The benefits that English second language workers can bring to your workplace
Written by Paul Holcroft
Paul Holcroft is the Managing Director at Croner.
Organisations are actively seeking out, not just multi-talented workers, but also multilingual employees to join their workforce.
Hiring workers who can fluently communicate in more than one language is seen as a huge positive business asset. Employees fluent through ‘lingua franca’ allows you to trade in wider foreign fields and on international scales.
Its significance proves business success goes far beyond just being fluent in English. And through that, more employers are seeing the benefit of recruiting multilingual and ethnically diverse workers.
Read how hiring an ethnically diverse workforce, with a penchant for languages, can prove beneficial for your brand-name and succession.
Understanding the customers’ needs on another level
Your brand-name will be publicly viewed as a workplace which understands the importance of diversity and inclusion. The benefits for this will return to you, through the growth of your clientele field. And the same will occur with your customers’ commitments.
It’s worth taking notes on the new market-realms you can effectively tap into. You’ll be able to appreciate and explore them, through better insight from your multilingual employees. Learning about local customs, rituals, and beliefs can increase customer relations and marketing services.
Stronger customer loyalty and relations
Through diverse workforces, you can bring about great benefits to your customer relations. A stronger rapport means business interaction will run more smoothly and efficiently.
Employees will share lingual mindsets and cultural backgrounds, which means they can establish queries to greater lengths and depths. And their understanding for customer satisfaction and objectives will remain completely exclusive.
Your clients will be left with confidence and appreciation for your tailored services. And with strengthened trust, you can keep confident that their loyalty will transpire into business profit and succession.
In-house translation support
You can effectively utilise employees who are bilingual, multilingual, or polyglots for any business projects that require language-centricity.
They can be used for a wide range of communicative work-tasks, like drafting legal contracts, writing dual-language materials, and international marketing campaigns. You’ll be guaranteed high quality content and easily accessible services.
Different level of talent and skill set
Employees with multilingual capabilities bring a completely different type of skill set to the table. Research by the National Institute of Health found bilingual people were able to switch tasks and process information faster than monolinguals.
It allowed employees to work efficiently within fast-moving work environments. Meaning they’ll adapt effectively to hypergrowth and business expansion; and can handle new and unfamiliar experiences easier than others.
Honing on this talent means workers will more likely remain in your employment. They’ll feel appreciated, valued, and aspire to progress further in their career with you.
Minimising the PR mistakes
Recruiting employees, fluent in the language you’re working in, allows you to expand without a fear for linguist mistakes.
Facing marketing errors and translation issues reflects badly on your business name. When venturing into new markets and cultural demographics, your projects shouldn’t manifest costly business mistakes.
If you do conduct business that extends geography, language, and culture, it’s vital to have an in-depth understanding in that field. And you should understand ways to adapt your values and intentions to succeed in the new market.
The importance of diversity and inclusion in business
Diversity and inclusion often go together – but are two completely different amenities.
You’ll benefit from utilising both strategies to strengthen equal opportunities in your workplace.
A diverse workplace will attract employees from all walks of life. Your business will be recognised as a place of equal opportunities and career progression.
It’s fair to say, not all businesses are able to hire candidates from a wide range of backgrounds and linguistics.
But through taking a proactive approach towards creating a diverse workforce, you’ll be able to attract talent and corporate reputation – all benefiting business prosperity and succession.
Making the DEI mission of your school mean more than just words.
Written by Rob Ford
Rob is an educator for nearly 30 years, a history and politics teacher, a school leader in various schools in the UK and was principal of Wyedean School in the UK, before being appointed as Director of Heritage International School group.
“Our lives begin to end the day we become silent about the things that matter”. MLK
As my colleague sobbed with frustration and emotion in my room one afternoon, after a long day at school, going through what had just happened in class, I realised in that moment how powerless I felt there and then as a person but I knew how powerful my school’s culture, ethos and policies truly were in these awful moments. More than just words when put to the test to support my colleague as she asked for my help as a school leader.
My colleague, an international teacher, had been on the receiving end of a racist comment and it underlined to me just how much work we still have to do in our schools and communities to ensure such hurtful and offensive moments don’t happen especially when it comes to the words, beliefs and actions of children and young people in our care.
When we found the students responsible and put in place the necessary sanctions & follow up actions warranted, the comment from one parent said this to try and downplay the incident; “It’s like he was at the same table when the waiter was abused but all get thrown out of the restaurant”.
Illustrating perfectly with the choice of words that even the most liberal, educated, wordly wise and enlightened of school communities, especially those with many nationalities and a strong global outlook, need to continue to work together with the whole community, to challenge and change such mindsets. In contrast, the students were actually very contrite, apologised, owned their responsibility and repaired the damage done with their teacher who was prepared to move forward with them on this basis.
We cannot ever be silent on such issues as school leaders, nor should we feel powerless individually to tackle these issues successfully. We need to prioritise clear policies, culture, staff training and meaningful education in schools around issues & attitudes such as racism, nationalism, prejudice and hate that, unfortunately, have become more widespread in the 2020s around the globe. Doing nothing or hoping it won’t ever be something you will have to address is not an option either for any school leader.
Your school culture is not international because it says it in the title.
It is always quite surprising how many school leaders feel that issues around racism will never affect them because they are “an international school”. This is a very false assumption as much as stating how many different nationalities are in the school community. It doesn’t mean a school is diverse, equitable or inclusive and it’s a “lazy assumption” and derelict to avoid having a practical strategy in place because you say you are in the school’s name. Words matter here.
You need a robust Diversity, Equity and Inclusion Policy in place.
Your DEI policy should sit alongside the handful of ones, like Safeguarding, SEND, Teaching and Learning, Complaints, that you have in crumpled paper form, covered in notes and highlighter on your desk as a school leader because they are used as part and parcel of daily school life. There are some really effective, comprehensive and robust DEI policies out there to look at and adapt to your school.
Your DEI policy needs to be regularly reviewed, a governor responsible, a senior leader made responsible for it, and for it to be made publicly available, for your whole community to be aware of it with the key points clear. Get good outside experts to scrutinise it and for them to challenge you as a leader, your governors and your team on it as COBIS did to me and my school last year as part of our standards accreditation.
You need regular CPD for staff awareness and all your team believe and operate in this culture.
I couldn’t imagine annual staff training in August or regular CPD throughout the year, without time spent on our DEI, any more than I would leave safeguarding, the fire drill or Teaching and Learning out of what is central in the education and duty of care towards children. There are some incredible voices and forums out there for schools to follow and engage with and bring that outside expertise and experience to your school. Especially for schools and communities operating in homogenised and monoglot environments. Your DEI policy needs to be even more central in your strategy.
There are some incredible voices and forums out there for schools to follow and engage with and bring that outside expertise and experience to your school so tap into it; for example we have used Jon Gibson and Backdrop Education for staff training around inclusion and equity, America House in Chisinau extensively on diversity training, our governors have worked with Jackie Beard, a NLG and used the DEI programmes from NGA. COBIS have been working with Angela Browne and Hannah Wilson to deliver DEI training in schools and we are signing staff up for this outstanding & highly recommended programme for the courses this year. We also follow Hannah’s work in offering free DEI conferences and webinars to educators in the UK and around the World.
Raise student (and parental) awareness regularly, celebrating and commemorating our global, diverse communities in school daily life.
This is where you need to be prepared to be less than silent, especially in a World of labels thrown at schools such as “woke” or “cancel culture” for daring to celebrate and commemorate events in the global calendar such as Black History Month or Holocaust Remembrance. Do not shy away from what may be perceived as difficult topics or fearful of reactions.
In those school boards in the USA, where some parent groups are challenging schools for holding Black History Month events this February, because they believe it is teaching “CRT” (critical race theory), school leaders are tackling this challenge head on legally as we finally see this “false equivalence” called out and for a many, a hill definitely worth a stand on.
In Eastern Europe, the ugly racism black English footballers endured recently playing Hungary, became a very good debate topic for our IGCSE and A Level students and I was proud to see all of them call it out for the hate and ugliness it was. These are not the values these students want or their part of the world to be associated with.
We also are facing in Eastern Europe the contextual challenge of the conflict of Russia towards Ukraine, with students of both countries in our community, so we have worked with teachers on how to handle difficult questions on it and deal with issues that may arise from students in a safe arena of dialogue. This is the very reason why we educate children.
Make your community more inclusive and diverse.
This should include a recruitment policy that is more than just centred towards white Anglo-American educators and truly brings the global community to your school. I still hear the positive words of one of my students when she said coming to Heritage is like going abroad each day.
The same is about the speakers you have in school, the role models for children chosen and what you study in the curriculum. I have no issue with special days or months for events in the global curriculum calendar because it is a good excuse to highlight the work that is consciously there daily and it is not just for one day.
Schools shouldn’t worry about the odd criticism on social media because you celebrate or commemorate one day either, as long as this isn’t the only time some topics or events are looked at and studied. A “one off” is not a school culture but it is a good starting point to build on. Throughout this academic year, the UN’s #FightRacism campaign has underscored so many wider curricular events especially through whole school assemblies and cross curricular days we have aligned with as a school.
Conclusion.
We should live up to our school’s mission, culture and ethos, especially where we want future leaders to lead with the very values we claim we are about in our schools to young people including diversity, equity, justice and inclusion for a better future. Or as school leaders we will end up remaining silent on what matters most.
The Non-Linear Road To Recovery
Written by Bianca Chappell
Bianca Chappell is a Mental Health Strategic Lead, Cognitive Behavioural Coach and Mental Health First Aider.
When things go awry, we like to know what to do and how to do it, so that it can be sorted out – it’s a totally natural response. With some illnesses, the treatment is simple and we are able to move on. Unfortunately, mental ill health isn’t so straightforward, and to make it even more frustrating, recovery is hardly ever linear either – we don’t experience feeling better in a nice, neat, straight line.
Life is mostly unpredictable and there’s only so much that we can control. Our mental health can take a knock-back from the things which go on internally for us, but also the things which happen externally.
We may have been going along all hunky-dory and then something happens to cause one of those sinking-stomach rough patches that we work so hard to avoid. Similarly, we might have had a long murky spell and then find that something happens to give us a lift.
Our mental health isn’t stationary, it’s transient and a counter reaction of so many individual factors. It’s difficult to always know what’s helping and what’s not, to be able to make changes to rebalance and create new habits to feel settled again.
It’s hard work and sometimes we’ll put time and effort into something that isn’t quite right for us which can be demotivating and use up energy which is in limited supply. The very nature of mental ill health is that it depletes our energy resources, so we’re always having to weigh-up where we are, with where we’d like to be, but to also be mindful that we’re not using up all of our future energy supplies. It’s a never-ending puzzle.
Life in itself is full of ups and downs. When we add mental ill health to the mix, those lows can feel extraordinarily painful and crushing. We’re working so hard to move forwards, towards good health, and those setbacks can really dent our hope and confidence. We might find ourselves in a spiral of ‘well I’ve tried so hard and things are still going backwards so everything is hopeless and I’ll never get better so there’s no point in trying any more’. It can be very easy to get into this spiral and it is very hard to get out of it again. Hitting a blip doesn’t mean that everything is hopeless and it certainly doesn’t mean that all of our hard work is for nothing. When it all feels a little much, take some time out to hunker down and up the self-care. It can feel counterintuitive but energy, hope and motivation aren’t in limitless supply, we often need to stop, to take stock and top-up.
On the face of it, it often seems as though there’s no logical reason for our mental health deteriorating. But there’s usually something, however small it might seem, which has affected how we feel.
It can take a bit of work to figure out the sorts of things that might be contributing to our mental health dipping; habits, boundaries, obstacles, lack of support, triggers etc. We might need some help with identifying what our triggers are and in learning how to handle them. One of the things which can help is to keep a mood diary – this helps us to see patterns but also gives us an in-time reflection on what was what for us at any given time.
The more knowledgeable we are about our stressors, the more equipped we are to make decisions which are right for us and our mental health.
When our mood dips again, or we use behaviours we haven’t used in a while, it’s easy to feel hopeless, useless, and frustrated. We might find that we feel like nothing has changed, as if we’ve not got anywhere, and nothing is any different from last year, or the year before that, or the year before that.
Relapsing doesn’t erase our recovery. All the things we’ve achieved – keeping our mood stable for a while, going for a period of time without using behaviours, or something else – are still achievements.
When we look back, it’s the grotty and the great that we see – but the in-between stuff is just as valuable; there’s important knowledge we’ve gained and lessons we’ve learned which help us to be more informed going forward. Every time we go through a rough patch, we can take an insight from it to aid our recovery. Even though it might not feel like it, we will be in a different place from the time(s) before. We have more experiences and more skills than we’ve had in the past. We never go right back to square one because we’re approaching each rough patch from a slightly different place.
Mental ill health isn’t something we’d choose and it’s definitely not a stick with which to beat ourselves up about. We didn’t choose to be mentally ill in the same way that we don’t choose to catch a cold. When we punish ourselves for how we feel, it makes us feel worse and plays into the hands of the illness we so want to be free from.
Not being okay can be hard to cope with, we so desperately want to be okay, but it is okay not to be okay. Nobody can be okay all of the time and recovery will always be full of ups and downs as we learn new things. It’s when we own-up to our not-okay-ness that we find ourselves in a place more accepting of help, more likely to ask for help, and more open to changes, self-care and being gentler to ourselves.
The Intersection of Race and Neurodivergence
Written by Anu Roy
Anu is a TeachFirst leadership Alumni and digital trustee and teacher committee lead for charities in England and Scotland. She is currently a digital curriculum development manager and works in inclusive education projects incorporating tech.
‘Just stop fidgeting please’.
I have been told this my entire life and truthfully, I have then said the same sentence to students during a lesson. Students who do not seem focused, who might have lost their pen, cannot find the right page. As teachers we all know these students, but with that sentence -do we run the risk of reducing them to something they cannot control?
Traditionally, the narrative around restless behaviour in the classroom can be characterised as an uninterested student, potentially becoming disruptive if the teacher does not intervene. However, neurodivergent students with ADHD may find it difficult to focus, feel restless and struggle to overcome impulsive behaviour. This is particularly challenging for BAME neurodivergent students who are continually underdiagnosed for ADHD, making it harder to raise awareness and create an action plan to support them.
In our current education system, I have realised that there are BAME students who have struggled from nursery all the way to their graduation at university with difficulties which arise from ADHD as a root cause, but they were never diagnosed. The inequities of treatment and resources coupled with the systemic barriers faced by people of colour can mean that the joy of learning is lost when these students feel like they are not meant to succeed. Instead, educators have a duty to shape systems which support neurodivergent students and address their barriers to learning.
The next time we see a student looking restless, instead of assuming they are disinterested, it is important for us to take the time and speak with them about whether they have trouble concentrating and what measures we can put in place to help them navigate that. When all students are excited and keen to learn, what we can accomplish in the classroom knows no limits.
How East Stanley Primary School used Rainbow Laces to build a more inclusive environment for its pupils
Written by Adam Walker
Adam is a Primary Teacher at East Stanley Primary School in Durham and is a member and advocate of the LGBTQ+ community.
‘The number one thing is the inclusivity benefits of the resources. Not having pupils question who is playing football and building a much deeper level of respect for each other.’
Creating an inclusive environment for pupils is a top priority for many teachers and their schools. As we celebrate LGBTQ+ History Month, Adam Walker, a teacher from East Stanley Primary school tells us about how using the Rainbow Laces resources, from Premier League Primary Stars, helped create a more inclusive environment for his pupils – increasing their understanding of gender stereotypes and the LGBTQ+ community.
“We had an incident at a football match a few years ago where a pupil from our school called a player from another team a homophobic slur. It was at this point we realised that we needed a solution that we could use to support our pupils in understanding the importance of being inclusive. After a long search to find the right solution, we came across the Rainbow Laces resources from Premier League Primary Stars. A bank of free resources that could educate our pupils around the importance of inclusivity, challenging stereotypes and being a good ally – it was exactly what we were looking for.
At East Stanley we are seeing more girls wanting to get involved in sport. So it was great to see Premier League Primary Stars use male and female professionals in their resources to show balanced representation of real sport. Activities such as ‘Do it like a…’ and ‘Be an ally’ have been popular with the pupils. It has especially given the girls something to look up to and through challenging stereotypes we have mixed teams playing football with a deep level of respect for each other.”
East Stanley has used the Rainbow Laces resources in PSHE lessons at the school to create a more open environment: “The Rainbow Laces resource pack helped us in our PSHE lessons when talking about what it means to be a part of the LGBTQ+ community or discussing gender stereotypes. Now all the pupils are aware of different types of representation; they know that it doesn’t matter if you are homosexual or heterosexual, a boy or a girl, your ethnic descent, or what your first language may be.”
As a member of the LGBTQ+ community, Adam appreciates the difference that resources like Rainbow Laces make: “Now that I have these resources I reflect and think that if material like this had been available when I was in school, it would have helped me to identify and feel more comfortable as a result of inclusive topics being spoken about openly. The more we use material like this in primary schools, the more we will create a better environment for everybody to live freely. It is only going to have a positive influence.”
Speaking about whether he would recommend the resources to fellow teachers, Adam said: “I would 100% recommend them. Knowing how the PSHE curriculum works, Rainbow Laces has been great for us. For other teachers who are looking to increase inclusivity at their school, we have loved the outcomes the resources have given us. Premier League Primary Stars has a wide variety of resources too and there is also the opportunity to build Rainbow Laces – and others resources – into additional lessons around Maths, English and PE. We have seen a real difference and our pupils are happier as a result.”
At the end of 2021 and during the Premier League’s Rainbow Laces campaign, Premier League Primary Stars launched a new resource pack called ‘Rainbow Laces – This is everyone’s game’. The pack, perfect to build into PSHE lessons this LGTBTQ History Month, includes an educational film, and supporting resources, celebrating LGBTQ+ football fans and showcases the power of football to bring people together. The film tells the story of a young Sheffield United fan and member of the LGBTQ+ community, who talks about what football means to her and how it has played a part in helping her to feel proud of who she is.
Premier League Primary Stars has a wealth of dedicated LGBTQ+ and Anti-Discrimination resources – all free – for teacher to use in the classroom linked to English, Maths, PE and PSHE here.
About Premier League Primary Stars
Premier League Primary Stars is a national primary school programme that uses the appeal of the Premier League and professional football clubs to inspire children to learn, be active and develop important life skills. Clubs provide in-school support to teachers, delivering educational sessions to schools in their communities. Free teaching materials ensure the rounded programme, which covers everything from PE and maths to resilience and teamwork, is available to every primary school in England and Wales.
The Premier League currently funds 105 Premier League, English Football League and National League clubs in England and Wales to provide in-school support for teachers.
For more information about Premier League Primary Stars or to register, visit: www.plprimarystars.com
You can also contact Ben Lewis-D’Anna on blewisdanna@everfi.com or 07590465455.
The Power of the Community
Written by Dena Eden
English teacher and writer based in Norfolk. MA in Educational Research and currently working as an English Standards Leader.
I signed up to the recent #DiverseEd conference knowing I would hear about some brilliant examples of Diversity, Equity and Inclusion work going on across education; I didn’t expect to finish the conference feeling empowered. Listening to authentic voices and lived experiences encouraged me to reflect on my own, and has given me the confidence I needed to forge ahead with necessary change.
As a cis white person I recognise my privilege. As a woman, I have experienced the frustration of my ideas not being taken seriously until a man repeats them. My choice on how to present physically also means people have undermined my intelligence and assume I enjoy shopping and ‘partying’ – they were someone’s actual words. They are surprised when I share my achievements and professional life before teaching. They are even more surprised when they find out I’m gay. Ironically, the part of my identity which is a ‘protected characteristic’ has been met with more positive outcomes than negative. When people ‘find out’ I am gay, women treat me more warmly and men take me more seriously. But that’s a whole other blog post.
I want to share my own experience to try and explain the effect the #DiverseEd conference had on me: despite being invested in creating a truly inclusive environment for a long time, I didn’t feel ‘diverse’ enough to be the person to do that – but at the same time also felt a huge pressure from being part of the LGBTQ+ community to be a voice for those who don’t speak up. Growing up in Birmingham and then living and working in both Mexico and the USA means that I have experience of living life in the role of the ‘other’ – but also that I have always worked in environments rich in diversity. Embarking upon a career in education in a significantly less diverse area of the UK was a shock to me.
Despite absolutely loving where I live and work for lots of reasons, it does continue to surprise me when I witness the problematic attitudes and language used when talking about diversity and inclusion. Discriminatory language is used without understanding why it is a problem and the pervasive idea that ‘real’ prejudice is overt and/or violent means many people do not recognise their privilege: Prejudice hides behind ignorance; tokenism acts as acceptance; tolerance is sufficient.
Understanding inaction: providing solutions not problems.
My experiences have frustrated me and as a result, I approached leadership in the Trust I currently work for to start a conversation; it was met with enthusiasm and support and has led to me setting up an Inclusive Communities group working with outstanding colleagues invested in making long lasting change.
Up until the #DiverseEd conference, I had some idea of what I wanted us to do – but have been apprehensive. For me, a truly inclusive environment has always been about addressing the root of the issue – people’s mindsets. Until people are willing to admit both their own privilege and the importance of the work that needs to be done, nothing will change.
Watching the conference helped me to reflect on previous conversations and helped me to understand that I had been too concerned with losing respect or upsetting others by voicing how crucial the work around diversity, equity and inclusion really is. But without action, we are conversationalists not activists; my thinking has now shifted from worrying about reactions to focusing on my own actions.
Before the conference, I felt like the battle was in trying to get people to appreciate the importance and immediacy of the work that needs to be done – it isn’t work with immediate measurable outcomes for example. After watching the conference, I feel validated in arguing that there should be no such battle. The immediacy and importance of this work is not an opinion – it is a fact.
So moving forward, rather than focusing on whether the changes can be made, I am focusing on how they will be made. Working with an incredible community and calling on the expertise of my colleagues, we are going to approach people with solutions rather than problems. This is where we are going to start:
- Looking at policy within schools and across the whole Trust.
- Educating our staff to be able to challenge one another and our young people – this will be led by training from authentic voices sharing their lived experiences.
- Recognising multiple stakeholders in this work: parents, governors and HR should be included in our approach to EDI.
- Working with our incredible curriculum team to explore ways we can include balanced and meaningful representation into our existing work.
It was overwhelming to think about the work that needed to be done; now I’m excited to get started. We deserve genuine support, not allowances; to be comfortable as well as safe; celebration, not tolerance.
“You never get a second chance to make a first impression.”
Written by Corinna Richards
An avid crocheter, who also happens to teach, train and lead.
“You never get a second chance to make a first impression.”
— Andrew Grant.
Whether Oscar Wilde or Will Rogers said it first, isn’t for this purpose particularly important. What any student or teacher with a facial disfigurement will tell you, is that it’s true. And the experience of that is hugely important. It’s always been true, but in our “beauty bias” society, looking different – whatever that difference may be, is a big deal. Having a facial or ‘visible difference’ can be excruciating. Our physical appearance matters in first impressions. I’m not saying it should, but from my experience it does.
I blog about this from two perspectives. Firstly, as a person with a congenital facial disfigurement who works in Education and secondly as an EdD student. I’ve just turned 50, and “back in the day” plastic surgery wasn’t as developed as it is now. I had my first plastic, corrective surgery at the age of 11, so I spent my primary school years looking very different. My skull fused together in the womb prematurely which caused my eyes to be extremely wide set and for my nose to be virtually flat with two small nostrils. You can imagine…
However, like everyone, I’ve adapted, over-compensated and fought my way back. I always wanted to teach and that’s what I’ve always done. Apart from three terms in suburbia I’ve always taught in inner city London and only once did I have any issues regarding my face from a pupil. I loved and still do, the diversity of the inner-city, the children were remarkably accepting of my appearance, we were all shapes and sizes together, the issue of ‘normal’ just never seemed too prevalent. The same couldn’t be said for the parents! The suspicion of my appearance was always there, in some heated exchanges a name regarding my appearance would slip out (yawn… I’ve never heard that one before…) and I’ve even had some parents ask my secretary what is wrong with my face! (One of the many reasons I prefer children to adults!)
But last year, I had a bit of a shock.
I am in the third of year of EdD at UEL and I am studying the lived experience of Imposter Phenomenon in Teacher Educators. It’s really interesting, but it wasn’t my first choice. Initially, I wanted to study IP in teachers with visible differences. I couldn’t find any. I didn’t know any. I didn’t know any teachers with facial burns, or severe acne, or disfiguring birthmarks or craniosynostosis… statistically they must exist (I am for one)… but where are they? I then thought about all the pupils I have taught over nearly 30 years… lots of differences, but when did I teach a child who was like me? I don’t think I have. Where are these children and where are the teachers?
Recently, in an updated version of Malory Towers, a young actor, Beth Bradfield, with a visible difference joined the cast, but how often do we see actors with facial burns or scars? Possibly in James Bond, but then of course, only as the villain. I attended my first DEI event last weekend, it was brilliant. Representation matters. Yes, it does. So how do I help other people like me have the courage to stand in front of groups of people and teach. I spent decades of my life trying to hide my face. I was desperate to make my visible difference invisible. It seems like I might not be the only one.
For more information visit:
‘Changing Faces’:
The Katie Piper Foundation: www.katiepiperfoundation.org.uk
Headlines:
Belonging, safely
Written by Gemma Hargraves
Gemma Hargraves is a Deputy Headteacher responsible for Safeguarding, Inclusion and Wellbeing.
Reflecting on several sessions from the recent Diverse Educators virtual conference it struck me that so much of our EDI work is also vital safeguarding work. As a Deputy DSL I spend my days balancing pastoral care, safeguarding, History teaching and various other responsibilities. Until now I actually hadn’t realised how my EDI work is complementary to my safeguarding work.
All readers will have heard that “you can’t be what you can’t see” and this need for recognition and role models extends to safeguarding too. Pupils need to know they are in an environment where they are valued and celebrated in order to feel truly safe. It strikes me that a pupil may not disclose various issues if they feel they would not be heard, understood or believed. Beit a neurodiverse pupil struggling with issues around consent, an LBGTQ+ young person experiencing unkindness, a disabled child faced with ableism daily or a person of colour dealing with regular microaggressions. Of course having a diverse staff body, including in senior positions, may help ensure all pupils feel safe and a sense of belonging but active allies have a vital role to play here. Pupils in the first presentation said “ignorance breeds intolerance” and I would build on that to say in safeguarding terms ignorance is dangerous. We all need to be professionally curious whilst being respectful. @AspringHeads gave some examples of shocking things Black teachers have been asked, including endless comments about hair, skin colour or names, and comments of this nature to Black pupils would absolutely be considered a safeguarding concern.
A key part of safeguarding is also accurate and timely recording of incidents; this is key to tracking trends and understanding context to actively promote inclusion. If we are to ensure all pupils are safe and can thrive, we need to have a clear picture of incidents or challenges faced. We have a duty to ensure that pupils are not negatively labelled or stereotyped based on any characteristic and teachers have high expectations of all pupils. Safeguarding is also about preventing harm to children’s development and taking action to enable all children and young people to have the best outcomes – here EDI is clearly vital and we can see tangible returns on investment in diversifying the curriculum. Of course, we reinforce this by the displays around school, the books studied, the trips that are offered etc but the culture individual teachers nurture in their classrooms is key to both EDI and safeguarding.
As was made clear at Diverse Educators recently, good intentions are not enough. We must act. EDI requires resourcing, time and energy. It must not be an afterthought in another year of TAGs marking and administration, staffing issues and COVID challenges ad infinitum. Safeguarding is everyone’s responsibility and so is EDI. We need to recognise and respect cultures, traditions and changes but with clear red lines in terms of safeguarding to ensure everyone can bring their whole self to school and be safe. Sometimes we hear “I don’t see colour” but surely we must see it, value it, celebrate it and protect all children regardless.
Supporting pupils with ADHD in schools
Written by Nadia Hewstone
Nadia is a certified executive school leadership coach. She left headship to start Destino Coaching and now supports school leaders with their own development as well as development of their teams.
Even as a parent of a child with ADHD, as a teacher I struggled to find and implement strategies to support my students with the diagnosis. I found many things that ‘worked’, but many more that didn’t. The search continued when I became a Headteacher who was supporting colleagues who also struggled to find the answer. Where things changed was when I stopped looking for what worked and started understanding what I was happening for those students.
In his book Shattered Minds, Gabor Mate identifies a number of strategies, that spoke to me and that I wished I’d discovered sooner in my career. He makes a case for reducing ‘imposed structure and discipline’ and increasing ‘freedom for individuality and self-expression.’
I was relieved he didn’t go on to advocate unstructured classrooms, as I know that would be nearly impossible, in the current climate. Instead, he talks about recognising the ‘supressed energy’ of students with ADHD through our responses to them, which so often includes sarcasm, shaming and shouting.
This principle is the first to master in our endeavour to support these creative and courageous young people. The secret to success in this matter, for teachers, lies in not adding to the problem by alienating these student any further.
I saw the impact of this in my own school when the teaching staff and I made a pact to refrain from any type of shaming response to a child’s behaviour. We did some work as a team to recognise our triggers and manage our reactions to be able to keep to the pact. Behaviour in this group of students improved dramatically.
This came back to bite me again, when my own child’s behaviour invoked explosive responses in me. I was at my wits end. Then I realised I was angry with my child for having the struggles associated with having ADHD. With lots of support from family, I learnt to change the way I responded to her and I worked on accepting her exactly the way she was. Our lives and our relationship improved remarkably.
Unconditional positive regard doesn’t have to come just from parents, we can adopt it as teachers too. It require honestly, courage and a safe environment, but it is possible. Gabor argues that ‘understanding the student is transformative’ and I have seen this first hand, as a teacher and as a parent. There are other considerations such as working with parents, tailored access arrangements in exams and planning for the need to move and play but the commitment to stop trying to fix children with ADHD is the power pill we all need to take.
So when I work with people who want to provide better support for young people with ADHD, I start with pressing the stop button on wishing they were different and start work on meeting them where they are. All the other work is easy after that.
The Heterosexual Matrix
Written by Dr Adam Brett
Adam has completed a doctorate exploring the experiences of LGBT+ secondary teachers. A presentation of his findings can be found here. He also co-hosts a podcast called Pride and Progress, @PrideProgress, which amplifies the voices of LGBT+ educators, activists and allies.
“Children who need to be taught to respect traditional moral values are being taught that they have an inalienable right to be gay”
– Margaret Thatcher, October 1987.
Thanks for that, Margaret. You and your government created a culture of fear, silence and moral panic surrounding LGBT+ lives that continues to this day. Your speech continued, that “all of those children are being cheated of a sound start in life – yes, cheated!”.
She was right about one thing. Section 28 meant children were being cheated of a sound start in life.
Section 28 cemented schools as heteronormative spaces, where being heterosexual and cisgender were silently assumed, leaving LGBT+ people with the impossible decision or whether to be invisible or hyper-visible.
What a choice to have to make.
Do I hide my authentic self to fit in with the legislated normativity of schools, or do I make myself visible and put myself at professional and personal risk?
Patai (1992) refers to this form of hyper-visibility as ‘surplus visibility’, where a person is ‘extrapolated from part to whole’ and seen to represent the entirety of a minority group.
You might be thinking that a lot has changed since the repeal of Section 28 nearly 20 years ago in England. It’s true, a lot has changed and there has been significant cultural and legislative improvements for LGBT+ people. However, schools remain stubbornly heteronormative and cisnormative environments.
Think about the aspects of school that are predicated on a static, binary gender. Toilets; changing rooms; sports; gendered language; uniform; seating plans; residentials. The list goes on. What does this communicate for those who cannot or will not fit into the neat binary of male or female? That they don’t belong.
We could consider similar examples about the ways in which heteronormativity is maintained as the social order in schools. The curriculum; ethos; culture; policies; microaggressions; homophobia; the hidden curriculum; role models.
We can conceptualise all these examples as code.
I love to use the film The Matrix as a metaphor to explain the ways in which socially constructed ideas such as heteronormativity are held in place. When we are plugged into the matrix, we believe it’s real and can’t see the code that is continually constructing it. We can’t imagine alternatives as it’s all there is, in the same way that we can’t think outside of language.
However, when we develop the critical awareness of what is upholding this normativity and develop a language to name it, we become unplugged. LGBT+ people have the critical awareness to identify the ways in which schools seek to include or exclude them. Section 28 plugged us into a matrix of understanding where the silent assumption of cisgendered heterosexuality was so entrenched, that to this day, being an LGBT+ person in school can be a point of constant navigation and information management. Exhausting.
As educators and leaders, we need to listen to the lived experiences of our LGBT+ students and colleagues to create a culture, curriculum and language which can disrupt this code. We need to name things as heteronormative; we need to name things as cisnormative; we need to name things as microaggressions. We need a new language: one that allows us to think outside of the current heterosexual matrix. We need to create schools and spaces where LGBT+ people feel safe and included, without attracting surplus visibility.
Section 28 cheated a whole generation of LGBT+ young people out of a sound start in life. It’s time to unplug the matrix and make sure it doesn’t happen to the next generation.
Adam Brett
@DrAdamBrett