Search results

Achieving basic education and equitable education outcomes remains a challenge, therefore, improving equity in education has evolved as a particularly important policy priority in all OECD countries. This chapter concentrates on equity in the Maltese education system, with a particular focus on how the policyscape makes provision for achieving, improving, and maintaining equity in compulsory schooling. As an EU member state, Malta has been affected by the evolution, causes, and consequences of social, educational, and economic inequalities that have been an ardently contentious and controversial issue given the recent economic crisis in Europe. This chapter utilizes Bacchi’s ‘What’s the problem represented to be?’ (WPR) approach to analyse national school inclusion policy in Malta as illustrative of policies mobilized to address the problem of inequality, therefore acknowledging the need for a provision of equity as a major agenda. The results of this small-scale study have theoretical and methodological implications for academics, policymakers, and practitioners in the educational policy field. This study highlights the fact that there are a number of persistent challenges for achieving equity in education, especially the immigrant-native educational gap, despite European policy makers having been very active in the educational field.

In this chapter, we discuss talent development in the context of higher education. After discussing the advantages and disadvantages of inclusive and exclusive approaches to talent development, we present empirical data that detail how the participants of a focus group study perceive talent development in higher education. Our data show the importance of a contextualized reading of talent development as the competitive context in academia hinders an inclusive focus on talent development. This context results in a performance-centred, instead of a development-centred approach to talent management, where outperforming others in narrowly defined areas (e.g. publication record) is the main goal. We show that in such a context the development of competitive talent is rewarded, and the development of communal talent is not. The focus on performance instead of (inclusive) development becomes more pronounced when employees move through their career and is believed to have several negative consequences. Mostly women perceived that such a non-inclusive approach to talent development hinders the development and deployment of their talents and obstructs their career progression.