Tag Archives: LU Race Equality Network

Inglorious Partnerships

Contributed article

Lancaster University’s penchant for entering into partnerships on vague promises of internationalisation, i.e. how to increase overseas tuition fees, is well known (see subtexts passim ad nauseam). One doesn’t need to be reminded of COMSATS, or Goenka, or indeed several other partnerships that didn’t live to see the light of day.

But some recent alliances, with partners that have a seemingly colourful history, seem to indicate that LU’s strategy of internationalisation might come apart one day. Tempted by income expansion, and overriding any ethical or pedagogical concerns, LU operates with wild abandon when it comes to outsourcing education provision to private companies like UA92, Navitas and Study Group, and accommodation service provision to companies such as UPP, to name a few. Trade unions in the past have raised concerns about the lack of transparency in governance and decision making, including concerns about lack of consultation with staff and students, to no avail. LU partnerships remain shrouded in secrecy with no clear financial or academic accountability.

Now read on…

This story starts way back in 2007 when the university outsourced its foundation year provision to Study Group (SG) to run the International Study Centre (ISC) on campus. The initial contract was for five years, with a remit to increase international student numbers on campus. The partnership achieved this, to some extent, but only by recruiting students mainly from one country (greater than 80%). With the impact of COVID on international mobility, this opportunity has now turned into a threat. More importantly, the contract was renewed before the expiry of the first contract, in 2011, for another 10 years.

Prof Andrew Atherton came to Lancaster as Deputy Vice-Chancellor in 2013, having previously been Senior Deputy Vice-Chancellor at the University of Lincoln. Prof Atherton got to know SG Director Paul Lovegrove whilst at Lincoln, when SG was given a lucrative contract to run its first-year provision. Readers will remember that in 2014, a similar plan to outsource LU’s Part I to SG didn’t succeed (see subtext 121).

It is believed that Lancaster’s SG contract, which was set to expire this year, has been given another extension, but it is not clear for how long or if another deal has been struck on D Floor.

Having jumped onto the international student gravy train, the University announced in 2017 that it was entering into a partnership with Manchester United’s Class of 92 to open UA92, a football-themed university academy in Manchester. Presumably designed to attract Man U fans, the academy struggled to recruit for its first cohort in 2019–20, with just 83 students enrolled at the time of a (supportive) Quality Assurance Agency visit in January 2020. It is not yet clear whether the numbers have improved during 2020–21.

Despite several queries and concerns, the partnership remains shrouded in secrecy. LU maintains that the football university (sorry, academy) is a separate entity and not a part of Lancaster University in any way. However, Lancaster has a substantial stake in the academy (the Vice-Chancellor is a director of the holding company) and, not unsurprisingly, has reportedly made substantial losses in the venture to the tune of £1.1 million last year. It is expected that cohort size will be sufficient to break even in 2022–23, although till then the partnership will continue to make losses and is seeking a further £5m in funding. LU has acquired a further tranche of share capital in a joint venture, University Academy 92 Limited for an undisclosed amount. One wonders what research was conducted by Lancaster to gauge whether the scheme was pedagogically desirable, or even commercially viable. All cloaked in commercial in confidence. The Chair of the UA92 Board, Marnie Jane Millard, is a clear winner however — with her extensive experience of getting kids to drink Vimto, she might have some refreshing ideas for the students taking sports courses…

Things change, people move on. In 2017 Paul Lovegrove moved from SG to Navitas, another private provider of outsourced higher education provision, as CEO. A couple of years later, in 2019, Andrew Atherton moved to the University of Dundee, as Principal. Just two months after Prof Atherton left LU, the University announced another partnership agreement with Navitas to open a campus in Leipzig, Germany. Given that partnership agreements with providers on overseas territories typically involve months of multi-party negotiations, including several layers of compliance with rules and regulations of the host country, we can all safely assume that old friendships played absolutely no part in this deal. To top everything off, no staff consultation took place, which has by now become the hallmark of Lancaster. It was all going smoothly… but one can’t predict the twists and turns of fate! Unfortunately, just a few months after joining Dundee, Prof Atherton resigned his role following allegations of bullying and an investigation for failure to pay rent. Disgraced, but not out of favour, he found new employment with Navitas as Global Director Transnational Education.

Fast forward to 2021, when the University announces a new partnership between LU, Navitas and UA92:

https://www.lancaster.ac.uk/news/international-students-to-benefit-as-ua92-and-navitas-sign-new-partnership

The Vice-Chancellor welcomed the new development, which will attract more international students to UA92’s unique degree programmes – good for students and good for the overall diversity of UA92 and the local area. In what ways? Mr Lovegrove announced that Navitas was delighted to be partnering with UA92 and this new relationship strengthens our existing partnership with Lancaster University. Was, one wonders, Prof Atherton involved in the deal in some way? If so, he seems to be keeping a low profile as he doesn’t appear on any of the media releases. A wise move, perhaps, lest it have rekindled former colleagues’ memories of his allegedly less-than-collegial behaviour as Deputy Vice-Chancellor. However, there may be another twist to this: is Navitas seeking to take over the running of the lucrative ISC from SG? Readers may be interested to know that the SG partnership in Leicester University has now been taken over by Navitas, where Mr Lovegrove was reportedly influential in clinching the deal.

Finally, allegations of bullying have recently emerged at LU Ghana, run in partnership between Lancaster University and the Transnational Academic Group, another private provider. Concerns have also been raised at LU-BJTU College over health and safety issues, under-resourcing of provision and misleading staff about life at the Weihai campus. For those not familiar with the location of LU-BJTU College, it is based at Nanhai, in a relatively remote area about 60km from Weihai city centre, although the marketing materials and all references to LU-BJTU College refer to it as the Weihai campus. One staff member described this as similar to a college building in Morecambe being called the Manchester campus [older readers may know this trick as the EasyJet shuffle – Eds].

SPECIAL FEATURE: Black Lives Matter

VIRTUE SIGNALLING MATTERS

Much like a number of ‘brands’, including fashion labels, supermarkets and tech companies, Lancaster University’s social media accounts took part in ‘Black Out Tuesday’ on 2 June. The following day, the University’s Instagram account featured a series of images featuring slogans beginning with ‘What now?’, followed by slogans like ‘Support’ and ‘Educate’ and a few details of what the University is supposedly doing to support its black community (https://www.instagram.com/p/CA-nUaWgvkO/).

Warm words are always nice, but do little to address the real and sometimes shocking inequalities that currently exist at the University. While we are reminded every March of the University’s continuing failure to effectively tackle its gender pay gap (subtexts passim), things have been very quiet around the statistics relating to ethnicity at Lancaster. According to the most recent HESA data available from 18/19 (see https://www.hesa.ac.uk/data-and-analysis/staff/table-2), just over 10% of staff at Lancaster were BAME. Black colleagues made up just over 1% of the total. At senior levels, the figures look even worse: There were no black professors at Lancaster University in 18/19 according to the HESA data, and around 4% of professors overall were BAME. In the absence of Lancaster and other institutions publishing information about their ethnicity pay gaps alongside gender pay gaps, we are unfortunately left with a somewhat uncertain picture, but a 2019 report by the UCU (https://www.ucu.org.uk/article/10360/Black-academic-staff-face-double-whammy-in-promotion-and-pay-stakes) found that black academic staff are paid on average 14% less than white academic staff.

Returning to the University’s Instagram feed, one of the posts raised a few eyebrows in the subtext warehouse, not to mention among members of Lancaster University’s Race Equality Network (REN): ‘Unite. Staff and students can unite through the LU Race Equality Network to share, campaign and support one another.’ As the open letter sent to the VC by the REN (see below) states, the previous VC promised in 2016 as part of the EDI Strategic Vision 2020 that Lancaster would sign up to the Race Equality Charter (REC) by 2017 with an eye to accreditation by 2020. It appears that nothing at all has been done about this since then.

It may be tempting to consider this a problem not experienced in our leafy, progressive climes, but Lancaster is by no means immune to racial harassment and discrimination. Take 2018, which brought us the Snow Sports Society white t-shirt scandal and controversial suspension of the black BME Officer who went to the press with details (see subtext 183), instances of swastikas daubed on office doors (see subtext 166) and the charming emergence of a fascist student society that disrupted lectures both public (see subtext 173) and academic (see subtext 176).

The HE environment can be at best negligent, and at worst actively hostile, for black academics and students. Recently the hashtag #BlackInTheIvory has been used on Twitter and other platforms by black academics and students from around the world to highlight the many, many different forms of discrimination and abuse they have encountered at universities. And this is where we return to the University’s virtue signalling versus a lack of concrete action and commitment to real change: there is no point putting ‘Black Lives Matter’ on social media, if the University’s actions suggest that they don’t, when it counts.

***

OPEN LETTER TO THE VC

Dear Andy Schofield,

We hope you are well and settling into the new role at Lancaster. A turbulent time to start.

We are writing regarding your inclusivity statement of 12 June. From the Lancaster University Race Equality Network’s (https://www.luren.org.uk) perspective, it was certainly good to hear of the University’s abhorrence of racism from the top. It was equally important to hear an acknowledgement of the dearth of activity thus far in attempting to address race equality at Lancaster. In the current moment this lack of action appears ever more stark.

Your statement referred to admissions criteria and representation in the Lancaster community, both key, yet the shocking race pay and attainment gaps also require attention. What was notably absent from your statement was any reference to decolonising Lancaster curricula. Unfortunately you are not alone in your reluctance (https://www.theguardian.com/us-news/2020/jun/11/only-fifth-of-uk-universities-have-said-they-will-decolonise-curriculum). Yet decolonising work, including both specifically addressing curricula and more systematically interrogating and modifying practices in relation to student/staff recruitment, engagement, retention and attainment, has long been considered central to addressing race equality at all levels of education. Such work is currently being carried out by staff and students at Lancaster without Senior Management support, financial or otherwise.

If as you say you are committed to listening and learning, we hope you will take some time to listen to students from Lancaster University’s Why Is My Curriculum White? campaign, speaking at Decolonise UoK – Stories of Unbelonging (https://youtu.be/irkeT2aalIE), an event run by the University of Kent in March this year. These are our students’ lived experiences. They need to be heard.

We note also your commitment to seeing the University sign up to the Race Equality Charter, ‘and all that this entails’ by which, we presume, you refer to applying for Bronze Accreditation within 3 years of becoming a member. Having been promised this before in the EDI Strategic Vision 2020 (https://www.lancaster.ac.uk/edi/strategic-vision-2020/) you will forgive us if we do not wait with bated breath. LUREN understands that a feasibility study is currently ongoing to identify whether the University can fulfil its commitment to race equality without becoming a member. LUREN is clear that REC membership and accreditation by 2025 is vital if Lancaster is to fulfil its commitments to race equality, and concrete move in the right direction would be the establishment of a Self-Assessment Team and the appointment of a dedicated member of staff with relevant experience.

Race, as a protected characteristic, has long been ignored at Lancaster University, and our attempts to engage Senior Management in the experiences of staff and students from diverse ethnic backgrounds has fallen on deaf ears. But the public consciousness is shifting: Black Lives Matter. Prioritising the education, experience and wellbeing of staff and students is long overdue, but right now institutions, particularly HE institutions, are coming under the microscope. Empty words of commitment are considered simply insufficient (https://twitter.com/divanificent/status/1267746578615480323?s=20). What is required right now is action. We have attached the report by Sofia Akel (https://tinyurl.com/yc6zbocd) from 2018 outlining the situation at Lancaster specifically alongside recommendations. The REC, too, comes with an inbuilt set of requirements and recommendations. As David Lammy so eloquently put it on Radio 4 yesterday (https://tinyurl.com/ya3xtchp), instead of another review commission (or in Lancaster’s case a feasibility study) – implement them.

We wrote to Maria [Piacentini] regarding the suitability of a donation by the University to the Black Cultural Archives (https://blackculturalarchives.org), but have not heard anything further. This would be a good first step in demonstrating the University’s ‘commitment’ to race equality to your staff and students.

We are hopeful that your leadership represents a fresh start to race equality work at Lancaster University. We are tired, and angry, and disappointed. But we are also hopeful. We have every confidence that you will fulfil your responsibility to initiate action, given the broader mainstream narratives of racism in the UK right now. Lancaster has a dubious history of slave trading (https://tinyurl.com/y83n7wqt) but our past does not have to reflect our future. The University has the potential to become a leading light in HEI race equality. We hope that you will see fit to make it happen.

We look forward to hearing from you.

The LU Race Equality Network

If any subtext readers would like to be added to the LUREN mailing list, please contact m.barty-taylor@lancs.ac.uk