BME BME Participation inParticipation inNorthwest SETNorthwest SET

Dr Kate BoothDr Kate BoothDr Haifa Takruri-RizkDr Haifa Takruri-Rizk

Dr Kamel MansiDr Kamel MansiDr Lalith WelamedageDr Lalith Welamedage

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Outline of PresentationOutline of Presentation

• The projectThe project– Background ContextBackground Context– ObjectivesObjectives

• Theoretical rationaleTheoretical rationale• Research Design and MethodologyResearch Design and Methodology• Preliminary findings of the Preliminary findings of the

Undergraduate surveyUndergraduate survey• Concluding RemarksConcluding Remarks

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Background:Background:National ContextNational Context

• UK economy will face a labour shortfall of about UK economy will face a labour shortfall of about 714,000 in 2010714,000 in 2010[1][1]

• In 2002In 2002[2][2]

– High-SET intensive sectors of the economy High-SET intensive sectors of the economy produced 27.3% of the total added valueproduced 27.3% of the total added value

– The engineering and physical sciences related The engineering and physical sciences related sectors accounted forsectors accounted for• 30% of GDP, 40% of all investment and 75% of all 30% of GDP, 40% of all investment and 75% of all

industrial R&Dindustrial R&D• more than 70% of value added, employment and more than 70% of value added, employment and

investment in plant and machinery in the investment in plant and machinery in the manufacturing sectormanufacturing sector

• more than 85% of total exportsmore than 85% of total exports

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Background:Background:National ContextNational Context

• Minority ethnic groups will account Minority ethnic groups will account for half the growth in the working age for half the growth in the working age population between 1999 and 2009population between 1999 and 2009[3][3]

• A survey of registered engineers in A survey of registered engineers in 2005 showed that only 3% were from 2005 showed that only 3% were from ethnic minoritiesethnic minorities[4][4]

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Background:Background:Northwest ContextNorthwest Context

• Number of young people in the region predicted Number of young people in the region predicted to drop by 12% (cf national average of 7%)to drop by 12% (cf national average of 7%)[5][5]

• 5.5% of Northwest population is non-white5.5% of Northwest population is non-white (cf 8% (cf 8% nationally)nationally)[6] [6]

– Distribution of BME groups across region is highly Distribution of BME groups across region is highly differentiateddifferentiated[7][7]

– Increase in BME communities will be mainly from the Increase in BME communities will be mainly from the Asian sub-continentAsian sub-continent[8][8]

• BME unemployment is higher than the national BME unemployment is higher than the national averageaverage[6][6]

• Disparity exists between BME and white Disparity exists between BME and white employment rates for highly qualified peopleemployment rates for highly qualified people[8][8]

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Background:Background:Northwest ContextNorthwest Context

• Science and engineering occupations are Science and engineering occupations are identified as regional ‘Problem Priority identified as regional ‘Problem Priority Occupations’Occupations’ in the Regional Development in the Regional Development PlanPlan[9][9]

• Science, engineering and technology identified Science, engineering and technology identified as priority sectors for ‘improving productivity as priority sectors for ‘improving productivity and growing the market’ in the Regional and growing the market’ in the Regional Economic StrategyEconomic Strategy[5][5]

– Implementation of the Northwest Science StrategyImplementation of the Northwest Science Strategy– Delivering the skills required by priority sectorsDelivering the skills required by priority sectors

• Economic strategy will have to embrace a ‘more Economic strategy will have to embrace a ‘more culturally diverse population’culturally diverse population’[8][8]

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ObjectivesObjectivesof the Projectof the Project

To explore the motivating factors To explore the motivating factors encouraging undergraduates and encouraging undergraduates and graduates to engage in SET and graduates to engage in SET and the barriers to progression, the barriers to progression, attainment and employment attainment and employment faced by BME students and faced by BME students and graduates in the North West.graduates in the North West.

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Theoretical RationaleTheoretical Rationale

•Three main dimensionsThree main dimensions– Employers’ requirements and Employability Employers’ requirements and Employability

SkillsSkills• Interaction between Universities and EmployersInteraction between Universities and Employers• Academically qualified people or technically Academically qualified people or technically

skilled peopleskilled people

– Career ChoiceCareer Choice• Influencing factors on career choice (social Influencing factors on career choice (social

capital, role models, etc)capital, role models, etc)

– Discrimination and Diversity ManagementDiscrimination and Diversity Management• Queuing TheoryQueuing Theory• Competition theoryCompetition theory• Diversity Management Diversity Management

Research Design Research Design and Methodologyand Methodology

Census, Survey Research and Census, Survey Research and Semi-Structured InterviewsSemi-Structured Interviews

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CensusCensus

• Census of SET employersCensus of SET employers– 1300 questionnaires sent to SET 1300 questionnaires sent to SET

employers in the Northwest to dateemployers in the Northwest to date– Further 1400 to be sent outFurther 1400 to be sent out

• Census of SET undergraduate Census of SET undergraduate students students – 1200 questionnaires distributed to 1200 questionnaires distributed to

undergraduate students on SET undergraduate students on SET degrees at the University of Salforddegrees at the University of Salford

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Graduate SurveyGraduate Survey

• Graduates StratifiedGraduates Stratified– Ethnicity stratumEthnicity stratum– Gender stratum, andGender stratum, and– Degree programme stratumDegree programme stratum

• Sample SelectionSample Selection– Complex Sampling using SPSSComplex Sampling using SPSS

• 500 questionnaires sent out500 questionnaires sent out

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Instrumentation Instrumentation

• Employer QuestionnaireEmployer Questionnaire– Background information (nature & size of Background information (nature & size of

business, ethnicity of employees, etc)business, ethnicity of employees, etc)– Equality and Diversity managementEquality and Diversity management– SET policies and initiativesSET policies and initiatives

• Undergraduate Questionnaire Undergraduate Questionnaire – Degree choiceDegree choice– Future career goals and aspirations Future career goals and aspirations – Equality and DiversityEquality and Diversity

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Instrumentation Instrumentation

• Graduate QuestionnaireGraduate Questionnaire– Degree choiceDegree choice– EmployabilityEmployability– Occupational statusOccupational status– Career progressionCareer progression– Equality and DiversityEquality and Diversity

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Results to date Results to date

• Based on an initial analysis of 95 returned Based on an initial analysis of 95 returned undergraduate questionnairesundergraduate questionnaires

• Profile of respondentsProfile of respondents– EthnicityEthnicity 64 White students (67%)64 White students (67%)

30 BME Students (32%)30 BME Students (32%)– GenderGender 60 Males (63%)60 Males (63%)

32 Females (34%) 32 Females (34%) – FundingFunding

• Parent/sParent/s : : All - 43 (45%) BME – 14 (47%)All - 43 (45%) BME – 14 (47%)• Self-funded (working while studying)Self-funded (working while studying): :

All 37 (39%) BME – 10 All 37 (39%) BME – 10 (33%)(33%)

• Student loansStudent loans : : All - 62 (65%) BME – 17 (57%)All - 62 (65%) BME – 17 (57%)

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Degree ChoiceDegree Choice• Personal factors Personal factors

– Interested in the field of study: All - 80 (84%) BME - 25 (83%)Interested in the field of study: All - 80 (84%) BME - 25 (83%)

• External factors i.e. labour market pull factorsExternal factors i.e. labour market pull factors– Offer better employment opportunities:Offer better employment opportunities:

All - 46 (48%) BME – 14 (47%)All - 46 (48%) BME – 14 (47%)– Provides better career opportunities:Provides better career opportunities:

All - 45 (47%) BME – 16 (53%)All - 45 (47%) BME – 16 (53%)

• Family influenceFamily influence– Recommended by family: Recommended by family: All - 13 (14%) BME - 6 (20%) All - 13 (14%) BME - 6 (20%)– Direct family member a degree holder:Direct family member a degree holder:

All – 50 (53%) BME – 8 (27%) All – 50 (53%) BME – 8 (27%)– Other family member a degree holder:Other family member a degree holder:

All – 21 (22%) BME – 9 (30%)All – 21 (22%) BME – 9 (30%)

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Career ChoiceCareer Choice• Want to pursue a career in SETWant to pursue a career in SET

– Yes : Yes : All – 66 (70%) BME 24 (80%)All – 66 (70%) BME 24 (80%)

• Want to stay in the Northwest after Want to stay in the Northwest after graduation:graduation:– Yes:Yes: All – 47 (50%) BME – 10 (33%)All – 47 (50%) BME – 10 (33%)

Some student perceptions of SET prospects in Some student perceptions of SET prospects in the Northwest:the Northwest:

““Good but not fast”Good but not fast”““Equally promising,. The North West is developing Equally promising,. The North West is developing

and construction of new facilities and and construction of new facilities and infrastructure will contribute a great deal in that”infrastructure will contribute a great deal in that”

““Not many SET companies but many consultancy Not many SET companies but many consultancy firms”firms”

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Equality and DiversityEquality and Diversity• Does Ethnic origin affect one’s career?Does Ethnic origin affect one’s career?

• Yes : Yes : All - 25 (28%)All - 25 (28%) BME – 10 (33%)BME – 10 (33%)• No: No: All – 39 (44%)All – 39 (44%) BME – 6 (19%) BME – 6 (19%) • Don’t know : Don’t know : All – 25 (28%)All – 25 (28%) BME – 16 BME – 16

(50%)(50%)

Some student perceptions of the effect of ethnic Some student perceptions of the effect of ethnic origin:origin:

““Apparently Asians are more likely to get jobs than Apparently Asians are more likely to get jobs than White because companies are now forced to have a White because companies are now forced to have a certain amount of Asians”certain amount of Asians”

““Certain ethnic groups get more support”Certain ethnic groups get more support”““I believe in a non-discriminatory world”I believe in a non-discriminatory world”““I feel my name affects my chances as I am a musician, I feel my name affects my chances as I am a musician,

especially since the war on terror”especially since the war on terror”““I think that it is upsetting to think that it can”I think that it is upsetting to think that it can”““I have never come across any discrimination against I have never come across any discrimination against

ethnic origin”ethnic origin”““My career is nothing to do with my ethnic origin”My career is nothing to do with my ethnic origin”

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Concluding RemarksConcluding Remarks• Undergraduates are personally Undergraduates are personally

motivated to participate in SET, but …motivated to participate in SET, but …• … … they are less motivated to stay in they are less motivated to stay in

the Northwest after graduationthe Northwest after graduation

• We have yet to:We have yet to:– Receive responses from Employers and Receive responses from Employers and

GraduatesGraduates– Conduct semi-structured interviewsConduct semi-structured interviews– Undertake detailed analysis of student Undertake detailed analysis of student

responsesresponses

• We look forward to some interesting We look forward to some interesting results!results!

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ReferencesReferences

1.1. Aggarwal, A and Pandey A, Aggarwal, A and Pandey A, Offshoring of IT services – Present Offshoring of IT services – Present and Futureand Future, Evalueserve, New Delhi, (2004), Evalueserve, New Delhi, (2004)

2.2. The Importance of Physics in the UK economy, The Importance of Physics in the UK economy, Institute of Institute of Physics, March 2003Physics, March 2003

3.3. Ethnic Minorities and the Labour Market, Final ReportEthnic Minorities and the Labour Market, Final Report, Cabinet , Cabinet Office Strategy Unit, March 2003Office Strategy Unit, March 2003

4.4. The Engineering Technology Board Survey of Registered The Engineering Technology Board Survey of Registered Engineers, Full ReportEngineers, Full Report, August 2005, August 2005

5.5. Northwest Regional Economic Strategy 2006Northwest Regional Economic Strategy 2006, March 2006, March 20066.6. Labour Force Survey 2002/2003Labour Force Survey 2002/20037.7. Speeden S, Coombes D, Mackenzie J, Straker K, Speeden S, Coombes D, Mackenzie J, Straker K, Diverse Diverse

Journeys - Diverse Needs: Improving employment opportunities Journeys - Diverse Needs: Improving employment opportunities in BME Communities: Best Practice Researchin BME Communities: Best Practice Research, Report for the , Report for the SEQUAL Development Partnership, January 2005SEQUAL Development Partnership, January 2005

8.8. Abrahams D, Abrahams D, A Desk-based Health Impact Assessment of the A Desk-based Health Impact Assessment of the North West Regional Economic StrategyNorth West Regional Economic Strategy, February 2006, February 2006

9.9. Northwest Objective 3 Regional Development PlanNorthwest Objective 3 Regional Development Plan, February , February 20052005