Project title: The EASE Zone
Funding awarded: £100,000
Summary:
The development of entrepreneurial skills and professional networks are at the heart of this project. In order to tackle the low rate of transfer to employment and low rate of attraction into higher education for some under-represented groups the project is embedding employers into the teaching and learning environment to build confidence, relationships, develop solutions and facilitate a more effective transition between education and the workplace.
What need does the project address?
The project addresses the need to increase the rate at which students from Black, Asian and minority ethnic backgrounds transfer into the engineering profession (currently 10% of profession is from a Black, Asian or minority ethnic background, despite 30% of undergraduates belonging to this group). It also addresses the under-representation of women in engineering. It aims to offer design thinking, creativity, innovation theory and practice in one place for the first time to drive entrepreneurial thinking and create communities and networks between undergraduates and employers to boost students’ employability.
What does the project consist of?
The project transforms the EASE model piloted in the Preston campus to other campuses the School of Engineering operates. This interdisciplinary working model between students and academics embeds high profile employers in teaching and learning, developing innovative solutions for the employers and unique experiences for students. This includes employer challenges, a start-up programme, employability workshops covering practical aspects such as interview technique, assessment centre practice and how to pitch ideas as well as exploring life as an entrepreneur and a strand of activity designed specifically for women engineers.
What are the expected outcomes?
The overarching outcome for students is greater visibility of and access to career pathways, reducing the gap between education and industry. For employers the increased experience of working with diverse groups will challenge perceptions and drive more inclusive practice on recruitment and workplace culture.