Many students make their way through university without coming into contact with any of the people in charge, and the roles in university management can be difficult to understand. We spoke with Ian Walmsley, who serves as Provost of Imperial College London, to help explain the duties of top university officers. After a long career in physics, he’s now in charge of Imperial’s academic vision and the delivery of that vision. His experience also helped him face the unknowns of maintaining academic excellence during the pandemic.
“My job as Provost is to make sure the academic mission is delivered to high quality. To that end, I oversee all of the faculties and have to interpolate between them. I work with all of the Student Support and the Student Educational Services, I work very closely with the Student Union, and I work with HR and Finance to make sure the resources are allocated in order to deliver that mission. So it’s partly setting the vision for what the academic trajectory is going to look like, and then it’s working with the deans, the Vice Provost, and all of the heads of service to make sure that’s properly delivered,” Walmsley says.
Though the President and Provost model is becoming increasingly popular in the UK, some readers may be more familiar with Chancellors and Vice-Chancellors. While quite similar, the role of Vice-Chancellor is more of an all-rounder compared to that of Provost, who focusses mainly on academic delivery. Walmsley explains how this comparatively new system is taking hold, and the advantages that it brings.
“The President and Provost model is, in fact, very much an American model. In its sort of full-blown American form, one might roughly say that the President is responsible for the outward facing things; selling the university, raising the brand, fundraising, alumni, etc. while the provost is responsible for the academic mission. That includes all the education, research, innovation, activities, setting the budgets to enable that, and allocating resources. The UK has sort of adopted that model, but the Vice-Chancellor model is much more prevalent. The Vice Chancellor model, I think, grew more from a provost-like activity, but recently they’ve had to do a lot more outward facing activities because there’s a lot more work with government, there’s a lot more work with alumni, and there’s a lot more work with donors,” Walmsley says, “So the UK has evolved a little more toward the American model, and I think at Imperial we have a system that looks perhaps as most like the American one as any in the UK. That’s partly because first president who worked under that model was from the US, so she understood what that was model was about.”
As Provost, Walmsley was tasked with what at the time seemed impossible: how to deliver an excellent academic product during the pandemic. All universities faced this same challenge, some more gracefully than others, but it took a keen sense of vision to make it work.
“The pandemic was a hugely stressful time for everybody, especially for students, and the students have been really resilient in coming through that. But with that in mind, everybody pulled together in a very positive way to make sure that our education was still being delivered to the students, students were still being supported, and the calibre of what we were providing was absolutely top notch. And I think that got recognised – we ended up getting a number of awards, Times University of the year, University of the Year for Student Experience, our NSS scores went up dramatically, and we got the Queen’s anniversary prize, partly for research that helped inform how the pandemic was managed at a national and indeed international level, and partly about how we delivered our educational mission as well. The Imperial name synonymous with high calibre research and world leading education, I think, improved dramatically,” Walmsley says.
It is evident that university administrators at the top levels, while often overlooked, do play a vital role in the continuing success of a university, and when hard times come, it’s up to them to rally the team and come up with quick, effective solutions.
“There were various ways in which we supported students at home. Part of that might have been providing IT equipment if they needed it, in certain cases, and a more general one was that some of our laboratory technicians were very creative,” Walmsley says, “They came up with ways in which they could construct laboratory experiments, pack them in a box, send them off to students and students could do that work at home. And that lab in a box concept was a highly original one that came from our community members who were really thinking about how to support students in those circumstances.”
The director of the National Gallery on NFTs, opportunities in the art world, and the dignity of work in an interview by Christopher Jackson.
What’s your favourite picture in the National Gallery?
I think my favourite picture changes all the time, and when you when you mentioned favourite pictures, suddenly, what came to my mind was that very beautiful Zurbarán still life of the cup of water on a plate with a rose, which was a picture that was acquired when I was a curator here in the mid 90s. It’s a picture that you feel you’re growing with. It’s a picture that artists have always been very, very interested in actually since it came into the public domain having come into the gallery, and it’s so interesting to see many artists responding to the quietness and the intensity of that painting.
How did you find your passion for art?
I took on a fourth A-level when I went to school, which was art history, and I didn’t know anything about it. I was very fortunate to go to school in Dulwich, where you have the Dulwich Picture Gallery. Our first art history class took place in the gallery in front of the Rembrandt gallery window, and I thought, “this is wonderful!”
At that point, how much did you know about the opportunities in the art world?
I had no idea that there were jobs in museums or that there were jobs in teaching, or even what art history really was, but that first art history class really opened up a whole new horizon. And then I was able to go to university and study art history. I was very committed and very focused, and I’ve been very fortunate to be able to carry on working in the museum profession ever since.
Do you need an MA as well as a BA, or to earn a PhD to find a place at the National Gallery?
Not necessarily. I mean, more people are doing art history at a higher level, so there are many more PhDs in art history than there were when I was a 20-year-old. But I think there are still lots of other areas within museums, whether it’s press or design, or even people who have an interest in art but have a specialisation in human resources, for example. There’s always work to be done in museums and in the cultural sector.
How do you feel about NFTs?
I’m not so sure about the NFT phenomenon, and I don’t really think there’s one that’s for us. I do think the National Gallery has become more and more interested in the intersection between historic art and the kind of vision that contemporary artists have, and I certainly wanted to extend and enrich that relationship.
What role does the National Gallery play in inspiring new artists?
There are a lot of contemporary artists coming to the National Gallery talking about pictures and actually responding to works in the National Gallery in their own work, and I think it’s very exciting that this is a living collection. It’s one that’s throwing up questions about art, about life, about society. In a sense, the whole of life is in the National Gallery, and it’s only natural that contemporary artists should be taking an interest in what’s shown here.
Who do you see as the great artist of work?
I take occasion of the fact that we’re here in the Winslow Homer exhibition, he’s an artist who highlighted work, particularly in the pictures of the fisherfolk women who stay at home while the fishermen go out in their boats to face danger and the risk of not returning. It just gives you a sense of the impressive human qualities of people in the past. There’s this dignity of labour, the dignity of work, and I think that comes across very strongly.
Standing out from the crowd is important at any stage of a career but it is best to get into good habits early on. Thinking about your personal branding should be one such early consideration.
Looking ahead to the key issues for 2023, Isabel Berwick highlighted the importance of personal branding on Working It. I would wholeheartedly endorse that and would encourage those at the start of the career to think about the what that means from them.
There is a disputed story that when former Conservative Minister and challenger to Margaret Thatcher, Michael Heseltine, was still at university, he mapped out his future career on the back of an envelope.
But planning your career and personal branding a little different. Personal branding focuses on how you market yourself and your career as a brand. This means thinking about having an image or a position that distinguishes you from others.
Personally, I have tried to carve out a position in public affairs and communications by focusing on writing and speaking about key issues and trends. This built on my academic background but was also, luckily, something that I have always enjoyed. But when I spoke on a panel about this approach, I was roundly condemned by one of the participants for being too inspired by the US. Which I thought was actually a good thing… So, always be prepared for some to sneer if this is an approach that you choose to adopt.
The options for developing a personal brand are large. You can use social media, personal websites, LinkedIn and so many other tools to broadcast your messages but also engage. Dialogue can be even more important than broadcast. It is not just about the written word either. A focus on images and video might be the most effective for you.
To start with, think about:
· Who it is you are trying to speak to through your personal branding? Who is your audience? It is potential employers? Potential customers? Think about what will resonate with them.
· What unique talents are you trying to demonstrate? Do you have a particular interest you wish to explore? Is there an emerging issue that you can become an absolute expert in that can set you apart?
Once you have considered what your brand is, how you stand out from others, then you need to be:
· Motivated – a personal brand takes time and effort to develop and implement, it is not a quick fix.
· Consistent – that brand needs to be in everything you say and do, across every communication channel
· Proactive – look for ways to demonstrate your brand for instance by reacting to news stories on the issues involved. Also, think about how you can consistently stretch and build your network. Look to reach out to relevant contacts.
· Authentic – if there is ever a feeling that you are pushing your own brand for selfish reasons then it will not resonate with your audience.
There are some fantastic examples of those who have built personal brands in a variety of walks of life – Richard Branson, Stormzy, Idris Elba, Jamie Oliver, Lizzo, Steven Bartlett, Beyoncé. Take a look at what they have done and see what might work for you. Also look at existing operators in your own chosen field as well. Those with strong personal brands do not always have to be high-profile.
Always remember that a personal brand is not just for a New Year’s resolution, if you adopt a long-term approach from the outset then it can help build a career and you stand out in a crowded marketplace.
Years ago Costeau was fortunate to meet the legendary sommelier Georgios Kassianos, the so-called Godfather of Cyprus Wine. He took me through all the things you must do when gauging a vintage: how to swill the glass, how to check for sugar and salt content, and then how to taste it properly.
Then came the coup. “Now, once you’ve done all that,” he said, “nobody can tell you whether you’re right or wrong.” I found that liberating, feeling that it effectively meant that my ignorance in the matter of wine didn’t matter at all.
And yet, Kassianos’ assessment, if it’s true, hasn’t stopped the profession of the sommelier from growing up over the years. It’s both an interesting, and reasonably lucrative profession with the median salary in the US being $62,000.
Gabriel Veissaire is the head sommelier at the Le Meurice in Paris and couldn’t be more enthusiastic about the route he’s taken. So how did it begin? “I interned to a supervisor who was awarded the title of “Meilleur ouvrier de France”,” he tells me “I had the chance to travel all over the French vineyards with him. It’s a profession that is above all one of humility and curiosity.”
So what attracts him to it? “It’s a passion above all which brings together a certain history of the vineyard, the mystical character of the vine which is the oldest plant in the world, the complexity of the soil and the geology where the vine grows, the oenological techniques and the principle of alcoholic fermentation and the microbial world and above all the pleasures that can be derived from the wine and food match.”
That sounds like more than enough to keep you going for a very interesting career.
I decide to talk to other sommeliers, and ask James Shaw, the sommelier at the Conrad St James in London, how a typical day goes: “It often starts by checking in with social media and seeing what everyone has been drinking the night before – always good to keep a finger on the pulse. Once I’m in the building, I will prepare our ‘wine of the day’ for our team briefing – it’s something we do each day to share the stories and styles of each of the wines on our list.” Then people arrive. “Once we are in service, it is full theatre time where we look to share the great stories behind the bottles, pour tasters for our guests to try and explain the thought behind our pairing recommendations.”
It can sometimes be a hard road being a sommelier. Shaw recalls: “I left a background of Chemistry and Physics to work with food and wine, my parents thought I was nuts, but now that they have seen how far I have gone in my career they’re glad they supported my change in direction. I don’t think I was really aware of what it entails, but wouldn’t change a thing.”
So what’s Shaw’s advice to young people thinking of entering the profession. Shaw is clear: “Taste, taste, taste and taste some more. Taste with others, discuss and don’t be afraid to follow your instincts over what feels right to you.
Nadia Khan, the Head Sommelier of the Adam Handling Restaurant Group, notes the importance of setting aside time to think ahead: “Between the two services (lunch and dinner) I will dedicate some time meeting with suppliers and producers, tasting and talking about new wines and projects. This keeps me constantly informed and engaged with the wines from around the world, always training my palate and developing my knowledge.”
So what talent is required to make it as a sommelier? Khan recalls: I think I have always had a discerning taste and smell. And, with time, experience and constant training, I have developed an analytical consideration, which now enables me to judge a wine after just two or three sips. I would say it’s a natural flair that I’ve applied to experience and knowledge.”
So what would Khan recommend to young people thinking of becoming a sommelier. “I can advise that it will take time and a lot of hard work but nothing is more rewarding than making your passion what you do every day,” he explains. “Being a sommelier means that you can constantly learn and develop your expertise, whilst still having that incredible interaction with guests which often makes it all worthwhile.” Costeau will drink to that.
I have a theory: much of the value you bring to your work comes from elsewhere. It could be from a previous job or maybe a hobby. Personally, I learned so much about myself and how to build teams from my time in bands growing up. In this series, I will explore some lessons I learned as a professional musician and how I apply them to large transformations.
I picked up a guitar for the first time when I was about ten years old. A friend down the road had an old classical guitar that I borrowed, and I spent hours learning how to play songs by ear. This was long before YouTube and the internet was certainly not mainstream.
My initial progress was quite quick, but after a few weeks, I started to plateau. My parents saw enough to warrant buying me a cheap electric Stratocaster that looked like the one that Eric Clapton played, and the new sound took me to a new level, but then the dreaded plateau started to develop. I started to have lessons and –although I didn’t know it at the time – my teacher introduced me to Deliberate Practice.
Deliberate Practice
I’m sure you’ve heard Malcolm Gladwell’s theory that 10,000 hours, or ten years, is the magic number for greatness. The debate about nature vs nurture has been going on for centuries –I’ll delve into that another day. Deliberate practice suggests that it is not just the number of hours, but how you spend that time that makes the most difference to your ability to improve at just about anything.
The steps to deliberate practice are as follows: to identify an area of weakness; break down what you want to accomplish; set a challenging goal for yourself; get fast feedback; repeat.
The process is the same whether you’re learning a simple piece as a beginner or a professional musician learning to play a solo by Jimi Hendrix. The time that it takes will vary based on where you are in your musical journey. You start by taking the first few bars and slowing them down, get the first few bars under your fingers, and then gradually speed it up to the right tempo. Then simply repeat the same process with the next bit and then the next. Eventually, you will find that you can play just about anything.
The key is to be intentional about your mindset as you practice. When playing the guitar, I’m not just thinking about the notes but also the tone and how well I’m playing them. The key is to record yourself regularly and listen with a critical ear to look for opportunities to improve.
I started playing in bands in my late teens and went to music college. There, I met the drummer in my band, who took the process of deliberate practice to another level. We knew just how good we needed to be to be successful: the landscape was extremely competitive, and we simply wouldn’t get good gigs unless we were at the top of our game.
As our musical aspirations grew, we devoted hours to every aspect of our playing. We wouldn’t have gotten very far if we just showed up to practice and mindlessly played our songs. Instead, we would practice everything to a metronome, ensuring that we weren’t just playing in time but that the grooves were effortless. We recorded ourselves and played the recordings to our friends and family for feedback, no matter the quality. Over time, the hard work paid off, and we developed a following and got to play some great gigs!
How does this relate to working with teams?
When I work with new teams, I often find they are keen to ‘do Agile’ or deliver with Agile ways of working. Many teams start to have stand-ups, demos, and retrospectives, but the mindset and discipline to look for improvements are often lacking. Sometimes, like my new electric guitar, they get a new tool, and the transparency helps them to improve. Over time, they plateau as they lose their discipline; the tickets or stories aren’t updated.
Using the theory of Deliberate practice, we can be encouraged to make significant progress regardless of where we are in our agile journey. The mindset we need to embrace is similar to learning to play an instrument. We need a clear vision of where we’re going and what we want to achieve; we strive for greatness and set goals that will put us just outside our comfort zone. As we progress, we need to measure our performance and be curious, looking for opportunities to improve at every turn.
In SAFe – the leading framework for agile development – the fourth pillar of the House of Lean is Relentless Improvement. We mustn’t be complacent and be happy with the status quo, but rather be intentional about what we can to improve in anything and everything we do. There is always something that we can do to expand our knowledge and capabilities as a team.
We need the same mindset and approach to learning our Jimi Hendrix solo, but if we only ever learn one song, we become nothing but a party trick and will never achieve greatness.
Imagine, if you will, a team applying deliberate practice to their work. We want to create a culture within the team where they are disciplined to develop muscle memory so that they are nor just operating on a cadence but are in a groove.
When I reflect on my days playing bands, I realise how important it is to surround yourself with people who challenge you and help you become the best version of yourself. Having a common vision of what you want to achieve and breaking it down into concrete next steps is important. It is easy to get overwhelmed if you try to boil the ocean and conquer the world all at once!
Whether you’re working in a team or a band, it is crucial to support each other and reflect on how things are going. We are imperfect humans with more opportunities to improve than many of us care to accept. So often, when people offend or let us down, it is because they’re dealing with something. So start with a cup of tea and ask them how they’re doing.
What experience can you take from your interests to apply to your world? How do you think you can use these principles to bring your unique take to whatever you do?
Why do we find ourselves so interested in Presidents? For many people the interest is really in the drama of their rise and fall. Enoch Powell’s line that all politicians end in failure remains true: every president arrives in office with such high hopes and the world remains just as fallen at the outset of their presidencies as it does at their beginnings.
That’s always been true but it feels a more and more urgent fact – and you can trace that urgency in Iain Dale’s book The Presidents: 250 Years of American Political Leadership, which is his follow up to a similar volume of British Prime Ministers. (Dale tells us that a third book on Kings and Queens is scheduled for 2023.) As you go through this book you feel that each president is becoming more contentious as our frustration grows at the gap between what they promised and what they actually achieved.
The idea is that each President, no matter how well-known or obscure, is the subject of an essay of around 5-10 pages. Highlights for me include George Osborne displaying a real fascination with Lyndon Johnson; an excellent – and very balanced – essay by Justin Webb about Donald J. Trump which must surely have been the hardest assignment in here; and a brilliant introduction by Mitchell Reiss on the first president George Washington, about whom I have always wanted to know more.
In general, the essays keep an academic or journalistic distance from their subject – sometimes, as in the case of Osborne, shading into fandom. One wouldn’t want to be without Osborne’s excellent essay, not just for what it tells us about Johnson but for what it tells us about Osborne. Another standout is a highly personal account by former British ambassador to the United States Christopher Meyer about George W. Bush’s presidency. When I spoke with Dale recently he explained that it was different to the others and that as an editor he faced a decision as to whether to do anything with it to bring it in line with the rest of the book. He made the right decision.
In this essay, we meet George W. face-to-face. Meyer writes: “He was friendly, open and unpretentious. He was smart.” Anyone who lived through the Bush years with its near-constant refrain that the President of the United States was stupid will hear the weight of that last word. This essay, and Osborne’s, will both be of assistance to future historians.
This book can be read sequentially, of course, but many readers will find the temptation to dip in and out too much to resist. It isn’t necessarily the case that when you’ve finished reading about John Adams you immediately want to read about Thomas Jefferson; why not fast forward and get a blast of Ronald Reagan, then swoop back, having basked in Reagan’s success, to get a sense of the disastrous regime of James Buchanan.
None of these presidents is really without relevance today – and some remain points of live controversy. Thomas Jefferson’s ownership of slaves continues to vex us, especially as he seems to have such a contemporary intelligence. Lincoln’s position as one of the greatest leaders in history is evermore assured with each passing year.
One interesting experiment is to begin at the end and travel away from the present. In one sitting I read the following essays in this order: Biden, Trump, Obama, George W. Bush, Bill Clinton, George H.W. Bush, and Ronald Regan fetching up a few hours later at Jimmy Carter. If you travel that trajectory you can see the world regaining its innocence, and partisanship receding.
It is a perennial fact of commentary today that presidents are always compared to their predecessors. Biden, the current incumbent, has been compared to many of these presidents at one time or other. When he was strong-arming the Senate into his infrastructure plan he was today’s Johnson; when he was doing Covid relief in his first 100 days he was FDR; and when he pulled out of Afghanistan he became Carter, whose company he has generally been keeping ever since.
Trump meanwhile was sometimes a sort of turbo-charged Reagan to his admirers, or Andrew Johnson to his detractors. Obama meanwhile compared himself to Kennedy or Lincoln – but sometimes he also had a kind word to say about George H.W. Bush. His detractors meanwhile compared him to Carter when they weren’t comparing him to Hitler.
And so on and so forth. So what does it all amount to? A book like this has its Shakespearean side – we see the quiddity of human material facing up to the currents of history and either succeeding or failing.
For the most part the historians in question, as they did in the previous volume, refrain from making any real judgements as to whether their subject was actually good for the country. They instead consider whether they met their objectives without us knowing if what they actually did was really beneficial.
This is to some extent made up for by an essay at the end of the book by Alvin S. Felzenberg called Ranking the Presidents. This, as always, turns out to be an exercise both too subjective and too objective. The criteria historians tend to select tend to be sufficiently banal so that one cannot easily object: Character, Vision, Competence, Economic Policy, Preserving and Expanding Liberty and so forth. Once you have created such broad categories your judgement is necessarily very subjective.
For instance, in the Liberty category, Obama has a score of ‘4’, and Trump a score of ‘1’. What does Obama’s 4 refer to? It is difficult to say since certainly from 2011 onwards after losing the Senate, Obama felt obliged to rule by executive fiat which cannot really be claimed to have expanded liberty. Is his score more to do with his personal achievement of being the first black President? That was a magnificent achievement, but it is difficult to be sure what the score is referring to.
Similarly, in respect of Trump, while his score of 1 in the same category is surely meant to (rightly) rebuke him for his role in the Capitol Riots in early 2021, the score makes me want to be pedantic and point out that lowering the corporation tax burden might also be taken as an increase in liberty if you view the previous level – 35 per cent – as having been onerous for small businesses.
So a book like this will more often lead to entertainment rather than depth. Narrative arc tends to be incidental and 40 or so writers writing independently won’t create a compelling argument – as, for instance, Gore Vidal does in his Narratives of Empire novels – where we see both a story told and an argument emerging.
But that doesn’t mean there isn’t a lot of fine writing here. There’s no use complaining that a book isn’t for sequential reading but for dipping into: the thing to do is to dip into it.
former Chief Economist at Goldman Sachs and former Commercial Secretary to the Treasury Jim O’Neill
After my paper published by Goldman Sachs coining the term ‘the BRICs’ – which referred to Brazil, Russia, China and India as crucial emerging markets – I used to engage with other countries’ finance ministers. Occasionally I’d find countries annoyed not to have been included in the acronym.
In 2013, I coined the term the MINTs, to take into account Mexico, Indonesia, Nigeria and Turkey – all of which seemed to me interesting countries.
Today, the country that has the biggest viable basis for being irritated that it wasn’t included in the BRICs acronym is Indonesia. It’s a very interesting place – it’s another significant commodities producer, but it has weathered the past decades better than Brazil or Russia.
Of course, what makes Indonesia additionally interesting is that it’s a very large Muslim country which practices reasonably openly quite a few aspects of modern capitalism. So it has very positive demographics.
In terms of conceptual potential, I’m also very interested in Nigeria – though there you’re talking not in the next 20 years but in the next 40. If that crazy place could have a proper economic policy framework it would become extremely big in the African context as its demographics are just incredible. It’s an extremely young population with great capacity for productivity.
This is where economic outcomes come down to political leadership. Brazil, Russia and Nigeria, have all been impacted by poor governance, and we’ve seen that with India this year with the virus. In 2000, I developed the Global Sustainability Growth Index, which included around 190 countries. We statistically examined hundreds of variables, and ended up including about 15 which seem especially important for economic growth. Among the things that really matter is the strength of a country’s institutional framework.
That index today shows China scoring much higher than any of the other BRIC countries – and interestingly India scores lower than Russia or Brazil in spite of its spectacular demographics.
But we have our own inequality and problems here at home – I hope Boris Johnson is genuine about his levelling up agenda. He’s only been in power a relatively short period of time, and because of Covid, we haven’t even had a proper budget or multi-year spending review yet: everything’s been a policy response. Boris seems to struggle with rhetoric and the whole idea that a prime minister should under-promise and over-deliver. He’s raised very big expectations – and these are things which will take a long time to deliver on. So far, there’s very little evidence that he is delivering on it.
I retain a close friendship with George Osborne, and with Whitehall officials. When I worked in government, to my pleasant surprise I found the quality of the staff in the Treasury to be just as good as at Goldman Sachs – but with greater public spirit. The hard thing for me was that I wasn’t a member of the Labour Party; I was there to execute a technical role. But I was surrounded by ministers who were obsessed with where they were in terms of political horse-trading.
I found their motives troubling. They would decide what to support based on how it would help them in their next job which is extremely different to Goldman Sachs. Even within the same party, competing ideologies were different – often irreconcilably so. In that sense, I witnessed first-hand the ridiculous developments within the Conservative Party: I was shocked as to how crazy it was.
By comparison, I was lucky at Goldman. They were mad enough to offer me a partnership to join – I was only the fifth. They’d taken on a lot of risk themselves. But I was daunted – then as now, the image of Goldman was intimidating from the outside. It was full of remarkably smart and incredibly driven people. They had 300 people in the place with their own views on the dollar – many of whom were smarter than me. But it really is a meritocracy in there. So long as I delivered the goods, nobody gave a damn about my background.
Karen Barnard has been the Director of the UCL careers service for 17 years, following two years as head of careers at St. Mary’s University. Her experience allows her to help students with motivation, interview skills, and finding the right fit for them after university. She focuses on work experience, which has become difficult to manage during the pandemic.
“We’ve been promoting as much virtual work experience and that sort of thing as we can, which is as good as you can get in that situation, but it’s still really difficult for the students,” Barnard explains.
Without in-office work experience, students miss out on the ‘try before you buy’ aspect of finding a career. This could lead to students not finding the right job to fit their skills and interests, but Barnard says that many graduates are concerned about finding any job in the wake of Covid-19.
“There are the concerns that a student will have, not least of which is living though a global pandemic, which is one thing, but also the recession, their future and what it looks like, and obviously the backlog of graduates we’ll see from 2020 and 2021. Their confidence in the jobs market is low, coupled with the fact that the work experience stuff has not been there either.”
To allow students to gain work experience during the pandemic, Barnard and her team have begun to focus on work-related learning which takes place in the classroom.
“One thing we’re doing to raise the standard is work-related learning. Not internships or learning in the workplace, but work-related learning. For example, we have job taster sessions and scenario activities where employers will bring real-life problems onto campus, and students solve them in groups. They’re working on real-life problems under the pressure of time and they get a feel for it,” Barnard explained. “You can do that reasonably en masse. Rather than one person having an internship, we can have a class of 30-50 in small groups all taking part. I think that’s a way to do things at scale, particularly when there are fewer external experiences available.”
We have established that work experience is becoming increasingly valuable in terms of graduate employment, which brings us back to our previous question; where does the value of a degree actually come from? Karen believes it’s not about any one part, but the experience as a whole.
“The value of a degree in today’s marketplace is about the whole package of being a university student. The research skills and study skills you get from having done a degree are definitely important, but I think the whole package is equally important. Co-curricular offerings from universities include work experience and placements, but they’re also about contact with employers, clubs and societies, volunteering work, ambassadorial roles for the university… that whole package is valuable,” Barnard says. “We know that employers look at experience from students in the broadest sense, rather than just saying ‘great, you’ve got a 2.1’.”
Barnard also warns students on the job search to really consider the roles they apply for, rather than simply ‘ticking boxes’.
“The approach that we encourage students to take is ‘don’t do a job because you can do it, do a job because you want to do it’. They should think about themselves first – what their primary motivators are, what their values are, then rank all of those things. Have that list, look at the job description, and then see if it applies to you.”
Iris Spark on gatekeeping in the business of journalism, originally published on January 19th, 2022
I was once in a position when I had to interview the rock star Sting and his wife Trudi Styler for a political magazine. I remember the evening vividly; it was snowing outside, one of those February days which serves up snow, but a snow you don’t really want, accompanied by winds which somehow get through your coat and down your neck.
Sting lives on the 16th floor of an apartment block in Battersea, and I arrived amid a strange hush. There were two private chefs preparing Sting’s dinner; and someone with a clipboard milling around. I waited in the kitchen for several minutes in silence, before a fourth person ushered me through.
And there they were: the famous couple, casually enthroned at a table the size of my living room. Westminster was their backing. I will not relitigate the interview, which went smoothly enough. What I remember is afterwards walking with Sting towards a balcony, and seeing the gym bike which presided over the River Thames. You’d feel you were a creature of the skies if you lived up so high.
As we parted company, I had an insight which cured me in one fell swoop of our modern curse: the fascination of celebrity. I realised that we were embarked on two different trajectories: I was about to tell everyone I’d ever met I’d just met Sting. Conversely, Sting was on the cusp of forgetting I ever existed.
As I returned into the snow, I realised too late that there was no tube station for a few miles around. It has sometimes occurred to me afterwards that Sting – or one of his gatekeepers – might on such a filthy night have offered me a car. Or perhaps that if I was in Sting’s position, I’d hope to think of that.
A Question of Fame
But then I think the whole story had its unreality not really because of the man himself – who was friendly, and as down-to-earth as I imagine it’s possible to be while being internationally famous and worth around £400 million.
In retrospect, what made the scene unreal and intimidating was the presence of the silent efficiency of the gatekeepers. It occurs to me now that the miracle of interviewing anyone famous is not that the famous person has let you in; it’s that you got past the gatekeepers.
A friend of mine who once filmed with Robbie Williams once told me: “The trouble with meeting Robbie is he’s always flanked by seven people – you have to take a moment to figure out not just which one he is, but who all these other people are.”
Of course, these visuals also impact on the nature of the conversation that’s possible around a well-known person. But the truth is that nowadays many people don’t get past the gatekeepers.
But why does this matter? It’s because celebrity has become an unavoidable aspect of our lives. Each day, when we wake and check our media, part of what we seek to do is to discover what well-known people are saying about the world. There might even be a sense in which we peer upwards towards the successful, and take our cues from them.
But as a journalist for the majority of my working life, I’ve come to question the process by which this occurs. In researching this article, I’ve found that other journalists are disquieted by the way in which we come to hear what the renowned have to say. This isn’t some gripe specific to journalists – although it is something which many do complain about. In fact, what we hear from well-known people – and how we come to hear it – opens up inexorably onto the wider question of the authenticity of our public conversation.
This in turn impacts on our ability to communicate with one another as a society, and also to solve societal problems.
A Pressing Problem
I was first alerted to the problem of gatekeepers when I first began attending press trips – gatherings of journalists usually organised by the communications or PR team of a venue, business or brand. Just as lawyers might moan about the glacial court system when they gather, or bankers complain about the FCA, when journalists meet they bemoan the difficulty of being able to talk to famous or relevant people.
Put simply, there have been two developments over the past years, both of them detrimental – and even catastrophic – for journalists. The first is a shift away from accessibility; the second is the blandification of what is said when communication is obtained.
The first tendency has been noted by many – not least by former Chancellor of the Exchequer Kenneth Clarke who once told me how it used to be de rigeur in the 1980s for ministers to finish their day’s work then make themselves instantly available for television. As an elected official, it was what you were meant to do. By the time he conducted his last ministerial job in the Cameron administration, that was no longer the case.
Of course, this particular development isn’t just confined to politicians. Most successful people will have someone somewhere controlling their diary – most will have a PR team on top of that.
To talk to that person therefore, you have to go through ‘a gatekeeper’, or, more often than not, ‘gatekeepers’, who will shape the way in which your request is considered by the person you want to talk to. Journalists spend a lot of time talking to gatekeepers.
Some of these, it should be said, are brilliant at their jobs, understand the media, and are journalism-friendly.
One such is James Chapman, former Daily Mail political editor and former director of communications at HM Treasury. Chapman is now a partner at J&H Communications, and explains the gatekeeper aspect of his role: “There is definitely a gatekeeper role to effective PR, though some clients will want more of it than others. As a rule, we encourage clients to engage openly and constructively with the media, even when they’re being criticised. But most will want and expect our advice on which journalists and outlets they should engage with, and the most effective ways of doing so.”
In Chapman’s remarks, the media appears as a fact of life – one which it is better to engage with than not.
So what sort of attitudes does Chapman encounter among his client base? “Some clients have long experience of the media and are confident in managing relationships and media opportunities such as interviews on their own,” Chapman explains. “Others, who have done less, want us to hold their hands more throughout the process. Even the most seasoned client can occasionally get it wrong, and we tell anyone we work with that we will always give them unvarnished advice without fear or favour.”
Chapman has worked for some of the most influential people in the country. He recalls: “When I worked for George Osborne, I was always very clear with him that I would give it to him straight, and he accepted that, though ultimately he was the boss and it was up to him whether or not he accepted my advice. That’s the basis on which I’ve worked with clients ever since.”
The Politics of No
That all sounds sensible – and one can’t at all begrudge busy or successful people going to J+H Communications. Having a team to advise on the stress and complexity which emanates out of the modern media will be vital for those who have reached a certain level. When we interviewed Sir David Attenborough last year, he told us that he gets between 40 and 60 pieces of post a day. He is unusual in choosing to answer those himself; most people in a similar situation choose to delegate.
But not all PR firms, and certainly not all celebrities, are relaxed about the media, and this can lead to a number of problems. The first – and most likely – is that the shutters come down, and that the interviewee fears all the bad that can come out of the encounter, and resorts to a no when the interview in question might have been good for them.
Sometimes this can be perfectly understandable. When we catch up with Sir Tom Stoppard, he is frank about his own needs: peace and quiet. “I can’t keep up, and so I just keep my head down,” he jokes. When he makes an exception for Finito World, it is a very rare one.
Stoppard’s remarks are a reminder that, as Chapman says, each client has their own needs vis-à-vis the media. Stoppard has been a household name for 60 years and, now in his-mid-eighties, needs nothing from anybody. Why talk to the media then? Besides, he knows that if he wants to say something, any newspaper would jump at the opportunity to publish almost anything he says.
There is no shame, then, in a no from Stoppard. But there are different kinds of nos. Often you write to an agent or publicist, right hand or executive assistant, and you don’t hear back from there. You are left to wonder if the response was even read – and if so, whether a different response might have come your way had there been a different gatekeeper in position.
Maev Kennedy, who worked for many years as Arts editor at The Guardian, once told me of her tribulations in talking to the novelist Sebastian Faulks when at a gathering. She was asked to approach him through a publicist. “The PR or publicist said they’d have to check his availability. And I said: “Or I could just go up and talk to him – he’s a perfectly friendly guy!”
This reminds me of a conversation I once had with a senior editor early in my career about the arduousness of pitching for interview. The editor – a well-connected man – said: “What’s the matter with you? Just call them up!”
But that same editor has occasionally got hold of me and asked how to contact people in the time since. For a journalist then, this all becomes precious information. Who is the gatekeeper? Does he or she answer emails? In short, how can I get a conversation?
Often, what journalists really want is a private phone number, and journalists when they’re in a room together occasionally swap this information. This can lead sometimes to a useful lead, and to a well-known person being interviewed without their PR team being aware of it. If this seems like subterfuge then many journalists consider it a necessary one – because the alternative is either that we don’t talk to them, or that we get a sanitised conversation of little interest to anyone.
The Sin of Bland
Good PR turns out to be rarer than one would hope. Clients of PR firms wish to have media engagement, otherwise they wouldn’t have hired the firm in the first place. But the structures around them can lead to another set of sins: the provision of unusable copy.
Damien Gabet, formerly editor of Square Meal a freelance writer for GQ, City AM, and others, explains: “If getting an interview in person was difficult before Covid, it’s now “new-normal” impossible. But what’s interesting is that even speaking to the interviewee on the phone is becoming progressively less likely.”
Gabet explains the process: “The classic line is, “X doesn’t have time to speak over the phone, but will happily answer any questions you have via email.” Of course, this can’t be true: writing them down takes much longer. And because there’s no human interaction, they’re much less interesting.”
In such instances, everything depends on whether the person in question is a good writer: Clive James was noted for his love of the written interview, and Finito World has also conducted an emailed interview with Stoppard. From the interviewee’s perspective, an email exchange can seem like a safe space. They can mind their language and be reasonably sure they’re not taken out of context – thus avoiding the gaffe which has ruined so many a career during this era of ‘cancel culture’.
Chapman wisely points out that the fear of engaging with journalists today is much more to do with fear of the Twitter mob than anything the PR industry is doing: “Politicians are encouraged into instant, snap verdicts, rather than taking a more measured view as they would have in the past. Social media also encourages echo chambers rather than broad discourse. Most alarmingly, facts and truths seem to count for less in today’s public square, and that can be blamed firmly on social media.”
But often, as Gabet continues, the situation is more hopeless still for the journalist: “Sometimes they don’t even write. What you get is written – or at least, edited, by a third-party media sentinel who is trained to be commercially sensitive to the interviewee’s own brand or his/her sponsors.”
This is a far more common scenario than many might realise – the copy that comes back shorn of all personality, which doesn’t seem to have anything individual about it. In such instances, there are three options: to say no; to ask for something more interesting; or, most deadly of all, to run bland copy, safe in the knowledge that people will read it as having been written by someone famous – and therefore give it the benefit of the doubt, and decide to find it interesting, even if objectively, it couldn’t be more boring.
And what’s the result of this? Gabet is frank: “What remains of our contaminated cultural perspective has been squeezed by the gatekeeper’s fear that the interviewee will say something that is at odds with contemporary mores on sensitive subjects – typically identity – which then results in them being “cancelled”.
Brexit and the Gate
For Emily Hill, formerly commissioning editor of The Spectator, and now starting her own publishing house the Woolf Press, the whole thing comes back to politics. Hill explains: “Journalism is in crisis because we are no longer allowed to ask questions. There are two ways of stopping us: declining to answer overtly like the President of the United States – who cuts his press briefings off after he’s made only the points he wants to make – or cutting off access obscurely through gatekeepers who will only grant access to those who know where their crumpet is buttered and won’t risk a fire in the kitchen by toasting it.”
So she views this as serious? Hill couldn’t be clearer: “The whole situation is alienating the general public and pretty damned dangerous for democracy.”
In Hill’s view, Biden is culpable of damaging democracy by refusing to engage with contrary points of view. In the UK, both Boris Johnson and Theresa May in the last two general elections showed a disinclination to do appearances – May refused to debate Jeremy Corbyn, and Johnson would not be interviewed by the BBC’s best interviewer Andrew Neil.
But according to Kate Bright, the CEO of UMBRA International, a security firm which specialises in protecting the wealthy, some well-known people are afraid of what awaits them in the public arena. Bright explains: “In today’s world, security for private clients as well as household names is not only the physical, but also the digital and reputational. Today’s high profile or even the most private client has a dilemma – particularly if the profile they have attained is through opinion voiced both in a professional and personal capacity – to curate and create barriers, or live with the risks that accessibility now presents.”
Like Chapman, Bright thinks that social media has played a major role in inhibiting the public discourse. “The multiple channels for individual expression through social media gives at once huge opportunity for messages to be spread, but also increases the scrutiny, at best, and a focus for criminal activity, at worst. Those that get it right can not only excel in their chosen profession, have a private life and mitigate risk, but it is a 24/7 operation, with digital risks ever omnipresent.”
It might be then that when a journalist is failing to get in contact with someone that that person is simply tweeting over their heads. This is an aspect of modern life, and surely to be accepted and worked with, rather than lamented.
But in Bright’s remarks we also see how far the notion of ‘cancel culture’ has gone to make us feel that notions of ‘safety’ are at issue during discourse – not so much in the conversation itself, but in terms of what may happen afterwards in the so-called Twittersphere.
I have often felt this as an unspoken part of my conversations with the well-known. During that interview with Sting, he said something negative about the then President Trump during the interview, and afterwards, when the tape was off, he confided: “I think I may have got myself in trouble there.”
His tone was of someone who knew there was nothing to do – that he had gone ‘on the record’ and that he had to play by the rules of the game.
I also remember one TV star saying to me: “Off the record – that was off the record” very deliberately into the tape after saying something disobliging about a prime minister. Personally, I’ve sometimes tried to protect people from coming across badly in my pieces, leaving out remarks which I suspected were said in ill temper. But then, other journalists will happily make their subject look bad, if it means that it’s more likely the interview will be reproduced more widely upon publication.
The Burden of Proof
This seems to make PR more necessary than ever. It might be then that what we need isn’t so much any grand reform of the PR industry, but simply better PR.
Chapman explains how it’s important for clients to be open even in crisis situations. “Even where mistakes have been made, it’s better to be upfront and explain how you intend to put things right.”
Chapman admits that there is a wide variety of attitudes out there to the media experience:“Many people fear saying the wrong thing at the wrong time, getting their facts wrong, having their words twisted or taken out of context. Others worry they will come across as overly confident or even arrogant, just because they’re trying to communicate that they’re on top of their game, while others worry about seeming shy or inarticulate.”
But Emily Hill is still critical of many people who want to have their cake and eat it: “Most of it is done under the guise of privacy but no detail is too intimate if it suits the image the rich and powerful want to project. Gatekeeping is ultimately aimed at controlling what people think – and the harder they try to do it the more people will conclude the news is fake and draw their own conclusions about what they’re not being told.”
The question of gatekeepers therefore is at its heart a question of trust about how we treat one another. But this trust works in many different directions: between PR person and client; between PR person and journalist; between reader and writer; and ultimately between all of us. At a time when the issues from the pandemic to climate change, terrorism and identity, couldn’t be more important, it’s more imperative than ever that we make room to address the way in which we discuss them.
The Big Four accounting firms are the largest networks providing professional services worldwide. Ernst & Young (EY), Klynveld Peat Marwick Goerdeler (KPMG), PricewaterhouseCoopers (PwC), and Deloitte have dominated the market since the fall of Arthur Andersen due to the Enron scandal, so it’s no wonder that many dream of working for one of these powerhouse firms.
The online trading and brokerage platform CMC Markets has analysed LinkedIn data to see where employees of the top firms attended university. Naturally, larger universities would have an advantage if number of current employed alumni was the only factor, so CMC Markets has instead based the rankings on the percentage of a university’s total population employed by the Big Four.
The London School of Economics (LSE) is at the top of the list. Each of the four firms employs more LSE alumni than those from other universities, despite only having 13,455 students. 5,776 LSE alumni are currently employed by the Big Four, which is 43% of their total enrolment size.
Since 1895, LSE has been a prestigious institution attended by some of the biggest names in business, art, and politics including David Rockefeller, Lord Attlee, Maureen Colquhoun, and George Bernard Shaw. LSE’s worldwide renown and high standard of education makes it a natural choice for those looking to enter the world of top-level accountancy.
It will come as no surprise that many Cambridge graduates have gone on to secure top roles at the Big Four. Ranking second on the list, 2,401 Cambridge alumni are currently employed by one of the top firms, and it is the second most popular university for employees of Deloitte and EY.
The University of Cambridge has provided top-level education for 813 years, making it the third-oldest surviving university in the world. Offering postgraduate programmes in both accounting and finance, Cambridge is ideal for those who wish to enter the highest levels of business through a traditional scholarly path. With an enrolment size of 22,155 students, 15% are currently employed by one of the top firms.
Oxford Brookes University is a respected modern university which took its present form in 1992. Currently, 2,355 Oxford Brookes alumni are employed by the big four, which is impressive considering their population of 17,795 students. As a comparative newcomer, Oxford Brookes has become a popular institution for the Big Four rather quickly, with each firm employing between 400 and 800 alumni.
Durham University places fourth, with 2,702 alumni at one of the Big Four. Despite having more alumni in Big Four roles than Oxford Brookes, Durham’s higher population of 20,645 students means that the ratio of students to Big Four-employed graduates is lower. However, the numbers are comparable – 13.1% of Durham’s population have found roles at the top firms, compared to Oxford Brookes’ 13.2%. A decision between these two fine institutions will come down to personal preference and the specific courses offered.
The four top firms employ 9.9% of the University of Lancaster’s total population of 17,470. EY is the most likely firm to employ a University of Lancaster graduate, and there are 497 alumni currently working for the company. In total, 1,732 alumni are employed by the Big Four.
In terms of sheer numbers, LSE is still the winner by far with 5,776 graduates working at the Big Four, but after that, things change. The University of Manchester’s 3,487 Big Four alumni makes the institution second on the list, and Cambridge’s 3,401 Big Four alumni win them the number three spot.
Interestingly, none of the CEOs from Deloitte, EY, PwC, or KMPG attended universities which score highly on either list. Bill Thomas of KMPG International attended the University of British Columbia to earn a BSc. in Chemistry. EY’s Carmine di Sibio attended Colgate University, New York University, and the NYU Stern School of Business. PwC’s Robert E Moritz holds a bachelor’s degree from New York State University, and Punit Renjen of Deloitte attended Willamette University in Salem Oregon.
Check out Finito World’s ranking of University careers services here