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Revealing university identity: a methodological reflection

by Michelangela Verardi

The blog is based on the outputs from my DBA in Higher Education Management (University of Bath) thesis entitled: ‘University identity: Statutes and Architectures”

Understanding what a university is – not only what it claims to be – requires a methodological approach capable of grasping identity in motion. Identity in higher education is rarely singular, it shifts across texts, spaces, and lived experience. To capture this complexity, I developed what I call the three‑card trick method: a triangulated approach designed to reveal organisational identity by examining how it is declared, embodied, and interpreted.

This method was tested through work with two Italian private universities that offered naturally contrasting contexts for methodological refinement. Their differences mattered only insofar as they enabled the method to be stretched, challenged, and sharpened.

The three‑card trick draws inspiration from the dynamic model of identity proposed by Hatch and Schultz (2001), who describes identity as a continuous movement between internal culture, expressed identity claims, and the images reflected back from external audiences. Identity, in this view, is not a fixed essence but a circulation. Their caution, following Baudrillard (1997), that identity signs can become detached from underlying reality – drifting into simulacra – reinforces the need for a method that can test alignment between what institutions say, what they materialise, and what people experience.

The three cards I propose are the statutes, the architectures, and the community narratives. Each represents a different mode of institutional expression. The method aims not simply to analyse each card but to understand the dynamics of identity produced by their interaction.

The first card, the normative corpus, includes statutes, codes of ethics, internal regulations, and other formal documents through which universities define their mission, values, and governance arrangements. These texts constitute the institution’s official voice. They are stable, durable, and often crafted with significant care, especially in systems where they must meet regulatory scrutiny. Analysing them involves reading not only what is said but how it is said, what is emphasised, and what is left unsaid. Rather than focusing on legal technicalities, the method treats these documents as identity artefacts: expressions of the university’s formal self‑understanding. To analyse this first card, I carried out a close textual reading guided by legal hermeneutics criteria, paying attention to wording, silences, and framing to uncover the identity logic embedded in formalised norms. The normative corpus provides the frame through which a university declares who it is, what it stands for, and how it intends to act. Yet these documents also reveal strategic adjustments, selective formulations, and silences that may reflect external pressures of bureaucratic control or evolving internal orientations.

The second card, architecture, concerns what the university expresses without words. Buildings, spaces, and material artefacts convey identity continuously, whether intentionally or not. Architecture shapes how people move, gather, celebrate, and learn; it anchors institutional memory; and it projects messages to newcomers, visitors, and the wider public. In this method, campuses are examined as symbolic landscapes. The analysis draws on a researcher‑generated visual archive – photographs, observations, and campus maps – to interpret space in terms of its semiotic and functional qualities. Three types of spaces are considered. Lived spaces are the places in which daily academic life unfolds: classrooms, courtyards, cantinas, shared areas. Representational spaces are used for ceremonies, governance, or ritual moments and often communicate concentrated symbolic meaning. Symbolic artefacts include statues, inscriptions, paintings, or any object that repeatedly signals aspects of identity. For this second card, I applied a visual‑interpretive method, using systematic photo‑analysis to understand how spatial arrangements and artefacts embody identity messages. Architecture is often where identity is most enduring – and where discrepancies become visible.

The third card, community narratives, focuses on identity as lived and interpreted. Through semi‑structured interviews, enriched by tools such as photo‑elicitation, participants are invited to interpret their own spaces and articulate what the university represents to them. This method avoids direct questions about identity, instead creating space for the emergence of themes related to belonging, values, distinctiveness, and institutional meaning. Narratives play a crucial role in understanding how identity circulates. They capture how members internalise or resist official claims, how they interpret symbolic spaces, and how they perceive the institution’s evolution. For this card, I used thematic analysis to draw out recurring patterns across interviews, tracing how individuals make sense of the university’s character and development. Community narratives sit at the intersection of expressing, impressing, reflecting, and mirroring, showing how identity is reproduced or transformed through lived experience.

The power of the three‑card trick lies in combining these forms of evidence rather than treating them separately. Analysing only the normative corpus risks confusing idealised statements with actual practice. Relying solely on architecture risks attributing static identity to institutions that are evolving internally. Listening only to narratives risks privileging individual interpretations without recognising structural or symbolic constraints. Triangulation allows identity to be seen not as a fixed point but as a set of movements. It highlights coherence when the three cards reinforce one another, and it exposes misalignment when one card diverges significantly from the others. Importantly, the method is not designed to declare whether an institution’s identity is true or authentic. Instead, it reveals how identity is declared, embodied, and experienced; how it evolves; and how it becomes contested or stretched under external pressures. When the three cards move in harmony, identity appears legible. When they move apart, the institution may face identity friction – an early signal that adjustment or reflection is needed.

In an era of increasing regulation, marketisation, and pressure to differentiate, universities often feel compelled to communicate distinctive identities while simultaneously conforming to external norms  and pressures. The three‑card trick provides a practical, conceptually grounded method for observing identity in this tension. By keeping all three cards in sight, the method helps institutions recognise what they are truly communicating, intentionally or otherwise, and how they might align their identity more coherently as they evolve.

Dr Michelangela Verardi is a senior technologist and grants manager at the University of Milan, where she oversees the legal and organisational frameworks for artificial intelligence research projects in health science. A qualified lawyer, she brings extensive expertise in university governance and institutional legal affairs, following a long tenure as Legal Office Director at Bocconi University. Dr Verardi holds a DBA (Doctorate in Business Administration) in Higher Education Management from the University of Bath and serves as an adjunct professor at Accademia del Lusso. Her research interests include university identity, branding and IP protection, the internationalisation of academic systems, and the judicialisation of university policies.


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Work-based learning and assessment during Covid-19

by Nick Mapletoft and Andy Price

This is one of a series of position statements developed following a conference on ‘Building the Post-Pandemic University’, organised on 15 September 2020 by SRHE member Mark Carrigan (Cambridge) and colleagues. The position statements are being posted as blogs by SRHE but can also be found on The Post-Pandemic University’s excellent and ever-expanding website. The authors’ statement can be found here.

The purpose of this blog is to provide an insight into how an alternative provider of higher education, an English private university centre (University Centre Quayside (UCQ)) specialising in work-based learning (WBL), continued to deliver to degree apprentices throughout the Covid-19 pandemic. WBL is a particular branch of higher education that is based upon work and should benefit the employer, which in itself creates tensions. The post considers the impact on apprentices, who work for different employers throughout England including NHS frontline workers, through remote tutorials and remote assessment. It also considers varying employer responses from abandoning or postponing apprentice starts, to maximizing the opportunity for off-the-job training for staff on furlough and starting a programme in specific response to the pandemic.  

UCQ delivers its fully integrated Chartered Manager Degree Apprenticeship (CMDA) and BA Hons in Professional Management via a modular approach, with subject specific modules lasting seven weeks. Each module consists of two days of taught sessions delivered by a Module Lead with up to twelve students in attendance, supported by one to one tutorials and work based assessment via a Professional Development Assessor. Whilst for most students the university campus is an inspiring and invigorating place to learn, it is not uncommon for WBL students to do most of their learning at work, or at a business venue. Up until February 2020 all taught sessions were delivered face to face at venues throughout England, tutorials were often conducted remotely, work-based assessment was undertaken at the employer’s premises.  

When the Covid-19 situation started to unfold, UCQ began successfully transitioning to 100% online delivery through the principles of user centred design (ease of use), Human Factors and agile team working. The curriculum itself was largely unchanged, however different pedagogical techniques were necessary to better facilitate online delivery. Module Leads continuously improved online delivery through an iterative process of continuous feedback  from students and their employers. 

For the delivery of remote lectures, UCQ initially set up additional GoToMeeting accounts, avoiding Zoom due to published security breaches. Some client (employer) firewalls prevented students from joining GoToMeeting sessions, and student feedback requested more virtual small group working and more interactivity between the learners (as we would expect in a normal physical learning environment). Scholars continue to debate the importance of the social setting and interaction on an individual’s learning, with classrooms typically being focused on some social interaction. Replicating a synchronous learning model with strong social and personal interaction is however one of the hardest aspects to replicate on-line. Microsoft Teams was considered to be the best solution to facilitate the desired interaction. All UCQ staff and students now have Microsoft Office 365 accounts including Teams. Teams benefits from additional privacy settings to obscure the background, where there was a potential safeguarding implication with children being home schooled through the lockdown and the Summer. The same technology was used to capture work-based assessments, for example observing a CMDA student chairing a virtual meeting.

Apprentices’ employers were impacted by Covid-19 in different ways depending on their market sector and the attitudes of their leaders. Those in the hospitality and some service industries were unable to work from home, with staff put on furlough. UCQ sought to continue to engage furloughed staff in the CMDA programme, maximizing the opportunity for off-the-job activities. One large employer in facilities management embarked upon a national apprenticeship promotional campaign to extoll the advantages of apprenticeships to their furloughed workforce. Other employers aborted their enrolments, some because the pandemic resulted in uncertainty or loss of staff, others, for example in logistics, because they became too busy as a result of an increase in workload. Some potential students postponed their enrolments whereas some accelerated their applications as they saw their employer investing in them for the next 40 months as a reassurance.

UCQ’s students have managerial responsibilities which they needed to maintain during Covid-19. This meant that they faced challenges studying as a degree student, whilst simultaneously facing new tensions in their professional existence. As working from home was adopted by those that could, our managerial students needed to adopt new virtual team leadership roles. Anecdotally students started to show a heightened interest in academic areas of leadership and remote working, quickly developing new managerial skills in response to the Covid-19 situation. A core principle of the CMDA being the relating of theory to practice, meant that students now needed to grasp the issues created by Covid-19 as they emerged. Some students fed back to UCQ staff that the CMDA programme had provided a welcome  intervention and stimulating area of focus throughout the pandemic. Others described how the skills and knowledge they had acquired were helping them to cope as managers through rapid application, contextualisation and critical reflection of new skills and knowledge. 

Some students asked for further consideration but there was no formal grading safety net and all modules still needed to be completed in full and on-time to ensure progression, as the CMDA standard needed to be met in full. However, a core principle of the UCQ CMDA delivery is to work with students in terms of the pressure of their extant management roles on their academic responsibilities and to have a responsive and flexible approach to successful assignment completion. This would also include a fair and equitable response to any issues of grade erosion. Close monitoring of attainment showed an overall increase in assignment marks and a continuous improvement in progression.

In an attempt to understand the effect on students, UCQ sought student feedback at the start of the pandemic and then after six months, whilst closely monitoring results and progression. Feedback showed a high level of satisfaction in the UCQ experience, with many students preferring the remote delivery model as it saved them travel time and expense, it also resulted in UCQ staff being easier to contact as they were no longer travelling long distances.

Summary of key findings

There are substantial differences in the way that employers have responded to the pandemic and the resulting effect on their investment in staff learning and assessment. Apprentices have responded differently too, with some having withdrawn from the programme, some postponed their start date, some have taken a break-in-learning, whilst the majority report to have been better able to focus whilst working from home and to have found studying on the CMDA a positive distraction (from Covid-19) and professional support in their new ‘crisis’ management roles.

Nick Mapletoft holds a professional doctorate from the University of Sunderland, and graduate and post graduate qualifications in computing, leadership and management, business and enterprise, and education. His post-doctoral work centres on work-based learning (WBL) approaches and pedagogies, and the WBL university. He is the Principal and CEO of the University Centre Quayside, an approved boutique provider of higher education via degree apprenticeships.

Andy Price has over twenty years’ experience in higher education and is presently Programme Leader for the CMDA at UCQ. He has held various academic and leadership roles elsewhere in the sector including Head of Enterprise Development and Education at Teesside University and Assistant Director of the Institute of Digital Innovation. Andy is a long-standing champion of work-based learning and has led significant curriculum development in this area

Paul Temple


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‘Alternative’ they may be, but ‘providers’ …?

By Paul Temple

Not that many SRHE members – I’m guessing here – will have called in on the London College of Business Sciences in Dock Road, E14. If you were planning a visit, you’d need to be sure that you hadn’t confused it with the London College of Business Management. Other traps for the unwary could be the London College of International Business Studies, not to mention the London College of Business Management and IT. Or indeed any one of a long list of for-profit colleges with the words ‘London’, ‘College’ and ‘Business’ in the title. The QAA has the thankless (and it seems to me pointless) task of inspecting these places. The London College of Business Sciences, to make a random choice, was established in 2010 and has changed ownership every year since then. It’s not then particularly surprising that the QAA in a report this year found that ‘The College’s…management of academic standards…is not fully effective’.

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