Implementing Effective Flexible Working Practices Training for School Leaders
Written by Mandy Coalter
Mandy is the founder of Talent Architects, helping schools be great places to work. She is a published author and was named as one of the Top 10 most influential HR people. She is the former Director of People at United Learning.
Want to better promote inclusive working practices?
Getting more flexible working requests?
Wondering how to retain talent?
Want to enhance your ability to advise on new ways of working, how to adapt, as well as promoting staff wellbeing through flexible working practices?
Our sessions could be for you
The road to a flexible and agile workforce is more important now than ever before, especially in schools. Expanding opportunities for flexible working will be particularly important post-pandemic, where remote and hybrid working have become widespread in some sectors. Creating more scope for flexibility is possible in all roles in a school, promoting a better work-life balance, supporting the diversity and inclusion agenda and addressing the recruitment and retention issues in the sector. Join Timewise, the flexible working experts, and their panellists in a series of webinars, Q&As and drop-in clinics to learn more about what a proactive, whole-school approach is about, starting in October:
Webinar for Heads: Tuesday 05 October at 10am (90 minutes)
Register here https://bit.ly/3jR2pMk
Webinar for School Business Professionals/HR: Wednesday 06 October at 10am (90 minutes)
Register https://bit.ly/2Uc4hXp
Webinar for Governors & Trustees: Tuesday 12 October at 2pm (60 minutes)
Register here https://bit.ly/2VPlc2b
The Important Role of the DEI Leader in Our Schools
Written by Hannah Wilson
Founder of Diverse Educators
In the wake of George Floyd’s murder last summer many people from my network started disclosing that they were feeling compromised – they had been approached to lead DEI in their context, but they knew it was because of their lived experience ie they identify as belonging to one of protected characteristic groups.
Each person shared how they felt the burden of responsibility but also that they were acutely aware of the visibility and the vulnerability of this position. Moreover, most of them had been asked to take on this role for free (ie for love and for passion). They were not being offered additional time, additional training nor additional money.
We created a DM group that soon filled up on Twitter so we created a 2nd one – nearly 100 people who are leaning into leading DEI work in their schools, colleges and trusts. It is notable that the vast majority of these individuals were assigned female at birth and identify as being women. Many have an intersectional identity and are women of colour, women of faith, women who are LGBTIA+ and women who are parents/ carers. An important factor to consider as we bang our drum about asking people to do this work (ie burden and additional load) for free.
In response, Angie Browne and I developed the DEI Leaders Programme to support each individual on their journey to combat the fear, to address the isolation and to create a safe space to explore the vulnerability of this important work. We have both led this work on our own career journeys and navigated the systemic, structural and societal barriers that come with the territory. We have stories to share and war wounds to lick, but we can also share how we shaped our strategies and illustrate the impact we had and the legacy we created.
In addition to the programme, through the #DiverseEd network I created a space each half-term for DEI leaders who are not formally working with us through the programme to come together informally to form a DEI Leaders Network as an opportunity to connect, to collaborate, to peer support and to share the learning. We are also planning an annual DEI Leaders conference to share best practice and deepen knowledge and understanding in June.
I have also begun to collate a recruitment pack of DEI leaders job descriptions, person specifications and adverts so that each individual can negotiate the framing of their role in their school/ trust. The title of the role is up for debate and varies from setting to setting. I share in my training sessions that a trend I have observed in my cross-sector LinkedIn network is that in corporate settings mande D&I/ EDI leads are now being called Head of Belonging. I love this reframe and personally think that the education sector should adopt it too.
It has been heartening to see a flurry of tweets in the last few months of people from our network and from our programme being formally appointed and properly remunerated for this role in our schools. Congratulations to those who have successfully been appointed and those who have negotiated a defined role. This is still the minority but there is a glimmer of hope that organisations are recognising the need for a defined role and remit for whoever is leading DEI.
Our provocation to the school system:
Would we ask a SENCO or a DSL to strategically lead their whole school responsibility without framing their role, giving them additional time, adequately resourcing their area (budget for books/ training) and elevating their sphere of influence to at the very least associate senior leadership?
For all of the schools leaning into DEI work we encourage you to review your infrastructure. The DSL and SENCO do not carry the burden of all of the safeguarding and all of the SEN work on their shoulders – they have a team of people they can distribute the load across, but moreover the collective responsibility of the whole staff team is expected. We believe that DEI needs to be framed in the same way.
We would not ask an adult who had been vulnerable to lead safeguarding based on their lived experience nor an adult with an additional need to lead SENCO without the framing, the training, the support and the accountability around them, once they had been identified as the most appropriate person to lead this work and fulfil the responsibilities of the role. So we should not be approaching the staff of colour, the staff who are LGBTQIA+ to do this work, simply because of their identity, and moreover we should not be asking them to do it without a formal process to identify they are the person who is best-positioned to lead this work, and thereby appointing them, announcing them and appropriately remunerating them.
The role of the DEI Leader in our schools is an important one as it embodies our commitment to this work, it elevates the status of the strategy, it creates visibility in the school of diverse role models, it amplifies the voices of diverse stakeholder groups and it centres belonging in the culture, the curriculum, the policies and the practices throughout the school.
So we need to be very careful that through our DEI strategies we are intentionally dismantling barriers instead of further perpetuating the glass ceilings, the concrete ceilings, the glass cliffs and the pay gaps that already exist in the school system. Formally appointing and remunerating the people leading this work is a great place to start as our schools continue on their journeys to unlearn and relearn why and how representation matters.
Engaging and Empowering Students in DEI Work
Written by Lois Nethersell-Webb
Lois is a History teacher and DEI Lead at a rural Norfolk High School. In this role she is leading whole school training on diversifying the curriculum. Lois is also a founder of the Norfolk DEI Network and is passionate about encouraging and guiding young people to become change makers.
What kind of adults do we want our students to become? Do we want them to passively accept the status quo or do we want them to become active citizens who question the world around them? If the latter, then we must model and shape this behaviour in schools by providing them with opportunities to express their views and lead on causes that ignite their passions.
Students need to see that becoming involved in DEI work within schools or, indeed, wider society, is a sign of strength. When the government views standing up for marginalised groups as ‘woke’ we are fighting a populist narrative. Educators need to demonstrate to students that standing up to a friend who uses racist or homophobic slurs is not woke, it is strength. Educators need to demonstrate to students that calling out your mate who has made sexualised comments to a female student is not woke, it is strength. Educators need to demonstrate to students that refusing to mimic the accent of a new teacher is not woke, it is strength.
One way that schools can demonstrate active citizenship to the pupils in their charge is through setting up intersectional diversity groups. Whilst student groups focused on one particular protected characteristic, such as Pride Club, have their place, an intersectional group enables students with different protected characteristics, and their allies, to come together and support each other. We must create safe spaces for students to discuss concerns and lived experiences before supporting them to curate ways in which to spread their narratives across the whole student body.
Our student Diversity, Inclusion, Campaigns and Equality (DICE) group have been instrumental in raising awareness of a number of societal issues. Whether it be a cube of truth focused on male mental health or the lunchtime climate change protest, our students have thought of innovative and engaging ways to enlighten the wider student body and get them thinking about how change can happen. Showing students how to use their voice for good and how to channel their views is an essential part of their education.
All too often running student groups, like DICE, is left to chance. If there is a member of staff with a protected characteristic or who has a particular passion for DEI work then the student groups are formed. This should not be the case. LGBTQ+ teachers are tired of being the ones to start the Pride Clubs in schools. Black teachers are tired of being the ones who support students who have experienced racism. We need our allies. We need other educators, particularly white, able bodied, cisgendered male educators, to stand with us and help set up student groups. The power you hold is immeasurable. Help us set up our student groups and demonstrate that DEI work is the work of all.
To create a truly diverse, equitable and inclusive society all adults, no matter their lived experiences, must see tackling injustice and inequality as their responsibility. For this to happen we must start by showing students that DEI work is a collective responsibility. If you want to help your students become young changemakers – set up an intersectional student DEI group; neither you nor your students will regret it.
#DiverseEd’s Top 10 Blogs of 2020-21
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.
We love to amplify the voices, share the journeys, and celebrate the stories of our community. Our blogs vary from sharing lived experience, to reflecting on classroom practice and curriculum design, to evaluating the impact of policy changes. We published 150 blogs from our network last academic year. You can meet our bloggers here and you can review our collection here.
Deepening our thinking around DEI starts with who and what we are reading, helping us to develop our confidence and our competence, both individually and collectively. Reading the blogs by our community provokes reflection and stimulates conversations to help us all understand the breadth and the depth of issues we need to develop an awareness of.
Themes explored in the 2020-21 blog collection include: allyship, belonging, careers, coaching, commitment, community, curriculum, culture, governance, HR, identity, ITTE, language, leadership, policy, recruitment, reflection, representation, research, safeguarding, strategy, teaching, wellbeing.
Here are our Top 10 Most-Read #DiverseEd Blogs in the 2020-21 academic year:
- How do we deal with racism in the classroom – Hannah Wilson
- How to promote an anti-racist culture in social work – Wayne Reid
- Interactive diversity calendar 2021 – Carly Hind/ Dual Frequency
- How does material deprivation intersect with ethnicity to understand the variations in the achievement among BAME students – Nicole Edwards
- Don’t tuck in your labels – Bennie Kara
- Dear Secretary of State – Hannah Wilson
- Gender is wibbly wobbly and timey wimey and gloriously so – Matthew Savage
- Engaging with diversity – giving pupils a voice – Gaurav Dubay
- Black lives matter, then now always – Wayne Reid
- Breaking the cycle anti-racist plan term 1 – Dwain Brandy
Thank you to everyone who has contributed to our #DiverseEd date and please do get in touch if you would like us to publish you. You can find out more about how to submit here.
LGBT+ inclusive education helps all young people, whether they are LGBT+ or not
Written by Dominic Arnall
Chief Executive of Just Like Us, the LGBT+ young people's charity.
When Pride comes around, it can be easy to convince ourselves that so much has changed in terms of marriage and parental rights for adults, that it must be far easier growing up LGBT+ in 2021. Sadly, this is a common misconception and the research paints a much darker picture.
Just Like Us decided to commission independent research, conducted by Cibyl, to get a clear picture of how LGBT+ young people have been impacted, what is happening in terms of LGBT+ inclusive education, and how educators feel about implementing it.
When the pandemic began we expected that LGBT+ pupils may struggle more – perhaps stuck at home with unaccepting families, cut off from their usual support networks and struggling to find acceptance at school. What the independent research found was horrifying – LGBT+ young people are twice as likely to have contemplated suicide, and Black LGBT+ young people are three times more likely.
Our report, ‘Growing Up LGBT+’, surveyed almost 3,000 school pupils aged 11-18 (over 1,000 of whom were LGBT+) as well as more than 500 school staff. The results are very clear: LGBT+ young people are twice as likely to be worrying daily about their mental health and feeling lonely on a daily basis during lockdowns.
While the pandemic has of course been tough for everyone, including immense pressure on educators, it is devastating to see that LGBT+ young people are twice as likely to be struggling with their mental health and wellbeing on so many fronts – from depression to anxiety and panic attacks, there remains much work to be done.
LGBT+ school pupils are also twice as likely to have been bullied and just 21% told a teacher at school. Only 33% of LGBT+ pupils say there is a clear process for reporting anti-LGBT+ bullying in their school.
So what can we do? The good news is that the independent research found that pupils in schools where there is positive messaging about being LGBT+, pupils are less likely to have had suicidal thoughts and feelings – whether they are LGBT+ or not. The statistics are clear: all pupils benefit from a LGBT+ inclusion in schools.
74% of LGBT+ pupils who have never had positive messaging from their school about being LGBT+ have contemplated suicide but this drops to 65% when their school provides strong positive messaging about being LGBT+.
Non-LGBT+ pupils also benefit from LGBT+ inclusion in school – 33% of non-LGBT+ pupils who have never had positive messaging at school have contemplated suicide but this drops to 28% when there is strong positive messaging in their school.
A perhaps surprising finding from the independent research was also that the majority of all young people are very pro-trans. 84% of 11 to 18 year olds say they would proudly support a friend if they came out as transgender. 57% say they already have a friend who is trans. This really shows how important it is that we listen to young people’s voices and enable them to pave the way for positive change when it comes to LGBT+ equality.
Lastly, we are very concerned by the high proportion of LGBT+ educators who are facing challenges and fears about coming out at work and implementing LGBT+ inclusion in their schools. 40% of LGBT+ primary and secondary school staff are not out to their pupils.
Some might say that there’s no need to come out to pupils and there certainly should never be pressure on anyone to come out, but we are deeply worried about school staff who feel afraid to be themselves at work. No one should feel the need to hide who they are married to, who their families are or simply who they are in their jobs.
We also found that 31% of LGBT+ school staff say their colleagues or school board are a barrier to implementing LGBT+ inclusion in their school. The findings show there are still huge challenges that educators face in trying to bring about positive change and simply letting pupils know that: LGBT+ people exist and that’s OK.
As always, Just Like Us is here to support all educators – LGBT+ or not – with making schools safer and happier places for their pupils. You do not need to be an expert, it just takes a willingness to want to support LGBT+ young people who are so disproportionately struggling right now.
School Diversity Week is happening 21-25 June and it’s not too late to get involved. If you work in a primary school, secondary school or college, please sign up for free and we’ll send you a digital toolkit of resources for all key stages to help you celebrate.
Let’s create a world where LGBT+ young people can thrive.
Antiracism through Opportunity
Written by Cassie Cramer
Real World Learning Programme Manager at School 21 in Newham, London
How School 21 approaches work experience through and antiracist lens
School 21 is a place that has always strived to provide opportunities for our diverse young people to succeed in the 21st century. Recently, it has been made clear that success by our definition requires taking actions to identify and act against racial inequality both inside and outside the classroom. In 2020, School 21 has made a concerted effort to promote equity, inclusion and diversity within our community. Through various initiatives, such as diversifying our curriculum, creating more inclusive recruitment processes, and the formation of an antiracism working group, we are doing what we can to create a thoroughly antiracist organisation. There are, however, some things School 21 has done for some time that in unexpected ways contribute to our newly articulated antiracist agenda. One of these things is the development and implementation of the Real World Learning Programme.
What is Real World Learning?
The Real World Learning Programme was started in 2015 as a reimagining of work experience. It provides both students and their host workplace with something that is more meaningful and authentic than traditional work experience. At School 21 all Year 10 and Year 12 students take part in 1-2 projects with a partner organisation for 12-17 weeks. Students spend one afternoon each week out of the classroom and in the real world, where they work in teams to solve problems for their host organization. Students take the skills they have developed through project-based learning in the classroom, and apply them to real life projects in the working world. Students come away with a tangible product, a variety of transferable skills, and a totally novel experience which can significantly impact their futures. Real World Learning at School 21 brings students and the professional world together in a meaningful way and raises aspirations of students, while widening the perspectives of employers.
An opportunity to build a network
Some students work with carpenters to make new chairs for our school. Others work with international financial institutions. From local primary schools to world renowned publishing houses, we work hard to provide students access to opportunities that are too often reserved for those with connections and privilege. The phrase, ‘It’s not what you know, but who you know’ has continually been proven true on small scales and large. Work experience, something that for many is relatively inconsequential, has the potential to create the opportunity for students to start a professional network. This provides marginalised young people the chance at the kind of network their more privileged peers may have through parents, private institutions or their school’s alumni. By simply giving students the chance to show their best selves, through an elongated and scaffolded work experience programme, we are in a very small way working to create a more equitable society.
Exposure goes both ways
The Real World Learning Programme strives to get our students out of the bubbles they are so accustomed to. It exposes them to careers, locations and individuals that they may never come across in their day to day lives. It is not, however, only the students whose boundaries are pushed. The bubbles that many corporations and organisations function in looks very different from our students’ bubbles, but they are bubbles nonetheless. By putting our students in white dominated spaces – like in the sky scrapers of Canary Wharf – you are not only raising their aspirations, but you are demonstrating what young, diverse people of colour from East London are capable of. The exposure that the programme offers, especially as it is over a significant period of time, works to confront implicit bias and racist stereotypes. It puts young ethnically diverse people in boardrooms and demands their thoughts are considered.
Many projects that our students have worked on explicitly seek to rectify racism in the workplace. We’ve had students working at the Ministry of Justice create a training video which sought to help employees identify and avoid implicit bias based on race and gender. Students have worked with the Metropolitan Police to create campaigns which aimed to ease tensions between young East Londoners and police officers who work in the area. HSBC has had our students reimagine their hiring processes, so that they are more attractive employers to a diverse pool of candidates. It is not only students who work on projects about diversity and inclusion in the workplace who contribute through Real World Learning to School 21’s antiracist agenda. Every student who completes the programme and can therefore see their future selves in positions of influence is a tiny rebellion against the white hegemonic structures that underlie so many industries.
Representation matters
Committing a total of 8.5 entire school days to work experience is not the only way to create a careers programme that is actively anti-racist. It starts with not limiting your students, and reflecting on your assumption of their capabilities. I’ve seen some of our most vulnerable students who struggle in a classroom environment do their work when they put on a suit and play the role of consultant. If they never get the chance to be in these scenarios, how will they know they deserve to be? Representation is also something that is so important in careers education. If students don’t have the time to form relationships with professionals, it is vital that they are exposed to professionals that they can relate to. If every solicitor or CEO you meet is white, it is hard not to jump to conclusions about the prerequisites for these sorts of careers. Sometimes interactions with professionals must be fleeting, but for them to be impactful there has to be some common ground and it is always worth the effort to find someone who can relate to students.
Looking at the big picture
The Real World Learning Programme is by no means perfect. Sometimes students get fired, employers end up frustrated and projects don’t get completed. The quality of projects are not always up to our standards, and students sometimes misbehave. These things seem insignificant though, if you think of the bigger picture. We unfortunately live in a society that is segregated. Race, class, wealth and other factors limit the movement of individuals in their professional lives. Work experience can be seen as an exchange of sorts, exposing students to foreign situations, and exposing employers to the talent, spark and ingenuity that is being nurtured in a place like a state school in Stratford, East London. We believe our students are capable of making real and lasting contributions to the companies they work with, and while they don’t always complete their brief, or win their pitch, they do always leave a mark on those they interact with.
We can, and should, think about work experience as an opportunity for students to experience the real world and gain valuable skills. This does not, however, have to be the sole purpose of it. By providing students with opportunities for their voices to be heard, and their opinions valued, the Real World Learning Programme is creating space for marginalised individuals to make their mark on institutions that have ignored them for too long. It allows students to see themselves as equals in a room of professionals who often have had a very different lived experience. Giving these opportunities to students, and supporting them to use their agency is an antiracist practice that more schools should be empowered to provide. I’d urge any enrichment manager or careers leader in a school to think about what opportunities the most privileged students have access to, and how this allows them to develop skills for the real world. It is absolutely possible that all students receive opportunities to develop those same skills while simultaneously raising aspirations and disproving racist assumptions. Work experience can be a vessel through which we don’t just acknowledge racial inequality, but actively empower our students to dismantle it from the inside.
Prepare students for the world, and the world for our students
Work experience is many things. It can be a taste of independence, a rude awakening, a rite of passage or a formative experience. At School 21, we also see it as a chance to promote equity and spark change that reaches far beyond our school walls. Through Real World Learning students can push their own agendas, and let organisations big and small know what matters to them. They can pave the way for others from similar backgrounds. They can show professionals that young people of colour can disrupt the status quo and contribute just as much as those who society privileges over them. They can see themselves as someone important, capable and respectable in a world that paints them as the opposite. If we see work experience as a chance to prepare our students for the working world, but also prepare the world for our students, we can do our part as educators to dismantle the systemic racism that is still rampant in workplaces and in society.
Education as the Practice of Freedom
Written by Laura Ciftci
Head of School, NET Academies Trust, #BigLeadershipAdventure participant.
As a rookie member of Big Education’s ground-breaking leadership programme – Big Leadership Adventure – I have been exposed to a wealth and breadth of experiences, key-note speakers, ideas, design-thinking, innovation and new ways of leading. All with the key purpose to ‘develop the mindsets, competencies and behaviours required to innovate in education’.
More recently, we experienced a headline module on diversity, equity and inclusion. Hannah and Adrian McLean, our guides for this module, did not pull any punches and stated from the outset that this session was going to be challenging and would possibly make many members feel rather uncomfortable. Nevertheless, they both insisted, education – especially educational leadership – needs ‘to start getting comfortable with being uncomfortable’. In truth, I found the whole process immensely challenging, both professionally and personally.
In hindsight, the module’s real impact was to champion our cohort into action – real action – with a determination to transfer theory and rhetoric into practice. This rallying cry to alms for all leaders was a clear message on the importance of producing and utilising a diversity, equity and inclusion strategy within our schools. Moreover, instigating conversations that would raise further questions around how we need to rethink teaching practices and policies in an age of multiculturalism. Otherwise, how else would we be able to educate our children to address the many disparities and inequalities within our society?
To Allyship or not to Allyship…? That IS the question:
One such practice and commitment centred round ‘allyship’; more specifically an expectation for all Big Leadership Adventurers to acknowledge and engage with the ‘allyship continuum’: from apathetic, to aware, to active and finally onto the desired goal – to be an advocate for diversity, equity and inclusion. An advocate of diversity, equity and inclusion would actively highlight and raise questions about situations, events, meetings, settings, organisations, senior leadership teams, subject leaders and headteachers, whereby the representation or membership did not reflect the cohort or group they were leading. What struck me as the most poignant part of the whole ‘allyship process’, was a genuine recognition from all the leaders in our cohort, that their journey along the allyship continuum would be a deeply, individual and personal journey.
Moreover, I realised, as I listened to the many painful and explicit narratives of prejudice and racism experienced by my colleagues – as infants, school children and adolescents and now as adults – that my journey to where I am today, had been an infinitely easier one, beyond my ‘disadvantaged’ label. If anything this made my purpose clearer – I wanted to celebrate and showcase our school’s rich diversity, to ensure that we authentically challenged institutional racism and other forms of discrimination. Subsequently, in order to kick start our school’s journey to allyship, we drafted a whole school strategic approach to diversity, equity and inclusion, that embraced the voice of our staff, pupils and wider community. Almost instantly, staff recognised that this commitment would take us beyond diversity, equity and inclusion, but further into social action; the co-dependence of societal changes through a strong, ‘lived’ diversity, equity and inclusion strategy. A focussed strategy, with professional training from the charismatic and knowledgeable Angela Browne helped us to explicitly outline expectations for the culture and climate of our school; facilitating classroom learning to connect with the experiences, histories and resources that every pupil brings to their classroom. Imagine a whole literacy spine that included the cultures, experiences and backgrounds of the pupils they sought to teach! Whilst this process may be in its infancy, we are rightly proud of its authentic germination …
Why here? Why now?
As I reflected further upon the intensity of that diversity, equity and inclusion module, it became apparent we were really being asked to champion a social conscience and critical pedagogy for our future pupils, leaders, work force, politicians and so on. Recognising that pupils and staff need to feel safe, valued, listened to and genuinely appreciated for who they are, rather than complying to a given, predetermined expectation. This sense of belonging, coupled with the freedom and encouragement to determine and discover who they are, would help our pupils to realise that the education system does not define them. Once equipped with the necessary skills, knowledge and beliefs, from diverse and inclusive school communities, they will have the freedom to construct their own unique futures for themselves. Armed with a broad skills base, resilience, acceptance (rather than tolerance, thank you Adrian Mclean for assisting me with the semantics), a good work ethic, humility and an acute awareness of social justice, our pupils and staff will in turn, readily challenge cultural, social and economic biases, that alas, are still systemic within society today. Never has the time been more right to challenge social inequality and to encourage pupils (and staff) to take positive and constructive action under the cultural umbrella of diversity, equity and inclusion.
Hope for the future…
Clearly, the education system is neither perfect nor paradise; quite the contrary in fact. Nevertheless, the system with all its limitations, remains a location of potential, hope and possibility. In that field of possibility, we have the opportunity to work towards diversity, equity and inclusion for our pupils, staff and wider community members. Likewise, to demand of ourselves and those in our charge, ‘an openness of mind and heart that allows us to face reality even as we collectively imagine ways to move beyond boundaries, to transgress. This is education as the practice of freedom’. (Bell Hooks)
And finally…
As our second day of diversity, equity and inclusion module concluded, I felt a deep kinship and professional respect for my fellow ‘Adventurers’. This diverse group of authentic professionals, had challenged me, and in and through that challenge, had allowed me a space of radical openness where I now felt able to authentically support diversity, equity and inclusion, within my own setting. This promising start would, I hope, encourage those in my charge, to learn and grow without limits. This gift of ‘freedom’ for our children today, now seems totally achievable.
Dear Secretary of State
Written by Hannah Wilson
Founder of Diverse Educators
Context:
Since July 2020, we have held a quarterly Diversity Roundtable with national stakeholders invested in, and committed to, a system-wide strategy for collaborating on a DEI strategy in our schools. We collectively wrote to the DfE, the SoS, the NSC and the Equalities Team on March 1st. We are yet to receive an acknowledgement to our concerns. We have agreed to publish the letter as an open source, in the hope that we can move this conversation forwards.
The Diversity Roundtable: https://www.diverseeducators.co.uk/diversity-roundtables/
March 1st 2021
Dear Secretary of State,
We are writing to you publicly as The Diversity Roundtable, a collective of professionals and specialists working in the field of Diversity, Equity and Inclusion (DEI), to express our alarm at the recent withdrawal of funding in multiple areas in schools and Further Education. The cuts include: The Department for Education’s Equality and Diversity fund for school-led projects, to accelerate the diversification of protected characteristic groups in school leadership; English Second Other Language (ESOL) funding reduced by 50% in Further Education; and Equalities Office fund cut for anti-homophobic and anti-trans bullying. The lack of action concerning the Gender Reform Act has been disappointing, considering the anti-trans rhetoric nationally.
Now is a critical time for the Department for Education to enable schools and colleges to address structural inequity. We ask for a staged approach to impact on the sector to apply and embed professional learning from research specifically around race; embed best practice to update policy enactment; facilitate organisational change through specialist intervention and apply DEI sector knowledge to increase recruitment and retention both in leadership and the wider teacher workforce (see Appendix A).
The current situation suggests nationally and internationally discourse about and impact on protected characteristic groups has been the most significant in a generation. Events such as the brutal murder of George Floyd by a representative of a public sector organisation and subsequent Black Lives Matter protests have influenced the direction of the country underlining significant inequity in the structures of our institutions. Currently schools and colleges face these challenges without any funding to address legacies of inaction.
We feel it is highly problematic not to address such concerns when research identifies schools as sites where racism is grown through structures (Warmington, 2020; Callender, 2020; Callender and Miller, 2019; Lander 2017; Bhopal, 2018; Gillborn, 2015; Parker and Roberts, 2011; Marx 2016; Ladson-Billings, 1999; Williams 1991). Racism is fostered and, at best, passively nurtured through professional gaps in knowledge and skills of DEI, uncritical pedagogic and curricula approaches and a limited range of lived experiences in leadership to address such practice. In addition, schools and colleges face historic bias in curricula, unchallenged majoritarian attitudes in the workforce and are now responding to families demanding change for their children.
We believe inequity in our schools presents a national challenge that needs to be addressed with national funding. It is our hope that in accordance with the Equality Act and 1 Public Sector Equality Duty (2010) all families, teachers, support staff and children, regardless of where they live, how many schools are in their Trust or the funding situation of their Local Authority, be protected from systemic inequalities in schools. We therefore ask for specific DEI funding for schools and colleges in order to provide geographical parity across the United Kingdom. We believe action is required in the following areas:
- Funding to address lack of racial diversity in leadership;
- Funding and training to protect students and staff from inequity in schools through addressing gaps in Teacher Standards;
- Funding to support serious focus on those with protected characteristics in the recruitment and retention strategies both in school and in Initial Teacher Education;
- Funding for schools and colleges to address professional gaps in curricula knowledge and skills.
The government has a responsibility to ensure that the Race Relations (Amendment) Act (2000), the Equality Act and Public Sector Equality Duty (2010) are upheld. School and college leaders have taken seriously and demonstrated agency in their responsibility to challenge structural discrimination and inequality for many years; examples such as Anderton Park Primary in Birmingham demonstrate the cost, time and nuanced complexity of this work for staff and the wider impact of upholding the law for communities and families.
The social and educational impact of COVID 19 and wider effects of the pandemic on people from different social class and Ethnic Minority backgrounds has underlined outcomes gained by structural privilege and laid bare the failure of our institutional structures to support children adequately at the point of need. It will be these families further disadvantaged by a workforce representing, interpreting and enacting policy by privileged groups in society.
It is our hope the Department seize this opportunity to provide funding and a structured approach to supporting schools and colleges to manage change. The teacher workforce is ready, invested and motivated to address structural inequity but needs funding and guidance in order to impact on children and staff as well as the communities they serve.
We extend an invitation to meet with the Diversity Roundtable by contacting the Chairs at
hello@hannah-wilson.co.uk and hello@angelabrowne.co.uk to co-create ways forward.
Yours Faithfully,
Co-organisers of the Diversity Roundtable:
- Angela Browne, Director, Nourished Collective
- Claire Stewart-Hall, Director, Equitable Coaching
- Hannah Wilson, Co-Founder and Director, Diverse Educators
Members of the Diversity Roundtable:
- Adam McCann, CEO, Diversity Role Models
- Aisha Thomas, Director, Representation Matters Ltd
- Professor Dame Alison Peacock, CEO, Chartered College of Teaching
- Allana Gay, BAMEed
- Ann Marie Christian, Child 1st Consultancy Limited
- Dr Anna Carlile, Head of the Department of Educational Studies, Goldsmiths, University of London
- Aretha Banton, Co-Founder, Mindful Equity UK
- Dr Artemi Sakellariadis, Director, Centre for Studies on Inclusive Education (CSIE)
- Beth Bramley, Gender Balance Manager, Institute of Physics
- Daniel Gray, Director, LGBTed
- Diana Osagie, CEO, Courageous Leadership & The Academy of Women’s Leadership
- Domini Leong, Chair, BAMEedSW
- Elizabeth Wright, Editor of Disability Review Magazine, DisabilityEd Ambassador
- Emma Hollis, Executive Director, NASBTT
- Emma Sheppard, Founder, The MaternityTeacher PaternityTeacher Project
- Hannah Jepson, Director, Engaging Success
- James Noble-Rogers, Executive Director, UCET
- Kiran Gill, CEO, The Difference
- Laila El-Metoui, Founder, Pride in Education and Educating Out Racism
- Liz Moorse, Chief Executive, Association for Citizenship Teaching (ACT)
- Lorraine Hughes, Director of Education, Chiltern Learning Trust
- Mareme Mufwoko, Steering Group, WomenEd England
- Marius Frank, Director, Achievement for All
- Nadine Bernard, Founder, Aspiring Heads CIC
- Nicole Ponsford, Founder, Global Equality Collective (GEC)
- Pat Joseph, ARISEtime
- Paul Whiteman, General Secretary, NAHT (National Association Head Teachers – school leadership union)
- Ruth Golding, Founder, DisabilityEd
- Sharon Porter, SPorterEdu Consulting
- Professor Emeritus of the Harvey Milk Institute, Sue Sanders, Schools OUT UK
- Sufian Sadiq, Director, Chiltern Teaching School Alliance
- Susie Green, CEO, Mermaids
- Professor Vini Lander, Director, The Centre for Race, Education and Decoloniality, Carnegie School of Education
- Viv Grant, Director, Integrity Coaching Ltd
- Youlande Harrowell, Co-Founder, Mindful Equity UK
Appendix A:
Increasing Recruitment and Retention:
Currently processes of recruitment and retention have led to a national figure of 14% of teachers from Black, Asian and Minority Ethnic (BAME) backgrounds (sic) teaching in schools (DfE, 2020). Under 5% of Head Teachers come from Black and Minority Ethnic backgrounds, despite areas with significantly higher numbers of people from ethnic minority backgrounds in the wider population (DfE, 2020). This has been consistent for some years without much scrutiny from the Department for Education; it was sadly not addressed specifically in the DfE Recruitment and Retention Strategy (2019). It remains less likely that people with protected characteristics will be able to join the profession or be retained in schools without cultures, processes and practices actively challenging existing structural barriers that lie within school structures (NEU/Runnymede, 2020). In addition, there remains a persistent lack of diversity in school governance, which contributes to and sustains the status quo in appointment to posts. The Equality and Diversity fund: for school-led projects recognised the underrepresentation in leadership providing one avenue for schools to address inequity. Without such funding,
schools will continue to enact practices that exclude and maintain majoritarian cultures as the ‘norm’ thereby families, children and staff will continue to feel marginalised and discriminated against.
Diversity as a Business Model:
The McKinsey report (2020) demonstrates that as an organisational business model this approach is flawed. There is now a plethora of reports, including from national government, outlining the business case for wider diversity and representation in organisations as means to meet demand and increase success rates (McKinsey, 2015; McGregor-Smith, 2017; Diversity at the Top, CIPD 2017, Ethnic bias in recruitment, CIPD 2019; Breaking Barriers to Inclusive Recruitment, CIPD, 2018; Recognising the bias in recruitment, CIPD, 2018). Past experience shows the sector that unless equity safeguards are consciously included, the effect of new policies is frequently to reinforce existing gender, race and class inequalities (Gillborn, 2014). In light of the Department for Education’s role in leading expectations for schools, fair and equitable working environments and creating a world class education system that actively prevents discrimination, we would ask that this decision is reviewed immediately.
Tackling Racism in Schools
Written by Bennie Kara
Co-Founder of Diverse Educators
Sometimes it feels like the world genuinely believes that racism is something that doesn’t *really* exist. Or if it ever did, it is something that you find in the pages of a history book.
But it’s not true, is it?
Over coffee the other day, my friends and I spoke in disbelief about the fact that anti-semitism actually exists. It was almost as if we couldn’t comprehend that people still hold beliefs about Jewish people that come from ancient and medieval ages. Disbelief that the politicians we look to might also hold those beliefs. The ridiculousness of it had us laughing. But for one of my friends, it wasn’t even remotely funny. She’s Jewish.
I shouldn’t be surprised. In teaching, you only need to scratch the surface of any school environment to hear and see things that make a snowflake like me clutch my chest in horror.
You want to hear?
“I don’t want to study RS. I don’t want to learn about ninja warriors and postboxes.” Child, it turns out, was referencing Muslim women.
“How am I racist? My mother uses those words all the time. Even my dad says they are ninja warriors.” Child, on explanation that terms used might be offensive.
“There are too many Paki shops in X.” Child, referencing local area.
“He looks like the underside of a shoe.” Child, referencing a black peer.
“His house smells like black people.” Child, referencing a black person’s home.
“I’m not being racist by using the ‘n’ word. I’ve got a black pass.” Child, explaining that he can use the ‘n’ word because he has asked his black friend for a ‘pass’ to use it.
“I called him a terrorist. Because he has a name that terrorists have.” Child, speaking about a Muslim peer.
It goes on. These are recent. From different sources, but recent. And yes, children misunderstand and say things they shouldn’t because they don’t know any different, but if we fail to challenge comments like these, what’s next?
Negative perceptions about race are so embedded in our society that the dialogue about race in schools has to be open and frank.
So, what do we do?
- Don’t shy away from calling out racism and sanctioning. Children and the adults in their lives need to know what the red lines are.
- Explain the impact of the terminology. It helps if you have BAME staff to reference (and I know lots of schools outside major urban centres don’t).
- Pre-empt racism by referencing BAME history and culture in the curriculum. If no one knows anything about Islam other than what’s in the mainstream media, racism will proliferate.
- Visibly value difference. Embed openness and equity into the culture of the school.
- Address common misconceptions – actively deconstruct racist phrases or ideas. Don’t be timid.
Timidity and tiptoeing around the issue doesn’t change societies. Only head on discussion can do that. Let me know how it goes.
How does Social Work regulation perpetuate White Supremacy?
Written by Wayne Reid
Professional Officer & Social Worker
Morality cannot be legislated, but behaviour can be regulated
The Black Lives Matter movement casts a revealing spotlight on how White supremacy permeates society and influences the policies in ‘modern institutions.’ An immediate example is Social Work regulation. In this article, I outline how Social Work regulation perpetuates White supremacy. My premise is that “morality cannot be legislated, but behaviour can be regulated.” (Martin Luther King).
My mantra is “pure, proactive and unapologetic anti-racism,” which underlines my militant spirit when it comes to ‘Anti-racism in Social Work.’ My mentality is influenced by the hostile environment inside and outside of Social Work. I hope any readers resist the urge to ‘tone police’ my opinions. My observations reflect my environment – the ‘hostile environment.’ My motivation is for the cause, not applause – and the cause is Black Lives Matter.
My narrative reflects my lived experiences and those of people like me who are routinely judged, based on their skin colour. I write this article from both personal and professional perspectives. I use the terms ‘people of colour’ and ‘Black and Ethnic Minority people’ interchangeably for ease. I do not speak on behalf of all people or Social Workers of colour – as we are not a homogenous group. My writing here may not represent the views of my employer (BASW). I’m one of many Black voices in the profession. The prelude to my current thinking is outlined in my previous articles here: 1, 2, 3 & 4.
In my work, I’m able to act as an Anti-racism Visionary for Social Work across England. I utilise different strategic approaches including: shock and awe; edutainment; collaboration and allyship. My knowledge and expertise relates to anti-Black racism. Since George Floyd’s murder, I’ve reported widely on the lack of protections and support for Social Workers of colour; their over-representation in fitness to practice panels and their disproportionately negative outcomes on Assessed and Supported Year in Employment programmes. The coverage and prominence of anti-racism in Social Work in recent months has been inescapable. However, the silence from Social Work England (SWE) (and MP’s) is perplexing.
Tools that discriminate and oppress
The Social Work standards (nor their associated guidance) make no reference to Social Workers or service-users of colour. In a previous article, I emphasised my disappointment that: “neither [the] education and training standards for 2019 or 2020, nor the professional standards for Social Workers, explicitly refer[s] to anti-discriminatory (ADP), anti-oppressive (AOP) or anti-racist practice (ARP).” And: “Their omission in Social Work regulation is a travesty of social justice in itself.” Yet they are considered as ‘accepted wisdom’, ‘normal’ and ‘respectable’ – even though they implicitly convey that “White is best.”
I’ve commentated widely on how many Social Workers of colour feel unsupported during fitness to practice investigations. Indeed, their statistical over-representation implies the current standards overtly dominates and punishes them. At best, the standards are non-racist (or neutral/colour-blind), but definitely NOT anti-racist. Due to the omissions of ADP, AOP and ARP, I conclude that central aspects of the education, training and the professional standards in Social Work are inadequate and unfit for purpose. Perversely, the standards risk being perceived as tools wielded to discriminate and oppress Social Workers of colour (and consequently service-users of colour).
Community Care articles (from February 2021 and March 2021), have reported on the “delays in fitness to practise processes having ‘life-changing impacts.’” Social Workers of colour are over-represented in these cases. Therefore, it’s probably safe to assume these are the same unfortunate people being disproportionately affected by the delays. Another article (from July 2020), cited the lack of ethnic diversity within the SWE workforce. Confidence is not instilled when there is no transparency about how this is being addressed/reversed. I’ve previously queried whether this was being treated as a priority, as this could be mistaken for ‘pigmentocracy vs meritocracy’ – but I’ve had no response. Also, I’m concerned that SWE does not appear to have 1 designated Equality Diversity and Inclusion (EDI) Lead Officer. I do wonder how incidents of racism (and other forms of discrimination) are being properly resolved. Interestingly, even the Royal Family plan to recruit a ‘diversity tsar’. My hope is this will be replicated swiftly in Social Work regulation.
I’m pleased SWE have developed a Professional Experts Panel and appointed members with backgrounds in social justice and workforce development. However, I was unable to find any information about panel members (including their backgrounds and careers in England, UK and overseas) on their website. It is important the panel can reflect with insight, the diverse range of backgrounds and experiences of those within the workforce. Also, transparency about the panel’s membership would be welcome. My hope is for improved partnership working with BASW and myself on related matters. I expect many social workers of colour (and their allies) will be disappointed if SWE don’t revisit the above issues, once their panel of experts have reviewed it.
Patiently waiting
In collaboration with allies and colleagues (inside and outside of BASW England), I’ve amplified the voices of Social Workers of colour in OUTLANDERS. I’ve published an anti-racist Social Work framework and outlined readily deployable strategies. I’ve developed a comprehensive ‘Anti-racism in Social Work’ presentation and delivered it at nearly 100 online events internationally (since May 2020). I founded the BASW England Black & Ethnic Minority Professionals Symposium (BPS), (which is a multi-talented network of professionals across England). I was joint winner of ‘Author of the Month’ in December 2020 for Social Work News magazine. I’ve created a repository of anti-racism resources, which is utilised by thousands of Social Workers, organisations and stakeholders across the UK. Here is my ‘Anti-racism in Social Work’ portfolio.
Despite my prolific work in this area, I’m disheartened to have not been approached by SWE (or responsible MP’s) to explore my ‘Anti-racism in Social Work’ solutions. I fear losing any momentum we have. I remain patiently waiting for any opportunity to progress this work meaningfully. Admittedly, I’m crestfallen, because I do not want to interpret the lack of responsivity as denial and rejection of my knowledge, expertise and lived (personal and professional) experiences. I don’t wish to appear populist or journalistic in my observations, but I genuinely don’t know whether some of the senior personnel at SWE are unaware of my work or just ignoring it. I would prefer transparency and to be told that my efforts are not in accordance with their perceived vision – if that is the case. I recognise there are minefields and pitfalls in embedding anti-racism in Social Work. However, my door has remained metaphorically wide open for months.
Those who govern the profession’s policies must do more than just be seen to acknowledge the advent of another social justice celebration (ie. Black History Month, Holocaust Memorial Day etc). These occasions are often met with bland blogs and ‘toxic positivity’ (if it all). There is rarely accountability, substance or, more importantly – action. My intelligence feels insulted when I read comments like: “…our statement of intent and inclusion shows how [anti-racism] is part of our core business.” How can that be, when no actual proof is presented or when ‘anti-racism’ is only mentioned (fleetingly) once within the entire document? This can easily be mistaken for brazen performative allyship. Just so we are clear, suppressing racism does not mean racism does not exist.
Sadly, none of the ‘Anti-racism in Social Work’ activities that I’ve been involved in have generated endorsement or support from SWE. I sent an invitation for SWE representatives to view an online presentation I was delivering at the Anglia Ruskin University on 25/03/21. Unfortunately, I did not receive a reply. I shared a draft version of this article (with my portfolio and presentation) to offer them the right to reply and/or shape the final versions. I received the following reply:
“[We do not wish to make any comment at this point.] We will continue our dialogue with the sector more broadly, as well as various representative groups within it, on all matters relating to equality, diversity, and inclusion (including anti-racism) as we continue to develop our work and approach. The strategic conversations we are involved with at a national level will also drive conversation and change. Good luck with the article and your portfolio.”
I’ll continue working effectively with organisational leaders and relevant stakeholders nationally to integrate anti-racism into Social Work at every level. I will genuinely engage and collaborate with authentic allies and professionals who want to improve the circumstances of Social Workers and service-users of colour. Preferably, with people who are honest about where they (and their organisations) are at on their anti-racism journey.
Social work remains institutionally racist
Sir William Macpherson (RIP) coined the term ‘institutional racism’ when reporting on the racially motivated murder of Stephen Lawrence in 1999. In 2019, Ibram X Kendi (in his book ‘How to be an Anti-Racist’) suggested substituting the term ‘institutional racism’ with ‘racist policies.’ I understand and appreciate both positions and their contemporary relevance to Social Work. My previous article on this received widespread agreement (and acclaim) from my peers. However, sadly, it failed to generate any response from SWE – the very institution responsible for policy changes in Social Work.
I’m pleased the Chief Social Workers for Adults and Children & Families have acknowledged their previous shortcomings and re-emphasised the importance of anti-racism. Hopefully, this will involve the Workforce Race Equality Standards (WRES) becoming mandatory and universal across the profession (with a sense of urgency) and supplemented by other national initiatives from key Social Work stakeholders and policy makers. Black human rights activists are rarely welcomed by ‘the establishment.’ The obstacles Social Workers of colour face are simply the latest manifestations of what people like me have battled against continuously for centuries. Opponents of ‘Anti-racism in Social Work’ must be mercilessly spotlighted, shamed and subverted.
Clearly, some readers might take delight in labelling me as an ‘extremist’. I admit, I’m extremely anti-racist. If at this juncture, the message requires ‘tub-thumping’ – so be it! Social justice must prevail. Let’s not forget, “when you’re accustomed to privilege, equality feels like oppression”. I remain convinced the 2 main obstacles to progress are ignorance and ‘wilful blindness’.
The OUTLANDERS anthology
OUTLANDERS: Hidden narratives from Social Workers of colour, is an anthology of essays, stories, poems and other miscellaneous works – which I co-edited and compiled in collaboration with Siobhan Maclean. I’m proud to have been involved with OUTLANDERS and the richness and uniqueness it exudes. People have enquired whether I will profit from the book. Definitely not! The profits will go to the Social Workers Benevolent Trust (SWBT). At the time of writing, the book has sold 1000 copies and raised £700 for the SWBT. As far as I’m concerned, OUTLANDERS is a legacy piece of Social Work history and literature. Siobhan and I’s ‘labours of love’ for OUTLANDERS is an eternal gift to the Social Work profession.