Steven Bartlett’s Bold Claim and the Need for Action
When entrepreneur Steven Bartlett recently described university education as “basically a scam” for most people (instagram.com) it struck a chord. His statement highlights the misalignment between what graduates expect and what employers need. I’ve heard this echoed in candid conversations with recent graduates and hiring managers: graduates feel unprepared, and employers feel let down. A new survey found 77% of graduates learned more in six months on the job than in their entire degree program, and 96% of HR leaders say colleges must take more responsibility for practical training (hult.edu). Traditional higher education isn’t fully meeting the needs of the modern workplace, but criticising from the sidelines won’t fix it.
From Criticism to Collaboration: Joining the Solution
I’m excited to share that I’ve been invited to join the new Employer Advisory Board for the School of Business and Law at Birmingham Newman University. I firmly believe it’s not enough to sit on the sidelines and criticise, we have to roll up our sleeves and be part of the solution.
By collaborating directly with universities, employers can help bridge the expectation gap. This means ensuring courses keep pace with industry changes, this means helping students build job-ready skills, and aligning academic outcomes with real-world career paths. Steven Bartlett’s comment may sound harsh, but it underscores a real challenge. The best response is action: universities and employers working hand-in-hand to make education more relevant and impactful.
Why Employer Engagement Matters (Research-Backed Benefits)
Mounting evidence shows that deeper employer engagement in higher education yields enormous benefits for students, universities, and companies. Here are a few key insights from recent research and international trends:
- Curriculum Relevance & Skills – Involving industry experts in course design ensures students learn up-to-date, job-relevant skills. Universities that invite employer advisors to co-create programs effectively bridge theory and practice, boosting graduates’ employability (hepi.ac.uk). In fact, employers themselves are asking to collaborate more on training and curriculum development as education shifts toward practical skills (upcea.edu).
- Better Graduate Outcomes – Work-integrated learning leads to stronger outcomes. Studies show that graduates from “dual” programs (splitting time between classroom and workplace) consistently have better employment rates than those from classroom-only courses. Countries with robust academic–industry apprenticeship systems even see lower youth unemployment compared to those with purely academic pathways (brookings.edu). Connecting learning to real jobs makes a measurable difference.
- Confidence and Networks – When students engage with employers through projects, internships and mentorship, it builds confidence and real-world understanding. Students report that exposure to industry professionals and hands-on projects helps them navigate their future careers with greater self-belief (hepi.ac.uk). These partnerships also expand students’ networks and social capital, giving them a head start in the job market.
- Mutual ROI – Closer ties between universities and employers create a win-win cycle. Companies get access to work-ready talent and can even shape programs to fill skill gaps, improving their return on investment in hiring (brookings.edu). Universities, in turn, see improved graduate outcomes and stronger employer support for their mission. It’s no surprise that experts call employer engagement “critically important for the benefit of our students” (upcea.edu) in today’s rapidly evolving economy.
Birmingham Newman University: A Positive Example
Birmingham Newman University exemplifies how embracing employer engagement and focusing on student outcomes can pay off. It was ranked first in the West Midlands for student satisfaction, reflecting a learning environment attuned to student needs. Newman has historically achieved one of the highest graduate employment rates in the UK (newman.ac.uk), proof that its degrees truly prepare students for the world of work. The university’s commitment to opportunity is also clear it ranks 6th nationally on the Social Mobility Index, highlighting its success in breaking down barriers for disadvantaged students (newman.ac.uk). These accolades aren’t just trophies; they’re indicators that Newman’s approach; practical education, strong employer partnerships, and student-centric support, is working.
As a member of Newman’s Employer Advisory Board, I’m looking forward to contributing to this positive momentum. The School of Business and Law is actively creating those “bridges” between academic theory and professional practice. By sharing insights from industry, we can help ensure course content stays relevant and that graduates cultivate the skills, mindsets, and networks needed to thrive in a competitive global job market.
Building Bridges: The Way Forward
The conversation started by Steven Bartlett’s critique is an important one, higher education must evolve to meet the needs of both graduates and employers. I believe the answer is to get involved and drive change from within. International trends show that when educators and employers collaborate, through advisory boards, internships, course co-design and more, students win and businesses win. It’s about transforming misalignment into alignment.
I’m inspired to see universities like Birmingham Newman leading the charge in this collaborative approach. As we forge stronger ties between the classroom and the boardroom, we empower the next generation of talent to leave campus not only with a degree, but with the experience, confidence, and connections to succeed. This is how we ensure higher education delivers on its promise, not a “scam”, but a launchpad for future leaders. I’m proud to be part of the solution.