Oxford Global Resources’ Post

Some quick thoughts on this: The price of college has increased drastically. There has been a lot discussions around how expensive Colleges are and if acquiring debt to go to college is even worth it. However, one question arises to whether going to college equals to intelligence and or workforce competence? More and more I see less young adults less interested in going to college and are actively looking for other avenues or ways to get the same information for less. Thus this might be one of the reasons for the gap in labor force in several industries and or sectors. Furthermore, to quickly analyze our current wage gap, based on personal observations, the unwillingness for big companies to increase their workers wages and overwork them on as little pay as possible is what also will cause big companies that require a large labor force to evaluate their compensation approach to their lower level employees. To add onto this, in some cases we can further argue the lack of attention directed towards work environment. To further play devil’s advocate, sometimes the companies may feel as if even if the individual has the right qualifications on paper (degrees etc.) it may not be sufficient evidence for the company to provide a higher salary. Companies like UPS has faced this and dealth with it. Now other large companies are facing this also. To counter this, we can argue that some companies are actively investing and looking for other ways such as AI automation to replace the workforce thus garantying less expensive and keeping a bigger pie to split amongst the founders and shareholders. So, it all comes down to 2 questions for me. The big one for me will be, Are these companies going to give up a piece of the pie in order to keep te foundation that of the company strong and intact or will they break it? And will they allow the new age of AI and automation to be their new workforce, thus ditching the humane for the inhumane for less expenses and more profit? Don’t get me wrong, some people are happy to work hard, but it has to be for the right pay and circumstances because what is the point of working hard and feeling that your hard work goes unnoticed and you can’t even take good care of your family and or spend enough quality time with them? This should be interesting to see the development in the coming 5-10 years as several industries are forced to learn and adapt. Until then, to any individual reading this, learn and adapt for yourself or the possibility of being left behind will be detrimental for you and your loved ones.

Reflecting on my journey post-Ph.D., I appreciate the unexpected turns that led me to a fulfilling non-academic career. In early 2020, amidst the final stages of my dissertation, the global pandemic disrupted the academic job market, halting interviews and campus visits. What followed was a period of uncertainty and reflection on my next steps after eleven years in post-secondary education. Instead of waiting for the storm to pass, I explored career opportunities outside academia. It was a daunting transition, navigating applications and interviews across diverse sectors—from tech to public policy—often facing setbacks and tough decisions. My breakthrough came when Harris County, Texas, offered me a role as a Policy Analyst, focusing on law enforcement policy and practice. Working with the third-largest Sheriff's Office in the U.S. was eye-opening, allowing me to apply my Criminology background practically. I engaged with stakeholders at all levels, from elected officials to law enforcement officers, leveraging secure databases and court records to inform policy decisions. Although my tenure with Harris County was brief due to personal reasons, it ignited a newfound passion for public service. Armed with a deeper understanding of what industry and government valued in candidates with advanced degrees, I began a renewed job search. Now, three years later, I find myself thriving in a remote role, conducting research that blends academic rigor with practical application. I've navigated challenges, received promotions, and embraced a career path that offers stability and professional growth beyond the confines of academia. My journey underscores the opportunities beyond traditional academic roles for Ph.D. holders. It's a testament to resilience, adaptability, and the rewards of exploring diverse career paths. If you're considering a transition outside academia, know your skills and expertise are highly valued across sectors. Embrace the journey—it might lead you to unexpected but deeply rewarding destinations. #NonAcademicCareers #PhDToIndustry #CareerTransition #PublicPolicy #Criminology #AltAc #Research #SkillTranslation #Academia #AcademicCareers #PolicyAnalysis #GovernmentJobs #LawEnforcement #AdvancedDegrees #ProfessionalGrowth #RemoteWork #PublicService #DiversityInTech #JobSearchStrategies

Quick reminder that Margaret N. and I have an open call for proposals for an edited collection on the histories and futures of career diversity: https://lnkd.in/g9q7Jybm. Proposals are due on September 3! In this book, we want to use “career diversity” as a case study to explore how systems change happens in the complex bureaucracies of higher education. With that in mind, contributors shouldn't be shy about making recommendations or engaging in situated speculation, and chapters should go beyond just describing past initiatives.

Attention UK University Students and Recent Graduates, We're embarking on an important research journey to uncover what factors contribute to academic success among university students. If you're a current or recent UK undergraduate or postgraduate student, we want to hear from you! Our study aims to explore various aspects of the student journey, including experiences of discrimination, well-being, and self-efficacy, and how they relate to academic performance. Your insights could help shape future support systems and policies in higher education. To participate, you need to: -Be 18 years or older -Read and write English -Be a current UK undergraduate, postgraduate student, or a recent graduate (within the last 2 years) -Individuals who meet the following criteria: born in the UK, has settled status or permanent residency, holds indefinite leave to remain, or is eligible for indefinite leave to remain (having resided in the UK for more than 5 years). This maintains the homogeneity in lived experience. Feel free to share with your networks too! We would really appreciate this! 🔗 https://lnkd.in/eegvt4fs Let's work together to make a difference in the academic journey of students across the UK! #StudentJourney #AcademicSuccess #HigherEducation #ResearchStudy #UKStudents

SPEAKING IN PUBLIC - Part 1 Media Interviews are a powerful form of information, communication and opinion. When speaking in the media, we have responsibility for our opinions ... with the ability to persuade and influence others. This morning I spoke on Channel 9 The TODAY SHOW with hosts Karl and Sara, about teachers creating a raunchy calendar. An interesting interview ... based on Courier Mail article written by state political editor Hayden Johnson, titled: "School discipline: Role playing teachers in raunchy office calendar" This interview was of great interest to me for a number of complex reasons: Are the actions of these employees justified as a way to 'release stress' or 'have some fun' because they're over worked and treated with little care by their employer? Is it OK to trivialise the importance of education to our nation? Who are the stake holders involved? Who has the most to lose? Let's take a quick look at the school profile: ▪︎ Cricos Registered for International students ▪︎ School of Excellence - Four Academies ▪︎ Gateway School in Aviation, partner - Boeing ▪︎ Yr 11 Biomedical Engineering where students make and test prosthetic legs ▪︎ School in Di Farmer - Education Minister's electorate ▪︎ Queensland Education Department denies it What effect could the actions of the employees have on the school's international program? What global effect in terms of how Australian teachers are viewed? I weigh up my response using my diverse knowledge and experience of 38 years in the 'education jungle' as a school principal. I have less than 90 minutes to research, prepare notes, shower, makeup and drive to the studio. I research the topic, background, detractors, consequences and implications, to the best of my ability in the time I have, whilst considering how my response is perceived by a national audience. Being a media personality is a wonderful experience, I take this responsibility seriously. Decisions can be influenced by what I say. What do you think? Are the actions of these employees appropriate? What possible consequences could occur as a result of their actions? What you don't know is this: the Qld Education Department's Integrity Unit will more than likely take another 6 to 12 months to ponder it, with a priority on the political consequences. They may 'stand the teachers down on full pay' whilst investigating the events, followed by a further 12 months to start the investigation process. This is an industrial age act, removing them from school by banishing them to permanent 'house isolation' with no end date, under the Qld Public Service Act. Employees are then subjected to the archaic practice of long term total silence from their employer. A vast majority experience extreme depression, anxiety and are left 'broken' by the experience. There are other more humane solutions. See Part 2 in my next post

The next instalment of Breakfast News has been confirmed for exactly one month today. 📅 Wed 10th July 📍 The Anthologist, London 💻 Broadcasted online '(Not just) London calling' - a theme centred around regional hiring. Just over 60% of students are living nearby and commuting to university whilst less than half of students now have a preference to work in London post-university (Cibyl UK Graduate Survey). The cost of living and cost of studying, plus the diminishing ability for lower socioeconomic groups to move to London - could all be having an impact on employers ability to hire and meet diversity aspirations. Join us or tune in to: 👉 hear from students who've made bold location decisions 👉 understand some regional employer-educator collaborations in action 👉 meet leaders hiring in the regions 👉 get a glimpse on hiring approaches in Europe and globally Register in-person or online, below: In-person: https://lnkd.in/eSA_HTfg Broadcast: https://lnkd.in/egP72gDe Thanks to our sponsors: Institute of Student Employers, Blackbridge Communications and Cappfinity. #EarlyCareers | #EmergingTalent | #FutureTalent | #EmployerPartnerships | #University | #Reolcation | #RegionalHiring

Good questions from my pal Jon Lukomnik.

No two markets are created equal! Incorporating nuanced understanding into your recruitment strategy is key to connecting with international students effectively. Our insights highlight the importance of aligning your marketing efforts with the specific preferences and expectations of diverse student populations. Considering cultural nuances, communication preferences, and regional economic factors is crucial for a strategy that leaves a mark. These tailored approaches not only improve recruitment outcomes but also enhance the overall student experience, fostering a more inclusive and supportive educational environment. Which is what we all want, right? Reach out in the comments, or send us a dm - we'd be happy to share our research! #InternationalStudentRecruitment #CulturalUnderstanding #TailoredApproach

As a teacher over the years I have been inundated by online "cold calling", which often is just a message from a recruiter who asks whether I am looking for work or not. In 99% of messages there is usually no job at all but is some sort of false promises being made, that jobs exists, in most cases they are hopeful that you can sign up with them. In 8 years of dealing with them , (I have been teaching longer than that) I have now found that their incompetence level has risen or lowered to an even lower level. No school really employs you without QTS, and yet I get asked if I have QTS, and I don't know what to say, how have I been teaching all these years without the relevant qualifications - the PGCE & QTS? The audacity of some of these recruiters is also breathtaking and I have to really activate my breathing exercises combined with remembrance of God and being patient. In some occasions they just think as a family man I can easily relocate to another part of the country without actually thinking about the impact it would have on my family life or even how they could help me in that process, they are so often blinded by the undisclosed signing on fees that they don't care about teachers. Recently I was asked if I would move abroad, I'm open to such suggestions but I simply relayed my fears and recruiter was taken back and said he was only asking me about a job in education. July 2024 has made me as a brown Muslim man in the UK really consider my future here. If the current Labour government got elected with less votes than a losing Jeremy Corbyn, how many votes will it take for Reform to get elected, especially with the latter party targeting potential voters currently in school via TikTok and Instagram and help shape their views - it would certainly make it very uncomfortable for me and my family to reside in such a toxic environment. So dear recruiters please do get in contact if you really have something solid to offer but also try and look out for your candidate, as much as you do your client schools.

University of Phoenix College of Doctoral Studies released a new white paper, “Remain or Resign? Workplace Attitudes 2020-2023,” by Danielle Kearns-Sixsmith, Ed.D., a Research Fellow with the Center for Educational and Instructional Technology (CEITR). Reviewing findings of the University of Phoenix Career Institute® Career Optimism Index® study over the past three years, this white paper captures indicators what retention actions are working and what are not, with broad-reaching implications for employers and workers. #Research #HigherEd #Careers #WeRise