Anti-racism in the Early Years
Written by Rachna Joshi
Rachna is a teacher and consultant. She works with under-threes, Nursery and Reception children, and holds an MA in Early Childhood Studies. Rachna writes and speaks at events sharing experience and knowledge, empowering practitioners and provoking questions to disrupt routine practice. She supports schools by guiding educators to implement inspiring practice that reflects their classes. She works as a freelance consultant and with the Froebel Trust as a travelling tutor.
Originally published for Early Education in 2020:
https://early-education.org.uk/guest-blog-from-rachna-joshi-anti-racism-in-the-early-years/
Introduction
Race and racism in society is as important as ever; I am writing not only as a British South Asian who has experienced racism, but as an ally against white supremacy and anti-Black sentiment that perpetuates our consciousness.
Structural racism is insidious, and we need to look at ourselves and think about the messages we perpetuate. The racism that comes through our thinking, language and gestures shows the undercurrent of white supremacy in the ways that we perceive the world.
Context
This was written to respond to the systemic racism in education as a profession.
It is great that some people are more aware and doing what they can to ‘be anti-racist’, but this needs to continue – it’s a movement, not a moment.
There are many problems with systemic racism in Early Childhood settings, and I hope to provide some suggestions and links for your own reflective practice –I can’t tell you what to do, it is your journey and up to you to educate yourself, but I hope this helps on that journey.
Reading articles on racism may be uncomfortable, as it is an upheaval of what we know, and what is normal, and this is because ‘normal’ is inherently racist. I want to ask questions that may not be answered here, because this is a point of introspection and individual responsibility when it comes to looking after our children and being ‘players’ in a wider world. You need to ask yourself questions, consider who you are and what your call to action is for change.
Classrooms
Often as Educators we are seen as though we are already doing “the good work”, yet this topic brings about a space for deep introspection. When you set up and manage your classrooms ensure representation is embedded and not an ‘add on’. White, cisgender heteronormativity cannot be the default.
Classroom changes need to look beyond book corners and skin colour paints. Colleagues shared with me the lack of thought behind some small world people resources as the shop only provided white people. The representative resources already exist, unfortunately it is not mainstream, but this needs to change. Audit your dressing up clothes, food items and hair related products for your role play areas – ask parents to donate items. Tune into and value the voices in the classroom that come from wider communities. Consider the characters and stories that are shared – what message is being shared around skin colour, femininity and hair when using Frozen characters for example?
Development Matters and the EYFS People and Communities ELG explicitly reference “similarities and differences between themselves and others, and among families, communities and traditions” if we decipher the curriculum through this lens we may see that we should already be exposing children to a variety of cultures to provide opportunity for discussion with children. Presumably these statements are based on the research that expressions of racial prejudice peak by age 4 or 5 (Aboud, 2008). However, often we only hear about wider cultures and practices through celebrations: Eid, Diwali, Hannukah, Chinese New Year, this ‘add-on’ doesn’t provide the deeper discussion of cultures and values that encompass the everyday for the children that celebrate these festivals. What are you doing to ensure that all communities are represented and respected? And how do you incorporate these communities into your usual practice and provision? How do you ensure that your practice provides a wider perspective?
Curricula
There needs to be deeper consideration of how curricula can be decolonised, ensuring key figures are discussed and explored. It is not enough to teach the history of enslavement and civil rights (which are important stories that represent the struggle so many marginalised communities have experienced) it is about countering the narrative that to be non-white is not normal.
“Cultural capital” needs to include key public figures, artists and musicians, but also everyday heroes that children may see in the community. We want our children to have a foundation of curiosity, knowledge, and respect for differences, so that they don’t absorb the idea that the lives of black, and other people of colour are only about struggle.
Acknowledging cultural capital means noticing, celebrating, and valuing difference. Most schools celebrate white men- Samuel Pepys when learning about the Great Fire of London, Pablo Picasso, Charles Dickens, William Shakespeare, Buzz Aldrin and Neil Armstrong in the recent Moon Landings celebrations. Where are the Black people? Are we giving an accurate representation of history if the only figures we see are white men? What about Mary Seacole, Steve McQueen, Katharine Johnson, Ai WeiWei, Anish Kapoor?
To question my own biases when planning curriculum drivers, I have begun to ensure a set of questions are on the top of every curriculum document:
- Have you addressed sustainability?
- Have you shown a variety of families/gender roles?
- Have you included characters and perspective from a variety of backgrounds, especially those who are under-represented?
- Have you included stories that show a range of emotions for discussion?
- Is there an opportunity for cultural capital?
Cultural practices are often forgotten and seen as an ‘add on’. An example might be a discussion of eating with hands vs. eating with knives and forks – some things that might be seen as a norm in one culture is the opposite in another. Have you made space for this in your classroom and your own understanding of your children and their cultures?
Reflection and Response
Are you prepared to discuss race, or answer a question on race when it occurs in the classroom and ensure you have done best for that child?
Ensure you are prepared to talk about skin colour, culture, religion so you’re not scrambling for words when a child asks a direct question about these things. Have you spoken to families to ask them how they have approached discussing skin colour? How are you ensuring families feel confident to discuss race?
Ultimately as practitioners we are familiar with constant reflection, but it takes more to look closely at the implicit bias that we perpetuate. Don’t be afraid to talk about it, but make sure you research and read up – educate yourself. Make lifestyle changes that involve taking on these wider perspectives beyond your early education practice.
Leadership
What do your leadership teams look like? In predominantly white areas there may be little diversity, but is there diversity in the content that is taught to children? Are staff aware of the wider world and implications of their bias? Are staff considering the possibility of providing only a white view of the world to children? Is there a consideration from leadership teams to reflect on systemic racism in schools and settings, and how could this be tackled? Could your schools consider mandatory staff training on Black history, global non-white-led history and open discussion of unlearning of implicit bias (by consultants who specialise in this area)?
Are you questioning decisions that perpetuate anti-blackness and racism in your school? If you are white, do you stand up for your underrepresented colleagues, who may not have the privilege to stand up for themselves?
Institutions
When Early Childhood Education institutions are questioned, the inherent tokenistic nature of BAME representation is revealed. When representation is conceived through a lens of empty diversity that leads to tokenistic representation in chairs and boards, then what message does this send, and what actual intervention does this make in challenging implicit bias and institutional racism?
The government response to including Black History and minority ethnic representation into the curriculum was that it is up to teachers to do this (see petition response). Where in Initial Teacher Training is there a discussion of systemic racism and bias and how practitioners can support BAME families appropriately? In Early Childhood academia, a privileged position to be in, majority of academics are white and therefore research continues to remain whitewashed.
A large part of the wider work to tackle racism is to look at our institutions and policies. Our institutions are built upon racist ideologies and anti-blackness. There are petitions to change how our curriculum looks at a wider policy level but these are often rejected. There needs to be a whole government strategy, that needs to be continually lobbied by all Early Education influencers and those in positions of power who are allies in this movement.
Further Reading
Blogs and Articles
Laura Henry-Allain’s article in Nursery World
Kate Moxley’s podcast discusses blackness in Early Years with Liz Pemberton and “The Early Years Orchestra” episode with Jamal Carly
An Abolitionist Coalition Grassroots Movement in Education
US based article writing about racism in preschool
Nursery practitioner David Cahn writes about allyship and racism in Early Years
Decolonising curriculums
Practitioner’s roles in decolonising curriculums
Reflection on anti-racism in schools
Making changes to the curriculum
Parliament response to Decolonisation of curriculum petition
Talking race with children and families
How to respond to children when they ask race related questions
Parents guide to Black Lives Matter
Social Media Accounts to Follow
Black Nursery Manager Instagram @theblacknurserymanager
The Conscious Kid Instagram @theconsciouskid
Jamal Carly Instagram @Jamal.Carly
JossyCare Instagram @JossyCare
Laura Henry-Allain Twitter @IamLauraHenry
Resources
National Literacy Trust Book list
Spud and Yam Irish and Jamaican musicians
Black History Resources for UK schools
References
Aboud, F. E. (2008). A social-cognitive developmental theory of prejudice. In S. M. Quintana & C.
McKown (Eds.), Handbook of race, racism, and the developing child (p. 55–71). John Wiley & Sons, Inc.
Empowering Through Education: The Rastafarian Scheme of Work
Written by Johnoi Josephs
Johnoi Josephs is the Associate Assistant Principal at a school in West London where he specialises in Behaviour, Attendance and Pastoral Programmes. He also teaches RE, Citizenship and Sociology. As well as teaching he is the co-founder of Black Men Teach which aims to build a space where Black Males and Boys can thrive in education. For him, BMT is important because representation matters in all sense and so we need to illustrate presence in every industry/profession. Johnoi aims to live a life of servitude where he is able to make as much impact as possible when it comes to education.
In the pursuit of a more inclusive and culturally diverse education system, it’s essential to recognise the power of representation. As a black male teacher from Jamaica, my journey in creating the Rastafarian Scheme of Work was fuelled by a desire to pay homage to my roots and provide students with a curriculum that embraces their own cultural identities. This endeavour was not only a personal passion, but a fundamental step towards decolonising the curriculum.
The Inspiration
The spark for this project ignited during a conversation with a friend. We delved into the complexities of decolonising the curriculum, particularly within Religious Studies. It was clear that this endeavour required a nuanced approach. Armed with this newfound determination, I set out to create a curriculum that would bridge the gap between mainstream education and the rich tapestry of Rastafarianism.
A Journey of Dedication
Crafting the Rastafarian Scheme of Work was no small feat. Balancing it with my other responsibilities was a challenge, but I knew this endeavour was a crucial step towards a more inclusive educational experience. I dedicated days of my summer holidays to ensure that this curriculum would be comprehensive, engaging, and transformative for students.
Empowering Through Knowledge
The Rastafarian Scheme of Work is a meticulously designed curriculum that empowers KS3 students with deep understanding of Rastafarianism. This comprehensive course comprises:
- Seven Detailed Lessons: Each lesson is designed to provide students with a holistic view of Rastafarianism, encompassing its origins, beliefs, practices, and cultural significance.
- Medium Term Plan (MTP) Breakdown: This plan outlines the progression of the curriculum, ensuring a seamless and immersive learning experience.
- Knowledge Organiser: A valuable resource that condenses essential information, allowing students to review and reinforce their understanding.
- Assessment: A tool to evaluate students’ grasp of the material, providing valuable feedback for both educators and learners.
- Extra Resources: Supplementary materials enrich the learning journey, offering a well-rounded exploration of Rastafarianism.
The Power of Representation
Incorporating diverse perspectives and cultural awareness in education is not merely a matter of political correctness, but a fundamental necessity for the holistic development of students. Research consistently demonstrates the profound impact of representation on learning outcomes, social integration, and well-being.
- Enhancing Learning Outcomes: Inclusive curricula positively affect student motivation and achievement levels, leading to higher academic performance.
- Fostering Inclusivity and Belonging: Representation in education helps foster a sense of inclusivity and belonging, leading to increased participation, improved social integration, and a stronger sense of community within the school.
- Cultivating Empathy and Global Awareness: Exposure to diverse perspectives cultivates empathy and a broader understanding of the world, a critical skill in an increasingly interconnected and globalised society.
- Mitigating Stereotypes and Biases: Inclusive education challenges harmful stereotypes and biases, fostering a more accurate and nuanced understanding of different cultures and identities.
Transforming Schools: A Call to Action
Given the wealth of research supporting the importance of representation and cultural awareness in education, educators must take proactive steps towards decolonising the curriculum. The Rastafarian Scheme of Work is a prime example of how a curriculum rooted in cultural authenticity can drive positive learning outcomes and empower students to embrace their identities.
By embracing diverse perspectives, we not only enrich the educational experience, but also prepare students to navigate an increasingly diverse and interconnected world. Through inclusive education, we can truly empower the next generation to become compassionate, culturally aware global citizens.
Incorporating the Rastafarian Scheme of Work into your curriculum is a significant step towards creating an environment where every student from certain backgrounds can feel valued, seen, and heard. Together, we can work towards a more inclusive and equitable education system that prepares students for a future marked by understanding, empathy, and respect.
Launching a network for new leaders made me a better ally
Written by Ben Hobbis
Teacher, Middle Leader and DSL. Founder of EdConnect and StepUpEd Networks.
Are you a new leader, like the idea of leadership but struggle to find the balance between teaching and leading? Are you someone who wants to lead or be a leader, but not knowing how to get there, feeling a bit stagnant? You might be a leader developing, but in the wrong organisation? You might not see leaders like you? This is why Step Up was set up.
Step Up is a new network for new and aspiring leaders in education, particularly at middle and senior leadership levels in schools. Upon starting the social media account, and subsequent network, we surveyed people to find out who our community are and what they want/need. This has been incredibly useful. It’s been great getting to know our community.
From this research and insight, we have constructed five ‘leadership themes’ that we base our content and output around. We base our speakers, events, blogs and much more around these themes. The five themes are: Leadership Journeys, Leadership Barriers & Challenges, Leadership Development, Leadership Wellbeing and Leadership Diversity. Now, whilst many of these will overlap when people speak, present and write to these.
I personally as the founder wanted to ensure that whatever we do, we are inclusive and that we are diverse in order to create a community where our network members belong. Now, as a heterosexual, white, able bodied, cisgender man who doesn’t have children and is fairly financially stable, I know I’ve had it easier than others. However, I have always committed to be an inclusive ally and a HeForShe ally also. I have been a keen supporter and champion of Diverse Educators since signing up to social media and their journey started. One thing I have released is that I’ve continued to learn as an ally.
One of the biggest learning curves was Step Up’s Launch Event. As I co-hosted alongside one of my fellow network leaders, WomenEd’s own Elaine Hayes, I listened attentively to our speakers. I listened to their vulnerability; to their negative and positive experiences; to their struggles; to their hopes and wishes; to their experience and tips. I felt quite emotional in parts listening to in some cases abhorrent behaviour that they (or colleagues, friends or family) had been subjected to as part of their journey.
I’ve summarised some of the key takeaways from some of the presentations, that may be useful for the audience reading this…
Parm Plummer, WomenEd’s Global Strategic Leader and a Secondary Assistant Headteacher based in Jersey presented on Women in Leadership. Her talk initially started with sharing the fantastic work of WomenEd: their campaigns, partnerships, networks (including their global reach) and the development opportunities they provide for female leaders. Parm then went on to help navigate the process of stepping up as a female leader. Initially, sharing the only image of a woman that came up during a Google search; before going on to provide tips to write a job application through to negotiating your terms. Parm gave tips including finding allies and joining networks.
Helen Witty, a neurodivergent Lead SENDCo based in the East of England who gave a pre-recorded video on Neurodivergent Leadership. She shared an insight into her job and life, as a SENDCo with ADHD. She shared about how being open about her ADHD at her job interview and how it positively impacts her life and those who she works with. Helen also gave a fantastic insight into the role of a SENDCo, for all those who aspire to this role.
Stephanie Shaldas, a secondary deputy headteacher leading on diversity and inclusion based in London. Her talk Leadership in Colour: Senior Leadership as a Black American Woman started with a story from March 2021 whilst she was working as an Acting Co-Headteacher. This story was based around Prince William visiting her school. What was a forty-five minute visit, led to a weekend of trending on Twitter, including one Tweet: ‘Who dressed up the secretary in African cloth and trotted her out?’ Stephanie went onto talk about her journey and how she felt like school leaders didn’t look like her, when she was in her early career. She shared her inspiring path to leadership including her own education as well as teaching and leadership roles at middle and senior level spanning both curriculum and pastoral. As Stephanie said, “If I can, then you can!” – find your why and explore your passions!
Mubina Ahmed, Head of Science Faculty, based in London gave a presentation titled: ‘Using my minority lens to lead.’ Mubina went on to talk about how she used her minority ethnic background to her strength in her leadership journey. She posed the key question: ‘Do we have equity in teaching?’ Mubina used research and evidence to back up every piece of advice and information that she gave; talking about building allies to help you bring your chair to the table.
Albert Adeyemi, co-founder of Black Men Teach and a Head of Year based in the East of England gave a talk based around wellbeing and belonging in leadership. He spoke eloquently about the importance of wellbeing, how every interaction with others builds up to this. He narrated the sense of being needed versus feeling wanting and knowing what you need to fill your cup, to achieve wellbeing and belonging. The part that really blew me away was a surprise from Albert, a spoken word about belonging; a part of the event which brought a tear to my eye.
Jaycee Ward, a phase leader in a Yorkshire primary school, spoke about imposter syndrome, based around her journey as a young senior leader. Jaycee narrated her journey to date and how she has completely changed her narrative and inner critic. She shared her five top tips for combatting imposter syndrome: Seek Support, Embrace Vulnerability, Celebrate Achievements, Self-Compassion, Self-Reflection. Something, everyone at the event resonated with.
Nicola Mooney, a secondary deputy headteacher based in the South West of England, who also volunteers for WomenEd and MTPT Project, gave an interesting presentation on ‘non-linear career paths’. She shared her journey through her career to date including multiple maternity leaves and periods of IVF. Nicola shared how by not going through the ‘traditional’ upward trajectory has enabled her to be successful both as a teacher and as a mother. It was a talk many welcomed, knowing it is not as simple and always useful to be continually promoted.
I feel very privileged to have spent time in the virtual room with these fantastic Diverse leaders. Step Up (and I) will continue championing for diversity, equity, and inclusion within the education leadership sector; and will ensure everyone has the chance to share their stories. If you want to get involved and find out more, then follow us on X (formerly Twitter) @StepUpNet_Ed and check out our website: www.stepupednet.wordpress.com.
No time to say “we don’t have time” when it comes to diversity in literature
Written by Jessica Tacon
Jessica Tacon is second in charge of the English Department at City of London Academy Highgate Hill and is a member of NATE’s (National Association for the Teaching of English) ‘Reviewing Literature’ working group. She created The Right Writing campaign which aims to improve racial diversity in English Education.
Knee-jerk: “a quick reaction that does not allow you time to consider something carefully”
When a topic or issue becomes present in the public eye (often despite having always been of paramount importance, as is the case with diversity and inclusion in education) or it begins to feel more urgent, there can be pressure to actively resist or even just to react.
The pressure that I am referring to here comes from the expectation that education should be diverse and inclusive, something which has failed to be considered over decades. The pressure point is the realisation of this failing; the need to respond becomes pressurising as organisations need to be seen as doing the ‘right’ thing.
But the bottom line is that schools absolutely must not be exhibiting knee-jerk or quick-fix solutions to improving the diversity and inclusion of education. We need to make it a priority to find that beautiful balance between speed and solutions; remember, the first organisation to make changes in the way of diversity and inclusion is not necessarily the organisation doing the work most properly.
Making time, not taking time
Showing support for a cause without taking action at first can be a good thing. Note I said “can”. Far too many organisations, schools included, have used the excuse of wanting to ‘take their time’ as a guise for the fact that, actually, diversity and inclusion isn’t their priority. To this aim, time must be carved out at a systemic level to plan, implement and maintain changes in the education sector.
What can this look like? In reality there isn’t a one size fits all approach, it can look like many things. For specific questions to help schools to approach changes or to reflect on whether their current approach(es) are purposeful in the ways that truly matter, please see the full version of this article on the Pearson website.
With so many pressures on our time and headspace, tokenism, virtue-signalling and ‘quick’ fixes (which usually fix very little) can be tempting. But when we look at the absolutely unarguable benefits of a truly diverse and inclusive education, we cannot afford to not consider every single aspect of the above questions in everything that we do.
Evaluating English
Let’s look at the subject of English as an example. English A Level uptake has been declining for some time; research is still being done as to why but initial findings show that students do not feel that English is relevant for them or offers them career pathways. In 2018/19, only 19% of students who took English Literature at A Level were Black, Asian or of a Minority Ethnicity (Source: GOV.uk available on request).
Where does this lack of students studying English at A Level come from? In 2018 The Runnymede Trust found that nearly 92% of teachers in state funded schools were White, in 2020 Publishing Perspectives found that only 13% of people working in the publishing industry were Black, Asian or of a Minority Ethnicity and it is not unusual for a pupil to leave school having never studied a book by a Black author, as shown in research carried out by Penguin Random House. It does not take too much evaluation to see the vicious cycle that has been created: everywhere that young people turn they do not see themselves. This forms one example of why all the aforementioned changes need to happen, if it even needed to be pointed out in the first place.
A real reflection
As the writer Junot Díaz puts it:
“You know, vampires have no reflections in a mirror? There’s this idea that monsters don’t have reflections in a mirror…It’s that if you want to make a human being into a monster, deny them, at the cultural level, any reflection of themselves. And growing up, I felt like a monster in some ways. I didn’t see myself reflected at all.”
What Díaz describes here about representation is one facet of these changes; schools must look beyond “representation, and the pitfalls of tokenism, to thinking about how schools can be proactive in tackling racism” as The Runnymede Trust puts it.
Ultimately, what we are offering in educational settings is not truly an education until every aspect of education has changed to represent, include and celebrate every child. We are already behind, now we must come together and push forward diversity. There is no other option.
Take Back the Narrative: Reflections on #DiverseEd Conference
Written by David Church
David is an LGBTQ+ education consultant and former Deputy Head Teacher. He has over 10 years experience in education and is passionate about supporting schools to develop an LGBTQ+ inclusive culture and curriculum. Outside of education, David is a Regional Ambassador for It Gets Better UK.
Attending the #DiverseEd Conference in Bristol on Saturday felt perfectly timed. The backdrop of recent developments from the UK government regarding the trans community weighed heavily on my mind as I prepared for the day ahead. It seemed as if the trans community was under siege from multiple angles: teachers potentially being allowed to discriminate against trans young people in schools (https://www.thepinknews.com/2023/09/23/ehrc-guidance-trans-misgendering-pupils-schools/) and the proposed ban on trans women from women’s wards (https://www.theguardian.com/society/2023/oct/03/trans-hospital-patients-in-england-to-be-banned-from-female–and-male-only-wards).
As a cisgender gay man who had previously faced adversity under the infamous Section 28 (and the legacy since), I felt a deep empathy for the trans community, witnessing their increasing vulnerability and the reported surge in hate crimes against them (https://www.gov.uk/government/statistics/hate-crime-england-and-wales-2022-to-2023/hate-crime-england-and-wales-2022-to-2023).
As an LGBTQ+ education consultant, I was acutely aware that action was needed to ensure the safety of trans+ children, young people, and staff in schools. Fortunately, the conference offered a range of sessions on just this, highlighting the need for greater trans inclusion & diversity.
Every session I attended resonated with me on both a personal and professional level, but my mind was consumed with the urgent need to address the ongoing challenges faced by the trans community.
The first workshop I attended was led by Sarah Bonnell School, focusing on social justice in schools and empowering students to enact change within their communities. Their discussion of “cold anger” as a catalyst for change struck a chord with me (https://www.psychologytoday.com/gb/blog/brave-talk/202109/4-types-anger-everyone-should-know-about). This anger, when harnessed, could drive the transformation needed to combat the prevailing discourse around trans inclusion.
Equally, Shaun Dellenty’s keynote, highlighted the importance of challenging the narrative of fear and division, emphasising that we are stronger together, whether or not we identify as trans. The theme that stuck in my mind: How do we channel this anger and negative energy into positive action?
Similarly, in Bennie Kara’s keynote, the power of stories to reshape narratives was explored. She discussed how we need to move beyond viewing the trans community as victims or dangerous (a perception which has continuously been fed by media and entertainment). The history of LGBTQ+ rights is full of unsung heroes such as Marsha P. Johnson and Sylvia Rivera, who spearheaded the original Stonewall uprising. Yet, their stories are often overlooked in the narrative of our school curricula.
It is imperative that we teach about these individuals to reframe the narrative and challenge prejudices and biases. This will foster a more respectful society, one that goes beyond mere tolerance to genuine acceptance of every individual, regardless of their identity.
Jo Brassington, in their session on trans and non-binary inclusion in schools, passionately reminded us that silence and indifference regarding trans+ inclusion make us complicit. It reminded me of the words of David Morrison, Chief of Army in the Australian Army, which echo this sentiment: “The standard you walk past is the standard you accept.”
This is not about understanding what it means to be trans but about having compassion and acceptance for every trans person; knowing them as individuals and hearing their story. Stories have been central to human culture since time began, and it is now time to reshape these stories in the public eye. As agents of change, we must stand with the trans community, working towards a compassionate view that acknowledges them as individuals.
The #DiverseEd Conference offered a glimpse into the power of collective action, empathy, and storytelling to take back the narrative, ensuring that the voices and experiences of the trans community are heard, respected, and valued. We, as educators, have a unique opportunity to lead this transformation, shaping a more inclusive and compassionate society by ensuring our curriculum fosters a positive narrative of a range of trans people; from the books we read, to the significant role models we explore and the policies we have in place. Taking back the narrative is not just a goal; it’s a collective responsibility that we must all be conscious about in our schools.
Turn Up, Speak Up and Speak Out
Written by Frances Akinde
Frances Akinde is: a SEND Adviser & Inspector; an AT trainer; an Art Advocate; an Anti-racist schools coach and a ND Champion. She is a former advisory teacher (SEND/SLCN) and Secondary Special Headteacher (Autism). She holds certifications including NPQH, MAEd, NASENco.
During the last weekend of May 2023, I attended the TUC Black Workers conference on behalf of the NAHT (National Association of Head Teachers).
The TUC (Trades Union Congress) is a federation of UK trade unions representing around 5.5 million workers from 48 unions across industries, all committed to collective action. One of the main requirements of affiliation is that-
‘An organisation has a clear commitment to promote equality for all and to eliminate all forms of harassment, prejudice and unfair discrimination, both within its own structures and through all its activities, including its own employment practices.
TUC rules and standing orders | TUC, last updated June 22.
The NAHT joined the TUC in October 2014 under Russell Hobby, who was general secretary at the time. The other education unions that are members of the TUC are the NEU, NASUWT and the NSEAD (a specialist trade union for art, craft & design educators, which I am also a member of), the Scottish union EIS and Welsh union, UCAC amongst others. Out of the four biggest teaching unions, only ASCL is not a member of the TUC.
The TUC holds a number of annual conferences that supplement the general work of the congress. The Black Workers Conference, in particular, focuses on issues and concerns affecting Black workers in the UK. In this context, Black is used as a political term to describe all workers of colour. The conference is used as a platform for Black workers and their trade union representatives to discuss and address issues around racial discrimination, inequality and barriers to employment. It is also a good chance to network and share experiences.
As a member of the NAHT Leaders for Race Equality network, I saw attending the conference as a chance to learn from the TUC’s anti-racist efforts and how this is being applied in the NAHT and other education unions.
In October 2022, The TUC released a report, ‘Going forward: An action plan to build an anti-racist trade union movement’. It states that ‘For our unions to thrive, recruiting Black members and addressing racism at work has to be at the core of our work. This will grow our movement, make it diverse and truly representative of the working class of modern-day Britain.’
From Action plan to build an anti-racism trade union movement | TUC
This Black Workers conference was the first since the action plan was launched. Various motions were presented to build on this commitment, including ones from the NEU and NASUWT.
One of NASUWT’s motions focused on tackling Islamophobia and anti-Muslim hate in all forms within our education system. This is part of their ‘Big Conversation on Racial Justice’ campaign, which was launched in 2021.
NASUWT | Big Conversation on Racial Justice
One of NEU’s motions focused on tackling institutional racism for all workers, building on work already presented in their ‘Anti-racism charter: Framework for developing an anti-racist approach,’ which is based on the testimony of over 1000 Black teachers about the impact of racism in their workplaces.
As well as listening and voting on the motions, I also attended a variety of workshops and talks, which were all very inspiring.
Overall, I enjoyed attending the conference. I left feeling empowered and energised by the activism I witnessed and the powerful discussions that took place. Since attending this conference, I have grown even more determined to turn up, speak up and speak out against racism and other inequalities.
However, despite NAHT being a large union of around 49,000 members, more specifically, over 100 members within the Leaders of Race Equality network, I was the lone delegate. In contrast, there was a large representation from both NASUWT and NEU.
The TUC’s ‘Jobs and recovery monitor – BME Workers 2023’ report, published May 2023, highlights that-
‘BME workers face systemic disadvantage and discrimination in the labour market, whether it be lower employment rates and higher unemployment rates, lower pay, more insecure work, or occupational segregation.’
Jobs and recovery monitor – BME Workers 2023 | TUC
Black leaders in education are not exempt from this, and sadly, many of us have been the victims of both racism and performative allyship. Therefore, it was disappointing not to have more members from NAHT there.
With over 800,000 members represented across our education unions, our unions have the power to use their combined voices to successfully campaign for critical issues such as fairer pay and Ofsted reforms. Education’s next priority needs to be committing to actively working together to eradicate systemic racism in education. Part of that is ensuring that Black leaders in education are actively part of national conversations around tackling inequalities, as our voices are crucial.
10 Engaging Diversity Books for Children: Promoting Inclusion and Understanding
Written by Rachelle Carter
Rachelle Carter is co-director of Madeleine Lindley Ltd, a key children’s book supplier based in Chadderton, Oldham. Its staff are experienced and well-equipped to help primary schools rejuvenate and refresh their class libraries with the latest and most engaging books. The business has played a vital role in supplying many of the UK's primary school libraries for over 35 years.
Reading across a range of cultures and experiences not only broadens children’s worldviews but also nurtures an appreciation of the wider world. Being exposed to a range of books that cover different representations allows children to feel connected and included, and allowing a child to explore various narratives through books through a multitude of narratives is a cornerstone in exposing a child to inclusion and understanding.
Here, children’s literacy specialist Madeleine Lindley Ltd explores ten notable books that celebrate diversity, promote inclusivity, and stimulate the imagination. For primary school teachers, this list can serve as a great starting point from which to build a classroom library or wider school library with books that promote inclusion. It is important to remember that the representation of diversity will differ from classroom to classroom. Use this list to explore the types of books you can consider for your classroom, and explore the broad range of diversity and inclusion books yourself to find the perfect books for your children.
1. Uncle Bobby’s Wedding by Sarah S. Brannen
Uncle Bobby’s Wedding takes a delicate approach to introduce the concept of same-sex marriages. As the story unfolds, young readers journey alongside Chloe, the protagonist who initially fears she will lose her beloved Uncle Bobby when he announces his wedding. The story’s gentle narrative helps children understand that love transcends all boundaries and that families come in all shapes and sizes. Moreover, it instils the idea that a change does not equate to loss, a valuable lesson for children.
2. The Best Me! by Marvyn Harrison
In The Best Me!, Marvyn Harrison promotes the importance of self-esteem and individuality, focusing on the central character’s journey, Nia. Nia learns to embrace her unique identity and sees the beauty in everyone’s differences, breaking away from societal expectations. The book delivers the fundamental message that everyone should feel empowered to be their true selves.
3. The Proudest Blue by Ibtihaj Muhammad and S.K. Ali
The story revolves around Asiya’s first day of school, with her wearing a bright blue hijab. Her younger sister, Faizah, sees Asiya’s hijab as a symbol of pride and strength. The Proudest Blue introduces children to the concept of faith in oneself and the richness of cultural diversity, helping them recognise and respect religious practices that might differ from their own.
4. Grandad’s Camper by Harry Woodgate
Grandad’s Camper presents a loving relationship between Grandad and Gramps. Following Gramps’s passing, Grandad ceases his adventuring until his granddaughter reignites his passion. The book addresses LGBTQ+ relationships and loss sensitively, fostering understanding that love is universal, extending beyond conventional family setups.
5. Speak Up! by Nathan Bryon
Speak Up! is a compelling narrative about using one’s voice to champion what’s right. The protagonist, Rocket, inspires children with her bravery, as she stands up for her community’s park. This story encourages children to be courageous, fostering a sense of responsibility, and motivating them to stand up for what they believe in.
6. Just Like Me by Vanessa Brantley-Newton
Just Like Me is a collection of poetic narratives, celebrating diversity, self-love, and acceptance. Vanessa Brantley-Newton’s character-driven poems encourage children to explore and celebrate their identities, recognising that everyone’s story is unique and equally important.
7. The Bubble Boy by Stewart Foster
The Bubble Boy introduces the character of Joe, a boy with severe combined immunodeficiency who lives in a sterile environment. This narrative fosters empathy, giving children a glimpse into the lives of those living with health conditions, ultimately encouraging them to be understanding and respectful.
8. Jamie: A Joyful Story of Friendship, Bravery and Acceptance by L. D. Lapinski
Jamie paints a picture of an inclusive world where each individual is unique and cherished. The story explores themes of friendship, bravery, and acceptance, helping children appreciate the diverse characteristics that make us all human.
9. Fight Back by A. M. Dassu
Fight Back explores the resilience of a young refugee, teaching children about the realities of displacement and courage. This book encourages understanding of global issues and empathy towards individuals who’ve experienced adversities beyond their control.
10. No Ballet Shoes In Syria by Catherine Bruton
This book captures the experiences of Aya, a refugee girl in Syria who finds solace in the world of ballet. No Ballet Shoes In Syria allows children to empathise with the struggles of refugees and appreciate the power of passion, dedication, and the arts.
Find diversity books for your library
Cultivating an environment that values diversity is an important part of fostering an enriching, inspiring, and inclusive environment for your children. To help you in doing this, Madeleine Lindley Ltd helps curate an inclusive, engaging, and ever-evolving reading environment for your primary school. By filling your library with books that celebrate differences, you are not just introducing children to a multitude of perspectives, but also instilling a lifelong love for reading.
Exciting changes in the English Curriculum
Written by Samantha Wharton
Samantha is a seasoned educator from East London, with ancestral roots tracing back to the Caribbean nations of Antigua and Guyana. She brings a wealth of academic achievements, including a degree in Communications and Media from Brunel University, a PGCE in English and Drama from the Institute of Education at University College London, and an MA in Black British Literature from Goldsmiths University.
English teacher Samantha Wharton takes us through some of the exciting changes to the English curriculum – featuring stories of the Windrush generation.
As well as it being the monumental milestone of 75 years since the Windrush ship docked at Tilbury forever changing the fabric of the nation; this year 2023, also marks significant changes in the English curriculum. For the first time, two playtexts by Black British female writers will feature on the English specification across three exam boards! AQA, Eduqas and OCR have added Leave Taking by Winsome Pinnock and The Princess and the Hustler by Chinonyerem Odimba to their collection of texts for examination in 2025 (available to teach THIS September).
The play Leave Taking is considerably significant in its relations to the Windrush as the writer Winsome Pinnock foreshadows some of the issues that later arise in the 2018 Scandal. The play written 1997 and produced at the National Theatre (marking the first black female playwright to have a production in this space) tells the story of Enid – a woman in her forties that arrived in England during the Windrush era. She raises her two daughter’s Viv and Del in this new British landscape where she navigates some of the challenges of being Black in Britain. I believe this is a wonderful play that documents an important story that needs to be heard. It is part of our shared British recent history. It shares the universal themes of migration, parent child relationships and belonging. It’s a text that is accessible to all GCSE students and a play that young people will relate to – especially the parent/child clashes and expectations that parents have for their children.
This is a huge change in the curriculum and one that I feel is much needed. As a teacher of 18 years I have seen many changes in the curriculum that to some extent have narrowed the world scope for young people, especially those that do not read independently. There was very little to no diversity reflected in the texts available at GCSE in particular so this is incredible. I am excited to be teaching this play at my school: St Angela’s Ursuline in London, where we will be part of a pioneering group to teach this text in the first year of official study!
I believe that diversity in literature and a range of texts help to foster a love of reading. Generally, readers like to make observations about others and escape to new places through literature. Novels are our gateway to other cultures and ways of life that we may not be able to physically be a part of. It is important that students have this exposure to different texts within the classroom and not just as part of reading for pleasure.
I was also fortunate to be commissioned by Nick Hern Books alongside Lynette Carr Armstrong to create a study guide for Leave Taking. Combined we have over 50 years of teaching experience and have created a resource that will support the learning of this text for students and will also provide a source for teacher’s planning to teach this text in the future.
I encourage teachers, parents and young people alike to engage with these stories! They are an important part of our history and need to be heard!
For access to Leave Taking (play and guide) as well as AQA conversations for teachers see the following websites:
Text: https://www.nickhernbooks.co.uk/leave-taking
Study guide:https://www.nickhernbooks.co.uk/leave-taking-gcse-student-guide
AQA: https://www.aqa.org.uk/professional-development/search?f.Themes%7CV=Spark
The Power of Networking
Written by DiverseEd
Diverse Educators started as a grassroots network in 2018 to create a space for a coherent and cohesive conversation about DEI. We have evolved into a training provider and event organiser for all things DEI.
#DiverseEd Table Photo
This Friday night we joined the team at Chiltern Learning Trust for their annual Racial Equity Network Dinner (#REND). We had been unable to make it the last two years running despite really wanting to attend and support it, but this year we were able to make it happen.
We sponsored a Diverse Educators’ table and invited some of our collaborative partners from the race section of our DEI DIrectory to join us on our table. It was brilliant to finally all be together in person! It is not very often we are in the same room, at the same time – the energy was palpable and we were very much the ‘naughty table’ as we needed to take advantage and connect whilst we could.
Thanks for joining the team from #DiverseEd:
- Nadine from Aspiring Heads
- Rhia from Black Teachers Connect
- Jemma from Let’s Start a Conversation Today
- Aretha and Youlande from Mindful Equity
- Louise and Marcus from MixEd
Getting to Luton for 6pm on a Friday night, at the end of a long year and a hard term, was not for the faint-hearted. Our table travelled from Manchester, Nottingham, Birmingham, Watford, London, Kent, the New Forest and Bath to attend the event. The journey to the event is very much a metaphor for the direction of travel of the work – it is non-linear, frustratingly slow and there are lots of obstacles to navigate including poor conditions and route closures.
We were delighted to be in the room where it was happening, along with 480 other attendees, who all care about and are committed to affecting change when it comes to racial equity in the education system. We had a lot of other connections and collaborative partners at the event including:
- Diana from the Academy of Women Leaders
- Frankie from BAMEed SEND
- Albert and Johnoi from Black Men Teach
- Iona and Sam from Edurio
- Daryl from Flair
- Paul and Andrea from the Institute for Educational and Social Equity
- Penny from The Linking Network
- Bukky, Flora, Yamina, Kiran and Emma from #WomenEd
In the more formal part of the event before the eating and networking started, there were a series of short presentations from a range of speakers:
- Sufian Sadiq – shared a heartfelt reflection on the fatigue and frustration of how slow the rate of change in this work is for him, his peers and his family. His call to action was for solidarity.
- Professor Paul Miller – shared the systemic data to highlight the structural and societal barriers for people of colour in our sector. His call to action was for allies to leverage their power.
- Sarah Owen MP – shared a personal narrative of being a biracial pupil and how this work could have helped her journey as a pupil but also now as a politician. Her call to action was to create greater belonging.
- Dr Patrice Evans – shared a quote from Obama and reflected on her journey being the only black woman in many spaces. Her call to action was to collect the stones and to use them to build empires.
- Hannah Wilson – shared her awareness of being a white person speaking to a room of global majority and then used the space to amplify the organisations in the room doing brilliant work in this space. Her call to action was to join the coalition.
- Assistant Professor Derron Wallace – shared a comparative lens to the data and the activity in the US compared to the UK and questioned what our collective strategy for racial equity is. His call to action was that everyone needs to own the role they have to play.
In the less formal part of the evening it was great to see, chat to and smile across the room at Alison from CCT, Mary from Myatt and Co, Tom from Ambition School Leadership, Phillippa and Sajid from PACT, David and Ena from Venturers Trust, James and Sharon from Inclusive MAT, Antonia and Bhamini from Pioneer Educational Trust, Adam from OTSA, Thahmina and Omar from CST, amongst others.
#REND is a brilliant example for the power of networking. The event was a magnet for people seeking a shared vision, a unified purpose, a collective agency. Together we are stronger, and we can go further.
Do check out the social media posts via the event hashtag #REND and put the draft date for the 2024 #REND event in your diaries: Friday 12th July. We will have a table there again and will invite new partners from our DEI Directory to join us. It would be great to see you there and they are increasing capacity to 600 for next year’s event.
DEI Directory Flyer
Pupil Voice and Agency – DEI Pupil Leaders
Written by Kiran Satti
Senior Assistant Principal; Primary Trust - Literacy Lead Practitioner; #WomenEd Regional Leader; Contributor to Diverse Educators: A Manifesto.
Diversity, Equity and Inclusion – what does it mean to the children we serve in our school communities?
One of our DEI Pupil Leaders shares what it means to her…
I am very proud of being a DEI leader because it is an important job. It is important because we are helping the children learn about the Protected Characteristics, we are reading important stories to the children to help them become aware and most importantly, help the children understand what it might be like for someone living with some of these Characteristics, such as disability.
The stories she is referring to are our DEI Story Escapes. At the beginning of this year, the newly formed DEI Pupil Leaders (another branch to our Pupil Leadership Team) sat and discussed which books they believed were best representative of each of the Protected Characteristics. Most powerfully, this group of Pupil Leaders were representative of the increasingly diverse learning community they are part of. The DEI Pupil Team have 6 members who are very passionate about equal and human rights – this was evident when I was sharing the Pupil Training, where we learnt about the Protected Characteristics and the importance of understanding intersectionality.
In alignment with the Pupil Training, I also delivered staff training to ensure the teachers and educators shared the same understanding of DEI as the Pupil Leaders. It was important everyone in our school community had a shared language and understanding to draw from as the children started to read the DEI Story escapes to the classes.
Here are some of the Pupil Leader’s favourite DEI Story Escapes:
My favourite DEI Story Escape we have shared so far is There is a Tiger in the garden! There is a tiger in my garden is my favourite book because it has amazing illustrations and lots of emotive language. “Wow!” says Nora is my favourite part of this book because of how beautiful the dragonflies were and how they drew them! This book is about the protected characteristic AGE – it doesn’t matter what your age is, we can all still use our imagination, young or old.
My favourite DEI Story Escape is Pink is for Boys. My favourite page is where blue is for girls and pink is for boys. Ut is my favourite book because it tells us that colours are for everyone – they are not gendered. There are no colours for particular people – all colours are meant for everyone.
Pink is for Boys is my favourite book because it shows us thar all of the colours are for everyone. My favourite pages are the ones with the unform and where it says pink is for girls and boys.
Sulwe is my favourite DEI Story Escape. It is my favourite book because at first she thought she wasn’t pretty because she wasn’t the same skin colour as her sister but then she realised people needed the darkness to rest – my favourite page is where they told her, “When you are the darkest is when you are most beautiful.”
The DEI Story escapes have been an incredible success, mostly because the Pupil Leaders have read and led the discussions. Pupil Voice is at the heart of our DEI work at Wallbrook Primary Academy because they are the future – the pupils are being enabled to use language which is instrumental to creating a future that accepts and nurtures differences.
Developing the power of story, the Pupil Leaders are currently sharing Braille stories with their peers. They lead on teaching their peers how to decode using Braille, and have developed several games to enable the children to learn and practise reading and writing in Braille.
I can not wait to see how DEI continues to grow and the DEI Pupil Leaders continue to flourish into the next academic year!