Take Back the Narrative: Reflections on #DiverseEd Conference

David Church portrait

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

Frances Akinde portrait

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.

Anti-racism charter: Framework for developing an anti-racist approach | National Education Union (neu.org.uk)

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

Rachelle Carter portrait

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

Samantha Wharton portrait

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

Diverse Educators Logo

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:

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:

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

Kiran Satti portrait

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! 


An Exploration of the Persisting Legacy of Imperial Rhetoric in Modern Education through a Case Study on ‘Eugenics, Race, and Psychiatry in the Cape Colony, 1890-1908: Dr Thomas Duncan Greenlees’

Rosa Legeno-Bell portrait

Written by Rosa Legeno-Bell

Rosa is co-founder and Director of Diverse History UK (DHUK); an LGBTQ+ and female-owned business. DHUK provides educational consultancy to address diversification of educational curricula. Rosa has worked in the education sector for over a decade, mainly in inner-city London comprehensives; as a History Teacher, Head of History and Associate Assistant Principal. Rosa graduated with distinction from the University of East Anglia with a Master’s Degree in Modern History.

This blog examines imperial rhetoric around race and eugenics through a case study of colonial psychiatrist Dr Duncan T Greenlees and explores how the legacy of imperialism lives on in the education sector.

Greenlees was the medical superintendent of Grahamstown Asylum in the Cape Colony from 1890–1907, regarded by his peers as an authority on race and eugenics (T. Duncan Greenlees M.D., 1930).

Greenlees’ Theories on the Native Mind

‘[African natives’]… wants are simple and their habits primitive; they are… willing servants, and naturally look up to white people…’ (Greenlees, 1882)

Greenlees maintained that biological and cultural differences between Africans and Europeans explained native mindsets. He attributed native ‘insanity’ to the exposure of ‘savage’ minds to Western civilisation (Swartz, 1995). The myth of primitive natives was key to the justification of British paternalism in the colonies as well as the confinement of natives who refused to conform to their prescribed roles in colonial society (Summers, 2010). In A Statistical Contribution to the Pathology of Insanity (1902), Greenlees declared that:

‘…[if] brought under the artificial influences of civilisation…[the native] …is particularly liable to chest troubles.’

 And also claimed:

‘While mania is considered a disease of undeveloped [native]  brains, melancholia may be regarded as one of developed [European] brains’

 (Greenlees 1902, p. 12).

 The falsity that non-whites were incapable of melancholia was supported by later colonial psychiatrists and is still echoed in practice today (Rosenberg, 2019). Greenlees also appealed to the common myth of the unhygienic native, stating they are ‘extremely filthy in habits,’ (Greenlees, 1902. p. 17) a stereotype commonly used to underpin dehumanising imperial rhetoric.

The influence on Greenlees of Victorian hegemony, such as Darwin’s theory of natural selection, is discernible. Darwin’s theory was commonly misapplied by imperialists to claim racial superiority and, under the guise of Social Darwinism, to justify imperial actions (Dafler, 2005). In Insanity Among the Natives of South Africa Greenlees warns:

‘The time will soon come when civilisation will overshadow [native tribes] with its baneful pall, bringing innumerable diseases in its train and ultimately exterminating all races that oppose its progress.’

(Greenlees, 1895, p. 75)

Greenlees’ Principles of Eugenics

‘…how much suffering might be avoided if…men were allowed to exercise the same care in the selection of their mates as they do when breeding their cattle’ 

(Greenlees, 1892, p. 302). 

During the Nineteenth Century, white-working class British people were also dehumanised and infantalised by the British state. The white working classes were integral to imperial rule as they powered the industrial revolution on home soil through cheap labour and terrible working conditions.

Greenlees  worked in the Cape Colony after the emancipation of Transatlantic slaves and during the Second Boer War (Facing History and Ourselves, 2018). At this time, it was believed that many South African whites, particularly Afrikaans, were becoming less civilised, mirroring British stereotypes of native peoples (Klausen, 1997). For Greenlees it was paramount that the white race maintained an air of  supremacy. (Burdett, 2014), He argued that the breeding of ‘lunatics,’ ‘imbeciles’ and ‘drunks,’ constituted a grave threat to imperial rule (Klausen, 1997).

Greenlees’ also theorised about ‘coloured’ (mixed-raced) people, referring to them  as ‘the bastard.’ Highlighting his fears regarding race and degeneracy, he contended:

 ‘a mixture of white and black blood… seems to present the worst characteristics of both races.’ (Greenlees,1892, p. 71)

Greenlees opined that, mixed-race communities were degenerates and threatened British dominance (Kolsky, 2013), a view mirrored by segregationists in the southern states of America around the same time.

So, Greenlees advocated for people to make genetically ‘wise’ choices over their marriage partners and proclaimed that it is:

‘…absurd… that we should devote more…consideration to the mating of our horses and pigs than we do that of our sons and daughters’ (Greenlees, 1903, p. 11). 

The Impact of Colonial Rhetoric around race and class on the Current Education System

‘… decolonising and detoxifying the education regime are a sine qua non for… academics, especially those who are cognisant of the true meaning of education.’

(Nkwazi Nkuzi Mhango, 2018) 

Elhinnawy (2022) maintains that a diverse book collection does not suffice and that educators need to honestly explore their own internal prejudices and their origins. While Bentrovato (2018)  contends that colonialism is a ‘hallmark of modern world history.’ whose legacies survive because of modern institutions such as education.

But,  decolonisation has been controversial. Seemingly concerned, The Department for Education (2022), introduced a guidance on impartiality in schools in 2022 on the back of the growing call to decolonise education.But decolonisation is possible still, as the guidance does not include any additional statutory requirements, and there is still room to decolonise if a range of historical evidence is engaged with and views are not taught as objective fact. The dichotomy between a government and its institutions can cause friction. Leading governmental leadership posts are filled disproportionately by privately educated people (predominantly white and male) who attended Oxbridge colleges. In 2019, 57% of the government’s cabinet and 36% of those who work in the media had attended an Oxbridge university (The Sutton Trust, 2019). Notably, private schools and Oxbridge universities were avid mouthpieces for colonial rhetoric.

Despite the controversy over decolonisation, it is a no-brainer. As diversity increases, decolonisation becomes more urgent  –with 43% of young Black people saying that:

‘A lack of curriculum diversity was one of the biggest barriers to…achieving in schools,’(Anna Freud, 2021).

Yet many schools still pursue whitewashed curricula and old-fashioned pedagogies. Critics of decolonisation have argued against it on the basis that we should not eradicate history, but true decolonisation does not entail deleting history, it encourages adding to existing narratives and amplifying historically silenced  voices. Another criticism is that decolonisation only considers marginalised black voices, but that is too literal an understanding. Decolonisation believes in amplifying all marginalised voices such as the white working classes who too were  downtrodden and exploited for the empire.  One compelling reason for decolonisation is that the amplification of many voices and celebration of shared histories may also repair relationships between marginalised communities, too often pitted against each other.

Greenlees provides a significant insight into the ideologies that propped up the British empire, and serve as a shocking reminder of the philosophies on which modern Britain was founded. If educators work together to build a fairer education for our students, then we are playing a part in creating a kinder and more compassionate society for our students and our children.

Read more and find the references here:

https://www.diversehistory.co.uk/post/eugenics-race-and-psychiatry-in-the-cape-colony-1890-1908-the-case-of-dr-duncan-t-greenlees 


Teach First and diversity in the teaching workforce

Jenny Griffiths portrait

Written by Jenny Griffiths

Jenny is Teach First’s Research and Knowledge Manager. She is an expert in research related to teacher development and educational inequality, with a particular interest in understanding teacher retention. Prior to working at Teach First, Jenny achieved a BA (Hons) and MPhil from the University of Cambridge, and an MSc from Birkbeck, University of London. She taught History and Sociology and was a Head of Department in London schools for nearly a decade.

The proportion of postgraduate trainees reporting their ethnic group as belonging to an ethnic minority, has increased from 14% in 2015/16 to 22% in 2022/23 (UK Government, 2023). This is similar to the diversity of the working age population (21.8%) (UK Government, 2023). However, research by the National Foundation for Educational Research (NFER) shows that 60% of schools in England have no teachers from ethnic backgrounds other than white, and pupils – 35.7% of whom are from a minority ethnic background – are less likely to encounter teachers from black, mixed or other ethnic backgrounds (NFER, 2022). In fact, a significant number of the pupils in of schools will have no experience of a Black teacher throughout their time in school (Tereshchenko, Mills & Bradbury, 2020). We believe that this lack of representation, particularly in STEM (science, technology, engineering, maths) subjects, may make it harder for young Black pupils to engage with these subjects and pursue related careers.  

Over the past 20 years Teach First have screened approximately 120,000 applications and assessed over 50,000 candidates for a place on our training programme. We are committed to increasing diversity in the teaching workforce and we’ve learnt a lot about how to root out bias in our application and assessment process, but we are committed to continuing to learn and improve. 

As part of that work, along with Ambition Institute, we supported the NFER to carry out research looking at racial equality in the teacher workforce. This research showed that the most significant ethnic disparities are seen at the early stages of teacher’s careers, starting with ethnic minority people being over-represented among teaching applicants, but having a lower acceptance rate compared to other groups. We are pleased that Teach First are the only ITT provider where an ethnic minority group, those of mixed ethnicity backgrounds, has the highest acceptance rates. We also have less disparity in acceptance rates between ethnic groups than other providers, but we are continuing to work to reduce this gap still further (NFER, 2022). 

Our recruitment strategy is designed to identify potential and reduce the risk of bias in our decisions, first by removing personal details in applications. The most significant change however was the introduction of contextual recruitment at the application stage. This allows us to take greater account of the different backgrounds of applicants in order to attempt to offset the impact of socioeconomic disadvantage. Applicants complete a short survey about the type of school they attended, whether they were eligible for free school meals, socioeconomic background and any significant disruption such as time in care, refugee status, or being a young carer. Whilst applicants must demonstrate clear evidence of our competencies, this screening helps us to understand where grades that are lower than our traditional entry level requirements are not necessarily reflective of potential. This approach has led to a 15% increase in offers to join the training programme overall and Black, Asian and Ethnic minority representation increase from 12% in 2017, to 18% in 2018 (after the introduction of contextual recruitment), and to 22% in 2019 with changes to our selection day processes. 

This improvement notwithstanding, we know there remain particular challenges in attracting Black and other underrepresented groups into teaching, especially in STEM subjects. To address this we are working in partnership with Mission 44 to recruit and train Black STEM teachers to work in schools serving disadvantaged communities in England. Our initial research specifically looked at how to attract more STEM graduates from Black and mixed Black ethnic backgrounds into the teaching profession. Motivation to enter teaching varies individually, but also differs between social groups. A discrete choice experiment enabled us to test elements of our programme where we felt changes might have the biggest impact on recruitment. 

What we found was that Black and mixed Black STEM graduates saw salary as being of high importance. We also found that location mattered: respondents indicated a clear preference for a guaranteed placement in London or within 60 minutes of their home address. Perhaps more interesting in terms of understanding changing work and lifestyle priorities, was the interest in lifestyle benefits, such as restaurant or gym discounts, as being likely to motivate more graduates to apply. Focus groups elaborated on some of these responses, indicating the importance of financial and societal pressures in decision making. In teaching where starting salaries are perceived to be relatively low, the importance of career progression was clear. Another finding central to our understanding and future work, was the concern of Black graduates about the level of diversity and inclusion in the schools where they would be working. There was a wariness of being in a school with an exclusively White teaching workforce, and despite clear desire to be a positive role model, these concerns posed a perceived risk to their wellbeing which needs to be addressed if we want to address ethnic inequalities in the teacher workforce in a sustainable manner. 

You can download our report on this work to read the findings from the research in full and the recommendations proposed. 

Despite some gains, we know that disparity remains and we remain committed to reviewing, re-evaluating and improving our practices to support diversity and inclusion in our education system, for teachers, schools and pupils. 

 


Pride Matters: 5 actions for inclusion and quality for leaders

David Weston portrait

Written by David Weston

Co-CEO of Teacher Development Trust; Chair DfE CPD group; author, campaigner and speaker.

The annual month of pride comes around and it can be a difficult one for school and system leaders to tackle. The will is there, so what’s the best way? How can LGBTQ+ inclusivity be  approached effectively and sensitively with staff, and with children and young adults? 

In this article, David Weston, Teacher Development Trust’s co-CEO (Innovation & Research), draws on his experience as a founder of an LGBTQ+ teacher community, a trainer for LGBTQ+ school leaders and as a campaigner for LGBTQ+ rights. TDT is  a national charity that supports schools to tap into the power of school improvement through people development, inclusive of all.

It’s worth reflecting first that while parties and celebrations are often the visible part, this month is an annual moment to focus all of humanity’s mind on what we still need to do to remove barriers, decrease inequality and create greater inclusion for all people who fit under the LGBTQ+’s broad rainbow. Even here in the UK, pride matters:

  • Because countless LGBTQ+ individuals are still subjected to conversion therapies that attempt to erase their identity, and the government’s promises to deal with this remain unfulfilled.
  • Because LGBTQ+ children are much less likely to receive proper relationship and sex education that helps them navigate their lives
  • Because many LGBTQ+ youth are at a higher risk of homelessness due to family rejection.
  • Because LGBTQ+ people often face discrimination in healthcare, leading to worse health outcomes.
  • Because transgender individuals are often denied their right to self-identify and face additional barriers in accessing legal and medical support.
  • Because LGBTQ+ individuals still face significant barriers in the workforce, including wage gaps and discrimination.
  • Because LGBTQ+ history is often overlooked or omitted in education, leaving many unaware of the community’s contributions, rich heritage and ongoing struggles.
  • Because suicide rates among LGBTQ+ youth are disproportionately high, which speaks to the urgent need for societal acceptance and support.
  • Because many countries around the world still criminalise homosexuality, and LGBTQ+ individuals face persecution and violence, whether as citizens or even as visitors.

There has, of course, been a huge amount to celebrate as well. Pride marches and celebrations now are also a joyful and colourful reminder of the progress made. The ability to legally live freely, to love who you want, to marry, to have children – all these things represent such extraordinary progress. But no matter how far things have come, there are always hurdles that others won’t face. The emerging sense through childhood of feeling different, the attitudes of some groups and traditions that range from making LGBTQ+ people feel unwelcome all the way to genuine fear for their lives.

As a leader, making sure that staff and young people feel included is not just a moral imperative, it has genuine advantages. When adults or children feel afraid to be honest about their lives, constantly policing how they look, what they say or how they react in case they give something away, it affects their performance, their learning, their wellbeing. When workplaces and classrooms feel inclusive, open, with a celebration of difference, it allows everyone to give their best.

Here’s 5 actions that every leader can take:

  1. Policy Review and Implementation: School leaders should ensure that policies are inclusive of LGBTQ+ people. This includes anti-bullying policies, codes of conduct, dress codes, and any other rules or regulations. It should include the way that the school recruits and supports staff and pupils. These policies should explicitly mention protections for LGBTQ+ individuals and should be enforced consistently.
  2. Staff Training: Provide regular training for all staff on LGBTQ+ issues, ensuring they understand the importance of inclusive language, the challenges that LGBTQ+ students and staff may face, and how to address discriminatory behaviour. This knowledge will help them to create a more supportive environment for LGBTQ+ students and staff.
  3. Student & Staff Support Services: Establish or strengthen support services for LGBTQ+ staff and students. This could include setting up an LGBTQ+ Alliance (or similar group), providing counselling services with counsellors who are trained in LGBTQ+ issues, and ensuring that health and sex education classes are inclusive of LGBTQ+ experiences.
  4. Promote Visibility and Awareness: Celebrate LGBTQ+ History Month, participate in Pride events, and integrate LGBTQ+ history and contemporary issues into the curriculum. This helps to normalise LGBTQ+ identities and experiences and can contribute to a more inclusive school culture.
  5. Engage with the Wider Community: School leaders should communicate with parents, carers and the wider community about the school’s commitment to LGBTQ+ inclusion. This can help to build a supportive environment not only within the school but also in the students’ lives outside of school.

Together, we learn and we evolve. If you would like to explore how TDT can help your school or trust to embed a thriving, research led culture of professional development that sticks, please get in touch.

Footnote:

LGBTQ+ is an umbrella acronym that includes people who identify as Lesbian, Gay, Bisexual, Trans*, Queer (or sometime Questioning) and the plus indicates that it encompasses all other related communities around gender and sexuality, including those who are Intersex, Non-binary, Asexual, Aromantic, Pansexual and more. 


Addressing the Legacy of Section 28 & Supporting Diverse Families

Troy Jenkinson portrait

Written by Troy Jenkinson

Equality, Diversity & Inclusion Specialist, children’s author, public speaker and former Primary Headteacher and Executive Headteacher. https://troyjenkinson.com/

Today, more than ever, we should strive for equality in our schools. Seeing how LGBTQ+ culture has been embraced in colourful Pride events and the peppering of queer characters in the media, you could be forgiven for thinking we had turned a corner in equality. We have come a long way, triumphing over the Section 28 policy (the 1988 amendment to the UK Educational Bill silencing queer teachers) and the partial decriminalisation of homosexuality. We have fought hard for rights to marry, adopt and live our lives showing our “True Colors” to quote Cyndi Lauper. 

Digging deeper, you realise how far we still need to go. The ILGA (2020) reports 70 countries still criminalise homosexuality; 6 punishable by death, 57 with lengthy prison sentences. Only 68 countries offer broad protection for their LGBTQ+ population. High profile media events point to continued educational need. Florida’s “Don’t Say Gay” Bill (March 2022) mirror’s Thatcher’s vindictive 1988 Section 28. We have not learned. Cripplingly unfair acts such as harsh laws to imprison LGBTQ+ people for life in Uganda reported by the BBC in March 2023 marginalise our community.

The UK once topped the ILGA table of European countries for LGBTQ rights (2015), but slumped 14 places by 2022, accredited to governmental failures and its abandonment of its promise on gender recognition and equality plans. The statistics speak for themselves. Galop (2021) reported “LGBT+ hate crime is disproportionately on the rise in the UK.” Two thirds of LGBTQ+ people experienced homophobic violence or abuse. This likelihood only increases for ethnic minority and trans people.

The question we have to ask ourselves is; why? 

Bullying is borne from ignorance. Section 28 has long-lasting effects on our educational establishments. Stonewall reports LGBTQ+ students are twice as likely to have been bullied than their non-queer compatriots (42% compared to 21%). Teachers echo this; 85% of secondary and 45% of primary staff acknowledge homophobic bullying in their schools.

With less than half of LGBTQ+ students (48%) experiencing positive messaging to support them, it is high time we as educationalists did something about it. The government introduced Relationships and Sex Education Guidance (2019) but left it open to interpretation stating:

“Schools should ensure that all of their teaching is sensitive and age appropriate in approach and content. At the point at which schools consider it appropriate to teach their pupils about LGBT, they should ensure that this content is fully integrated into their programmes of study for this area of the curriculum rather than delivered as a standalone unit or lesson. Schools are free to determine how they do this, and we expect all pupils to have been taught LGBT content at a timely point as part of this area of the curriculum.” (DfE, 2019)

Robert Long (2023), concludes schools are still not required to “promote” same-sex marriage:

“Governors, teachers and non-teaching staff in schools, parents and pupils, are free to hold their own religious or philosophical beliefs about marriage of same sex couples.” (Long, 2023)

Schools need help to sensitively support all pupils and tackle the endemic victimisation. They need to address inequality and inclusion in their curriculum and how they support diverse families. There is little guidance for parents themselves.

From my own experience of coming out, my parents found it traumatic; relating it to grieving as they tackled a myriad of questions, hyped by media negativity: 

  • Would I grow up happy and fulfilled? 
  • Would I be bullied? 
  • Would I die of a terrible disease? 
  • Would they have grandchildren? 

Though this was in the 2000s, it is still a very real issue for some individuals today.

Recently, I worked with international colleges supporting staff and students from countries with poor human rights for LGBTQ+ citizens. I became fascinated by the term “Straight Privilege.” Those not identifying as LGBTQ+ do not have to come out, or seek out role models in the public eye. It is an interesting concept to explore.

As a headteacher, influenced by Andrew Moffatt, I introduced weekly “No Outsiders Assemblies.” Using news images, I positively identified people who stood up for their rights or succeeded despite potential marginalisation. This ranged from Malorie Blackman’s interpretation of historical figure, Rosa Parks for Doctor Who and Jacinda Ardern’s maternity arrangements as New Zealand’s Prime Minister, to discussing the controversies of a gay kiss at the 2018 Winter Olympics.

Working with a family whose children experienced bullying for having same sex parents, inspired me to publish my first children’s book “The Best Mummy Snails in the Whole Wide World.” Since, I have delivered countless assemblies, workshops and key notes speeches aimed at fighting the corner and being the role-model, I never had in school.