If you’ve been watching the BBC adaptation of Hilary Mantel’s Wolf Hall: The Mirror and the Light, you may like me have been surprised by how little higher education featured in the story. (All right, they couldn’t cover every aspect of sixteenth-century English life, but still.) England’s two universities at that time (Scotland of course had four by the end of the sixteenth century) had essential roles as the principal providers of the skilled workforces that expanding commercial, administrative, and legal functions needed – although where Thomas Cromwell himself (played by Mark Rylance) gained his legal and administrative skills remains a mystery: presumably they were picked up during his travels as a young man around Europe. As a study covering a slightly earlier period put it, the medieval university professionalized knowledge, with increasingly specialised courses fitting students for careers in secular professions (Leff, 1968). Religious instruction, sometimes assumed to be the main function of the pre-modern university, was largely undertaken in separate monastic and cathedral schools. These might have developed into universities with secular roles, but instead in England largely faded away.
The significance of England’s two universities is indicated by the powers that Cromwell took to control them in his ascent through English government in the 1530s. At Oxford, he saved the institution that his patron Cardinal Wolsey had established as Cardinal College and turned it into Christ Church College; and in 1534 “wrested the Visitorship of New College [by then 155 years old] from its customary holder as Bishop of Winchester, Stephen Gardiner” (MacCulloch, 2018: 275) – Cromwell’s implacable enemy, played creepily in the series by Mark Gatiss. This created another grudge that Gardiner held against Cromwell, and which he would repay with interest. Tensions surrounding what we would now call the governance of higher education had surprisingly important ramifications in the politics of the Tudor court. (Wolsey also established in 1528 a college in Ipswich, his place of birth, but for a number of complicated reasons it was short-lived, and so never, as it presumably might have done, became England’s third university.)
Medieval and early-modern Oxford University was continually engaged in disputes, sometimes violent ones, with the city, and Cromwell was apparently regularly called in to arbitrate. This was the man at the very centre of the administration of the English state: if the Cabinet Secretary dropped in to help your University sort out a planning problem with the local council, it would indicate, I think, that we were looking at a big deal nationally. (We may gain a sense of the scale of these town vs gown disputes by referring to what are known as the St Scholastica’s Day riots of 1354 which led to the deaths of 62 Oxford scholars. As Oxford student numbers have been estimated at around 1,500 at this time, this implies a remarkable death toll of about 4% of the student population. Not for the last time in troubles involving university students, drink seems to have been implicated.)
It seems that Cambridge University felt that they were getting a bit left out, and so in 1534 offered Cromwell the position of High Steward and a year later elected him Chancellor, in place of Bishop John Fisher, who was executed that year – although not, it seems, as a result of any failures in university leadership (MacCulloch, 2018: 276); so unfortunately we cannot properly read this as a warning about the risks involved in university management. It seems that Cromwell’s first job at Cambridge was to deal with the town vs gown hostilities centred around the annual fair held on Stourbridge Common: presumably he was by now something of an expert in managing these conflicts. He was also, it seems, interested in what we would now call curriculum reform, despite having no personal experience of university study: as MacCulloch remarks, under Cromwell’s direction, this was the first time “government had intruded on the internal affairs of Oxford and Cambridge, an interference that has never thereafter ceased” (306). Some of the blame for the activities of the Office for Students must therefore be traceable back to Thomas Cromwell: how did Hilary Mantel miss this plot angle?
References
Leff, G (1968) Paris and Oxford Universities in the Thirteenth and Fourteenth Centuries New York, NY: Wiley
MacCulloch, D (2018) Thomas Cromwell: A Life London: Allen Lane
Dr Paul Temple is Honorary Associate Professor in the Centre for Higher Education Studies, UCL Institute of Education.
The landscape of higher education (HE) in the UK (but also more widely, in Western countries and across the globe) has significantly changed, driven by the massification and the following marketisation of HE studies (Alves & Tomlinson, 2021; Molesworth et al, 2009). The predominance of particular governance structures and schools of thought shape the narrative further (as discussed by Marcia Devlin (2021) in her SRHE blog) and create a deceptively heterogeneous environment, where each prospective student can find their “place”, but all are conditioned to follow a similar narrative.
New disruptions
On this backdrop new disruptions appear, of which we want to focus on two specifically for the UK HE. First, the legacy of lockdowns, bringing more flexible working environment and an astonishing pervasiveness of digital tools together with disrupted earlier education and legacy of health, including mental health, concerns, unsettles further already brittle UK HE sector (as illustrated by SRHE blog by Steven Jones (2022). Second, the advent of Generative AI and its implications for teaching, learning, and assessment. Much has been said about these (Lee et al, 2024; O’Dea, 2024) – our learning points from this rapidly growing literature are that i) significant disruption has occurred and ii) something needs to be done to react to this change in context. In other words, while there are many tried and tested theories and methods in teaching and assessment, they need to be reviewed and very likely adapted to keep up with the changing context.
The change did not occur only in the tools: we argue here that it is not merely a quantitative technical change (eg speed of communication), but a qualitative change, which affected or at least has the potential to affect, the mindset and the behaviour of students (and staff). Together, these factors produce more stressed, more demanding, potentially differently engaged students (sometimes perceived as less engaged), focused on the “added value” of their degrees and their “university experience”, anxious to acquire competences and skills through experiential learning to be in the best position for securing the employment of their choice.
In this rapidly changing context, the need for pedagogical innovations (PI), or at least the desire and the ability to engage with disruptions in the education process, seems almost inevitable. But how do the staff working in the UK HE, respond to this demand? Are the challenges viewed as opportunities or rather as additional pressures, adding to an evolving workload and requirements to navigate a complex bureaucracy?
Research focus: understanding the lived experiences of educators
Our research explores the lived experiences of educators across 13 UK universities, investigating their engagement with PI in the aftermath of the COVID-19 pandemic. By examining how institutional dynamics, personal motivations, and perceived barriers shape decisions surrounding PI, we have developed the initial stages of a conceptual framework, presented at the SRHE International Conference, to guide policies that better support educators and foster sustained PI in teaching. Through 30 interviews with educators, senior staff, and technology-enabled learning (TEL) specialists, we reveal the complex decision-making processes that influence whether and how educators embrace or resist innovation in their teaching practices.
What drives educators to innovate?
Our research highlights a multifaceted landscape where educators’ motivations for engaging with PI are shaped by both intrinsic and extrinsic factors. For many, intrinsic motivations, such as a deep-rooted desire to enhance student learning and a personal commitment to pedagogical excellence, act as powerful drivers for innovation. As one educator noted, “I’m always looking for new ideas. Innovation gives me a sense of purpose and connection with my students, making teaching more fulfilling.” This indicates that where academics feel a strong personal commitment to education, and it is rewarded, they are more likely to embrace innovative practices.
The tension between rhetoric and reality
However, these motivations are often counterbalanced by extrinsic pressures from the institutional environment, whether perceived or real. Many educators reported feeling that institutional strategies, while rhetorically supportive of PI, were undercut by bureaucratic barriers, a lack of adequate resources, and managerial cultures focused on short-term, measurable outcomes. One academic explained, “Innovation is a buzzword here, but when it comes to implementing anything new, we’re stuck in a system that values research output over teaching innovation. There’s little incentive to invest time in something that doesn’t directly contribute to my publication record.” This highlights the tension between institutional narrative and individual motivations, with many educators perceiving a disconnect between institutional rhetoric purporting to encourage PI and the reality of its implementation.
Autonomy and trust
Another key finding concerns the role of autonomy and trust in fostering a culture of innovation. Educators who felt empowered within their departments – where trust was placed in their judgment – were more likely to experiment with new teaching methods. As one TEL specialist remarked, “When leadership trusts us, we feel freer to try new approaches. But when we are micromanaged, the innovation just stops. You’re constantly battling to prove that your idea is worth the time it takes.” This sense of autonomy, closely linked to professional identity, is crucial in determining whether educators feel motivated to innovate or revert to traditional methods.
The cost of innovation
However, these ‘empowering’ environments were not universally experienced. Many educators, particularly those in large departments or with heavy teaching loads, reported feeling that the cost of innovation – both in terms of time and energy – was too high. “It’s hard to innovate when you’re overwhelmed with marking, preparation, and administration. It feels like there’s no room to breathe, let alone experiment,” shared an academic. This sense of burnout, compounded by a perception of growing academic bureaucracy, led some to feel that the costs of engaging in PI outweighed the benefits, making it more difficult to justify the time and effort required for innovation.
A balancing act
Perhaps not surprisingly, some educators justified their lack of engagement with PI by citing these perceived institutional constraints. As one educator put it, “We’re told to innovate, but the structure just isn’t there to support it. It’s easier to stick with what we know works than to risk failure with something new.” This reflects the cognitive flexibility educators employ when balancing personal motivations with institutional limitations. As per Goffman’s (1959) ‘front’ and ‘back’ stage theory, educators sometimes present a compliant, innovative persona on the ‘front’ stage in order to ‘fit in’ (Nästesjö, 2023), while in the ‘back’ stage, they rationalize their lack of engagement by attributing it to costs and benefits, reconciling their professional image with their lived experiences.
Reflections
We are certain that some, if not all, of these quotes will resonate with many of the readers: these trends have been discussed in, for example, Lašáková et al (2017) and Findlow (2008). Our aim is not only to systematise and categorise the individual aspects shared with us by both frustrated and aspiring colleagues, but to focus on an in-depth analysis of their motivations. Based on previous literature and our data, we aim to generalise and develop a theoretical framework through the lens of an interdisciplinary management and economics analysis. The preliminary version of this theoretical framework, presented at the 2024 SRHE Conference, should provide a foundation for shaping institutional policies to develop a sustainable pipeline of innovations, in the full respect of both academic freedom and students’ interests. In other words, we hope that our work will facilitate structural changes to unlock the innovation potential and help institutions to help us to innovate.
Kamilya Suleymenova is Associate Professor at the Department of Economics, Birmingham Business School, University of Birmingham with interests in assessment and feedback particularly for large cohorts, Generative AI in HE, as well as institutional and behavioural and experimental economics. Now twice a presenter at SRHE International Conference, Kamilya appreciates the constructive feedback of the community.
Emma Thirkell is an Assistant Professor in Human Resource Management at Newcastle Business School, Northumbria University with interests in pedagogical innovation, experiential learning, and the integration of technology in education. A four-time teaching award winner, she is passionate about bridging academia and practice through innovative curriculum design and leadership in higher education.
Behind many academic success stories lies an untold narrative of invisible labour – a hidden force driving progress but often overlooked or undervalued. From providing emotional support to sitting on committees, the silent effort sustains institutions yet leaves many working tirelessly in the background on non-promotable tasks. Only when invisible labour is met with visible activism, can change begin.
As a group of academics over the years we became conscious of a phenomenon that affected not only ourselves but many of our colleagues. We particularly noticed that women* were increasingly being asked to take on emotional labour and tasks that, when it came to promotions were classified as “Non-Promotable Tasks” yet were essential to institutional practices. We concluded that this form of emotional labour was a form of wife work, work that is essential to the running of the home (aka Higher Education Institutions (HEIs)) yet often undervalued and the person carries the mental load. We use the term wife work due to the pejorative nature of wife work in the media and the value placed on such work in wider society. Using a feminist collaborative autoethnographic approach we explored invisible and emotional labour among female academics. Therefore, at the 2024 SRHE conference we delivered our paper on ‘Invisible Labour: Visible Activism’ and argued that it is only such activism that will help to end the inequities in HEIs.
*we acknowledge that invisible and emotional labour can affect any academic of any gender, particularly those on education/ teaching focussed contracts.
Shining a light on invisible labour
Despite the increase in women’s participation in the workforce and in academia, there is still a significant gender pay gap and to compound the issue, this gap widened in 2021 and 2022 in 20/33 OECD countries. As noted by Stephenson (2023), in HE only 28% of professors are female despite women making up 43% of the academic workforce leading to a pay gap of 11.9%. We acknowledge that the reason for such pay gaps and gender biases are complex and multi-factorial (Westoby 2021), thus we focus specifically on the issue of the “gender unequal distribution” of academic labour (Järvinen and Mik-Mayer 2024:1).
There is much discussion on the mental load outside the workplace; therefore, our focus is on the unpaid or unrewarded workload inside the workplace. As universities have new developed pathways to promotion (e.g. education or impact), citizenship has become less important, yet it is critical work that still needs to be done. However, the result of shifting paths to tenure/promotion means that women are carrying out “Non-Promotable Tasks” (Babcock et al, 2022: 15), which are institutionally important yet will not help career success.
Wife work defined
Wife work tasks include: writing references for students; mentoring; assisting students with emotional problems or recruitment; careers advice; taking on someone’s admin work whilst they gain awards; and committee work, effectively comprising what is known as service work. Importantly, a significant component of wife work is emotional labour. Emotional labour involves managing emotions and interactions in the academic setting without formal recognition or workload compensation. These emotional labour tasks may include student emotional support, listening, supporting colleagues, helping people or just always being nice. Such wife work occurs due to societal and institutional expectations that prompt women to take on such wife work, yet this labour whilst maintaining the organisation’s reputation and can lead to emotional dissonance and burnout (Grandey, 2013).
Making the invisible visible
Drawing on institutional theory, feminist theory and theory of gendered organizations we explore how universities, embedded in social norms and values, perpetuate traditional gender roles and expectations. Our research specifically focuses on the “Non-Promotable Tasks,” which are essential for institutional functioning but do not contribute to career success and are undervalued and unrecognised. We highlight patterns about gender distinctions that lead to advantages or exploitations of academics and how these create differing identities and expectations within academia.
How we uncovered the invisible
Our research has two stages. In the first stage, we used a feminist collaborative autoethnographic approach to explore invisible and emotional labour among female academics (Rutter et al, 2021). This method allowed for an in-depth examination of personal and shared experiences within our academic community (Akehurst and Scott, 2021). As the research subjects, we are comprised of female academics from the same department across international campuses, reflecting on our experiences with non-promotable tasks, emotional dissonance, mental load, and burnout (Grandey, 2013; Lapadat, 2017; Babcock et al, 2022). We go beyond individual experiences to co-construct the meaning of invisible and emotional labour collectively.
Findings that shape our understanding of invisible labour
We identified the following categories of “wife-work”:
Mentoring support (outside normal expectations or workload)
Administrative and Logistical Tasks/ Roles
Recruitment and Outreach
Committee Work
Supporting Career Development
Academic and Professional Development
Volunteering and Institutional Presence
Helping people
Taking on someone else’s role while they work on “important stuff”
Listening
Being kind
Using the institutional framework, in which the institutional norms shape the undervaluation of service work (Palthe, 2014), we argue that the regulative, normative, and cognitive-cultural elements of institutional theory contribute to the gendered division of labour. Through the application of these key dimensions, our findings can be categorised under three dimensions:
1. Institutional Dimension, underpinned by the explicit rules, laws, and regulations that constrain and guide behaviour such as academic quality assurance and behavioural expectations within HEIs.
2. Social Dimension, encompassing implicit values, norms, and expectations that define acceptable behaviour within a society or organization such as social expectations around punctuality, dress codes, and academic etiquettes in HEIs.
3. Individual Dimension, which involves implicit but shared beliefs and mental models shaping how individuals perceive and interpret their environments. These are often taken for granted and operate at a subconscious level.
Using this framework our findings are categorised accordingly to these elements outlined in Figure 1 below.
Figure 1: Invisible Labour: Visible Activism Findings. Source: Developed by the authors
It’s time for change
We recognise that the critical issue is, as Domingo et al (2022) highlighted, the significance of recognising and valuing women’s work within institutions, and stress that the real issue lies within organisational practices rather than women themselves. Addressing emotional labour is vital for a supportive and equitable work environment. The burden of responsibility is deeply embedded into the societal norms and often acts as a catalyser for such responses by female academics (Andersen et al, 2022). As organisations shift their focus towards formal progress procedures that undervalue volunteerism and emotional labour (Albia and Cheng, 2023), there is a pressing need for activism to ensure equitable recognition and valuation of women’s contributions within academia.
A path forward – from silence to solidarity
Invisible labour has long been an unseen and unrecognised necessity in academia, but we argue that it need not, and should not be this way. Acknowledging and recognising the existence and value of invisible and emotional labour will ensure these ‘non-promotable’ tasks become more visible. Therefore, there is a pressing need for activism to ensure equitable recognition and valuation of women’s contributions within academia. We emphasise the necessity of addressing these systemic issues to foster a more inclusive and supportive academic environment for all individuals involved. Change starts with awareness, so we hope this is a step in the right direction.
Professor Sarah Montano is a Professor of Retail Marketing at Birmingham Business School. She was awarded a National Teaching Fellowship in 2023. Her research interests are primarily authentic assessments, digital education and retail as a place of community. She is an engaging and skilled communicator and regularly appears in the media on the subject of retail industry change.
Dr Inci Toral is an Associate Professor at the University of Birmingham, Business School and she is the Business Education Research and Scholarship (BERS) Convenor at Birmingham Business School. Herwork revolves around digital marketing, retailing, creativity and innovation in retail education and authentic assessments.
Dr Sarah Percy is an Assistant Professor in Marketing at Birmingham Business School, University of Birmingham, with a special interest in authentic assessments.
SRHE News is glad to bring you the Augur Report, its prognostications for 2025, based on extensive research into the works of Nostradamus, Old Moore’s Almanac and Mystic Meg.
January
Donald Trump resumes the US Presidency and announces that free speech in HE requires him to ban the use of the words Diversity, Equality and Inclusion in US HE. Elon Musk argues that this should also be applied in the UK.
UUK launches another major campaign to point out that most universities really are in serious financial trouble.
UCEA points out the difficulty of affording any staff salary increases at all in the present climate.
Vice-chancellors point out that the financial difficulties facing their institutions would not be significantly alleviated if they took a 50% cut in salary, and competitive salaries are essential to enable Britain’s world class universities to recruit and retain the best leaders. Especially when it has become so difficult to recruit staff.
The OfS announces a concordat with Russian higher education to support a major increase in its use of AI, using Russian cyber experts. The first expansion of AI will be in the approval of new university titles: the new AI Department will be known as the Nomenklatura Department. The criteria remain unchanged: the OfS “will consult on a provider’s proposed new name and assess the extent to which the proposed name is confusing or misleading”.
The OfS is already the investigating authority, prosecutor, judge, jury and executioner for all HE infractions, and now seeks the power to exile to Siberia any academics complicit in breaching Condition of Registration B2. Government agrees in the interests of reducing net migration.
February
After the disappointing application figures for 2025 entry, UCAS launches a major advertising campaign to point out that the increase in undergraduate fees won’t make any difference to most student debt repayments.
UUK launches a new campaign to point out that the increase in undergraduate fees won’t make any difference to the financial troubles in most universities.
Government announces that even after all those new teachers are appointed there might be a bit left over for HE from the proceeds of VAT on private school fees. Teacher educators point out that after yet another year of missed targets in teacher training there is no-one qualified to apply for the new jobs in schools.
OfS approves a name change from Anglia Ruskin University to the University of Cambridge(shire).
March
The OfS approves a name change from Oxford Brookes University to University of Oxford(shire).
UUK relaunches its campaign: “Most universities really are in deep financial trouble, honest.”
Government says there might still be something left for HE from VAT on school fees, and Elon Musk might have a point.
The interim temporary Archbishop of Canterbury says she will renounce the power of the Archbishop to award degrees.
April
The OfS approves a name change from University of the West of England to the Greater Bristol University.
The OfS announces a major increase in the use of AI, to extend to all interventions on quality/standards/ breach of conditions of registration. The OfS Nomenklatura Department has been renamed, partly because no-one remembers the Soviet Union any more, and also because it was too likely to cause confusion with the rest of the OfS, who are already party-appointed bureaucrats. The suggested new name, the Behan Bots – conscripted to work for low pay, completely in the dark – is rejected because nobody remembers the Second World War any more and in any case it was too likely to cause confusion with existing university staff. OfS CEO Susan Lapworth says the new Department will now be known as the Laptops.
The OfS announces a concordat with Chinese higher education which will start with a new student recruitment campaign in the North East: “Huawei the lads”.
May
The OfS approves a name change from Coventry University to Warwick(shire) University.
Government says sorry – even though they couldn’t appoint any new teachers there was nothing left from VAT on school fees because they diverted it to fill the £22billion hole in the public finances. It issues guidance on the use of language in HE, known as the Musk Directive.
UUK’s Taskforce on Efficiency and Transformation in Higher Education announces that it is in advanced talks with Government about restructuring the HE sector in England. Luckily the Taskforce chair is a lawyer specialising in mergers and acquisitions.
June
The OfS approves a name change from Birmingham City University to the Greater Birmingham University
GuildHE issues a reminder that it has no formal connection with the Church of England or any other faiths but remains committed to whatever you are allowed to call diversity, equity and inclusion since the Musk Directive.
Canterbury Christ Church University is renamed University of Kent Two. OfS says this is unlikely to cause confusion among international students, especially since Kent is so near to Paris.
Bishop Grosseteste University becomes the University of Lincoln Two But We Were Here First. Leeds Beckett, Northumbria, Sheffield Hallam, Greater Birmingham and Greater Bristol consider name changes.
UUK issues a media release saying “we did warn you” as 30% of universities merge or close. OfS says everything will be OK, because all universities are required to have plans for an orderly exit from the market. Wimbledon fortnight begins and UCAS says “you cannot be serious”.
July
OfS approves a name change for Liverpool John Moores to Liverpools University.
The BBC is forced to suspend filming of the new series of University Challenge after 30% of universities appearing have merged, have new names or have announced their intention to close.
August
UCAS announces that the 30% reduction in available university places has luckily been matched by an equivalent fall in the number of applicants.
Government announces its three priorities for HE – reduction, reduction, reduction – will apply particularly to the numbers of students from all disadvantaged groups.
September
The OfS approves its own name change from the Office for Students to the Office with No Students on the Board (ONO).
October
Government announces its new higher education policy, with the establishment of a new corporation to take over all the universities not in a position to complain, provisionally titled the Great British University. ONO says this is unlikely to cause confusion, but governments in Wales and Scotland say they are confused since all the universities in the GBU are in England. The Northern Ireland Assembly say they’re glad it wasn’t the Great UK University, or they would have been confused. The new HE policy includes a pledge/mission/milestone promising net zero admissions by 2030, or maybe 2035.
The last Bishop to leave the Church of England is asked to remember to switch off all the lights to comply with its Net Zero Bishops pledge.
November
The Greater London Non-University College of Monkey Business publishes its annual Report and Accounts: income £925,000; expenditure £925,000, all annual salary for the principal. It recruited 100 students but they all left at the end of the year without leaving forwarding addresses. Having no students at all on its Board it claims to be completely aligned with the regulator.
December
ONO announces it has breached its own conditions of registration and has removed itself from the Register of Approved Regulators. Dusting down a forgotten part of the Higher Education and Research Act (2017) it issues an urgent appeal – Quick, Anyone? Anyone! – for a new designated quality body to replace itself, which becomes known as the QAA appeal.
A High Court judgment finds that publishers have mis-sold the copyright of academics to multinational AI corporations and orders financial compensation, known as Publishers Pay Instead (PPI). Publishers set aside £100billion.
Universities launch a counter claim, asserting their ownership of, or failing that a pretty strong interest in, copyright of academics in their employ, and sue to recover the costs of journal subscriptions and transitional agreements. Publishers set aside a further £100billion.
Multinational AI corporation share prices, now quoted only in bitcoin, continue to rise.
The new Wallace and Gromit film, Academic Free-Don, is set in a university where the inmates are planning a mass escape. When they realise that their new zero-hours contracts allow them to leave at any time, they apply for exile to Siberia, where they expect better pay and conditions of employment.
The theme for the 2026 SRHE Conference is announced: “Where do we go from here?”
SRHE News is a not-for-prophet enterprise. No octopuses were harmed in the making of this editorial.
SRHE News EditorRob Cuthbert is Emeritus Professor of Higher Education Management, University of the West of England and Joint Managing Partner, Practical Academics rob.cuthbert@btinternet.com. Twitter @RobCuthbert
The doctorate is a subjective experience demanding the re-evaluation of ways of thinking, the navigation of intense emotions, and the adaptation of behaviours by the candidate to achieve new learning goals, transforming the candidate from a consumer to a creator of knowledge. Candidates often face uncertainty and enter a state of liminality during this process, feeling caught between old beliefs and new insights, which can lead to discomfort and feeling ‘stuck’. To navigate this liminal space, candidates benefit from a change in perspective supported by transformative learning. While much of the focus in doctoral support is on the candidate avoiding negative experiences during this process, there is limited attention given to the candidate’s role of self-awareness and self-management. Reflexivity provides one such option to consider.
Reflexivity is a cognitive, or thinking, process that enables individuals to move beyond simple reflection, fostering self-awareness and exploring different options for progress. While candidates have demonstrated its usefulness in understanding their doctoral journeys, further research is needed on initiating and sustaining this process independently. This ability to learn and develop autonomously is essential, as doctoral programs require candidates to show evidence of becoming independent researchers. In organisational literature, reflexivity has been demonstrated to enhance information processing, helping employees understand what, why, and how of learning and change. It enables adjustments in both task execution and personal approach. Moreover, team psychological safety has been demonstrated to be crucial for effective team reflexivity. However, variations in terminology and definitions related to psychological safety limit the extension of this construct beyond the organisational context.
A body of conceptual research adopting a Theoretical Integrated Review (TIR) approach was conducted, with findings highlighting historical use, providing theoretical insights, and clarifying a generalised definition of psychological safety with relevance beyond the organisational setting. Psychological safety is an internal process that helps individuals manage distress, influencing their thoughts, feelings, and actions. It plays a crucial role in growth and development by connecting motivation and goal-directed behaviour, providing the opportunity for a generalised definition:
Psychological safety is a dynamic intrapsychic construct drawn on by individuals to mitigate actual or foreseen distress. The presence or absence of psychological safety is influenced by context, the individual’s existing psychological frames of reference, and current and future motives relating to an endeavour.
This understanding allows the absence or presence of psychological safety to be considered in broader contexts, including independent learning settings like doctoral programs. To explore this potential, a body of qualitative research was conducted with six volunteer PhD candidates enrolled at a regional Australian university awaiting feedback on their theses.
Using the vignette methodology technique to present short fictional scenarios regarding experiences of doctoral knowledge uncertainty, the researcher conducted semi-structured interviews to understand how doctoral candidates deal with knowledge uncertainty. This approach encouraged interviewees to discuss their experiences without the pressure of direct questions, facilitating open discussions about managing uncertainty. At the end of the interviews, findings from the conceptual research were shared, and feedback was gathered on their benefit as a basis for candidate support. The interviews were recorded, transcribed, and thematically analysed.
All six interviewees described experiences with knowledge uncertainty and agreed that the conceptual research findings on psychological safety could improve opportunities for candidate support and warranted further investigation. The analysis of the interviews revealed that the interviewees’ experiences of uncertainty stemmed from intrapersonal, interpersonal, and university governance-level interactions. While similarities existed based on stages in the doctoral program, no strong recurring theme of uncertainty emerged. Notably, the differences lay in how the interviewees discussed their experiences of uncertainty.
Some interviewees emphasised the importance of interpersonal support to help them progress:
… the Confirmation panel Chairperson insisted that I rework my research question … I found it confusing. I felt that I must have grossly mistaken something …. my supervisor just said, okay, well, rebuild methodology … I felt uncertain. But she was very encouraging and supportive … I got through the second time, no questions asked … Interviewee Steve
… my methodology was underdeveloped … I was asked to resubmit this section to the confirmation panel … I was stressed about it having to be perfect because I thought failing would be the worst thing in the world. … I remember that being a big thing … I was embarrassed, … an extra hurdle because no one else I knew needed to resubmit … my supervisors were empowering … they both said, redo what you need to … You’ll get through. You’re going to be okay. Interviewee Amy
Other interviewees’ narratives shifted from reflection to reflexivity, demonstrating self-awareness and developing metacognitive strategies to navigate their uncertainties.
So yeah, it was an unhappy period. It was a couple of months of really hating what I was, what I’d done to myself in choosing this particular topic…I just had to ride that wave, you know, think it through, think, really think about what I was doing and why I was doing it, what the product was, what the process was and what the result needed to be in the end.
Interviewee Julie
… a big part of my uncertainty was about paradigms … I couldn’t write my methodology. … I was just not convinced … if I can’t believe in these views about knowledge and reality, I can’t write about this stuff. So that was a hurdle … I was sometimes reading without knowing what would come of it. … then it felt like, oh, this is it … what had been a major period of uncertainty had also been a cognitively shifting one that changed my perception of the world. Interviewee Jack
The extracts illustrate how interviewees navigated uncertainties and liminal spaces, utilising various strategies to move forward. Some narratives show less use of self-awareness, relying on interpersonal support, while others reflect and use reflexivity as a proactive, independent approach to managing uncertainty.
Understanding psychological safety as a multi-dimensional construct and appreciating its demonstrated moderating effect on reflexivity in the workplace provides an opportunity for further investigation. The differences in interviewees’ narratives offer valuable insights regarding reflexivity and the doctoral experience of uncertainty, collectively establishing a basis for exploring psychological safety in the doctoral context.
When we think about student politics, it is inevitable that the images of student protest and rebellion come to mind. These views of what counts as student politics have been shaped by rather romantic ideals of what it meant to be a student and do politics in 1960s, or perhaps even in 2010-2011 when we witnessed the last large scale student rebellion in England, but also more globally. When we stretch our imagination, perhaps we can also see students engaging with electoral politics, and them being stereotypically more left leaning compared to the general population – or ‘woke’ as portrayed by many right-wing media outlets today. In cases where students do not meet these expectations of political activity, they are often derogatively called ‘snowflakes’: a fragile generation of apolitical students. While there may be some truth in students becoming less politically active, it is important to question why this might be the case, but also to consider the extent to which our own understandings of student politics are perhaps outdated and need changing.
The cost of student protest
In contexts where higher education is marketed as an investment into one’s future, the student-as-consumer positioning becomes unavoidable. Consumerism in our universities may be brutally explicit as in the UK where students are protected by the Consumer Rights Act 2015, or more subtle in systems where laws and regulations do not treat students as consumers, but the transactional idea of higher education and human capital development still imply similar understandings. As students are constantly reminded to prioritise ‘value for money’ and question their investment into successful graduate employment, deviating from such a mindset and standing out as a disruptive or disobedient student cannot be a preferred or safe option. This was evident with the recent pro-Palestinian encampments which on British campuses were rather short-lived, often adopted around the exam periods and ending with the closure of the academic year 2023/2024. The cost of non-compliance is very high for our students: how could a student who has accumulated an average of £45k student debt with already insecure graduate employment trajectory drop everything and revolt? My recent book Student Identity and Political Agency: Activism, Representation and Consumer Rights deals with these dilemmas and argues that the modes of student politics have had to change alongside the generational pressures that contemporary students face. In other words, the form that student politics takes is intertwined with what it means to be a student today.
Alternative forms of political agency
To counteract the view that students have become apolitical or snowflakes, we need to imagine student politics as more fluid and situational: something that gets embedded within the everyday practices of being a student.
First, this revisioning invites us to be more open-minded about what counts as student protest. For example, it is evident that when today’s students do protest, their actions tend to be more short-lived while triggered by identity-based issues that matter to them personally. We should also look at the new and alternative spaces that activism takes place within, eg digital platforms. The latter could of course relate to generational shifts and students being more digitally adept, but also to the fact that the university campuses have become heavily regulated by timetabling pressures and health and safety rules, making it difficult for students to socialise, let alone organise on campus.
Second, our universities have never emphasised student voice as much as they do today. In addition to students’ unions, there is a wide range of new representative roles on university committees and working groups. While there are questions about tokenism and the effectiveness of these roles – and perhaps fairly so – one cannot deny that there is an incredible infrastructure emerging for students to (peacefully) exercise their interest. This could also be politically motivated, and we should not underestimate the power that students as collectives hold through such representative roles.
Finally and perhaps most importantly, I invite us to consider the power that the student-as-consumer holds. In the age of marketised universities, we need to ask some uncomfortable questions related to the extent to which student-as-consumer positioning itself empowers students with new types of political agency. We know that an increasing number of students are exercising their right to complain, and they often do this to call out universities for their wrongdoings. These wrongdoings may relate to consumer rights and personal grievances, but often they also reflect wider structural inequalities. It could therefore be argued that consumer rights have granted students new tools to exercise their interest. There is a tendency for the sector to view student complaints as something negative and unreasonable, and none of us would want to be the subject of one. However, it is likely that if students are increasingly treated as consumers, it is also this consumer positioning that offers new opportunities for political agency to be exercised. In today’s highly pressurised university environments, consumer complaints might be a more effective way to make oneself heard: making complaints is a legal right for our students, and the potential reputational damage to universities makes complaints high stakes.
In summary, I argue that the market forces and consumerist discourses that brutally shape students are also what trigger, enable and disable certain new and altered forms of political agency. Such understanding invites us to shift away from the prevailing assumption that contemporary students are becoming apolitical and instead to rethink our normative understanding of what counts as political agency.
Raaper, R (2024). Student Identity and Political Agency. Activism, Representation and Consumer Rights Oxon: Routledge
Rille Raaper is Associate Professor at Durham University. Rille’s research interests lie in the sociology of higher education with a particular focus on student identity, experience and political agency in a variety of higher education settings. Her research is primarily concerned with how universities organise their work in competitive higher education markets, and the implications market forces have on current and future students. The two particular strands of Rille’s research relate to: a) student identity and experience in consumerist higher education; b) student agency, citizenship and political activism.
by Márton Demeter, Manuel Goyanes, Gergő Háló and Xin Xu
The dynamics of Chinese social sciences are shifting rapidly. As policies aim to balance domestic priorities with global integration, the interplay between China’s academic output and its international reception highlights critical challenges and opportunities. In a recent study published in Policy Reviews in Higher Education, we analyzed 8,962 publications by the top 500 most productive China-affiliated scholars in Economics, Education, and Political Science between 2016 and 2020.
Uneven impacts across disciplines
Our analysis reveals that most Chinese-authored works in these disciplines are published in Western-edited journals. Political Science publications often focus on China-specific topics, creating what may be interpreted as intellectual silos.
By contrast, Economics stands out for its significant global impact, with Chinese scholars’ publications frequently outpacing the citation rates of their Western peers. Meanwhile, Education and Political Science publications from China generally attract fewer citations compared to those from the U.S., U.K., and Germany.
Why does Economics perform so well? The field’s emphasis on data-driven, globally relevant research – addressing topics like economic policy, market dynamics, and financial crises – positions it effectively within international discourse. Substantial funding and resources further strengthen Economics’ visibility and impact.
In contrast, Education often highlights region-specific practices that may resonate less with a global audience, while Political Science is constrained by political sensitivities and limited opportunities for broad international collaboration.
Patterns of collaboration
Collaboration offers another perspective of Chinese academia’s strengths and limitations. Scholars in Economics and Education often engage in diverse partnerships, with strong connections to both Western and Asian institutions. In contrast, Political Science remains more insular, with most co-authorships occurring within mainland China. This inward focus may restrict the field’s integration into global academic conversations.
At an institutional level, hybrid collaborations – combining domestic and international partnerships – highlight China’s strategic approach to bridging local and global aspirations. However, the predominance of Western collaborators, particularly from the United States, underscores a continued reliance on established academic hubs.
The duality of “siloed internationalisation”
A significant finding of our study is the duality evident in Political Science research: while these publications often appear in international journals, their focus on China-specific issues reflects a form of “scientific nationalism”. This approach limits their global engagement, confining them to niche scholarly communities rather than positioning them as contributors to broader, international dialogues.
The “international in format but national in essence” approach underscores a broader challenge for Chinese academia. It must navigate the tension between adhering to global visibility standards while championing non-Western perspectives and priorities.
Policy and practical implications
Our findings also carry critical implications for policymakers, institutions, and global academic networks. For China, fostering more diverse collaborations – beyond traditional Western partners – can reduce overreliance on dominant paradigms and contribute to a more equitable global knowledge production system. Initiatives with an emphasis on partnerships with Asia-Pacific, Africa, and Eastern Europe, could play a key role in reshaping these dynamics.
We believe that, for the global academic community, greater inclusivity requires deliberate efforts to decenter Western paradigms. Platforms that ensure equitable participation and strategies to protect collaborations from geopolitical tensions are vital for sustaining open and impactful scientific exchange.
Looking forward
The field of Economics exemplifies how targeted investment and international integration can amplify visibility and impact. To replicate this success in Education and Political Science, expanding international collaboration and addressing thematic silos are essential. At the same time, global academic networks must also embrace diverse perspectives to ensure that voices from regions like China enrich rather than merely adapt to dominant discourses.
Importantly, in an era of geopolitical uncertainty, research can serve as a vital conduit for mutual understanding and collaboration. By prioritising equitable partnerships and sustaining global dialogue, we can work toward a more inclusive and, therefore, more resilient academic ecosystem.
Our study offers practical guidance for addressing the challenges of internationalization in Chinese social sciences, providing valuable tools for scholars, institutions, and policymakers working to advance global knowledge production.
For more details, explore our full paper:
Demeter, M, Goyanes, M. Háló, G and Xu, X (2024) ‘The Internationalisation of Chinese Social Sciences Research: Publication, Collaboration, and Citation Patterns in Economics, Education, and Political Science’ https://doi.org/10.1080/23322969.2024.2438240.
Márton Demeter is a Full Professor at the University of Public Service, Budapest at the Department of Social Communication, and he is the Head of Department for Science Strategy. He has extensively published on academic knowledge production in communication studies and beyond.
Manuel Goyanes serves as Associate Professor of Research Methods at Universidad Carlos III de Madrid. His interdisciplinary work revolves around theoretically designing, and empirically testing, cutting-edge quantitative and qualitative methodological procedures to scientifically address challenging aspects of social science inquiry
Gergő Háló, an assistant professor at the National University of Public Service Budapest, specialises in socio-critical studies of geopolitical and gender inequalities in science, academic performance, research assessment frameworks, and higher education policies.
Xin Xu is a Departmental Lecturer in Higher/Tertiary Education at the Department of Education, University of Oxford, and the deputy director of the Centre for Skills, Knowledge, and Organisational Performance (SKOPE). Her research focuses on tertiary education and the research on research.
Over recent years, both policymakers and university leaders have extolled the virtues of moving to a more metricised higher education sector: statistics about student satisfaction with their degree programme are held to improve the decision-making processes of prospective students, while data analytics are purported to help the shift to more personalised learning, for example. Moreover, academic studies have contended that datafication has become an ‘intractable’ part of higher education institutions (HEIs) across the world.
Nevertheless, our research (conducted in ten English HEIs, funded by TASO) – of data use with respect to widening participation to undergraduate ‘sandwich’ courses (where students spend a year on a work placement, typically during the third year of a four-year degree programme) – indicates that, despite the strong claims about the advantages of making more and better use of data, in this particular area of activity at least, significant constraints operate, limiting the advantages that can accrue through datafication.
Little evidence of widespread data use
Our interviewees were those responsible for sandwich course provision in their HEI. While most thought that data could offer useful insights into the effectiveness of their area of activity, there was little evidence of ‘intractable’ data use. This was for three main reasons. First, in some cases, interviewees explained that no relevant data were collected – in relation to access to sandwich courses and/or the outcomes of such courses. Second, in some HEIs, relevant data were collected but not analysed. Such evidence tends to support the contention that ‘data lakes’ are emerging, as HEIs collect more and more data that often remain untapped. Third, in other cases, appropriate data were collected and analysed, but in a very limited manner. For example, one interviewee explained how data were collected and analysed in relation to the participation of students from under-represented ethnic groups, but not with respect to any other widening participation categories. This limited form of datafication, in which only some social characteristics were datafied, was not, therefore, able to inform any action with respect to the participation of widening participation students generally. Indeed, across all ten HEIs, there was only one example of where data were used in a systematic fashion to help analyse who was accessing sandwich courses within the institution, and the extent to which they were representative of the wider student population.
Constraints on data use
Lack of institutional capacity
In explaining this absence of data use, the most commonly identified constraint was the lack of institutional capacity to collect and/or analyse appropriate data. For example, one interviewee commented that they did not have a very good data system for placements – ‘we are still quite Excel- based’. Excel spreadsheets were viewed as limited as they could not be easily shared or updated, and data were relatively hard to manipulate. This, according to the interviewee, made collection of appropriate data laborious, and systematic analysis of the data difficult. Interviewees also pointed to the limited time staff had available to analyse data that the institution had collected.
Prioritisation of ‘externally-facing’ data
Several interviewees described how ‘externally-facing data’ – i.e. that required by regulatory bodies and/or that fed into national and international league tables – was commonly prioritised, leaving little time for information officers to devote to generating and/or analysing data for internal purposes. One interviewee, for example, was unclear about what data, if any, were collected about equity gaps but believed that they were generally only pulled together for high-level reports ‘such as for the TEF’.
Institutional cultures
A further barrier to using data to analyse access to and outcomes of sandwich courses was perceived to be the wider culture of the institution, including its attitude to risk. An interviewee explained that the data collected in their institution was limited to two main variables – subject of study and fee status (home or international) – because of ‘ongoing cautiousness at the university about how some of that data is used and how it’s shared with different teams’.
In addition, many participants outlined the struggles they had faced in gaining access to relevant data, and in influencing decisions about what should be collected and what analyses should be run. Several spoke of having to ‘request’ particular analyses to be run (which could be turned down), leading to a fairly ad hoc and inefficient way of proceeding, and illustrating the relative lack of agency accorded to staff – typically occupying mid-level organisational roles – in accessing and manipulating data.
Reflections
Examining a discrete set of activities within the UK higher education sector – those relating to sandwich courses – provides a useful lens to examine quotidian practices with respect to the availability and use of data. Despite the strong emphasis on data by government bodies and HEI senior management teams, as well as the claims made about the ‘intractability’ of HEI data use in the academic literature, our research suggests that datafication is perhaps not as widespread as some have claimed. Indeed, it indicates that some areas of activity – even those linked to high profile political and institutional priorities (in this case, employability and widening participation) – have remained largely untouched by ‘intractable’ datafication, with relevant data either not being collected or, where it is collected, not being made available to staff working in pertinent areas.
As a consequence, the extent to which students from widening participation backgrounds were accessing sandwich courses – and then succeeding on them – relative to their peers typically remained invisible. While the majority of our interviewees were able to speculate on the extent of any under-representation and/or poor experience, this was typically on the basis of anecdotal evidence and their own ‘sense’ of how inequalities were played out in this area. Although reflecting on professional experience is obviously important, many inequalities may not be visible to staff (for example, if a student chooses not to talk about their neurodiversity or first-in-family status), even if they have regular contact with those eligible to take a sandwich course. Moreover, given the status often accorded to quantitative data within the senior management teams of universities, the lack of any statistical reporting about inequalities by social characteristic, as they pertain to sandwich courses, makes it highly likely that such issues will struggle to gain the attention of senior leaders. The barriers to the effective use of metrics highlighted above may thus have a direct impact on HEIs’ capacity to recognise and address inequalities.
Rachel Brooksis Professor of Higher Education at the University of Oxford and current President of the British Sociological Association. She has conducted a wide range of research on the sociology of higher education; her most recent book is Constructing the Higher Education Student: perspectives from across Europe, published (open access) with Policy Press.
On Monday 2 December 2024, during the online segment of the 2024 SRHE annual conference, Professor Farid Alatas delivered a thought-provoking keynote address in which he emphasised an urgent need for the decolonisation of knowledge within higher education. His lecture was titled ‘The captive mind and anti-colonial thought’ and drew from the themes of his numerous works including Sociological Theory Beyond the Canon (Alatas, 2017).
Alatas called for a broader, more inclusive framework for teaching sociological theory and the importance of doing so for contemporary higher education. For Alatas, this framework should move beyond a Eurocentric and androcentric focus of traditional curricula, and integrate framings and concepts from non-Western thinkers (including women) to establish a genuinely international perspective.
In particular, he discussed his detailed engagement with the neglected social theories of Ibn Khaldun, his efforts to develop a ‘neo-Khaldunian theory of sociology’. He also highlighted another exemplar of non-Western thought, the Filipino theorist José Rizal (see Alatas, 2009, 2017). Alatas discussed how such modes sort of non-Western social theory should be incorporated into social science textbooks and teaching curricula.
Professor Alatas further argued that continuing to rely on theories and concepts from a limited group of countries—primarily Western European and North American—imposes intellectual constraints that are both limiting and potentially harmful for higher education. Using historical examples, such as the divergent interpretations of the Crusades (viewed as religious wars from a European perspective but as colonial invasions from a Middle Eastern perspective), he illustrated how perspectives confined to the European experience often fail to account for the nuanced framing of such events in other regions. Such epistemic blind spots stress the need for higher education to embrace diverse ways of knowing that have long existed across global traditions.
Beyond critiquing Eurocentrism, Professor Alatas acknowledged the systemic challenges within institutions in the Global South, which also inhibit knowledge production. He urged for inward critical reflection within these contexts, addressing issues like resource constraints, institutional biases, racism, ethnocentrism, and the undervaluing of indigenous epistemologies through the internalisation of a ‘captive mindset’. Only by addressing these intertwined challenges, he concluded, can universities foster a more equitable and inclusive intellectual environment, and one that is more practically relevant and applicable to higher education in former colonised settings.
This keynote was a call to action for educators, researchers, and institutions to rethink and restructure the ways in which sociological and other academic canons are constructed and taught. But first, there is an important reflection that must be undertaken, and an acknowledgement, grounded in epistemic humility, that there is more to social theory than Eurocentrism.
There was not enough time to deeply engage with some of the concepts in his keynote; therefore, I hope to invite Professor Farid Alatas for an in-person conversation on these topics during his visit to the UK in 2025. Please look out for this event advertisement.
Ibrar Bhatt is Senior Lecturer at the School of Social Sciences, Education & Social Work at Queen’s University Belfast (Northern Ireland). His research interests encompass applied linguistics, higher education, and digital humanities. He is also an Executive Editor for the journal ‘Teaching in Higher Education: Critical Perspective’s, and on the Editorial Board for the journal ‘Postdigital Science & Education’.
His recent books include ‘Critical Perspectives on Teaching in the Multilingual University’ (Routledge), ‘A Semiotics of Muslimness in China’ (with Cambridge University Press), and he is currently writing his next book ‘Heritage Literacy in the Lives of Chinese Muslim’, which will be published next year with Bloomsbury.
He was a member of the Governing Council of the Society for Research into Higher Education between 2018-2024, convened its Digital University Network between 2015-2022, and is currently the founding convener of the Society’s Multilingual University Network.
References
Alatas SF (2009) ‘Religion and reform: Two exemplars for autonomous sociology in the non-Western context’ In: Sujata P (ed) The International Handbook of Diverse Sociological Traditions London: Sage pp 29–39
Alatas SF (2017) ‘Jose Rizal (1861–1896)’ in Alatas SF and Sinha V (eds) Sociological Theory Beyond the Canon London: Palgrave Macmillan pp 143–170
On 18 November I was ill. I recovered in time to travel to Helsinki for a symposium two days later, but winter storms shut down the airport, delayed flights and lost luggage, including mine. The symposium director Dr Timothy Smith (image 2 below, to the left) had to step in to act as my wardrobe assistant. Like many neurodivergent academics, Tim works across an astonishing range of knowledges, including political science, fine art, public policy and pedagogy. But I’m quite certain that sourcing for clothes to fit 155cm grumpy people isn’t part of their typical repertoire.
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Image 2: A symposium with person standing to the left holding a microphone; another in the middle, seated, in front of a projection with book cover and QR codes and next to a screen showing live captioning; more people in the foreground on different forms of seating and being
Image 3: Fidget toys placed on top of a paper file that reads ‘UNIARTS HELSINKI’, with a name tag with a lime green strap and name ‘KAI’.
Tim’s Neurodiversity in the Arts Symposium, which took two years of advocacy and planning, and draws on several more of research across neurodiversity and art education, took place at the University of the Arts Helsinki, modelling best practices for inclusivity, not just for neurodivergent folx. Universities, watch and learn. Yes it can be done. So, what does a symposium led by love look like in action? Let’s spell out a few ways how:
Programming not to neo-liberalist but ‘crip time’ (Kafer 2013), enabling us to process our thoughts, with 30 minute breaks between sessions, and a 2-hour lunch break;
Employment oflive professional CART (Communication Access Real-Time Translation) captioning – not the still racist AI captioning that does not grasp ‘non-standard’ accents (image 2, to the right);
Where divergent modes of being – including horizontally, in motion etc, not just seated or erect – are affirmed (image 2, foreground);
Inclusion of fidget toys in the goody bag (image 3);
Provision of quiet spaces – no, we’re not talking about a broom cupboard or first aid room doubling, but a (care-)fully decked out sensory rooms for group or solo use, with low lighting, different soft furnishings as well as more sensory objects for people to shut off, calm down and/or regroup (image 4);
Detailedmaps, diagrams and instructions for ‘walking or wheeling’ to venues; including for a dinner, at a five-star hotel, which was a delicious vegan spread – and entirely free of charge;
Priced at less than one-third the fee of a usual conference at €100 – and that’s for ‘participants receiving full institutional financial support’; otherwise, ‘please select the €0 fee option’;
Elevating and celebrating diverse body-minds-worlds whose research, creative and professional practice gather, collide and transcend disciplines, fields of knowledge, cultures, geopolitical borders, and specialisms and in the lineup. This includes shy*play, a pedagogical platform, collective, and art practice comprising teacher-researchers from Netherlands-Spain Antje Nestel and Aion Arribas, who invite us to ‘do neurodiversity’ (images 5a-5b); Estonian-UK PhD candidate Iris Sirendi discussing their Curating for Change curatorial fellowship at the Museum of Liverpool and urging – no, daring – the arts and cultural sector to step up and ‘crip the museum’ (image 6); US-Canadian-Polish feminist researcher and author of several books including Asexual EroticsProfessor Ela Przybylo disclosing their new identity/positionality of being autistic, and inviting responses Towards a Neuroqueer Conference Manifesto/a/x.
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Image 4: Sensory room, with low blue-green lighting, soft furnishings and soft toys
Image 5a: shy*play’s Antje Nestel and Aion Arribas, both holding microphones and reading from papers strewn on a long table
Image 5b: people ‘doing neurodiversity’ in different ways, including by displaying their creations on a wall that acts as a shared canvas
Image 6: Estonian-UK PhD candidate Iris Sirendi at a long desk speaking to a projection with a slide with the heading ‘What’s Next?’ and a logo that reads ‘The Neurodiverse Museum’
The above are just a few of the highlights from the in-person session on 22 November 2024, which complements an online symposium with a different programme a week prior on 15 November 2024 for those who prefer the digital interface, both of which are recorded with transcripts which all participants can freely access.
I’m not singing the praises of the Neurodiversity in the Arts Symposium because I was the keynote speaker.
I’m saying the above as I’ve been a keynote as well as participant in more than 100 conferences – and I’m still allergic to them, not least as someone who is hyperactive and literally cannot sit still. I’m also saying this as someone who’s curated several, including one on running as an arts and humanities discourse that a 2014 Guardian article said ‘other conferences could take a leaf out of’, for its 8-minute sprint formats and multi-modal approaches including film screening, meditation sessions and run-chats.
But Tim’s conference was way better. The symposium is prioritising not just neurodivergent and queer – neuroqueer (Walker 2021) – perspectives. Following the positionality of multiply-minoritised researchers in higher education Angel L. Miles, Akemi Nishida and Anjali J. Forber-Pratt at the University of Illinois at Chicago and Vanderbilt University as expressed in their powerful open letter to White disability studies and ableist institutions of higher education (2017), the symposium focuses on research that counter ‘white supremacy and racism; colonialism and xenophobia; ageism; sexism and misogyny; cisnormativity and transphobia; and heteronormativity and heterosexism’.
And I’m sure that Tim, like me, wants other conferences to come, to even better ours.
So, take our baton. Run with it.
Why neurodiversity? Why now?
‘Neurodiversity’ – broadly the coexistence of different ways of processing information, learning and being – has exploded as a buzzword in the past few years. If you didn’t know that 15-20% (Doyle 2020) of humans are autistic, with dyslexia, Tourettes, ADHD and other forms of neurodevelopmental processes, you will have run into the extensive media coverage, or seen your Gen-Z students or kids declaring their ‘neuro-spiciness’ on Tik Tok.
This year alone, I was external examiner for two creative PhDs by/for/with neurodivergence, and helped deliver one PhD candidate to the finish line and whom, since 28 November, can now add ‘Dr’ to their name, likely to the chagrin of those who think that only clinicians are ‘real’ doctors and experts. Collectively, these efforts are countering medicalised and deficit approaches to cognitive difference. By 2050, 1.94 billion of the 9.4 billion population will be neurodivergent – making neurodivergence far from a ‘niche’ phenomena or area of research, but one with substantive critical mass.
Those with social capital wear their difference as proud badges of honour. So far so ‘authentic’.
But surprise, surprise – for the multiply-minoritised, their difference continues to be demonised, pathologised, infantilised, and/or policed. This includes teachers and researchers who draw on their neurodivergence in their teaching and research. That’s also why many aren’t out – or have/want access to diagnosis (which themselves have long waiting lists, are costly and more), etc, and often aren’t reflected in the official figures and studies. It’s also only recently been understood in leadership studies that when a white heterosexual cis-man expresses his ‘true self’, it’s just not acceptable, or even laudable. For those who are not straight, not white, not of the right class, or the right skin tone etc – authenticity comes at a high cost – including literally so. Being dyslexic, I struggle with normative approaches to reading and writing – but reading and writing are literally bread and butter for an academic! Disclosing that you cannot read or write would be tantamount to career-suicide, especially if you are on a fixed-term contract – if you have been able to survive the ableist, racist and sexist HE system at all, that is.
Harvard, World Economic Forum, NESTA and other global bodies have been selling neurodivergence as the ‘next talent opportunity in the workplace’, ‘competitive advantage’ and a ‘neuroleadership’ antidote to in tackling wicked challenges for the Fourth Industrial Revolution — but without neurodivergent voices in this discussion, isn’t this objectifying and othering?
Then, there’s a certain cartoon-tycoon who has been dominating the headlines. When not firing their critics from their factories and firms, or firing rockets to colonise the moon and Mars, this person is firing spats on social media — before buying up the site to make it their temple for ‘unmoderated toxicity’. After firing pot-shots at child-free cat ladies, they’re asking ‘high-IQ revolutionaries’ to work for no pay for an incumbent government. The latter call is interesting because this person had announced that they are ‘with Aspergers’, using the outdated terminology still instrumentalised by certain ‘high-functioning’ autistic people, to denote that they are a genius — ie a high-IQ revolutionary themselves!
Why neurodiversity, love and HE art and design?
As an autistic child-free cat lady, it’s my duty to ask other neurodivergent artists, academics, activists and allies within Higher Education (HE) to do more and do better, to call out on dangerous neurodivergent figures and approaches, and to counter that with love. If Machiavellian misfits and messiahs weaponise their neurodivergence, so must neurodivergent movers and shakers dis-arm them.
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Caption: Love-led guidelines for to make spaces more inclusive, in diagram form with 8 blocks of texts. From Tan, Kai Syng. Neurodiversity In/& Creative Research Network shared, LIVE, CO-CREATED Community Guidelines since 2022
For several years, I’ve researched into and discussed the need to dismantle harmful narratives of neurodiversity. Through an art-psychiatry project, founding of a global 435-member network for neurodivergent innovators, I’ve urged for a decolonial — ie shift of focus away from knowledge and practices in the West and global north — and intersectional — ie consideration of a how multiple, complex contexts interact and intersect — approach. We’ve come up with love-led guidelines for activities (image 7). I’m editing a publication with a major academic publisher, which is possibly the first book with openly neurodivergent academics ranging from early career researchers to established, newly-‘out’ professors, to discuss our research through the prisms of neurodivergence and creativity (c2027). Along the way, we are introducing and foregrounding neurodivergent approaches to knowledge, creative research and writing with play, lived experience and more, thus challenging the dominant, normative habits demanded by the academic publishing industrial complex that emphasise the linear, causal, and ‘neutral’.
On this SRHE platform, I’ve previously discussed a neurodivergence-inspired pedagogical approach to transform HE culture, illustrating how this isn’t just an armchair exercise or a theoretical pontification from the ivory tower, with examples I have led, such as a four-day festival for Black History Month 2020 in Manchester. To mark Valentines’ day this year, I discussed the need to build love into HE curricula – standing on the shoulders of great artists, activists and teachers before us, like bell hooks, Paulo Friere and James Baldwin.
My keynote at the Neurodiversity in the Arts Symposium was entitled ‘Neuro-Futurism and Reimagining Leadership’. My performance-lecture was based on my book of the same title, subtitled ‘An A-Z Towards Collective Liberation’. Grasping how systemic oppressions are interconnected and how liberatory approaches to education must be joined up is vital in this discussion. I postulate a new intellectual agenda and action plan for ‘leadership’ as discourse and practice anchored in visual arts and arts education. Re-claiming the subject from business or arts management, and away from a trait/talent hinged on individualism, hierarchy, genes or luck, the book – and my performance – entangles critical leadership studies with socially-engaged art and relational aesthetics, embedding neuro-queering, futurity, and Chinese Daoist cosmology for the first time, to introduce ‘neuro-futurism’ as a beyond-colonial, (co-)creative change-making framework.
The participants of the symposium grasped this, responding by describing the performance-lecture as ‘phenomenal’. Brazilian artist-researcher Fran Trento, a postdoctoral researcher at the Department of Geosciences and Geography at the University of Helsinki, even took live notes and pictures to add to their mobile participatory art installation, and wheeled it around, further spreading love in HE – literally (Image 8). If it hadn’t been snowing so heavily, Fran would have wheeled their installation outside, beyond the ivory tower, to make visible what the abstract yet very simple four-letter word – love – can look like.
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Image 8: Dr Fran Trento standing next to their mobile installation that comprises a jacket onto which participants can make marks onto, scrolls of film, and a pail with cameras and other creative and critical tools to dismantle harmful narratives and approaches
Image 9: A signboard ‘Neurodiversity in the Arts Symposium’ covered in snow, in a street raging with a snow-storm with cars passing by in front of a building across the road
And love is critical if we want to dis-arm and dismantle violent master (sic) narratives and approaches of neurodivergence. If neurodivergence is a superpower — a trope I have also critiqued as, while useful, it can be reductive/fetishistic, and capitalised by the ‘high-functioning’ to self-select into an elitist club that excludes others — then there are also villains and Machiavellian messiahs who abuse their (super)power. The irony is — and yes, autistic people can grasp irony — is that these self-proclaimed ‘anti-establishment’ ‘outsiders’ are often the very personification and product of the system,as poster boys of capitalism and more. Remember the call for ‘weirdos and misfits’ outside the Oxbridge set to join Number 10 – by figures whose pedigrees were archetypal of the ruling class — private education, Oxford degree, political strategist to a prime minister similarly outfitted?
Now that’s weird!
Braving storms ahead
My luggage got lost – again – on my way back to the UK, but academic and arts and cultural workers must lose neither our focus or hope. As hatred becomes even more mainstreamed and normalised, minoritised body-minds and approaches will remain hardest hit. There will be storms ahead (image 9). We – and that includes you – must step forward and step up. As US author Octavia E Butler (1947–2006) warns, unless we build ‘different leadership’ by ‘people with more courage and vision’, we’ll ‘all go down the toilet’. That’s why the Black science-fiction bestseller, who was also dyslexic, wrote story after story that reimagined different, better realities.
To not go down the toilet, we must disarm those who weaponise their neurodivergence. Here are some of the things that neurodivergent academics, artists, activists and allies can do:
Shift your curricula to elevate and celebrate efforts that are truly leader-ful, joy-ful and equitable, and directed towards collective liberation. I’ve named several in this article. No excuses.
Stop the hierarchy of normality – within neurodiversity groups in and beyond HE too – that props up antics that are white supremacist, patriarchal, misogynist, racist, transphobic, homophobic, xenophobic, colonialist, capitalist, ableist and extractive. Stop fuelling the misfits and messiahs with ill-intentions.
Instead, invest in and donate your time, energy and skills to support love-led efforts. If you have a voice/ platform and can afford to, mobilise it to push back against the violence. People in senior management paygrades, make use of your position/proximity to the top of the food-chain to action positive change beyond lip service or generic policy statements about the civic duty of HE, and bring to life its promises about equity, social justice and inclusion.
On that latter note, I’m seeking to curate a 3-day international summit in 2026 that re-imagines HE art and design as a change-making and future-making force through neuroqueer, social justice and leadership prisms. This welcomes anyone with a stake in the arts and culture, higher education, social change and inclusive futures, to get together to explore the coexistence of different ways to (un-)learning and being in the world, to share best practices about inclusion, and to collectivise and co-create action plans for more inclusive futures within and beyond the art school and HE. Through quickfire provocations, transdisciplinary speed-dating, reverse-mentoring, co-creation of toolkits, skateboarding tours, running-discourses and other embodied forms of engagement, we will not just learn about ways to make ‘reasonable’ adjustments for neuro-divergent students and staff, but to learn about their innovative approaches, and thus reimagine ways to understand and do ‘leadership’, so as to make positive changes, within and beyond art and design and HE. This shift in paradigm to position art and design higher education is aligned with – and can amplify – other ongoing efforts in the sector, such as the Creative Education Manifesto. Get in touch if you’re keen to help do the work.
All that said, clearly, neither Tim’s symposium or my proposed summit are the only or last word in this matter. You, too, can lead with love, if you don’t already.Prioritise an intersectional approach to neuroqueer the curricula, towards dis-arming stories and approaches that are white supremacist, racist, colonialist, xenophobic, ageist, sexist, misogynistic, classcist, transphobic and heteronormative.
CREDITS: Photographs by Kai. Photograph of Kai by neurodivergent artist-curator-activist-PhD-candidate Aidan Moseby
Kai Syng Tan is an artist, academic, author, and agitator who adores cats and alliteration. Their bookNeuro-Futurism and Re-Imagining Leadership: An A-Z Towards Collective Liberation re-imagines leadership as a co-creative, neuro-queered practice centring anti-oppression and futurity: it was published in Summer 2024. See here to join the book tour. Sign up here to participate in the CHEAD Leadership Programme taster entitled What’s love got to do with leadership? led by Kai as a new CHEAD Trustee, which will feature a response by Pascal Matthias, Associate Vice President EDI and Social Justice, University of Southampton and Co-Founder at FACE (Fashion Academics Creating Equality). Kai is Associate Professor in Arts and Cultural Leadership, University of Southampton, UK. All views here are their own.
