by 75% since the last time conventional exams were taken in 2019.

What is concerning, however, is the widening gap between the most and least affluent students. The past eighteen months have been deeply challenging for schools and students. with teachers having to adapt to online learning and battle to keep students learning whilst at home during school closures. Although teachers have worked incredibly hard to support students throughout the crisis, the disproportionate impact of the pandemic on poorer students has been exposed in recent research by the Social Mobility Commission.

The Commission warned that so-called ‘learning loss’ has disproportionately affected disadvantaged pupils who, generally, had less access to digital infrastructure, were less able to find quiet places to work and were less likely to have parents who could support at-home learning during school closures. The Commission also noted that poorer students were less likely to have access to additional support like tutoring or subscription education services to support learning when schools were closed or to catch up on lost learning. Worryingly, areas like the North East with higher numbers of disadvantaged pupils suffered greater learning loss levels than other regions.

Due to the pandemic, exams were cancelled for the second year running, leaving hundreds of thousands of students receiving results determined by their teachers. While teacher assessed grades are viewed by many as the fairest way of calculating student grades for students this year, the method of calculation chosen by the Government has drawn criticism from some. With learning loss disproportionately impacting poorer students, some experts argue that students should be assessed on their potential as well as their attainment to prevent poorer students from being disadvantaged due to the pandemic in this year’s results.  

The predictions of rising inequality have been borne out in this year’s GCSE and A-Level results, with attainment gaps widening between the wealthiest and least wealthy pupils. The gap between independent schools and comprehensives in A* and A grade A levels, for example, rose from 24% to 31%. The increase in top A-Level grades has generally been concentrated in the most privileged schools, which experts warn could cause pupils from lower socio-economic backgrounds to be disadvantaged in the labour market and crowded out of the UK’s top universities. Not only have this week’s results confirmed a widening gap between pupils, but they have also confirmed suspicions that regional gaps in attainment will grow due to the pandemic. In London, almost 48% of results were A* or A grades, compared with 39% in the North East.

With the fears of experts of the pandemic widening inequalities between students being realised, the Government needs to act urgently to support pupils in all regions to achieve. Increased investment in the 16-19 education system, which has seen more funding cut than in other areas of education, will be important to ensure that students who have lost learning during the pandemic can be fully supported to catch up. It will also be vital that universities are creative in offering special consideration to young people from lower-income backgrounds to prevent poorer pupils from being crowded out of university courses. Finally, Government needs to outline and implement a long-term plan for tackling growing inequality in society to ensure that pupils from all backgrounds can achieve in education and progress into high-quality careers.

Tackling the gender divide in STEM

In the UK, women account for only 24% of the core STEM workforce It’s no surprise to know that the number of women taking STEM (Science, Technology, Engineering & Maths) roles is disproportionately low, but why? Lyndsey Britton-Lee of 50:50 Future explains.

The issue is a multi-faceted one. One of the biggest problems we come across at 50:50 Future is in recruitment and there are lots of practical strategies and practices we can put in place to ensure we attract a wider candidate pool – however, it’s not just down to recruitment it’s also about retention & building inclusive cultures. Despite many women obtaining STEM degrees, few continue to work in the field in which they qualified, which is where we start to see a ‘leaky pipeline’. Retention needs not only greater attention but also breaking down some of the entrenched biases in the industry. Sexual harassment and bullying have forced many women out of STEM and further barriers include bias during the hiring process, difficulties reintegrating following a career break, and women’s low confidence in their abilities despite their accomplishments, all of which can hinder career progression.

More emphasis needs to be placed on promoting STEM as a welcoming and inclusive sector, workplaces in this industry must view Diversity and Inclusion as a business critical strategy and run it through the veins of their organisation as they would any other core business strategy, such as sales. Many businesses don’t know where or how to start but even the smallest changes can make a big difference. At 50:50 Future we always recommend taking a holistic approach to your D&I strategy rather than one-off initiatives in silos across the business.

However, the problem starts way before the workplace in the way biases and gender stereotyping shape our children’s perception of the world and their place within it according to their gender. 

At an early age, boys are four times as likely to want to become engineers as girls

Research shows that gender stereotypes result in girls, by the age of six, avoiding subjects they view as requiring them to be “really, really smart”

The assumptions we make about boys and girls may be conscious or unconscious and can result in our young people being treated differently or offered different opportunities based on their gender. Gender stereotypes shape self-perception, attitudes to relationships and influence participation in the world of work. An understanding of gendered roles, for example, is evident as early as age four.

These misperceptions have a strong influence over what young people believe is for them or not and can be an extremely harmful barrier to their potential if they aren’t challenged effectively or regularly.

‘It feels like I have to like pink and play with dolls and I can’t like blue and play with cars.’ (Girl, 9-10)

‘I feel like people underestimate girls. When I tell people I study physics they think I’m joking because I don’t look like a person who would do that apparently. It annoys and frustrates me. It’s weird because girls can also be engineers.’ (Girl, 15-16)

Through my involvement with the Institute of Physics on Improving Gender Balance in secondary schools,  we have seen first-hand the harmful effect of these influences in specific subjects and interests for girls and for boys, which heavily impacts on theirlife choices and careers. This then leads to small numbers of women choosing STEM subjects and pursuing careers in this field as well as men in caring professions as a counter balance, for example.

We can help break down these barriers with our future workforce, by;

  • Reflecting on our own unconscious biases
  • Role modelling equality
  • Encourage children / young people to participate in a range of activities
  • Be a conscientious consumer
  • Don’t highlight gender in the way you talk when it’s not relevant
  • Be willing to question assumptions children make about gender

There is a lot of work still to be done and progress is slow even though the benefits of diverse teams are a no brainer! STEM is at the forefront of innovation and we are currently in an echo chamber – a team of like-minded engineers, mathematicians or scientists, all with the same backgrounds and who have faced similar challenges, will not be as effective as a team with diverse ways of thinking. A homogenous workforce creates homogenous solutions that are most likely only relevant to people within their social and cultural group.

85% of large global enterprises believe that workforce diversity is critical in driving innovation

Organisations with above average gender diversity and levels of employee engagement outperform companies with below average diversity and engagement by 46% to 58%

Companies with more diverse management teams have 19% higher revenues due to innovation

To become more inclusive in your workplace you can start by;

  • Awareness & Education – a cohesive approach to D&I is invaluable in any organisation to get everyone confident about the subject and on the same page. It’s everyone’s responsibility to learn about others’ challenges and how we can become better allies.
  • Rewind, Review & Revise – take a fresh look at your policies, practices and recruitment process to see what you can do differently. Using inclusive language, imagery and formatting in your job ads, social media, marketing and website is a good starting point.
  • Authentic & Aligned – make sure your D&I agenda is owned at the top with a bottom up approach and is holistic across the whole organisation. Aligning your strategy to your values and embedding it into your cultural DNA will make it authentic and can really impact your organisational performance and bottom line.

Lyndsey Britton-Lee

Co-founder, 50:50 Future Ltd

If you would like some free guidance on how to become more inclusive you can book in time with our 50:50 consultants here.

https://5050future.co.uk/

Sources;

Royal Academy of Engineering

Unlimited Potential | Report of the Commission on Gender Stereotypes in Early Childhood

https://www.girlguiding.org.uk/globalassets/docs-and-resources/research-and-campaigns/girls-attitudes-survey-2020.pdf

https://www.businesswire.com/news/home/20110713006204/en/Forbes-Insights-Study-Identifies-Strong-Link-Diverse

Photo by ThisisEngineering RAEng on Unsplash