Course data by the Education Training Foundation (ETF) shows that, in 2023, female leaders constituted 66% of participants in our leadership programmes cohort compared to 54% of female leaders working in the further education (FE) and skills sector during the same time period. This could suggest that more women than men were preparing for managerial and leadership positions within their organisations in this period. Meanwhile, when comparing data across two academic years in the FE and skills sector (2021-22 and 2022-23), the proportion of women in leadership positions remains constant, and is 10 percent higher than that of their male counterparts. You can read about some of the strong female leaders in our sector, that I previously wrote about in InTuition in March 2024.
Women also make up the majority of learners in the FE and skills sector: women comprise 55% of all FE students, and this proportion increases as we get older with women over 30 outnumbering men two-to-one. Lifelong learning matters, especially for women, and it is important for learners to see themselves reflected in their faculty staff.
That the FE and skills sector is so dominated by women, both teachers and learners, is not new information of course. But I do think it’s worth highlighting this week, not just because it is the start of Women’s History Month and it is International Women’s Day on 8 March, but also because this week was the deadline for the submission of evidence to the Education Select Committee’s inquiry into the future of the FE and Skills sector.
This inquiry takes place as the latest figures, published at the end of last month, show that the numbers of young people not in education employment or training (NEETs) are still rising: an estimated 13.4% of all people aged 16 to 24 years in the UK were not in education, employment or training (NEET) in October to December 2024. This is an increase of 1.3 percentage points over the last year, and it continues the trend in rising NEET rates with the number now at an 11-year high.
More broadly, new analysis by PwC shows that the UK now has its lowest ranking for workplace equality among large economies in a decade, according to their latest Women in Work Index. Previous research from PwC has also shown a correlation between increased female participation and productivity and GDP growth across OECD countries from 2011 to 2023. As Phillippa O’Connor, chief people officer at PwC UK, said: “The positive link between gender equality in the workplace and economic growth shows that investing in gender equality isn’t just the right thing to do, it’s the smart thing to do. The benefits of a larger and more diverse workforce are translating directly into GDP gains, as well as enriching economic diversity, reducing income inequality, and providing a stronger overall skills base.”
All this matters deeply for the Government’s ambitions and hopes for growth in the UK economy. Supporting people to build vital skills and to access good jobs is essential. For young women and men to access learning opportunities that enable them to develop themselves and their future careers, we need to ensure there are inclusive, high-quality environments and opportunities for them to grow and learn within.
As my colleague, Dr Vikki Smith, wrote last Autumn, the FE and skills sector plays a vital role in supporting this aim, underpinning each of the UK Government’s five missions, from driving economic growth to breaking down barriers to opportunity.
The FE and skills sector offers opportunities for everyone – and, because of its flexibility, especially women – to receive vocational and technical training and qualifications across subject areas, including those where women have traditionally been underrepresented. In addition to supporting women onto new career pathways or supporting progression within their chosen careers, the FE and skills sector can also empower women to start their own businesses through business development programmes, mentoring schemes, and entrepreneurship courses. By expanding access to skills training, our sector helps women gain qualifications that enable them to support themselves and their families, contributing to national economic growth.
We know that investing in teaching quality and practice brings the best outcomes for all learners, regardless of background or identity. Whilst a Further Education Workforce Strategy was developed in 2014 (BIS, 2014), this is over a decade old, and we need a revised strategy that is far more developmental and supportive of the current needs of the sector. Meanwhile, both the NHS and Schools have had recently renewed workforce development plans put in place.
Such a strategy will enable our sector to attain and maintain the highest standards of professionalism and ensure the highest quality of teaching and learning so the FE and skills sector can be recognised for the vital role it plays in helping the UK economy to grow. With women representing such a significant part of the FE and skills workforce, investing in development of the sector’s workforce means investing in career progression, development and opportunities for women, from teachers and support staff through to leaders and governors. That is not just beneficial for the position and status of women. It will benefit the entire FE and skills workforce, and will ultimately benefits all learners, their communities, our wider society and economy.