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.
We All Need Inclusion
Written by Lesley Berrington
Author of the ‘Hattie and friends’ series of inclusive books. I’m NNEB qualified and former owner of Stepping Stones Day Care Ltd. in Lincoln.
When I started searching for more diverse resources for my nurseries, it was quite easy to find books featuring children from a variety of ethnic backgrounds but disability was just invisible! I found very few story books featuring disability. The ones I did find made the disability ‘special’, I didn’t want that, I wanted to introduce disability without drawing attention to it. It was also important to me that the disability was not mentioned in the text, it was purely incidental so that the character was not defined by their disability. After further research I decided that I could meet this growing demand and Hattie was born!
I created ‘Hattie and friends’ around 15 years ago and, sadly, over that time I’ve seen very little change in the way we present disability in our society. Teachers and Childcare Professionals understand the need and importance for positive images of disability, so my books have been very well received and widely used by them. Unfortunately, I think we still have a long way to go to educate our wider society that books like mine are for ALL children. When I talk to people about my books they often assume that they are for disabled children until I explain the benefits for all children. Yes, disabled children need to see characters like themselves in story books, to give them a sense of belonging, make them feel valued and build their confidence and self -esteem.
My message is that ALL children need to see disabled characters in story books and on television because disability is part of everyday life so it should be included in our media. There are more disabled characters in books and on television than there were 15 years ago but still not enough. I believe every child should own books which include some disabled characters, this will be a small but important step towards improving attitudes to disabled people who face daily struggles from abuse.
Some parents may not have considered being more inclusive when they buy toys, books etc. so we need to raise awareness by having more choice in mainstream shops. How often have you seen disabled characters when buying dolls, puppets, games, jigsaws?
We need to raise awareness and ask – How inclusive is your bookshelf? If children see more disability and they receive a consistent message of respect and acceptance for the differences we have, they’ll see past the disability and understand that we are all unique individuals. Over 8,000 ‘Hattie and friends’ books are now being used to promote positive images of disability all over the UK. This is fantastic but I’d like to see more being bought by parents.
It can be difficult to answer children’s questions about disability so parents may avoid inclusive resources for that reason. We need to educate parents and help them to overcome any insecurities they may have. I’ve written some notes in the back of my book to help, support, and encourage parents to openly discuss any questions raised.
‘’The important message is that all children can be friends and have fun, abilities are not important. All young children accept differences, their curiosity will raise questions and they develop attitudes from the answers they receive. We must show, through our attitudes and actions, that we value all children equally.’’
The Channel 4 programme, ‘The Last Leg’ is a great example of presenting disability in a humorous way that is accessible to all adults. Initially this programme aired during the 2012 Paralympics and was so popular it became a regular show to discuss the news of the week. Their ‘Is it OK?’ segment encourages the public to ask questions without fear of judgement. This is a great way to educate!
During the Paralympic Games we all support Team GB with respect for every athlete’s dedication and determination. It’s a time when sport really unifies the nation and we’re all on the same side. Disability is exciting and cool! Every time I feel excited that this is the push that’s needed to make inclusion go mainstream. Unfortunately, a few weeks later the spotlight is turned off again.
Progress is disappointingly slow!
So, what will the future bring? I truly hope there will be a massive increase in inclusive resources in people’s homes, more disabled people visible in television programmes and films. Not just as a ‘box ticking exercise’ but really breaking down barriers and changing attitudes towards disability in our society.
I’d love to hear your comments.
Website: www.hattieandfriends.co.uk
E-mail: lesley@hattieandfriends.co.uk
Twitter: @Hattiesfriends
Facebook and Instagram: @Hattieandfriendsauthor
Neurodiversity
Written by Dr Sarah Chicken
Senior Lecturer in Education and Childhood at UWE, Bristol where she teaches across undergraduate and postgraduate programmes.
I am a senior lecturer in the Department of Education at an English University where I have worked for seventeen years. I also have a diagnosis of dyspraxia. Dyspraxia or Developmental Coordination Disorder (DCD) is a complex neurological condition which affects the messages between the brain and the body impacting on movement and cognition. Instead of a message going from A to B, for someone with dyspraxia, it can take a detour from A to X, Y and Z ( in no particular order) before making the journey back to B. This can be exhausting!
An important issue is that others may not understand how substantial some challenges can be; for example, I have been an educator for decades, teaching students from 3 to 73 across diverse social, political and cultural contexts; I have a PhD and a range of Master’s level qualifications so when I find difficulties filling in forms, driving a car, finding my way around university systems and the world in general, this can seem perplexing to others. However, a ‘spikey’ learning profile, (where there are significant discrepancies between the things that someone is good at and those that they struggle with) is a key feature of a neurodiverse profile. In my own case, psychometric tests indicate a large gap between my verbal reasoning at the one end of the scale and my processing speed and working memory at the other end of the scale.
This often feels like I have a fantastic computer which has been ill-matched with some rather outdated software and I spend a lot of time feeling out of synch. This can impact on my physical coordination (my dancing is legendary for all of the wrong reasons ) and my speech and cognition which sometimes is not quite connected. When I am tired or anxious, I can stumble over words or words can tumble out of my mouth in ‘my incoherent soup’. This anxiety-inducing prospect can lead to remaining quiet in large group situations despite having lots of ideas. On other occasions, I end up talking over the top of people as I can’t quite find the right place to come into a conversation and this can appear impolite.
Many neurodivergent people have issues with the processing of sensory information; whilst I can hear words in busy environments, I am not always sure if I have fully processed the meaning. Harsh lighting is challenging for me and can cause eye disturbances which feel as if I am looking through a kaleidoscope with pieces of the picture all jumbled up. Unfortunately, this is often the case in many parts of my working environment including shared social spaces.
At the same time, I am determined and driven (pardon the pun), whilst it took me 17 years to pass my driving test, I got there in the end! This is because I have limited spatial awareness or depth perception, whilst I can physically see space, I can’t quite ‘feel’ or judge if my car ( or body) can fit. On the odd occasions that I have been brave enough to drive to work, students have found great amusement as I have tried to park my car – I don’t blame them, I need a runway!
To return to my computer analogy, the cognitive pressure of too much multitasking can feel like having too many tabs open at the same time and I start to slow down – now throw into the mix the mismatch between my computer and out- of-date software and there is a danger that I could shut down altogether. Since my diagnosis I realise that this has implications for my work and life and I am far more successful when I can really concentrate on a small range of activities ( I am a details-person) rather than being spread thinly across many.
At the same time, my dyspraxia can be viewed as a gift and a superpower. It offers a unique perspective of the world leading to creative and ‘outside of the box’ thinking when I am in environments where I feel ‘safe’ and valued. I have a good sense of humour; I have to see the funny side of often tripping over and bumping into things and jumbling up my words. Like others with dyspraxia, I have a ‘stick with it ‘attitude, I am solution-focussed, analytical and very empathetic. I am fortunate to be in a job where I can draw on these strengths to design and deliver teaching, learning and research opportunities which engage and inspire and most of all where I am able to celebrate the wonderful range of diversity seen within the human race.
Engaging With Diversity – Giving Pupils a Voice
Written by Gaurav Dubay
Head of English at King Edwards VI Handsworth Grammar School for Boys and Evidence Lead in Education.
The need to diversify
In 2010, the then Education Secretary, Michael Gove, announced a number of sweeping educational reforms – particularly in English – where the likes of Byron, Keats and Dickens would firmly be re-rooted and restored to their original veneration within the English educational system. The changes were designed to bring rigour and improve students’ grasp of English Language and Literature. Whilst I firmly welcomed the ambitions, I feared that the texts I loved – ‘To Kill a Mockingbird’, ‘All My Sons’ and ‘Shards of Memory’ – would be relegated to the lower leagues of what I like to call The Reading League, and thus deny countless students access to texts that they could both learn from and relate to.
Since that time, my suspicions have been confirmed by countless reports, and, most recently, The National Literacy Trust concluded that the majority of ethnic minority students do not ‘see themselves in what they read’ (Best et al, 2020). The findings of reports like the one aforementioned, as well as our own internal evidence, meant that we – in a multi-ethnic school – needed to work on developing curriculum diversity. The words of Fletcher (2005) resonated with us where the assertion is made that learners’ voice creates ‘empathetic learning environments that value diversity and multiple perspectives.’ We made the choice, therefore, to put our students at the forefront of the discussion on curriculum diversity.
What did our pupil voice dialogue look like?
MHS (Mentally Healthy Schools) argues pupil voice is an effective mechanism through which we ‘can create meaningful change…better academic outcomes’ and perhaps most importantly facilitates ‘a sense of empowerment and inclusion’. There is a wealth of information we can refer to in order to successfully implement pupil voice. However, we strongly felt that we needed our students to feel a sense of ‘empowerment’ through the process. We, therefore, framed our discussion using the following format:
- Explored, discussed and defined the meaning of diversity.
- Explored what worked well in our curriculum.
- Explored what didn’t work well.
- Develop pragmatic solutions.
Finally, in order to value all voices, students were chosen to contribute through randomised selection.
The outcomes of the discussion:
- Defining diversity – It was clear from the onset that our students believed that the celebration of our unique identities – race, religion and gender – was to feature as part of our definition. However, there was a growing sense, through the process, that uniqueness and equality could not be separated; each unique experience needed to be equally understood and equally valued. To that end, our students phrased our department’s diversity vision as ‘An acceptance, recognition and celebration of our unique identities. Each unique experience – regardless of race, religion, sexuality and the like – are to be celebrated. No voice will be silenced and all voices will be respected.’ Perhaps the most enlightening experience was the unanimous feeling that the word ‘tolerance’ was not to feature as part of the definition.
- WWW – Students strongly agreed that the curriculum, particularly at Key Stage 3, exposed them to diverse voices. One student felt he would have ‘been none the wiser about the tensions traditional African women face had it not have been for The No1 Ladies’ Detective Agency’. Others appreciated the opportunity to discuss topical issues with regards to race through their study of transactional writing in year 11 and ‘Othello’ in Sixth Form.
- HTD – The discussion did, however, expose flaws that need addressing. Whilst the success of English learning lies in the variegating offerings of texts and genres studied, it was strongly felt that the discussion needed to extend beyond the English curriculum and many confirmed the findings of Johnson (2010) who felt that diversity broadens beyond the school curriculum and needs to be part of a school’s ethos. Our pupils also felt more needed to be done to ‘educate’ – not ‘punish’ – those who ‘might get it wrong’.
- Feeding in to our DDP – The findings of our discussion have since been implemented in to our DDP (see https://www.handsworth.bham.sch.uk/curriculum/subjects/english/). It will be our students, however, who will be tasked with evaluating our effectiveness and they, too, will play an important role in successfully building a diverse curriculum that regularly seeks to explore the voices of those who are often marginalised.
- Wider school – following the findings, students will discuss their findings further with the School Council.
What we learnt:
Time! This is perhaps the most important lesson we learnt as a leadership team. Discussions about diversity cannot simply be timetabled and forgotten about. We needed to extend our discussion not once, not twice, but three times (and if we could have discussed more, we would)! There was a lot that needed to be said, digested and explored.
Personally, however, I felt that our students would not come up with solutions that were pragmatic. I was well and truly proven wrong! Solutions were not only pragmatic, but insightful, empathetic and empowering. TP Due argues, ‘Diversity should just be called reality. Your books, your TV shows, your movies, your articles, your curricula need to reflect reality.’ We are not there yet – but we are on a journey to get there.
For further information, please follow us @english_hgs
Personal Twitter handle: @GauravDubay3
Bibliography:
- Best, Clark and Picton, I. (2020). ‘Seeing Yourself in What you Read: Diversity and Children and Young People’s Reading in 2020’. NLT – UK.
- Fletcher, A (2005). Meaningful Student Involvement: Guide to students as partners in school change. Soundout www.soundout.org/MSIGuide.pdf
- Johnson, LS (2010). ‘The Diversity Imperative: Building a culturally responsive school ethos’. Intercultural Education. 14. p 17 – 30.
- Mentally Healthy Schools: https://www.mentallyhealthyschools.org.uk/
Think Equal – Equality Education in Action
Written by Ben Mearhart
M.Ed. in Educational Leadership and in his 10 years as a senior leader developed practices and curricula which progressed teaching, learning, outcomes and personal development to ‘Outstanding’ levels.
Intent
As a joint-Headteacher of a forward-thinking primary school I was always on the look-out for initiatives which spoke to the heart of what I most value – the children’s actual experience and equipping them for leading rewarding lives. Think Equal’s social and emotional literacy programme achieves this and so much more.
I can’t think of anyone I know who wouldn’t benefit from enhanced social and emotional literacy. From engaging the compassion that it can grow, for ourselves and everyone around us. What do you do when you feel completely lost? When you feel you’ve made a terrible mistake? How do you support yourself or others when they feel this way? How do you treat people as they would like to be treated?
This, to my mind, is the true work of a curriculum, of a school; namely to cultivate an authentic social and emotional literacy which is steeled with a depth and breadth of real world understanding that together can make the world we leave for our children better than the one we inherited.
Implementation
You may of course learn such things through trial and error. Or, to be more certain of success, you can embrace social and emotional literacy as a golden thread of your learning and understanding as a student, of your pedagogy and support as a teacher and of your vision and impact as a leader. The mission, content and execution of Think Equal’s programme achieves this too. Bold claims I know, but treat those seeds of doubt to a quick glance at Think Equal’s Committee of Advisors and Academic Partners to see how this might be possible.
From Understanding the World to Personal, Social and Emotional Development – and all the fertile vertical and horizontal links between and beyond – Think Equal’s programme can instantly enhance your curriculum, pastoral care and ultimately the love and cohesion that unites your school community. And at a time when children’s minds – at their most plastic – can be so ripe to engage with what so many adults, myself included, can find paralysingly-awkward and difficult to negotiate in reality. What is true fairness? How are we different and how are we similar? How do I show you that I genuinely appreciate you as a human being? The programme largely enables these developments through consistently engaging and inspiring stories and activities.
Diverse narratives:
At age- and stage-appropriate levels, the children explore and embrace vital concepts like equality, emotion and race within the comparative safety of the experiences and choices of a beautiful range of characters.
Emotional intelligence in action:
Their discoveries are then reinforced with the help of the programme’s carefully scaffolded and inclusive activities so that they are ready to respond when reality calls.
Impact
And oh the difference! At its most essential, we found that our planning for Personal, Social and Emotional Development for the year was pretty much covered. Done.
More importantly…within weeks we saw elevated levels of kindness and consideration. We saw children often reserved and tentative now emboldened and asserting their values. We saw children who knew themselves and their friends with deeper understanding and confidence, who had normalised the range of emotions we experience but not the negative actions they can drive.
Children who, self-confident and upright, were happier, more engaged, independent and much more likely to approach conflict with courage and solutions(!). The positivity rippled through our staff and to home too. These days there is rightly much talk of a mental health and well-being crisis (pre- and post-Covid 19). In times of joy, sorrow and everything in between I don’t think we can expect more than to ride those waves to the best of our ability. Pursuing the Think Equal programme enhances that ability and not as a reactive solution – a bolt on – but as a pro-active and living, breathing and growing reality.
Using Students Voice to understand Diversity
Written by Roma Dhameja
Secondary Vice Principal responsible for Teaching and Learning with a particular passion for Student Voice and teaching students Business, Economics and about Money.
Google ‘What is Diversity’ and you will see it defined as the ‘process of involving people from a range of different social, ethnic, gender, sexuality backgrounds.’ However, the way we often portray it is through a lens of polarisation. White or non-white. Male or Female. We know life is more complex than that. I, as a woman in her 30s of Indian heritage, cannot speak for every woman with that background and in that age bracket. Our experiences vary. It also doesn’t mean I have nothing in common with a middle-aged white man.
This doesn’t mean that we shouldn’t endeavour to ensure diversity in our board rooms/staff body. It means we have to pay closer attention to experiences rather than the way we classify ourselves, and that’s why I want to focus on the element of ‘involving people’ in the above definition. Because unless the communication channels are open, our understanding of unique experiences and similarities will remain stunted.
With this in mind, I have loved conducting student voice activities throughout my teaching career. Our students’ backgrounds affect the way they engage with education. I know this, I have experienced this. At age 4, I joined the British education system with English as my third language and not entirely fluent in it either. Rather than celebrate my trilingual abilities, I was always innately aware that having not mastered English first I was seen to have a disadvantage. This became more apparent as I studied English Literature at A Level and whilst my peers could reference Greek Gods I had a wide variety of Hindu God’s I could refer to with an impressive array of powers but none that were going to make me understand references in the poetry required on the syllabus.
Often this lack of exposure to Western cultural references can be seen as a gap, something to fix and fill, and I understand that. After all, we have to prepare our students to pass exams and wrestle with the demands of the English language. But we also have an opportunity to unpick what they come to the table with.
I recently spoke to a group of students with English as an Additional Language and was in awe at the experiences not only they, but their parents had. One spoke to me about his parents being refugees from Pakistan and how his dad had obtained a degree in the Netherlands, which is where he was born and had then moved to the UK at eight. When I asked him of his experience moving to the UK he spoke about how he was going to one up his dad by making sure he did his A Levels in the UK, degree abroad and then an MA in another country. To him the world was his home, he just needed some time to figure out society in each country. He was a global citizen.
I’d gone to speak to these young people to look at home/school communication. Many of the questions had been asked before.
- Do your parents receive the letters we send home?
- Do they read them?
- Is it ok to send them in English or would you prefer them in a different language?
Yes, Yes English is fine, had been the response.
Digging a little deeper, it became apparent that the students were reading the letters going home to their parents. When asked if they read everything, their initial reaction was yes, of course. When I asked them to translate a paragraph for me in Urdu, it became apparent they would skip some bits. This made the school simplify the language of their home communication further, with students giving feedback.
I learnt a lot that day about the way we communicate with our young people and their parents. I learnt a lot about ensuring that we know who we are writing for. I learnt a lot about how many students are happy to talk about their background if they feel comfortable, and we are willing to listen and celebrate the richness of it.
On another occasion I learnt a lot more about why some of our students from diverse backgrounds were not applying to Oxbridge despite having the grades than I ever would sitting making assumptions. I won’t tell you why because their reasons may not be the same as those of the young people not applying at your school. And that’s what we need to unpick, all of us, through regular, consistent student voice activities. What I did love however is how many of them were making the right choices for them, taking into account their culture and the lifestyle they wanted to lead.
We also need to be careful about the way we interpret student experiences. For instance, students’ parents may not attend parents evenings because they have no experience of the British education system and may send older siblings, uncles or aunts instead. In these instances you can have a very engaged extended family. How do we work with that? The cultural experiences of our young people can be very rich and we have to ensure we are not, at some level judging them as good or bad when they may just be different.
Listening to our students’ voices can teach us so much: what our students value in their homes… what shapes their perspectives… who are their role models… This is all powerful knowledge. It is a two-way gift. Not only does it give us an insight into their world, it also encourages them to talk confidently about their experiences, no matter how different to the status quo they may be.
The False Flag Flying of ‘No Institutional Racism’
Written by Rachel Clarke
Working with many leaders to improve schools, Rachel is a "passionate, dedicated and inspirational educator, who strives for success with students and educators".
The absence of any acknowledgement of the existence of institutional racism in the UK education system, is a sad indictment of these times. In the context of George Floyd’s trial, the Oprah interview with Harry and Meghan and the glaring difference in response to Sarah Everard’s murder compared to Bibaa Henry and Nicole Smallman’s, much of the nation has been discussing race and the existence of racism. It felt as if education was slowly waking up to the systemic racism that exists within it. To then hear the outcome of this report, feels as though the conversation is firmly ‘off’ the agenda now.
The meritocratic framing of how well ethnic minorities achieve, makes no reference that where this is true, this is in spite of the racism that exists, not because it doesn’t exist at all. The ‘well if you have families with high aspirations, children will achieve’ sentiment is firstly not comprehensive enough and secondly, echoes the long held belief that it’s the fault of the individual and no responsibility needs to be taken by the institution to ensure all children achieve their potential.
Then we have those who are of Black Caribbean heritage, who appear to have outcomes that start off quite strong (68%) at the end of EYFS, then plummet to 26% at GCSE. The high exclusions are referenced, as is the need for more ‘diversity’ training to be on ITT programmes. However the report fails to unpick the link between individual racism, institutional racism and structural racism that exists that facilitates these statistics. The silence on this is shameful. Yes, wider factors do affect outcomes of children and young people but it is no coincidence that the group whose ethnicity is still framed around negative 17th century hierarchies of race, are the ones being over-represented in negative statistics.
With a workforce of approximately 90% from a White British background, our education system has a duty to ensure that biased views/opinions aren’t given the opportunity to thrive, but are deliberately challenged, so all children achieve their potential. Racism is not just a one off act of violence/aggression but more often, is the drip, drip, drip effect of racial action over time that has to be explored as being central to these poor outcomes.
Despite the report stating that “if there is racial bias within schools or the teaching profession, it has limited effect …”, it is clear that we have to change our approach if we genuinely have a desire to have an education system that meets the needs of all. Now is the time to educate the educators to start the hard work of challenging racism.
The Power of Multiple Perspectives
Written by Paulina Tervo
Co-Founder and Co-CEO at Lyfta; an immersive learning platform for educators.Her background is in documentary filmmaking and web production.
I’m holding a heavy camera in my arms, which are shaking from the sheer weight. It’s 35 degrees; hot, humid and I’m standing in the middle of the biggest slum in Dhaka, Bangladesh, filming a UK A-list celebrity who is crying and talking to the camera. We have just visited several homes in the slum, where we have met young mothers, who are still children themselves, who live in abject poverty and whose children are malnourished. My brief for the day has been to make the A-list celebrity cry in front of the camera, because that’s what will make people donate to the charity that I am doing the work for. I start crying myself, because of the absolutely devastating stories of hopelessness that we are telling, and because I have been told by the local staff that the families we filmed are not beneficiaries of their aid, and therefore will not be helped.
What this narrative was doing was problematic for many reasons. Not least because it reinforced the white saviour narrative, portrayed the poor as a helpless one-dimensional group who are only going to be saved by our charity. It also showed only one side of the story. What we didn’t tell was how the young mother might have been part of a women entrepreneur’s group, saving together to launch a business, or how she is a resilient and resourceful person. We didn’t humanise her, we victimised her, objectified her even.
I felt disgusted and embarrassed for being there. It was the first time I had ever taken an assignment like this, and it was absolutely going to be my last. It was clear to me that what we were doing would not bring about sustainable change. I realised that I wanted to tell stories that were empowering, and even if they had tragedy or difficulties in them, they would humanise and have hope.
A very different story
Fast forward 5 years, I am filming another young mother, this time in Helsinki, Finland. This is where I come from.
Habiba was a child when she came to Finland in the early nineties as a refugee from Somalia. To give you some background, in 2018 over 50% of Somalis in Finland were unemployed, and when it comes to women, that figure was even higher. Many Somali women become nurses or work in other caring professions. When Habiba told me that as a teenager she had been told by a school counsellor that she would be best off becoming a nurse, as that’s what most other Somali women do, she decided that wasn’t going to be her route. Her interest was in citizen activism and politics.
Habiba always knew she wanted her own career while also fulfilling her duty as a mum. By her mid-twenties, she was the proud mother of 7 children when the relationship with her husband broke down. Committed to her aims towards social justice and advocacy for others, she chose to become a city councillor and started to work for her community, to help young people who faced institutional racism which put them at risk of marginalisation. It hasn’t been easy for Habiba to do what she is doing, she faces constant hate speech and racial abuse.
The story we ended up telling about Habiba, like the other stories on the Lyfta platform, is emotionally powerful, yet hopeful, inspiring and empowering. Habiba is an incredibly resilient and positive person, reflective and committed and provides a powerful role model for us all. She makes us see that despite adversities, we can still follow our dreams.
Habiba’s story has now been seen by thousands of children and teachers in the UK and Finland. For many people, she is an incredible role model, and for others, meeting her has given them a window into someone’s life, whom they might otherwise never have met. They would have heard a story that showed them a new perspective.
Habiba’s story is one of many human stories featured in Lyfta’s learning environments called storyworlds. At Lyfta our mission is to share beautiful human stories from around the world to better understand ourselves, each other and our future – as individuals, as communities and as an entire planet.
Storytellers and media outlets have a big responsibility as to how we tell stories, because stories shape our world and shape perspectives and attitudes. So it really matters how they are told. The world is nuanced, complex and beautiful and there are a million ways of telling someone’s story. At Lyfta, we choose to tell stories that humanise people.
What is Lyfta?
Lyfta is an award-winning teaching platform made up of interactive 360° spaces and soundscapes of real homes, workplaces and environments from around the world. Students are invited to explore, unlock rich media content, and get to know real people through powerful and inspiring short films.
The resources are ideal for teaching a range of subjects, skills and values and the UN SDGs. The ready-made lesson and assembly plans cover a range of vital themes such as sustainability, wellbeing, human diversity and compassion, and are ideal for nurturing skills and values such as empathy, resilience, and critical thinking.
Lyfta offers free training and trial access – find out more at www.lyfta.com/training
Taking an intersectional approach to understanding mental health and self-identity
Written by Hannah Wilson
Founder of Diverse Educators
During my time serving as a school leader, I cared deeply about our culture and ethos. We spent a lot of time reflecting on our school values, and how they shaped our inclusive behaviours. As a school we were committed to diversity, equity and inclusion, at the same time as being committed to mental health and wellbeing – both underpinned our strategic vision and our approaches for our curriculum, our staffing, our policies and our practices. This intersectional approach to who we are, how we feel about ourselves and each other, our awareness of our place in the world as global citizens, created our sense of belonging as both individuals and as a community.
I now work independently – I am the Founder of Diverse Educators and I consult, coach and train with these two specialisms in mind. When I am commissioned to do a piece of work with a school, a trust, an educational organisation or training provider for one of these areas, I interweave the other focus back in as I find it hard to speak about one without reflecting on the other. For me this intersect is really important as we often consider mental ill health in isolation from one’s identity, and we need to remember that individuals with a protected characteristic are more vulnerable to experiencing mental health issues, as a result of how authentic and accepted they feel.
Various factors make up a person’s actual identity, including a sense of continuity, a sense of uniqueness from others, and a sense of affiliation based on their membership in various groups like family, ethnicity, and occupation. When we have a positive view of our identity within a group, we are more likely to relate well to other others in that group and feel positive emotions about ourselves. This social identity fulfils the psychological need for esteem from others.
Struggling with various parts of our identity is also natural and normal. It takes time to develop an identity or sense of self and the traits we desire to nurture in ourselves may be challenging. Not having a strong sense of self or struggling with identity issues can lead to anxiety and insecurity. Our sense of self comes from our self-esteem, something I worked on with many of my students over the 19 years I spent teaching and leading in schools. The value we place on ourselves creates a positive self-image which in turn creates our sense of self-worth. When we feel loved by others and by ourselves, we also feel trusted and accepted which boosts our self-esteem. A strong self-identity increases our self-confidence and enables us to assert ourselves and exercise good boundaries with our family, friends, and partner.
Mental health problems affect about 1 in 10 children and young people which can include depression, anxiety and conduct disorders, often as a direct response to what is happening in their lives. But what does the data tell us about children and young people and their race, their gender and their sexual orientation and the intersect with their mental health?
A significant risk factor for a mental health problem manifesting is the experience of race, religion or sexuality. Anyone experiencing a mental health problem should get both support and respect. However, for many people from Black, Asian and Minority Ethnic (BAME) communities this is still not the case. The reasons for this are complex but include systemic racism and discrimination as well as social and economic inequalities and mental health stigma. People from Black, Asian and Minority Ethnic communities living in the UK are more likely to: be diagnosed with mental health problems; be diagnosed and admitted to hospital; experience a poor outcome from treatment. The disproportionate impact of coronavirus on Black, Asian and Minority Ethnic communities has further highlighted the inequalities in the system and has made many people’s mental health worse at an already difficult time. Furthermore, research has found that children of Black, Asian and Ethnic Minority heritage are suffering disproportionate damage to their mental health, as a result of the pandemic than their white peers. There has been a large rise in anxiety, stress and self-harm in non-white under 18s.
Some questions to consider as a school regarding the intersect between race and mental health:
- How engaged are children and young people from black and minority ethnic communities in your mental health and wellbeing activities?
- What are the barriers which put young people from black and minority ethnic groups off from accessing mental health services in your context?
- How culturally sensitive are your mental health processes and services in being appropriate and acceptable to children and young people from diverse families?
Returning to the risk factors, we also need to consider the layers to our identity which are not always visible nor known. Young people establishing their self-identity do not always feel the psychological safety at home and at school to be out but one in every 25 Britons aged 16–24 years old identifies as lesbian, gay, or bisexual. Cross-sectional studies consistently report that sexual-minority young people have poorer mental health profiles than their heterosexual peers, including higher prevalence of self-harm and suicide attempts. The pandemic has exacerbated many existing dangers, and introduced a few new ones, in particular, social isolation may have been especially challenging for LGBTQ youth. They may have been quarantining with rejecting family-members and have lost contact with supportive social networks. The nature of quarantining means that these problems may have been invisible to the school. Even before COVID-19, LGBTQ youth were at higher risk for depression, suicidality, and tobacco, alcohol, and other drug use than their heterosexual peers. Moreover, this increased risk stems from increased rates of rejection, discrimination, and victimisation. During the pandemic, risk was further compounded by loss of relationships in school, clubs, or other community venues where LGBTQ youth find support and affirmation.
Some questions to consider as a school regarding the intersect between sexual orientation and mental health:
- How engaged are children and young people from the LGBTQIA+ community in your mental health and wellbeing activities?
- What are the barriers which put young people from the LGBTQIA+ community off from accessing mental health services in your context?
- How have you made efforts to address gender and sexuality-based inequities so that they might be appropriate and acceptable for children and young people who identify as being LGBTQIA+?
As our schools fully re-open and our support systems are mobilised once again, we need to consider how we can support our marginalised youth groups to rebuild their sense of belonging. Some ways we can do this:
- Recognising that representation matters and that we need to be intentional about the make up of our teams so that there is increased visibility of diverse role models in our schools.
- Reviewing school policies and practices for how inclusive they are in meeting the needs of all our children and young people so that they do not harm nor further alienate individuals with diverse lived experiences.
- Creating safe spaces for young people to explore their self-identity and to surface their lived experiences to be supported and signposted to appropriate interventions.
- Developing resources and peer advocacy programmes that will empower young people to nurture their own resilience whilst at the same time engage them in supporting others.
Which is why Diverse Educators are collaborating with Worth-It CIC on their Wellbeing Ambassadors Programme as we believe that by nurturing peer to peer relationships that we can build trust and increase feelings of belonging and connection for individual young people. The programme coaches them to develop the internal resources and strategies to learn how to develop positive relationships and positive support networks. Come and join us for our free webinars on April 27th to find out more.
Deepening and Demonstrating an Understanding of Diversity - A Governor’s Journey
Written by Mair Bull
Former teacher and content writer for BBC Bitesize. Now works at Manchester Metropolitan University in the Curriculum and Rise teams.
When the pandemic hit, I had only been a governor for a few months. Therefore, I felt compelled during the lockdown to take advantage of the many free webinars and training sessions that became available as everyone flocked to zoom and other similar platforms.
I particularly enjoyed the sessions by Hannah Wilson and Diverse Educators – the recordings can be found here if you wish to check them out. I made notes about diversity, inclusion, decolonising the curriculum and specific ideas for governance around diversifying the board and recruitment – to name but a few!
The style of the sessions meant they felt approachable and empowering – normalising the discussions around race, culture, identity and disability. In fact, the sessions made it clear it was strange not to be challenging and questioning the current position within our schools. This was galvanised only a few months later when the world witnessed the death of George Floyd and the subsequent Black Lives Matter campaign.
Alongside these experiences, I was privileged to be part of a conversation about the importance of building a representative Drama curriculum in schools with the Royal Court Theatre, as part of my previous role with Open Drama UK. Subsequently, the network published a really useful document for teachers on building a representative curriculum, which I highly recommend exploring.
During the governors meetings in 2020, I slowly felt more emboldened to ask those questions that Diverse Educators encourages us to pose; I triggered conversations about text choices and our curriculum, about the diversity and inclusion of staff and the recruitment process to our governing board, plus many more. As Hannah has said several times, it is uncomfortable to ask those questions, but they need to be posed. The status quo needs challenging.
In December 2020 we had an Ofsted training session for governors across the Trust, and I was fired a question about the Equality Act in a mock-interview set up. I felt uneasy answering in front of a large number of senior leaders and hugely experienced governors, but I was able to outline what we had achieved in school, the provocations we had discussed, and our plans for the future.
Then in March 2021, I experienced my first real Ofsted visit (virtual) as a governor. In my interview the importance of all that layering of knowledge and small but regular confrontations of the norm, felt acknowledged, important and relevant. I was able to talk about the value of diversity, inclusion, recruitment and curriculum with more confidence and power than I would have been able to a year ago.
Like every school, we still have a long way to go but it is important to acknowledge the evolution and development from where we were before. I am really proud of the lovely school where I am a governor and the crucial progression that has been made on the journey out of special measures. It is important that I am educated and empowered to keep challenging the school to be the best version of itself as it can be. I am only small cog, but we as governors do have the power to enact change and empower others, steadily but positively.
I am really pleased to say that we are now in a position to recruit new governors and are of course, determined to broaden the diversity of the board. If you are interested in a governance role in the Cheshire region please get in touch.