Are the Right People Sitting at the Table?

Dr Fatima Bailey portrait

Written by Dr Fatima Bailey

Dr. Fatima Bailey is the Chair of the Department of Teacher Education and Teacher Leadership at the Sharjah Education Academy, in the UAE. Dr. Bailey worked in Pre-K-12 education as a director, school principal, vice principal and teacher in the UAE and US. Dr. Bailey also serves as a mentor in the Ta’Alouf Program for Career Based Teacher Development at the Al Jalila Foundation. Prior to her tenure at SEA, Dr. Bailey served as an advisor on high-level UAE national initiatives and projects. An avid researcher, Dr. Bailey is also the recipient of the prestigious Gordon Allport Prize Award for Outstanding Papers.

Originally published on the Sharjah Education Academy (SEA) website on 30/12/23: https://sea.ac.ae/are-the-right-people-sitting-at-the-table/

Authentic and Sustainable Leadership for Leading and Improving 21st Century Schools

The UAE has designated 2023 as “the year of sustainability” (1). The country continues to take leaps and bounds, inventing and forging new pathways of sustainable practices across all sectors, including education. Towards this end, a specific type of viable leadership is required for creativity and longevity in schools.

Sustainable and authentic leadership is one possibility. School leaders are entrusted to make changes and reform happen at their schools. Many are moving away from making pledges and commitments to creating meaningful and long-lasting change through sustainable strategies and authentic practices. The need to continuously improve schools has made it increasingly clear that it is time to accelerate our thinking, innovate new approaches, and adapt our actions. Through revolving conversations, we see school leaders collaborate, meet, and sit with members of their learning community to create pathways forward.

Welcome to the Table
School leaders are entrusted to create change, implement those changes, and find ways to maintain longevity. Sustainable and authentic leadership are two buzzwords I’ve heard come up at meetings, symposiums, and in research literature around current trends. Being invited to a meeting and sitting at “the table” is an opportunity to share and exchange ideas and build collective intelligence around paramount issues. It provides a platform to be heard and to listen.

Those invited to school leadership meetings typically use a level of influence. They leverage their credibility and expertise to make decisions, drive initiatives forward, initiate policies, and create change. School leaders come to the table often, at different intervals, and for different and distinct reasons. They must carefully think about who they invite to the table to help build collective intelligence, address complex problems, and arrive at solutions that will not only work short-term but long-term as well. The needs of schooling today are dynamic and complicated. 

The Survey Says
Upon reflecting on conversations and dialogues I had with school leaders about the challenges they face to create meaningful reform and lasting change in schools, I was inspired to read about nuances and trends in leadership. Interestingly, I found one blog by the Center for Creative Leadership (2023) with a survey and poll. The question was about the most powerful communication skills that today’s leaders should demonstrate. When I first looked at the poll question, I thought, “Oh, this is easy.” In my opinion, I felt the number one and most powerful skill needed is “trust” or to be “trustworthy”. However, trust was not one of the four options.

I completed the poll using the possible answer choices provided. Poll respondents were given four choices: 1) authenticity, 2) setting clear expectations, 3) encouraging input, and 4) simplifying and being direct. I reflected on my reading and experience. Later, I returned to view the results of the poll. I was intrigued by all the responses. The response that was generated by over 55% was “setting clear expectations”. I disagreed and wondered why this response generated such a high percentage.

Making the Case
In my view, trust should have been one of the options and responses. But it was not, and I wondered why. Back to “sitting at that table” and why I thought that trust is so important. More questions came to my mind. What does it mean to be trusted? Why is that important? How does trust evolve? Can leaders do their best work if they are not trusted to do so or if they are unable to trust others in their team? Does the trait and characteristic of being trustworthy lead one to being authentic? How can one do this with longevity?

Leading Authentically
I then had an “aha” moment about the type of leader who is authentically trustworthy and how this can position one’s leadership. “Authenticity” is about consistently being true to yourself and your values and not pretending to be someone you’re not. School leaders should demonstrate authenticity. When they are genuine, consistent, and authentic, those who depend on them can sense it, see it, and are more likely to trust them because they feel their school leaders are not hiding anything or trying to hurt or manipulate them. Teachers, parents, and students might feel rest assured by school leaders who demonstrate “how they are truly, genuinely and intentionally committed” to caring about learners in schools and improving the learning journey for children.

Leading Sustainably
School leaders are responsible for changing lives by changing education. They should lead in authentic ways that can be sustained. Sustainable leadership is about leading others toward consistent, actionable, impactful, and long-lasting change. Sustainable leaders focus on making decisions that are rooted in strong moral and ethical principles and values and are committed to ensuring social responsibility. (2) They are mindful of how they interact with others, present their ideas, and share their thought processes through open dialogue with others. They galvanize and mobilize efforts for school improvement. They reset standards and reshape the tone. Schools today require principals, vice principals, middle leaders, teachers, parents, and students to be sustainable leaders, all serving vital roles in helping schools continue onward and upward. (3) 

Take The Leadership Challenge: Tomorrow Starts Today
I encourage school leaders to think about what this means to them and how they might incorporate authentic and sustainable leadership in their work to help their learning community thrive. Are you ready to take on a new leadership challenge?

I invite you too! If asked to “sit at the table” and join a meeting to share your insights, expertise and/or experiences …consider whether you are the right person and ask yourself how you will do so. Because how you decide to “sit at the table” … will speak volumes about your leadership. It might shape decisions, actions, and future outcomes. The way you choose to “sit at the table” today might impact who “sits at the table” tomorrow. Happy sitting!

Citations and Footnotes

(1) Year of Sustainability. https://uaeyearof.ae/  accessed on November 15, 2023

(2) Liao Y. (2022). Sustainable leadership: A literature review and prospects for future research. Frontiers in psychology13, 1045570. https://doi.org/10.3389/fpsyg.2022.1045570

(3) Özkan, P. (2022). School Principal as An Environmentally Sustainable Leader, Journal of Educational Leadership and Policy Studies, 6(1)

 

 

 

 


Talking Race and Racism with Children - when do we start?

Omena Osivwemu portrait

Written by Omena Osivwemu

Former Primary Teacher, Humanities Lead, Researcher. Author of 'Decolonising the Curriculum: A Comparative Case-Study of Black Learner and Educator Perspectives and Experience in London and Johannesburg' in The BERA Guide to Decolonising the Curriculum.

This question has played on my mind for a while; at a conference of educators reckoning with race, a Black senior leader who is also a parent asked “when is the right time to talk to my children about race?” This stuck with me and the academic on the panel looked to me, as an experienced Primary School teacher to respond.  

Given my lived experience growing up Black in Northern England, training and teaching across the North and the Midlands, the answer seemed obvious to me. 

In short- right away! As soon as children are absorbing language, learning values and copying behaviours. 

As soon as we teach toddlers what is a boy and what is a girl, that is the social construction of gender- even if you opt for a more gender-neutral or fluid approach- that is still teaching them difference. When we teach children to share; be kind; tell the truth etc., all values we deem to be ‘right’, we should also be teaching them that sometimes not everyone will be kind, share or tell the truth. At times this can be due to our differences. But difference is a wonderful, necessary part of life! 

Of course, discussions should be age-appropriate in language children understand and use. ‘Sulwe’ by Lupito Nyong’o is a beautiful book, aimed at young children and explores themes of ‘race’ and colourism. Now, there is a wonderful array of diverse books available for all ages! As children get older, we can then build on their racial literacy, empowering them to make some sense of the social construction that is ‘race’. For adults, I would recommend ‘How to raise an anti-racist’ by Ibram X. Kendi as a great place to start. 

As soon as we read traditional tales to children, let them watch YouTube, TV or films, we are passing on messages about society, how people interact and what is deemed ‘right’ and ‘wrong’. When children can describe something as red, green, blue, black and white; they can and will use this language to describe differences between people. It may not be ‘accurate’ to the adult lens, for instance as a young child in a Black, mixed family, I would draw my father’s dark brown skin as purple and my mother’s very fair brown skin as pink. 

One of my earliest memories as a 4 year old (contextualised by my mother’s memory) at a mostly White Nursery, was feeling different. Too brown, with hair that was too dark and curly, and eyes that were too dark, compared to the teachers, other children and most importantly the blonde, blue-eyed dolls which I adored! Then, when the teachers with good intentions, changed the play to ‘Curlilocks’ so that I could play the character Goldilocks, I knew I wasn’t ‘right’- I didn’t fit. If Black and brown children aren’t too young to experience or witness racialisation or racism, nobody else is too young to learn about ‘race’ and racism.  

Later on during undergrad’, volunteering in local primary schools in Northern Lancashire, as soon as I walked into classrooms, children as young as 4 would stare wide-eyed and mutter under their breath “she’s Black!”. Throughout my teaching career across England and Spain, most times I was the only Black teacher children had seen. The responses have varied from positive, such as expressing their love for my curly hair, inquisitive questions and collaborative cultural exchange. To the negative, for example young children avoiding touching my skin when I gave them something, or 6 year olds ignoring me as though they didn’t understand my English, because as one boy put it, I was “from Africa”.  

I recognise that in Black and brown majority spaces like London, experiences such as mine may be less common. However, if parents, the media, film, books etc. are socialising children as young as 3 and 4 to understand brown skin, or Blackness, or religious dress, or simply human difference such as accents, as ‘bad’ or negative, then we too should be equipping our children with the understanding that such a belief system (white supremacy) exists and continues to prevail- albeit gently. We should be uplifting Global Majority children to feel proud of their cultural and ethnic backgrounds, histories and identities. We should help children to contextualise what they are seeing and embolden them to have high self-esteem and confidence when facing barriers/ discrimination.

In the same way that we acknowledge teaching children ‘stranger danger’, online safety, how to respond to bullying, physical and mental wellbeing, and healthy relationships in order to protect them from harm and prepare them to safeguard themselves; we should also be empowering all children with the language and understanding to know when discrimination and racism are happening (unfairness / unkindness in children’s terms). In the same way that far-right rioters and sympathisers have taught their children, as we saw this summer, to attack, abuse and harass Black, brown, migrant, Muslim peoples; we too should be teaching our children from early why it is happening and how they can respond. 


Equal Pay Day

MTPT logo

Written by The MTPT Project

The UK’s only charity for parent teachers, with a particular focus on the parental leave and return to work period.

This Autumn, we celebrate International Equal Pay Day (18th September) and the UK’s Gender Pay Gap Day (probably around the 22nd November).

“Celebrate” is probably the wrong term for it, with the United Nations telling us that “Across all regions, women are paid less than men, with the gender pay gap estimated at around 20 per cent globally.”

Out of 146 countries, the UK ranked 15th in a 2023 World Economic Forum comparison, up there with the best and trailing just behind Iceland, Namibia, New Zealand and Rwanda, amongst others.

Fifteenth out of 146 sounds great but… it’s not that great.  The UK still has a gender pay gap across all industries of 14.3% meaning that women are paid (on average) 86p for every £1 that men are paid.

In the education sector, it’s even worse, with the gender pay gap standing at 18.1%.  Some multi-academy trusts (we won’t name them) fare terribly, with gender pay gaps of up to 44.6%.  Why not enjoy the government’s brilliant Search and Compare tool that lays the facts bare in a simple click to satiate your curiosity?

While the graphs in ASCL et al.’s updated 2023 report indicate that a slight gender pay gap exists at almost all levels (female classroom teachers actually slightly outearn male classroom teachers), a seismic shift happens between the ages of 30-39, particularly between 35-39 when – you guessed right – teachers are most likely to become mothers.

57% of female teachers aged 30-34 are mothers, jumping to 77% for women aged 35-39.  During this time, the gender pay gap increases by between £846 (“other leadership”) to £2,131 (headteachers) per year.  Classroom teachers – previously outearning their male counterparts by £143 per year – suddenly suffer a wage gap of £1,253.

The explanation: of course, it is the motherhood penalty in action.  Studies largely agree that “women’s inability to combine work with family seems to account for the lion’s share of the pay gap” and in Missing Mothers – a report co-authored by The MTPT Project and The New Britain Project – we explain how this impact is being felt in teaching.  

Motherhood means that we are losing experienced teachers in droves; they are paid less when they remain in the profession, and are underrepresented at leadership level.

Solving the gender pay gap in any industry is complicated.  The same goes for what we like to term more precisely, the “fiscal motherhood penalty in education”.  But the Missing Mothers report lays out one simple recommendation to government: shift the investment currently focused on recruitment, to retention.

Specifically, focus on retaining and improving working conditions for women aged 30-39 by addressing and reducing the motherhood penalty.

Want to do more this autumn to reduce the impact of the motherhood penalty in education?  Book in a 30 minute call with Emma at The MTPT Project between 18th September – 22nd November.  She’ll share more about why the motherhood penalty exists and the right questions to ask, and strategies to implement to make a real difference in your organisation.  The fun gimmick?  She’ll charge you the rate of your organisation’s pay gap for the consultation session.


KCSIE 2024: Safeguarding LGBT students

Lilly Emma Thynne portrait

Written by Lilly Emma Thynne

Lilly Emma (she/her) is a postgraduate student at Lancaster University (2024-25). Previously, as a teacher in state and private secondary schools, she has held additional pastoral and pedagogical responsibilities as Deputy Designated Safeguarding Lead, Resident Tutor (boarding), and Lead for Technology in Teaching and Learning.

Keeping Children Safe in Education (KCSIE) has significantly changed the guidance for safeguarding LGBT+ students. These changes remain under review, pending the publication of guidance for supporting ‘gender questioning children’. To avoid confusion, these proposed changes can be considered alongside other sections of KCSIE, legislation, and non-statutory guidance.

When writing policies, clarity of language is important. KCSIE states, “All staff should be aware that terminology is a significant component in many safeguarding and wellbeing issues” [s22, p11]. For the purposes of this post:

  • Transgender children are children whose gender identity does not match that assigned at birth.
  • Gender-questioning children are children who are questioning whether their gender identity matches that assigned at birth. 
  • Trans+ refers to transgender and gender-questioning people.
  • Child/children refers to anyone 17 years or younger.
  • Young person refers to anyone 18 years or older. 

This post identifies four changes which can be better understood by considering pre-existing legislation and guidance: 

1.Removing reference to “trans” students

KCSIE removes reference to “trans” students, replacing it with “gender questioning”. 

The Equality Act 2010 and Schools (2014) guidance identifies that the protected characteristic of “Gender Reassignment” applies to students [page 5]. For example, “failing to protect a transgender pupil against bullying by classmates” may make the school guilty of unlawful discrimination [page 8]. The use of the word ‘transgender’ shows the need for schools to maintain reference to pupils who are actively undergoing gender reassignment in addition to those students who are ‘gender questioning’. 

KCSIE (2024) maintains the use of the phrase “transphobic bullying” [s91, p28], which refers to bullying directed at a child for either being or being perceived as trans+. The use of this phrase shows that the DfE has not completely ended the use of the word ‘transgender’. 

KCSIE (2024) defines ‘safeguarding’ as, among other things, “preventing the impairment of children’s mental and physical health or development”. By removing reference to ‘transgender students’ and replacing this with exclusive reference to ‘gender questioning students’, students who are confident in their gender identity may interpret this as delegitimisation of their identity, leading to further marginalisation. Research suggests trans+ students who feel rejected by their school community are at greater risk of isolation and poor mental health due to internalised transphobia (Horton, 2023; Chodzen et al., 2019). 

The Gender Recognition Act (2004) allows anyone aged 18 or older who has lived in their affirmed gender for at least 2 years with a diagnosis of gender dysphoria to change their gender legally. Any young person granted a Gender Recognition Certificate (GRC) should have their legal sex changed on school records, and a school should not disclose the student’s former gender. Reference to ‘transgender’ students may be required in a policy to explain this process.

2. Advocating caution towards social transition

KCSIE now references that the Cass review identified, “caution is necessary for children questioning their gender as there remain many unknowns about the impact of social transition” [s206, p55]. 

The Cass Review (2024, p.164) recommends, “A more cautious approach needs to be taken for children than adolescents”. For adolescents, the review explains, “exploration is a normal process,” and school staff should provide support to protect the student from bullying. Cass says that children who are not yet adolescents must also have their voices heard. If a child pursues social transition, professionals should ensure the child knows all options remain open and that they will be flexibly supported. 

The Equality Act 2010 and Schools (2014) states, “Schools need to make sure all gender variant pupils, or the children of transgender parents, are not singled out for different and less favourable treatment from that given to other pupils” [p.17]. For example, a school may need to consider flexibility when applying a uniform policy to a trans+ student [p15]. 

KCSIE (2024) reminds us that “Under the Human Rights Act, it is unlawful for schools and colleges to act in a way that is incompatible with the convention” [s82, p26]. 

3. Removal of the requirement for a ‘safe space’

In 2023, KCSIE required schools to “provide a safe space” for LGBT students to share concerns with a trusted adult. In 2024, KCSIE removed “safe space” and replaced it with a more general requirement to “create a culture”.

KCSIE 2024 states that schools and colleges should, where needed, provide a “physical space” for students who are victims of abuse. While not all LGBT+ students are victims of abuse, a report (JustLikeUs, 2021) found that: 

  • LGBT+ students are twice as likely as their peers to experience child-on-child abuse.
  • 1 in 5 LGBT+ students hear negative language daily about LGBT+ people.
  • LGBT+ students are x3 more likely to be bullied at least once a week.
  • Only 21% of LGBT+ students who were bullied told a teacher. 

For this reason, an allocated safe space for LGBT+ students where they can easily find trusted adults may be instrumental in safeguarding these students.

4. Removal of reference to LGBT+ inclusion in PSHE 

KCSIE has removed a paragraph reiterating the need to include LGBT content in the RSE curriculum. 

Relationships and Sex Education and Health Education statutory guidance (2021) remains unchanged. When age-appropriate, schools must “ensure [LGBT] content is fully integrated” into the RSE curriculum. This content should not be stand-alone. The guidance defines LGBT as “Lesbian, Gay, Bisexual and Transgender”. 

Summary 

As safeguarding teams enter the new academic year and continue to support trans+ students, consideration of pre-existing legislation and guidance is important to better understand these changes to KCSIE, which remain under review. 

References 

Guidance and Legislation

The Equality Act 2010 and schools (2014) https://assets.publishing.service.gov.uk/media/5a7e3237ed915d74e33f0ac9/Equality_Act_Advice_Final.pdf

Gender Recognition Act (2004) https://www.legislation.gov.uk/ukpga/2004/7/contents 

Relationships Education, Relationships and Sex Education (RSE) and Health Education (2021) https://assets.publishing.service.gov.uk/media/62cea352e90e071e789ea9bf/Relationships_Education_RSE_and_Health_Education.pdf 

Keeping Children Safe in Education (2024) https://assets.publishing.service.gov.uk/media/66d7301b9084b18b95709f75/Keeping_children_safe_in_education_2024.pdf 

The Human Rights Act (1998) https://www.legislation.gov.uk/ukpga/1998/42/contents 

Research

Horton, C. (2023) Gender minority stress in education: Protecting trans children’s mental health in UK schools, https://www.tandfonline.com/doi/epdf/10.1080/26895269.2022.2081645?needAccess=true 

Chodzen, G., Hidalgo, M., Chen, D., Garofalo, R. (2019) Minority Stress Factors Associated with Depression and Anxiety Among Transgender and Gender Non-Conforming Youth, https://www.jahonline.org/article/S1054-139X(18)30295-7/abstract 

Cass, H. (2024) Independent review of gender identity services for children and young people https://cass.independent-review.uk/home/publications/final-report/ 

JustLikeUs (2021) ’Growing up LGBT+’ https://www.justlikeus.org/wp-content/uploads/2021/11/Just-Like-Us-2021-report-Growing-Up-LGBT.pdf 


How to lead a diversity research group

Jayne Carter portrait

Written by Jayne Carter

Jayne is the Director of Ignite Education Ltd, providing consultancy for practitioners within the Early Years & Primary sector. She uses coaching a a model for change, facilitating professional conversations which are focused on empowering others & generating growth in knowledge & skills.

As part of the L.E.A.D Teaching School Hub’s extensive offer for EDI, I was invited to lead a diversity research group based on Bennie Kara’s fantastic book: Diversity in Schools. This blog is intended to support others who may wish to run similar groups for teachers and school leaders. 

The research group was structured around one session per month for each book chapter. It worked well for each participant to read the focus chapter in preparation for the meeting, to be ready to discuss their reflections and implications for their own practice. 

Discussions were facilitated around the key messages included in each chapter with the addition of extra resources focused on the needs of the group. 

The aims of the research group included:

  • To use research & literature as a tool for school improvement
  • To develop a culture of peer-to-peer support & critical analysis
  • To implement key strategies & approaches at a whole school level

Some of the attendees wanted to focus on whole school implementation, whereas others wanted to improve their own subject knowledge in preparation to share at school. 

Each session included a planned gap task based on the focus of the chapter as well as an individual gap task which was identified by each attendee in order to meet the needs of their school.

For example, the third session focused on the chapter ‘How can we create a diverse classroom?’ Everyone carried out the audit included in the book. Individual gap tasks that were chosen included; 

  • sharing UNESCO inclusion research with members of their SLT
  • exploring the free trial of Lyfta as a whole-school EDI resource
  • considering how to organise their seating plan to ensure inclusivity 
  • evaluating the use of cold calling/trio conversations in their classrooms. 

Time was planned into the following sessions to discuss reflections from the individual gap tasks and all resources were included in a workgroup padlet. The padlet worked well to ensure that everyone had constant access to key resources/research. It also provided an effective means of communication between meetings.  

Being able to meet frequently with attendees helped me as a workgroup lead to understand the priorities for each school and what was important to them. As the meetings progressed, I was able to structure the sessions to become even more personalised to the group’s needs, with additional research and tools being shared and added to the padlet.

Over the seven sessions, attendees enhanced their EDI improvement plan or developed their own EDI plan. The next steps identified after each chapter supported these improvement plans by providing structure and focus. 

During the final session the overall impact of and reflections about the workgroup were collected:

  • All attendees found the structure of the workgroup useful as it moved from a training session to meetings which were collaborative and supportive of an action research improvement model. 
  • Attendees liked the planned gap tasks; especially the opportunity to carry out a shared task, which helped shared discussions but also a gap task which was personalised and prompted change at a school level. 
  • All attendees noted that the additional resources sourced and added to the padlet were valuable with everyone committing to using the padlet next academic year.

As the workgroup lead, the opportunity to guide attendees into analysing research was valuable as it gave me a useful reminder of day-to-day school priorities. One of my own personal outstanding reflections was the knowledge that the plans developed would be sustained as they had been developed carefully and with the vision of not only what needed to be in place but why.

My thanks to Bennie Kara for creating such an accessible and informative book. I hope that this blog encourages others to lead more reading groups or research groups on diversity in schools across the sector.


Inclusion Beyond Tolerance.

Claire Stancliffe portrait

Written by Claire Stancliffe

Claire Stancliffe is an education consultant specialising in gender equity, diversity & inclusion and positive masculinities. She’s on a mission to break down gender stereotypes in schools.

Pride month is well underway, and it’s got me thinking about the thorny issue of tolerance. It’s a word we hear often associated with diversity in general, but very commonly with the LGBTQIA+ community. Tolerance is the idea that we do not need to understand someone to be able to get along with them. That we can all rub along together, to live and let live. Sounds harmless enough right? Yet if I told you I would tolerate your company for the evening, I don’t think you would be thrilled. 

When it comes to inclusion, the notion of tolerance falls short. It says, “I don’t mind you breaking the rules”, while all the time upholding and even strengthening social norms. Due to religious differences, the ways we have been socialised and the norms of our various cultures, it will never be possible to create a world where we all see eye to eye on everything, but if we want to encourage true inclusion I think we need to look beyond tolerance, to a more expansive view of what exactly ‘normal’ is.

Breaking gender stereotypes

Up until very recently, our frame of reference for ‘normal’ when it comes to how we raise our children has been cis-heteronormative – that is that everyone’s gender is that which is assigned at birth (or ‘cisgender’), the expectation that all people are or will be heterosexual (or ‘straight’), and that girls behave according to one set of rules, and boys behave according to another. This has led to harmful stereotypes that perpetuate inequality.

It struck me recently that when we encourage young people to see past the narrow confines of gender stereotypes, we are often doing so from a tolerance perspective. By pointing out that it’s possible to break the norm, we can inadvertently reinforce it. It’s ok for girls to be good at maths, but it’s not part of the norm. It’s ok to marry someone of the same gender, for example, but it’s not part of the norm. It’s ok for a boy to wear makeup, but it’s not part of the norm. The terms ‘male nurse’ and ‘lady doctor’ that are still so commonly used come to mind here. 

For children, and indeed all people, breaking away from the group and doing something that’s perceived as different can be a stressful position. Many of us avoid taking the risk, preferring to go along with the crowd and feel acceptance, which can severely limit our options for happiness.

Redefining the norm 

Breaking gender stereotypes is not just about allowing exceptions; it’s about redefining what the norm can be. This requires creating environments where diversity in gender expression and identity is not just tolerated but celebrated. 

Here are three strategies that I think can shift the dial in a positive direction. 

  1. Provide diverse role models whenever possible. Consider where you have the opportunity to showcase different stories – can a maths word problem include a scenario with two mums; a girl playing with toy cars; a boy buying nail varnish? Invite a diverse range of professionals to come and speak to your class that counter common stereotypes, and remember to include men who enter caring professions, for example, as well as women in STEM. The more possibilities children are exposed to, the broader their horizons grow in terms of futures they imagine for themselves. 
  2. Watch your language. Use gender-neutral terms where possible, and certainly for all job roles. Instead of ‘fireman’ use ‘firefighter’, for example, and instead of ‘lollipop lady’, try ‘crossing guard’. When referring to the group, avoid using gender identifiers unless it’s relevant. Instead of ‘boys and girls’, use terms like ‘team’, ‘class’, ‘everyone’. Small changes can make a big difference in how children interpret the world around them and the choices open to them. 
  3. Actively challenge stereotypes. Don’t shy away from discussing stereotypes when they come up, but approach it with curiosity. Try asking ‘what makes you say that?’ and engaging as the young person explains their point of view. Highlight examples from their real lives that go against stereotypes, and encourage them to think about stereotypes that they themselves might defy. This can help them start to question the validity of broad, catch-all statements. 

As adults, we can influence the way young people see the world and their place within it. So let’s move past a tolerance mindset, to one that truly celebrates them for who they are, that helps them connect to others they identify with, and that cheers them on as they grow into who they are really meant to be. 


What Could Sustainable Teacher Recruitment Campaigns Look Like?

Emma Sheppard portrait

Written by Emma Sheppard

Emma founded The MTPT Project, the UK's charity for parent teachers, in 2016 when on maternity leave with her first child. She has 12 years experience as an English teacher, Lead Practitioner and ITT Lead, and now runs The MTPT Project full time.

When I trained to teach in 2010, I was drawn into the profession by the motivation to Make a Difference.  I wanted to be a Changemaker; to have Social Impact; to Do Good.  And I was willing to work all hours and make sacrifices to – essentially – satisfy my guilty white saviour complex.

Maybe that’s a little cutting: after all, a sense of moral purpose and the pursuit of meaningful work are values to live and stand by.

But, two years later, after missing holidays with my family, developing chronic migraines and unable to identify any other hobbies beyond the bassoon that I had once enjoyed (but no longer had time to play), I burnt out and quit UK education for a stint in an international school, and the luxury of an expat lifestyle.

Vivid memories of two recruitment videos remain with me from this time.  In the first, a young man rides to school in the dark, and is the first in the building to switch on the lights.  He excels at his job, cares for his students.  At no point do we see him doing anything other than living and breathing teaching.

In the second, a young man wakes up, arrives at school, and we jump between his previous office job (dull) and his current teaching role (fulfilling).  At dinner time, he talks about how great teaching is and then gets into bed, and the cycle repeats itself.  At no point is there anything in his life other than teaching (and the back of his girlfriend’s head).

There is nothing incorrect about either advert: teaching is a brilliant and life-affirming career.  And – let’s admit it – as teachers, we do love to regale our friends and family members with hilarious school anecdotes at every opportunity.  The kids are the best bit.  Indeed, both adverts are powerful appeals to potential recruits who want to do nothing but teach.

But for how long do we want to – or are we capable of – martyring our whole lives to our profession?

Surely, if we want to see improved teacher retention, we need recruitment campaigns that sell teaching as a career choice that allows for a life beyond the classroom?

This is where a recent video from Reach Teacher Training has got things so right.  Like the videos previously mentioned, this advert follows two teachers from the start to the end of their working day, but the marketing team behind this piece have made some deliberate directorial decisions about the culture that new recruits can expect at Reach.

In the first iteration of the video – a 29 second clip – Reach dedicate 6 seconds to images of one of the teachers hugging her own child and waving goodbye at the door before she drives away.  That is 21% of expensive marketing time given over to stating that teaching is a family-friendly career choice – at least at a Reach Academy.

In the second version of the video, Reach set aside a glorious 23 seconds (of 55 seconds in total, so 42% of the entire clip) to the life-friendly nature of their school.  The first teacher joins her running club to run home with her pals in the sunshine.  Meanwhile, we zoom in to the second teacher closing her laptop and checking her watch as she finishes her day.  Her watch says 15:54 and, presumably, she’s on her way to school pick-up.

In both videos, we see the teachers enjoying animated conversations with their students.  We see them delivering excellent lessons.  We see them Making a Difference.

Indeed, the text that accompanies the social media posts sharing these videos reads: Join our community; Change lives; Train to teach.

But unlike those adverts that drew me into a military lifestyle of teaching that – as a 22-year-old with no real prior experience of the workplace – I could not sustain, these adverts state very clearly that the dream is possible.  Teaching is a life-friendly career, state Reach, and one that you can enjoy for years to come around all the other beautiful moments that life will offer you.

Bravo, Reach Teacher Training, and the team behind your recent recruitment video. 


Pride Month 2024 - Responding to homophobic language: guidance for schools using Oracy and No Outsiders

Andrew Moffat portrait

Written by Andrew Moffat

Andrew Moffat has been teaching for 25 years and is currently PD Lead at Excelsior MAT. He is the author of “No Outsiders in our school: Teaching the Equality Act in Primary Schools” and “No Outsiders: everyone different, everyone welcome”. In 2017 Andrew was awarded a MBE for services to equality and diversity in education and in 2019 he was listed as a top ten finalist in the Varkey Foundation Global Teacher Prize.

Ensuring equality for all cannot be achieved if any group of people feel they are unseen, unwelcome or feel targeted because of the person they are. As teachers, we strive to ensure that everyone feels seen, everyone feels welcome, and no one feels they have to hide their true selves, or parts of their identity. 

In preparing children for life in modern Britain, we need to be clear and consistent in our efforts to make schools a safe place where children understand there are different ideas in society and prejudice may exist in the outside world, but prejudice and discrimination do not exist here, because in our school, there are “No Outsiders” and everyone is welcome.

Children are allowed to hold different views. I am a big champion of oracy as it encourages children to see both sides of a debate and understand it is possible to hold two views at one time. However, while different views are embraced, the othering of a group of people is not allowed. A child can disagree with a point of view and still show respect; this is the golden thread of a no outsiders ethos. 

If a child chooses to use homophobic language, this must be tackled immediately. Children must understand there is no tolerance of prejudice at our school. It is the job of any adult to respond to homophobic language, as this is a safeguarding issue (KCSIE, 2023, “Children who are LGBT” page 51),

A quick response is; “Excuse me?” or, “What do you mean by that?” followed by, “And what do we say at our school?” to which the expected reply is “There are no outsiders”. Reiterate, “That’s right, there are no outsiders here, so you need to think about the language you are using. How are you going to put that right?”

All homophobic incidents should be recorded, and parents informed.

If homophobia arises in a debate where no individual is being targeted but there are attitudes forthcoming that need to be addressed, make sure they don’t go unchecked. An oracy framework enables us to challenge such attitudes effectively by asking the class to respond; “Would anyone like to respond to that?”. If the comment is offensive, for example if a child says, “gay people are wrong” it’s important that the adult responds immediately along the lines of; 

“Can we think about the language we are using here… those ideas may exist in the outside world, but we need to be really careful about the words we use here. To say something is ‘wrong’ is different to saying, you ‘don’t agree’ with it. Do you want to re-phrase so that you are not othering anyone or being offensive?”

“What does the law say about this?” (The Equality Act, British law says it’s ok to be LGBT)

“What do we say at our school about different people?” (We say there are no outsiders, and everyone is welcome here.)

It’s vitally important the teacher addresses the attitudes while not giving their own opinion so we don’t get in to an argument or lead the children down any particular path. What we need to do instead is remind children it is ok to hold different views (“and that’s what makes this debate so interesting”) and we can still show respect and non-judgement. It’s ok to disagree with one another, the important thing is that everyone still feels they have a place here, including the child who is being offensive. It is the child’s views that are not welcome; the child is still welcome.

If a child brings their faith into the discussion; “My religion says it’s wrong”, respond in this way:

“You’re right, there are different views about this in different religions. And that’s the best thing about living in the UK- we have different views and beliefs, freedom of speech and democracy, and we have the Equality Act which protects religion and belief, so people are allowed to hold those views under British law. Who else is protected under the Equality Act? (disability, age, race, pregnancy and maternity, marriage and civil partnership, sex, LGBT) hmmm that’s interesting isn’t it – on the one hand you have religion and belief and on the other you have LGBT … both protected, both allowed… so I suppose we have to find a way to respect both views. We can co -exist without saying the other is wrong….”

And then open out the conversation, move it along using the oracy technique; “Who wants to build on that?”

Keep coming back to “That’s why we say there are no outsiders… we can have different opinions, and we can still respect each other. No one is pushed out because of their religion, their race, or because of their sexual orientation.”

I recognise that these conversations are not easy but they are important and we need to be having them with our children. My advice is to practice responses with each other as a staff team. 

Here are some useful assembly links from  www.no-outsiders.com:

https://no-outsiders-assembly.blogspot.com/2024/05/pride-2024.html

Assembly pictures : Football shirt (no-outsiders-assembly.blogspot.com)

Assembly pictures : football (no-outsiders-assembly.blogspot.com)

Assembly pictures : Bathroom (no-outsiders-assembly.blogspot.com)

Assembly pictures : Beano (no-outsiders-assembly.blogspot.com)

Assembly pictures : LGBT history month (no-outsiders-assembly.blogspot.com)

Assembly pictures : What is homophobia? (no-outsiders-assembly.blogspot.com)

Assembly pictures : Curly hair (no-outsiders-assembly.blogspot.com)

https://no-outsiders-assembly.blogspot.com/2024/06/veteran.html


South Asian Heritage Month: free to be me.

Zahara Chowdhury portrait

Written by Zahara Chowdhury

Zahara is founder and editor of the blog and podcast, School Should Be, a platform that explores a range of topics helping students, teachers and parents on how to ‘adult well’, together. She is a DEI lead across 2 secondary schools and advises schools on how to create positive and progressive cultures for staff and students. Zahara is a previous Head of English, Associate Senior Leader and Education and Wellbeing Consultant.

This year’s theme for SAHM is beautiful: free to be me. As we celebrate lived experiences, storytelling and authenticity, it seems only right that freedom and embracing our individual narratives is next.

This year’s theme has made me think where have I felt my most free? It’s not an easy question to answer. You see, growing up South Asian, (in my case, a British Pakistani Muslim, who’s family was born and raised in Africa), masking your identity can often feel normal, particularly when masking makes you feel safe in public, school and at work. Returning home, comes with its own comforts and conflict: finding joy in your culture and sticking out because you don’t really ‘fit’ within it either. Freedom then becomes a rather grey area and one that does not feel easily attainable.

Over the years, particularly I adulthood, there are a few spaces where I have come close to ‘free’: one was in my classroom. When teaching, my classroom was predominantly full of students who looked like me, shared similar lived experiences and most importantly we connected over an understanding of shared ambitions, aspirations and values. I felt free in an office with a colleague who shared my heritage; breaktimes and lunchtimes were full of laughter, candid conversations and asking each other, ‘what did your mum use to store atta in the kitchen?’, ‘were your sofas covered in shrink wrap too?’

Since then, I have felt most free in conversation with South Asian educators across the sector, most recently in conversation learning all about the wonders of Pehalwaan Juice (if you know you know…I definitely didn’t!). In many ways I share this with caution: for someone who works to amplify diversity, is there a problem if my freedom is sought and felt within my own community? Do I then just enjoy being a part of my own echo chamber?

The answer is no. Within these spaces diversity thrives. Diversity of thought, feelings, faith, work, experiences – being South Asian does not make us all one and the same and every South Asian friend, colleague and student I have connected with has a different story and identity. If anything, the freedom I feel in these spaces makes me more determined to centralise my identity in mainstream spaces too.

My childhood and teen years were branded with the term ‘coconut’ – in many ways, I didn’t think much of it then and I don’t think much of it now. What I do think about now though is how the identity of a ‘coconut’ lacked freedom. Consciously and subconsciously (and I really hope fellow South Asians can relate) I spent my childhood and adolescence straddling between several identities, depending on the audience – and I happened to be pretty good at it; I still am (we are pros when it comes to masking). I (still) do not know enough about my heritage, and I still don’t feel very ‘white’ either. Perhaps this is what imposter really means.

I studied all of this at university, wrote about it for my dissertation. 15 years later, specialising in a field that very much reflects the truth of my life couldn’t be more imperfectly perfect, no matter how much I question it on a daily basis (awareness and celebratory months are only one piece of the ‘work’). If anything, my experiences as a teacher and now EDI trainer, speaker and consultant are in some ways liberating and in other ways, revealing of just how far ‘we’ (marginalised and minorities in the West) have to go to be free.

South Asian Heritage is rich, diverse, nuanced and just huge – I am so naive and ignorant of its beauty. There is so much to learn. I’m not sure I’m free to be me just yet…but I think (and hope) we’ll get there soon.

In light of this and all of the learning and connections we have to make, I’m excited to share a space, network and group for South Asian Educators to connect, talk and be. Assistant Headteacher and Author, Yamina Bibi has said, the network will be a space ‘for anyone who is looking for a safe space for those of South Asian heritage. The challenges and issues facing South Asian Educators is somewhat different to those from other heritage groups as they are often thought of as the hard workers, obedient, quiet, shy, oppressed by colleagues and society in general. This network will support more educators to have their unique voices heard.’  We want this network to be collaborative, safe, empowering and a community where we can learn from one another too. Please Join us here!

 


Mirrors, Windows and Sliding Doors: A Metaphor for the Diverse Curriculum

Hannah Wilson portrait

Written by Hannah Wilson

Founder of Diverse Educators

In the dynamic landscape of education, the curriculum serves as the foundation for shaping young minds. As we strive for a more inclusive and representative educational experience, the metaphor of Mirrors, Windows, and Sliding Doors offers a powerful framework for curriculum development. This metaphor, introduced by Dr Rudine Sims Bishop, encapsulates the essence of diversity, equity, inclusion  and belonging within educational content, emphasising the importance of reflection, observation, and engagement for all learners.

Mirrors: Reflecting Students’ Own Lives

Mirrors in the curriculum are essential for students to see themselves – their cultures, identities, and experiences – reflected in what they learn. When students encounter stories, histories, and perspectives that resonate with their own lives, they feel validated and recognised. This reflection fosters a sense of belonging and self-worth, which is crucial for their overall development and academic success.

For curriculum specialists and subject leaders, this means incorporating diverse voices and narratives across all subjects. For example, in literature, selecting texts from a variety of authors who represent different backgrounds ensures that every student can see themselves on the page. In history, presenting a more inclusive perspective that acknowledges the contributions and experiences of marginalised groups and provides a fuller understanding of the past.

Windows: Viewing Others’ Lives

Windows offer students a view into the lives and experiences of people different from themselves. Through these glimpses, learners develop empathy, understanding, and a broader perspective of the world. Windows help dismantle stereotypes and prejudices, fostering a more inclusive mindset among students.

To create these windows, educators need to curate a curriculum that includes global perspectives and diverse narratives. In geography, this might involve studying various cultures and their relationships with the environment. In science, discussing contributions from global scientists highlights the universal nature of discovery. Providing opportunities for students to engage with content that portrays different lifestyles, beliefs, and challenges cultivates an appreciation for diversity and interconnectedness.

Sliding Doors: Engaging and Interacting

Sliding doors represent opportunities for students to enter into, and interact with, different worlds. This element encourages active engagement and personal reflection. When students can metaphorically ‘step into’ the experiences of others, they gain deeper insights of different identities and build meaningful connections.

Interactive projects, collaborative learning experiences, and role-playing activities serve as sliding doors in the curriculum. For instance, a history project where students re-enact historical events from multiple perspectives can provide profound learning experiences. In literature, writing assignments that ask students to create narratives from the viewpoint of characters unlike themselves can deepen empathy and understanding.

Integrating Mirrors, Windows, and Sliding Doors

To integrate these concepts effectively, curriculum specialists and subject leaders must be intentional and thoughtful in their approach. This involves:

  • Reviewing and Revising Existing Curriculum: Conducting thorough audits to identify gaps and biases. Ensuring that the content reflects a diverse range of voices and perspectives.
  • Collaborating with Diverse Communities: Engaging with parents/ carers, community leaders, and organisations to gather input and resources. This collaboration can enrich the curriculum with authentic, representative materials.
  • Providing Professional Development: Equipping teachers with the skills and knowledge to deliver an inclusive curriculum. Training on cultural competence, unconscious bias, and inclusive teaching strategiesl.
  • Utilising Technology and Media: Leveraging digital resources to access a wider array of content. Using online platforms, virtual exchanges, and multimedia can bring diverse voices and experiences into the classroom.
  • Encouraging Student Voice and Choice: Empowering students to share their stories and choose projects that reflect their interests and identities. Designing student-centred approach fosters a sense of ownership and relevance in their learning.

The metaphor of Mirrors, Windows, and Sliding Doors provides a robust framework for creating an inclusive and representative curriculum. By reflecting students’ identities, offering insights into others’ lives, and facilitating active engagement, educators can cultivate a learning environment that values diversity, promotes equity, centres inclusion and builds belonging. As curriculum specialists and subject leaders, embracing this metaphor not only enriches the educational experience but also prepares students to thrive in a diverse and interconnected world.