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On 14 August young people across England, Northern Ireland and Wales will receive their A Level results.
Many will receive the grades they hoped for however those who receive results that aren’t as expected, either worse or better, there is the option of entering Clearing, the period when universities advertise remaining places on undergraduate courses
Aston University is offering guidance to help secure a place on a degree course and those who already have their results can enter Clearing from 5 August. There is more information about the process on the Aston University website at https://www.aston.ac.uk/clearing/guide Going through the process of waiting for and receiving A Level results can be overwhelming Dr Natalia Stanulewicz-Buckley is a social health psychologist and is a lecturer in the School of Psychology and Aston Medical School at Aston University. She has the following advice for anyone who doesn’t get the grades for which they hoped:
“What if your A-level results are not what you hoped for? Breathe. Feel. Regroup. The path ahead still holds endless possibilities.
“As people get older and gain more life experience, they often realise that what once seemed like a humongous failure or disappointment, with time, bears a lighter load. So, what advice would I share with young people facing A-level results that may not have aligned with their expectations and hopes, and who might be facing Clearing or having to consider other options?
“First of all, take a few long inhales and even longer exhales (for 3-4 minutes). This kind of breathing exercise can help you feel calmer when facing a stressful situation.
“Next, acknowledge your feelings. It’s okay to feel disappointed, disheartened, or even angry when life doesn’t go according to plan. These emotions show that this outcome matters deeply to you. But they don’t mean that all is lost.
“Take time to sit with your emotions and try to share your concerns with people who might be going through a similar experience, or with those you trust to support you - friends, siblings, family members, or teachers. There is truth in the saying, ‘A problem shared is a problem halved.’
“Once you've made space for your emotions and worked through them - remember, emotions are like waves; they arise, reach a peak, and then subside - you might feel more ready to consider your options. Believe me, there will be many, Clearing, taking a year out to travel or volunteer, doing an internship, and more.
“Ask yourself, 'What path is most aligned with my plans and ambitions for the future?' Follow that answer. And who knows - perhaps in time, you’ll look back on this stressful moment and the decisions you made in response to it and realise that having to re-adjust your university plans was the best thing that could have happened.
“As the saying goes, ‘When one door closes, another one opens.’ But most importantly, please be kind to yourself. Treat yourself as you would a close friend—with understanding, support, and compassion. It may be reassuring to remember that you did the best you could in the situation you were in, with the resources you had. That is all anyone could ever ask of you.”
To interview Dr Stanulewicz-Buckley or for other media enquiries contact Nicola Jones, Press and Communications Manager, on (+44) 7825 342091 or email: n.jones6@aston.ac.uk To find out more about Dr Stanulewicz-Buckley’s work visit https://research.aston.ac.uk/en/persons/natalia-stanulewicz-buckley Courses available through clearing at Aston University can be viewed at https://www.aston.ac.uk/clearing/vacancies and anyone who is waiting for their results can register for Priority Clearing at https://www.aston.ac.uk/clearing#register to receive vacancy alerts, advice and tips.
From 8am Thursday 14 August there will be three easy ways to apply for courses at Aston University through Clearing, either call 0800 917 5923 to speak with an adviser, submit a Clearing application form at https://www.aston.ac.uk/clearing/guide or use the online live chat service. Finally, students can message on Instagram at https://www.instagram.com/AstonUniversity/
Partnership between Lee Mount Healthcare and Aston University will develop and integrate a bespoke AI system into a care home setting to elevate the quality of care for residents By automating administrative tasks and monitoring health metrics in real time, the smart system will support decision making and empower care workers to focus more on people The project will position Lee Mount Healthcare as a pioneer of AI in the care sector and opening the door for more care homes to embrace technology. Aston University is partnering with dementia care provider Lee Mount Healthcare to create the first ‘Smart Care Home’ system incorporating artificial intelligence.
The project will use machine learning to develop an intelligent system that can automate routine tasks and compliance reporting. It will also draw on multiple sources of resident data – including health metrics, care needs and personal preferences – to inform high-quality care decisions, create individualised care plans and provide easy access to updates for residents’ next of kin.
There are nearly 17,000 care homes in the UK looking after just under half a million residents, and these numbers are expected to rise in the next two decades. Over half of social care providers still retain manual and paper-based approaches to care management, offering significant opportunity to harness the benefits of AI to enhance efficiency and care quality.
The Smart Care Home system will allow for better care to be provided at lower cost, freeing up staff from administrative tasks so they can spend more time with residents.
Manjinder Boo Dhiman, director of Lee Mount Healthcare, said: “As a company, we’ve always focused on innovation and breaking barriers, and this KTP builds on many years of progress towards digitisation. We hope by taking the next step into AI, we’ll also help to improve the image of the care sector and overcome stereotypes, to show that we are forward thinking and can attract the best talent.”
Dr Roberto Alamino, lecturer in Applied AI & Robotics with the School of Computer Science and Digital Technologies at Aston University said: “The challenges of this KTP are both technical and human in nature. For practical applications of machine learning, it’s important to establish a common language between us as researchers and the users of the technology we are developing. We need to fully understand the problems they face so we can find feasible, practical solutions.
For specialist AI expertise to develop the smart system, LMH is partnering with the Aston Centre for Artificial Intelligence Research and Application (ACAIRA) at Aston University, of which Dr Alamino is a member. ACAIRA is recognised internationally for high-quality research and teaching in computer science and artificial intelligence (AI) and is part of the College of Engineering and Physical Sciences. The Centre’s aim is to develop AI-based solutions to address critical social, health, and environmental challenges, delivering transformational change with industry partners at regional, national and international levels.
The project is a Knowledge Transfer Partnership. (KTP). Funded by Innovate UK, KTPs are collaborations between a business, a university and a highly qualified research associate. The UK-wide programme helps businesses to improve their competitiveness and productivity through the better use of knowledge, technology and skills. Aston University is a sector leading KTP provider, ranked first for project quality, and joint first for the volume of active projects.
For more information on the KTP visit the webpage.
L to R: Professor Helen Wood, Annika Allen and Nadia Afiari (Image: Simon Roberts Photography) Aston University’s Professor Helen Wood led the research for Black Leaders in TV, a company championing Black TV professionals
Black in Focus is the first report of its kind and highlights the prevalence, with 92% of respondents reporting prejudicial or discriminatory experiences
Recommendations for improvements include mid-career support, changing how Black stories are commissioned and tackling racism and bullying.
Black television professionals in the UK’s television industry continue to face persistent barriers to career progression, with progress towards equity and inclusion very slow, according to new research led by Aston University academics.
The report, Black in Focus, was produced in partnership with Black Leaders in TV, a company set up to champion Black professionals in the UK television and content creation industry, committed to bridging the representation gap and creating a more inclusive and innovative industry. The research group was led by Professor Helen Wood, a professor of media and cultural studies at Aston University. It also included Aston University’s Dr Killian Mullen and Dr Priya Sharma, alongside Dr Jack Newsinger, associate professor in cultural industries and media at the University of Nottingham.
The researchers surveyed 164 Black mid-career television professionals to learn about their experiences. While entry-level diversity efforts have sparked positive change, the researchers say that respondents generally see this as performative, with little genuine progress at mid and senior levels.
Of those surveyed, 92% reported experienced microaggressions at work, defined as subtle, often unintentional, comments or actions that express prejudice or discrimination towards them, such as being mistaken for a taxi driver or colleagues continually mispronouncing a name. 80% stated that their careers in television have negatively impacted wellbeing. Almost three-quarters (74%) of respondents said they had been ignored or excluded at work
One of the biggest problems highlighted is a persistent ‘club’ culture with career progression often based on informal networks and hires. 91% of the survey respondents reported having no friends or family in the industry, blocking wider access and opportunity.
Many Black television professionals still report being labelled as ‘diversity hires’, which negatively impacts their confidence and feeling of belonging in the industry. Black-Caribbean respondents and those from working-class backgrounds report heightened feelings of exclusion.
Another major problem found by the report is in programme commissioning, with Black stories often viewed as commercially risky, leading to missed opportunities for richer, more authentic storytelling.
The recommendations for improvement are grouped into four categories - breaking the mid-career bottleneck, commission, diversity initiatives, and racism, bullying and inclusion failures.
To help with career bottlenecks, the authors’ suggestions include developing a national fellowship scheme to offer structured leadership training, shadowing, and commissioning exposure for Black professionals, setting up a centralised database for Black talent and supporting Black creatives though industry showcases.
The television industry could tackle the problems with commissioning for example by incentivising Black-led narratives and requiring commissioning teams to complete anti-bias training.
Diversity initiatives should move away from entry-level programmes towards structural change. This includes moving away from informal, network-based recruitment to structured, clear processes, and formalising promotion pathways.
The television industry can tackle racism and bullying through zero-tolerance harassment policies, independent reporting mechanisms and sanctions, inclusive leadership training and developing mental health resources specifically tailored to Black professionals.
Professor Wood said:
“We can hear the voices of frustration in this survey and the data is clear about the problems. It’s time for the industry to use this evidence to take the next steps to deliver real, systemic change.”
Black Leaders in TV founders Nadia Afiari and Annika Allen Gray said:
“The findings make clear that, for UK television to truly reflect its diverse audiences and unlock creative innovation, the industry must move beyond surface-level diversity efforts. There needs to be support in place for Black professionals, greater transparency in recruitment and progression, and a fundamental shift towards inclusive, equitable workplace cultures.”
Visit https://www.aston.ac.uk/sites/default/files/2025-07/Black_in_Focus_report.pdf to read Black in Focus in full.
