The Battle for Inclusive Education: A Glimpse at the Frontlines
Written by Rachida Dahman
Rachida Dahman is an international educator, a language and literature teacher, and an educational innovator. She started her career in Germany as a teacher trainer advocating the importance of relationships above academics. She then moved to Luxembourg where she teaches German language and literature classes to middle and high school students. She is an award-winning poet, co-author of the best-selling book, ATLAS DER ENTSCHEIDER Entscheiden wie die Profis- Dynamik, Komplexität und Stress meistern.
“It is important to me to consciously assimilate insights into developments, causes, and effects of working with children and families and to engage in dialogue with other stakeholders”. Rachida Dahman
The question of inclusive education for all remains a central theme that presents us with challenges while simultaneously offering opportunities for change and progress. Amidst this multifaceted scenario, we witness an unprecedented battle on all fronts. From the classrooms to the corridors of power, there is a struggle to shape the educational landscape and pave the way for a fairer future.
A Reordering of the Education System
The good news first: schools do not have to remain in permanent crisis. Despite limited resources and the need to address the needs of children and families with special requirements, there is a growing demand for a fundamental restructuring of the education system. This restructuring transcends mere resource reallocation; it demands the deconstruction of antiquated paradigms and the reconstruction of an educational system that fundamentally empowers students to question prevailing norms, resist conformity, and actively redefine the contours of their world. From parents to teachers to students, there is a push towards developing individuals who can make decisions with integrity and zest for life.
Key Factors in Transformation
School infrastructure: The modernization of teaching and learning materials, along with the integration of innovative technologies, is crucial and must be driven by a fundamental rethinking of what education should achieve. Additionally, forming smaller classes is necessary —not merely as a logistical improvement but as a means to foster genuine dialogue between students and teachers, allowing for personalized learning that respects and celebrates diverse linguistic and cultural backgrounds. This approach may also serves as a countermeasure to the homogenizing effect of standardized tests, which too often serve to enforce conformity rather than inspire excellence.
Conditions of School Buildings
A thorough analysis of school buildings is essential not just to meet the high standards of safety, accessibility, and educational quality, but to reimagine these spaces as the physical embodiment of our educational ideals. Renovating and modernizing existing infrastructure is imperative, yet it must go beyond mere compliance with regulations. We need to envision schools as dynamic environments that inspire learning, creativity, and a sense of community. This requires an architectural revolution, one that not only considers the physical space but also how that space interacts with the psychological and emotional wellbeing of students and educators alike. By crafting buildings that are not just functional but transformational, we pave the way for an education system that nurtures the full potential of every individual.
Environmental Awareness
Integrating environmental topics into the curriculum and implementing measures for energy efficiency plays a central role. Heightened environmental consciousness contributes to reducing the ecological footprint of schools. Integrating environmental topics into the curriculum is more than teaching students to recycle or save energy. It is about fostering a profound connection to the planet they inhabit. The measures for energy efficiency must be implemented with an urgency that reflects the precariousness of our environmental situation, making schools not just places of learning, but sanctuaries of sustainability. This heightened environmental consciousness is not merely a contribution to reducing the ecological footprint of schools; it is an act of rethinking how we coexist with the natural world. By embedding this awareness into the very fabric of education, we are nurturing a generation that understands stewardship as an essential part of their identity, a generation that sees the care for the Earth as inseparable from the care for their community and their future.
Ensuring Accessibility
All students must be able to participate in the educational process, regardless of their backgrounds or circumstances. This imperative extends particularly to children and families traumatized by the ravages of war, who not only face the direct impacts of conflict but also endure the humiliation it inflicts. Such individuals require special attention and support to overcome the challenges they face in accessing education. This necessitates not only structural measures but also the provision of dedicated resources and tailored interventions to address their unique needs. For it is within the sanctuaries of our schools that we must mend the shattered spirits of those broken by conflict, transforming these halls into spaces where dignity is restored, dreams are rekindled, and the seeds of a just and peaceful future are sown. Only by ensuring inclusivity and support for the most vulnerable members of our communities can we truly uphold the principles of equitable education for all.
Career-Oriented Programs
A better connection between school and the professional world facilitates the transition into the workforce and provides practical insights. In this context, education must do more than just prepare students for the workforce – it should also embody egalitarian values and act as a powerful equalizer. To achieve this, such programs need to be developed with meticulous care. By embedding inclusivity and gender equality at their core, these programs ensure that every student, regardless of background, has the opportunity to pursue careers in fields traditionally dominated by men. Thoughtfully bridging the gap between school and the professional world, these initiatives foster a strong sense of purpose and social responsibility in students, motivating them to use their skills to drive meaningful, positive change.
Advancing Digitalization
The utilization of digital technologies offers opportunities for an enhanced learning environment but also necessitates training for teachers and the promotion of digital literacy. Advancing digitalization presents an exciting frontier for transforming our learning environments, offering unprecedented opportunities for innovation and engagement. However, it is crucial to recognize that harnessing these digital technologies demands more than just integration; it requires a fundamental shift in how we approach education. Teachers must be equipped not only with the technical skills to navigate new tools but also with the pedagogical strategies to effectively incorporate them into their teaching. Furthermore, promoting digital literacy among students is not merely about using technology but about fostering critical thinking and ethical awareness in an increasingly digital world.
Community Engagement
Local communities play a crucial role in promoting education. Collaborating with local organizations and businesses opens various avenues of support. They are pivotal in advancing education, offering far more than just supplementary support. Collaborating with local organizations and businesses transforms these entities into active partners in the educational process. This partnership is about forging meaningful connections that invigorate and expand the learning experience. By leveraging community assets— from mentorship programs and real-world internships to innovative local projects—education becomes a shared endeavor that reflects and responds to the needs and aspirations of the community. It fosters a culture where education is not just a responsibility of the institutions but a collective mission, driving social change and collective growth.
A Call to Action for Decision-Makers
The transformation of the education system requires a long-term strategy and committed collaboration from all stakeholders. Particularly at the institutional level, a shift in mindset and active communication are essential. Only when all actors understand their roles fully and work together constructively can we achieve inclusive education for all. Decision-makers must urgently champion a shift in mindset and prioritize transparent, heartfelt communication at every level of the institution. This is a passionate call for decisive leadership and unwavering unity. It takes every stakeholder to fully grasp their vital role and work together with genuine commitment to break down barriers and create a path to truly inclusive education.
Building Productive Relationships in Education
In the midst of pervasive and pressing challenges, the importance of fostering harmonious and fruitful relationships cannot be overstated. It is crucial to establish and sustain these relationships over the long term, working collaboratively with schools, teachers, and families to anchor and stabilize structures that provide environments where children can thrive and develop undisturbed. The integrity of educational structures hinges on solid relationships, which provide a foundation of support and stability for students. By fostering open communication and mutual respect among all stakeholders, we build a framework that supports not only academic success but also holistic development.
Securing the Involvement of all Stakeholders
It is essential, in my opinion, to ensure the engagement of all relevant stakeholders to create such an environment for children. In times of ubiquitous and pressing burdens, it is crucial to establish and maintain productive relationships for the long term, to collaborate with existing schools, teachers and families to anchor and stabilize structures so that children can find environments in which they can fully unfold, undisturbed.
Unfortunately, in my experience, schools often do not thoroughly evaluate their internal weaknesses. Instead, these issues are frequently ignored or passed off as someone else’s problem, which prevents meaningful resolution. Addressing these weaknesses honestly is crucial for understanding and resolving conflicts effectively.
The Importance of Dialogue and Collaboration
It is important to me to consciously assimilate insights into developments, causes, and effects of working with children and families and to engage in dialogue with other stakeholders. In my view, building bridges between various stakeholders—parents, educators, policymakers, and community leaders—is essential for creating an inclusive educational environment. By fostering open dialogue and collaboration, we can address the diverse needs of students and families, thereby promoting a more equitable and supportive educational system.
To truly advance the cause of inclusive education, it is imperative to deeply engage with and integrate insights into the evolving dynamics of working with children and families. This means actively seeking out and understanding the root causes and far- reaching effects of our educational practices. Engaging in meaningful dialogue with all relevant stakeholders—parents, educators, policymakers, and community leaders is fundamental. Building robust connections between these diverse groups remains a necessity for crafting an educational environment that genuinely supports and includes every student. Such collaboration requires a profound commitment to open, honest, and strategic dialogue. Through this collaborative effort, we can address the varied and complex needs of students and families, creating a more equitable and nurturing educational framework. Our collective aim must be to forge these critical alliances, leveraging our shared insights and experiences to dismantle barriers and drive systemic change. By uniting our efforts, we pave the way for an educational system that not only acknowledges but embraces diversity, ensuring that every child receives the support they need to thrive. This is not just a vision but a necessary evolution towards a truly inclusive future.
Conclusion
The battle for inclusive education is a complex endeavor that encompasses many fronts. Yet, despite the challenges, there is hope. By working together on solutions and embracing the diversity of our society as an opportunity, we can create an educational landscape that is accessible and fair for all. It is clear that no single entity can address the challenges alone. It requires a concerted effort from all stakeholders to create environments where every child has the opportunity to thrive. By recognizing the importance of productive relationships, engaging in meaningful dialogue, and working collaboratively, we can pave the way for a brighter future in education—one that is inclusive, supportive, and responsive to the needs of all learners.
The Hypocrisy at the Heart of Racist Riots
Written by Dr Nilufar Ahmed
Dr Nilufar Ahmed is a multi award winning Chartered Psychologist, Academic, and Accredited Psychotherapist. She works as an academic at the University of Bristol where her research and pedagogy focus on Inclusion and Engagement. Her work is situated in an antiracist and Intersectional framework. She is regularly invited to comment in the media on all things psychology and has delivered training, keynotes, and consultancy services across sectors including HE, business, and Government.
Originally published by The Conversation on 9/8/24
When news broke that a 17-year-old male had stabbed a number of young girls in Southport, misinformation swiftly followed. First, that the perpetrator was an asylum seeker or refugee who had come to the UK on a boat. This was discredited and information emerged that the individual was British-born. But the circulation of disinformation, including a fake, Arab-sounding name, led many to argue it must have been a Muslim male.
Though the perpetrator has no known links to Islam, violent, far-right rioters still mobilised to attack mosques. Islamophobic violence spilled onto the streets in the worst race riots Britain has seen in years.
The fact that this misinformation was so readily believed can be partly explained by psychology, and how we think about people who look like us, and about others who don’t.
People are conditioned to identify with their in-group – others who are like them on a range of markers such as race, gender, class or nationality. The maintenance of this shared identity largely requires “us” to be different (meaning better) than “them” by making negative inferences about them.
This automatic psychological response explains how people can see the self and the in-group as complex and fluid (for example, not all white people are criminals) but frame the out-group as homogeneous and fixed. This can lead, as we’ve seen, to some people casting all black men as dangerous, Muslims as terrorists, asylum seekers as opportunistic and refugees as “taking” jobs and healthcare resources, justifying the dislike and even hatred of the out-group.
The racism of this public reaction to a horrific attack on children is stark when you compare it to other recent events.
When a white male killed a 14-year-old black boy named Daniel Anjorin with a sword in May, protesters did not mobilise around the country to “protect children”. Neither were white men as a group deemed a threat to the safety of children.
Whenever crimes, however heinous, are committed by white perpetrators, they are more often viewed as the acts of an individual who was at fault because of mental health issues or falling in with the wrong crowd. There is a long history of disparate treatment of criminals in the media linked to race.
People are socially conditioned to think heinous acts are committed by outsiders. There are a number of cognitive biases at play here, including contextual bias, where decisions are influenced by background information rather than the crime itself, and affinity bias, where people prefer others who are like them.
These biases are present in individual cases, but also across the judicial system. Inequalities in sentencing perpetuate the narrative that people of colour are more dangerous and disposed to crime.
A study commissioned by the Crown Prosecution Service also found that people of colour are significantly more likely to be prosecuted than white people for the same crimes. Such inequity results in overrepresentation in prisons and with convictions. This then feeds the narrative that people of colour are more likely to commit crime – when in fact they are simply more likely to be prosecuted.
The Blame Game
In times of scarcity, this in-group/out-group bias can become simplified and exacerbated to justify withholding resources from the out-group, who the in-group perceives as “undeserving”. Out-group scapegoats offer an easy and reliable way of deflecting responsibility by those with power.
This is what has happened over the past 14 years in Britain. While the Conservative government created an unstable economic climate and deep poverty through cuts to public services and economic turmoil, it is politically convenient to suggest the reason for scarce resources is a small number of asylum seekers.
The previous government used the negative attitudes towards refugees and immigrants as a core pillar of its election campaign. Politicians used increasingly inflammatory language in relation to immigration, blaming immigrants for things like the housing crisis and depleted health resources as a way shifting attention from their cuts in spending.
Anti-racist counter-protests have organised all around the country. Simon Dack News/Alamy
Over time, the scapegoats have been boiled down to one homogenised group of people who are not white. This is apparent in the differential treatment of asylum seekers from Ukraine, who were welcomed to the UK and allowed to work and be housed.
Asylum seekers from the rest of the world are not allowed to work on arrival and receive just £49.18 a week. This feeds the narrative that white people work, while people of colour don’t (though somehow are simultaneously “taking our jobs”).
The relentless scapegoating dovetails with the psychological biases we are all socially conditioned to fall for, creating an “us” and “them” environment that can easily turn violent. The events of the past two weeks have awakened much of Britain to the consequences that can arise when society is defined this way.
Advancing Black history education in the UK
Written by Katie D'Souza
Katie D'Souza is a recent MA Education graduate, whose dissertation titled "Understanding the impact of 'our island story': exploring feelings of identity and belonging for Black British students" is currently under review for publication in the Curriculum Journal. Katie has since worked for a small business called The Educate Group, supports university staff to diversify their curricula and lead more inclusively, and now works at the Office of the Children's Commissioner, helping to ensure that the government listens to the voices of the children and young people living in this country.
Did you know that you can ask your MP to host a roundtable for you in parliament? The Black Curriculum (TBC) founder, Lavinya Stennett, certainly knew this, and last week took the opportunity to bring together key players in the Black history sphere for a critical discussion of Black history education in the UK, hosted by Bell Ribeiro-Addy MP.
TBC’s mission is to work with key stakeholders to embed Black history into the national curriculum. This roundtable sought to find practical and productive actions for ways to achieve this, and further cemented the determination for Black history to be meaningfully incorporated into the national curriculum, all year round.
With contributions from Professor Deirdre Osborne, expert in feminism, race and poetics, Michelle Codrington Rogers, citizenship teacher and NASUWT President, and award-winning history teacher and author Shalina Patel, amongst others, participants left this roundtable energised to arm the next generation of students (and ultimately leaders) with the comprehensive knowledge of history they need to navigate our increasingly globalised world.
A survey conducted by Bloomsbury in 2023 found that more than half (53%) of those surveyed could not name a Black British historical figure, and that only 7% could name more than four. The same survey suggests that less than 1 in 10 Brits believe that Black people have resided in England for more than 1000 years, assumptions erring towards 200 years, when in fact the answer in closer to 2000. Is this really the state of our history education system at the moment?
More can, and should, be done. Teaching Black history does not just build essential knowledge about structural and institutional racism, and Black brilliance, joy, and success. It also helps to create a sense of belonging for students with diverse heritage in UK classrooms, which may even serve to improve attainment and academic progress.
However, as it stands, the only mandatory (statutory) topic on the Key Stage 3 history curriculum is the Holocaust. Whilst the Department for Education has defended this set up as giving schools and teachers the freedom and flexibility to include Black history, in practice, the non-statutory nature translates as schools having little incentive to change their existing approach to history.
Shalina’s powerful account of her experience as a history teacher of 15 years spoke to the importance of the supportive leadership team in her school giving her both the time and resources to construct a department that is committed to building an inclusive history curriculum.
Unfortunately, this is not the case for everyone. When there is resistance to change at management and/or senior leadership team level, it can make it really difficult for teachers to do this important work alone.
Bell’s remarks further emphasised the role that teacher confidence and resources play in delivering a comprehensive Black history education. She reasoned that all teachers must be equipped to do justice to Black history in the classroom, so that the responsibility does not fall solely on teachers of colour. TBC’s resources are a great way to begin to do this, as Robert Primus, a secondary school history teacher, advocated, but this must be paired with some more concrete changes to the way history is taught in our schools.
Therefore, in the face of a general election in July, we urge the next government to consider the following asks from TBC and the other participants at this roundtable:
1 Introduce mandatory racial literacy training
The consensus at the roundtable was that we know teaching Black history is essential but that there are real, practical barriers to achieving this widely across the UK. TBC together with sisters Naomi and Natalie Evans who founded Everyday Racism ask that the next government introduces mandatory racial literacy training for school staff and leaders, under the rationale that racial literacy acts as a form of safeguarding for students from diverse backgrounds. Every adult interacting with children and young people must understand the intersectionality of identity in the UK and how the way that narratives and histories are told in the classroom deeply affects the sense of self and belonging of those listening. It’s imperative that teachers are given the time, headspace and resources to become more racially literate, and we believe making this training statutory is the way to make this happen.
2 Make Black history a statutory part of the curriculum
Recent RSHE guidance published by the Department for Education has proven that if they want to, the government is willing to prescribe what schools should and shouldn’t teach. Whoever forms the next government should make Black history a statutory part of the history curriculum. The reality is that value of teaching Black history for improving cultural understanding, increasing sense of belonging, and students seeing themselves reflected is unfortunately often overlooked by headteachers and senior leaders for whom the current school system places such great emphasis on grades and exam results. Making Black history statutory will support teachers to overcome challenge from their school leadership, as the content will be on official specifications and be included in exam materials too. There has already been some good progress in this space at Key Stage 4, where GCSE exam boards recently introduced a migration thematic study, covering migrants in Britain as well as the history of Notting Hill, but for the Key Stage 3 curriculum much remains to be achieved.
3 Equip teachers to meaningfully integrate Black history
Black history must not be seen as a tick-box exercise but should be meaningfully integrated into the curriculum. To realise this ambition, teachers must be equipped with the resources and empowered with the knowledge and confidence to do justice to Black history without ‘othering’ the stories of the past. For example, learning about Mansa Musa and the richness of West Africa before any mention of the transatlantic slave trade will support both teachers and students to reframe their understanding of Black history. Or when studying medieval England, to simultaneously look at medieval Mali, or Japan, or Baghdad. It is not necessarily a case of overhauling the whole curriculum, but weaving interesting and positive stories into the topics that are already so well known. It is about teaching a full history, not just the version constructed by the victors. As Bell summed up nicely, ‘you’re not learning a complete history if you’re not learning about black history’.
Using stories and voices to combat the narrative of antisemitic hate: opportunities afforded by the Curriculum for Wales.
Written by Jennifer Harding-Richards
Jennifer is currently on secondment working as RVE and RSE adviser to schools across three local authorities as well as RVE adviser to the SACRE’s in each of the three authorities. She is passionate about education and especially keen on ensuring that social justice and equity are at the heart of all RVE and RSE curriculum planning, development and pedagogy within the Curriculum for Wales. She is the RE Hubs lead for Wales and a member of the steering committee for the Welsh Jewish Heritage Centre. She has previously worked as a freelance educator for the Holocaust Education Trust and has an MA in World Religions.
According to a recent report (ref 1), there were three times the numbers of antisemitic incidents reported across Wales in 2023, compared with 2022. The incidents which included threats, abusive behaviour and assault, represent a rise of 338%.
Wales is the first, and so far, the only home nation to have made the teaching of Black, Asian and Minority Ethnic histories a mandatory element of their curriculum and are committed to being an anti-racist nation by 2030. The anti-racist action plan (ref 2) includes the vision, values, purpose and strategies needed to support this and understandably, education has a large role to play.
The Curriculum for Wales, introduced in 2022, empowers individual schools to craft and cultivate their own unique curriculum. The aim of each school’s curriculum is to nurture students who are:
- ambitious, capable learners, ready to learn throughout their lives
- enterprising, creative contributors, ready to play a full part in life and work
- ethical, informed citizens of Wales and the world
- healthy, confident individuals, ready to lead fulfilling lives as valued members of society.
As we work towards an anti-racist nation, we are reminded about the power of education. Nelson Mandela’s infamous quote ‘education is the most powerful weapon with which you can change the world’ really resonates with the vision that we have in Wales. We know that far-right philosophies and beliefs are infiltrating mainstream culture, and our children are intoxicated with the images, speeches and behaviour of those that preach such ideologies. As educators, we have the responsibility to counteract such narratives and use our privileged position as curriculum designers and teachers to support our learners to become ethical and informed citizens, able to not only take their place within our diverse society, but to contribute and make positive change.
Wales has a rich, diverse and multi-cultural history. We have a rich legacy of inclusive education as well as a welcoming acceptance for the many diverse cultures and followers of faith that have made Wales their home. The story is told of how some of the first Jews in Wales, arriving in Merthyr Tydfil in the eighteenth century, peered through the windows of some local homes, and on seeing a Bible in every one, decided that this was a place where they could stay and be welcomed.
Using Welsh Jewish stories and voices within our school curricula, whilst obviously not eradicating antisemitism in its entirety, will help develop a generation of young people who are able to humanise and personalise others, avoiding stereotypes and challenge the narrative of the media and those with the loudest voices. We want our children to become ethical and informed citizens, capable of independent thought and able to critically engage with the toxicity of hate that surrounds us on a daily basis.
There are so many Welsh Jewish stories that deserve to be told, individuals who have helped shape our society and made a positive impact on others. Leo Abse, for example, a social reformer, and Labour MP for 30 years. He was influential in the shift in laws and norms towards the acceptance of homosexuality and divorce. We want our pupils to engage with discussion around his ideals and values and how they have changed Wales for the better. His aunt, Lily Tobias, had a multilingual childhood in Ystalyfera which fostered in her a political activism, a sense of social justice and a determination to try and change the world. Her legacy cannot ever be underestimated. Kate Bosse Griffiths, escaped Nazi Germany and along with her husband, became a founding member of ‘Cylch Cadwgan’, an organisation that welcomed and celebrated writers, poets and pacifists. Her own writing focused on her feminist ideals and sense of spirituality. She made a huge difference to those around her.
In working towards an anti-racist Wales, in celebrating and recognising cynefin (ref 3) and using our subsidiarity and autonomy to design our own bespoke curriculum for our learners, we have a real opportunity to use stories and voices to challenge stereotypes, antisemitic tropes and narratives of hate.
References
‘We’ve not seen this since the Holocaust’: Antisemitism in Wales up by 300% after outbreak of war:
Anti-racist Wales Action Plan
https://www.gov.wales/anti-racist-wales-action-plan-contents
‘cynefin’
A Welsh word for which there is no direct translation. It refers to the ideas of habitat and a sense of rootedness, It describes the environment in which one is naturally acclimatised.
#AllTheThings
Written by Helena Marsh
Helena is a WomenEd co-founder, mum of three and experienced school and Trust leader. In her ninth year of secondary headship, Helena has also held the role of MAT CEO. An advocate of flexible working, Helena co-wrote the ‘Flexing our Schools’ chapter in the first WomenEd book and has been an active supporter of the Flexible Working Ambassador Scheme and the MTPT Project.
Spending the day among some incredible inspiring women at the ‘Breaking the Mould’ event on 9th March at Milton Road Primary School, Cambridge, was a fabulous way to mark this year’s International Women’s Day.
Hannah asked me to contribute to the event when we met for an after work mocktail in May 2023. At the time, having this little spot of feminist joy to look forward to on the horizon really uplifted me at a particularly bleak moment in my leadership career.
Several months later, I was not disappointed. Featuring amongst a programme of kick-ass women gave me a real sense of personal and professional rejuvenation.
My session, entitled ‘What’s the point of cake if you can’t eat it?’, focused on my experiences, as a mum of three, of gendered perceptions of leadership. In my 15 years as a senior leader, I’ve been conscious of women stepping away from the profession, and their leadership potential, citing selfishness and a pragmatic need to focus on their families, as the reason.
To coin a phrase by Summer Turner, I questioned: ‘Are the boys also worrying about this?’ Do men perceive becoming a dad and maintaining their career as ‘having it all’?
Gender pay gap research reveals that they don’t. The Fatherhood Bonus, in stark contrast to the Motherhood Penalty, rewards men for becoming fathers. While women are stepping down or away to focus on caregiving and accepting the inevitability of this pause/permanent freeze in their professional journey, men are, statistically, enjoying promotion and pay progression when starting a family.
My presentation focused on the factors, institutional, societal and personal, that lead to women feeling as though progressing professionally is not a viable choice once becoming a mum. I concluded that wholesale changes to sector expectations of leaders is necessary. As Jill Berry wisely observes, if having a job and a life isn’t achievable, there’s a problem with the job.
The other inputs to the day complemented this theme. Particularly Niamh Sweeney’s rousing cry to tackle the injustices within the profession that inhibit and preclude. Niamh’s anecdote from her recent trip to the States chimed with many of us in the audience. The audacious goal of winning ‘all the things’ spoke to a refreshing cultural ambition. Meanwhile, many of the other talks highlighted the importance of acknowledging feminine leadership traits and valuing the benefits of diversity in leadership teams.
I left the day reflecting on how often ‘having it all’ is misunderstood for ‘doing it all’. My Mother’s Day stash of gifts that I received the following day from my little ones included various iterations of listing pads. As a fan of organisational stationery, I was chuffed with my haul. However, it did make me recognise how much of my sense of success as a mum and leader is measured through my accomplishment of ‘stuff’. Many women that I have worked with pride themselves on getting all the sh*t done and to an exceptional standard, often at the expense of their personal health and wellbeing.
As I acknowledged in my IWD talk, the weight of the mental load that mums carry, let alone mum leaders carry, is immense. It’s important that having #AllTheThings doesn’t necessitate us doing everything but having our fair share of whatever it is we strive for, whether that’s cake, career development opportunities or childcare responsibilities.
Should schools provide prayer spaces?
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.
The recent High Court decision, ruling in favour of headteacher Birbalsingh’s decision to ban prayer spaces has created quite the media storm. The decision has raised concerns about the precedent it sets for schools creating safe spaces for students and staff, Muslim students and staff in particular. It has also raised conversations about what schools are for and how schools and workplaces can fulfill their obligation to adhere to the Equality Act and The Public Sector Equality Duty – and how they can get around it too.
The responses to the verdict reveal that we live in a society and online world in which Islamophobia and anti-Muslim hate is increasing; whilst we have ‘come a long way’ in overcoming Islamophobia since 9/11, a high court ruling like this makes me wonder if we’ve made any difference at all to the safety of Muslims for future generations? The verdict also reveals the disconnect that exists within the school system itself: we have some leaders who are not interested in creating unity and understanding within a diverse country – yet at the same time they ‘tokenistically’ take pride in multiculturalism too. And, we have other leaders in education giving us hope, embedding inclusive and equitable practices in everyday school life. I find it baffling that a simple question about prayer spaces ends up at the gates of a High Court. To me, this not only reveals a lack of unity and understanding in a school but also an absence of a critical skill that should be at the centre of schooling: listening.
Many educators and commentators have been sharing their concerns and outrage about the decision. It will also concern parents and students who regularly use prayer spaces in schools, maybe even at work (many teachers use prayer spaces too). It’s a disappointing decision and whilst several anti-woke keyboard warriors rejoice at the ruling, we cannot let it set a precedent for schools – and I don’t think it will. Schools absolutely should provide prayer spaces and they will continue to provide such safe spaces for students – it’s quite simply common sense. For this blog, examples and explanations are practical and experiential, based on what life is like ‘in school’. Whilst research and data are important, progress, collaboration and community cohesion are also nurtured by listening to the candid, lived experiences of staff and students in schools.
Time and space to pray
In line with the Equality Act, allowing students and staff to pray is reasonable and proportionate to a school and working day. It is comparable to allowing students to have break times, music lessons and god-forbid, toilet breaks. Different forms of prayer and spiritual practice are a part of nearly every faith. In Islam, praying 5 times a day is an integral part of the faith. It takes 5-10 minutes to pray. For the duration of that time, a prayer mat takes up just as much space as a two-seater desk. Depending on the time of year, prayer usually fits into a lunchtime. Just as schools host extracurricular clubs, music lessons sports fixtures and more, prayer can usually fit into this time too. It is not a big ask and it is not disruptive.
Some schools may have a designated prayer room, which is great. Other schools may allocate a classroom, usually near a space where a teacher is ‘on duty’ anyway; the last time I checked, prayer doesn’t require back flips, cartwheels or balancing on one’s head…the health and safety risks are fairly manageable. Some schools might even say, ‘if you need to pray and you have what you need with you (prayer mat, head covering, beads, holy book etc…), feel free to use a designated safe space. It does not need to be complicated.
Prayer spaces are not the problem
To blame prayer and collective worship for peer pressure and bullying is deflecting from the real problem. If children start praying as a result of seeing others pray, or if they simply observe with questions and curiosity, why is this such a problem? If they find it to be a positive experience, surely that can only be a positive learning experience. If the opposite happens, it’s not necessarily a problem either. Rather, it’s a teachable moment and reveals hostile attitudes any school should be aware of. Knowledge about the prejudices within our communities is the first step to safeguarding young people in education. ‘Cancelling’ or banning prayer spaces is not.
‘Banning’ or ‘cancelling’ (on and offline) doesn’t work. It is a power-based behaviour management tool fuelling a notion that education is based on ‘controlling the masses’. We all learn through conversation, discussion, listening, knowledge, understanding, boundaries and respect, not necessarily in that order. By no means are any of the latter ‘easy’ to achieve, but from working with teenagers I’ve found they’re open to a heated debate, discussion, learning, understanding and compromise.
School is a place of work and I’m not sure why we expect teenagers to just abide by ‘yes and no’ rules with little to no explanation. Plus, if they find a reasonable solution (like praying in a classroom for 10 minutes at lunchtime), what’s the big deal? Secondary school students are a few years away from further education and the workplace, which we all know thrives on innovation, creativity and autonomy. In this case, a blanket prayer ban in a school (their current place of work) completely contradicts the 21st century workplace they will inhabit. It doesn’t make sense.
‘It’s inconvenient: we don’t have time to police prayer spaces’
Like any theory of change, whether that be introducing a mobile phone policy or changes to a uniform policy, navigating any arising teething issues (by students, parents and the community), takes time and flexibility. None of this is impossible if it is built firmly into the school culture, relevant processes and policies. These policies and processes may be safeguarding, anti-bullying, behaviour management and curriculum. All of the above are part of a teacher’s and a school’s day-to-day functions; navigating prayer spaces is no different to introducing a new club or curriculum change. Plus, we somehow managed bubbles and one-way systems post-lockdown…I think schools are pretty well equipped to create a prayer space for all of a matter of minutes in a day!
Prayer is not ‘an add on’
Faith is observed differently, from person to person. It is a way of life, and an ongoing lived experience; for some it is an integral part of their identity and for others it is their identity. Prayer is a major part of several religious practices. Like some people are vegan and vegetarian, prayer is not just a choice and something to switch on and off – it is an intrinsic part of an individual’s life. Some individuals, as far as they possibly can, plan their days, weeks, holidays and more around prayer. Not only is it a religious obligation, it is also a source of wellbeing and peace. In a time where health and wellbeing are paramount in education, denying prayer spaces seems counterintuitive. Enabling some form of space (like we do options on a menu) for individuals to pray is a minimal request and something schools can do with minimal disruption. However, if cracks in the system are revealed and outrage spills online and at the High Court, there are bigger questions and concerns to address.
Schools don’t need to be ‘impossible’ or difficult spaces – and they shouldn’t be made out to be like this either. One high court ruling does not define the state of schooling in the UK. I have too much respect and experience (or maybe good fortune) of working in schools that enable, or at the very least, welcome conversations around inclusion, safety, flexibility and authenticity. None of the latter disrupts mainstream education and a student’s chances of attaining a grade 9. However, many other things do and those are inequitable opportunities, ‘belonging uncertainty’ (Cohen, 2022) and denying the identities of the young people we teach.
Reflecting on Privilege and Pupil Premium
Written by Gemma Hargraves
Gemma Hargraves is a Deputy Headteacher responsible for Safeguarding, Inclusion and Wellbeing.
I recently attended a national Pupil Premium Conference in Birmingham. The first speaker asked for people to raise their hands if they have personally experienced poverty – I have not, so I did not raise my hand. The number of people who did was striking. I was reminded of my experience at Bukky Yusuf’s session at the first Diverse Educators conference when we were asked how many boxes we tick in terms of diversity. I am very aware of my luck, my privilege, and whilst my father would have proudly proclaimed his working class roots he made sure I had a comfortable upbringing never wanted for anything.
Spending the day surrounded by educators who care deeply about supporting students and families eligible for Pupil Premium I was struck by the need to get to know these students at my school better. Since joining the school in September I know some very well, for various reasons, but others I have not met yet. Sean Harris’s keynote was compelling about rewriting the story of disadvantage in schools and communities.
We cannot assume all students in receipt of Pupil Premium funding face the same challenges. When I say “we” I mean myself, as Deputy Headteacher in charge of Pupil Premium strategy, but all teachers and staff in schools. Vital here are Form Tutors who see the students every morning and offer a caring and consistent welcome. Also, Receptionists, canteen staff, all teachers and leaders in schools. “We” here should also mean policy makers – those who decide who qualifies for Pupil Premium, and Service Pupil Premium, and who doesn’t but who also need to be supported (of course this is all students but I am especially thinking of those who are only just above the Pupil Premium qualifying line, disadvantaged sixth formers, of young careers, of others with additional needs). We must all endeavour to know these pupils as individuals and to give them opportunities to shine.
There are practical and logistical challenges of course. Schools Week this week reported that school will have to wait until May to find out their pupil premium funding allocations for 2024-25. The data was supposed to be out in March but had been hit by a ‘problem’ with identifying eligible reception pupils. This clearly makes it more challenging for schools to budget and perhaps recruit but we just not lose sight of the children affected. Similarly, when focusing on outcomes, Progress 8 or some other measure we must remember there are individual students and families behind these numbers.
Of course, our approach must be intersectional. A child is not only “Pupil Premium” they may also be a devout Muslim, disabled, a child of LGBT+ parents or indeed all or none of these but we will only know and be able to celebrate this if we get to know the pupils and families better. We must find funds to support them in ways they need, not what we assume will be generically helpful.
And while literacy is of course important and key to probably every Pupil Premium strategy, and improving educational outcomes can be transformative, we must also focus on cultivating a sense of belonging, confidence and joy. I’ve been doing a lot of work on inclusion, diversity and belonging in schools over the past few years, but this conference gave me a renewed focus on poverty and inequality. In the spirit of pledges from previous WomenEd and DiverseEd events, I am now committing to spend more time reading, thinking, and researching about poverty and inequality in my community but also, of course, getting to know the students and families so they can truly flourish.
Turn Up, Speak Up and Speak Out
Written by Frances Akinde
Frances Akinde is: a SEND Adviser & Inspector; an AT trainer; an Art Advocate; an Anti-racist schools coach and a ND Champion. She is a former advisory teacher (SEND/SLCN) and Secondary Special Headteacher (Autism). She holds certifications including NPQH, MAEd, NASENco.
During the last weekend of May 2023, I attended the TUC Black Workers conference on behalf of the NAHT (National Association of Head Teachers).
The TUC (Trades Union Congress) is a federation of UK trade unions representing around 5.5 million workers from 48 unions across industries, all committed to collective action. One of the main requirements of affiliation is that-
‘An organisation has a clear commitment to promote equality for all and to eliminate all forms of harassment, prejudice and unfair discrimination, both within its own structures and through all its activities, including its own employment practices.
TUC rules and standing orders | TUC, last updated June 22.
The NAHT joined the TUC in October 2014 under Russell Hobby, who was general secretary at the time. The other education unions that are members of the TUC are the NEU, NASUWT and the NSEAD (a specialist trade union for art, craft & design educators, which I am also a member of), the Scottish union EIS and Welsh union, UCAC amongst others. Out of the four biggest teaching unions, only ASCL is not a member of the TUC.
The TUC holds a number of annual conferences that supplement the general work of the congress. The Black Workers Conference, in particular, focuses on issues and concerns affecting Black workers in the UK. In this context, Black is used as a political term to describe all workers of colour. The conference is used as a platform for Black workers and their trade union representatives to discuss and address issues around racial discrimination, inequality and barriers to employment. It is also a good chance to network and share experiences.
As a member of the NAHT Leaders for Race Equality network, I saw attending the conference as a chance to learn from the TUC’s anti-racist efforts and how this is being applied in the NAHT and other education unions.
In October 2022, The TUC released a report, ‘Going forward: An action plan to build an anti-racist trade union movement’. It states that ‘For our unions to thrive, recruiting Black members and addressing racism at work has to be at the core of our work. This will grow our movement, make it diverse and truly representative of the working class of modern-day Britain.’
From Action plan to build an anti-racism trade union movement | TUC
This Black Workers conference was the first since the action plan was launched. Various motions were presented to build on this commitment, including ones from the NEU and NASUWT.
One of NASUWT’s motions focused on tackling Islamophobia and anti-Muslim hate in all forms within our education system. This is part of their ‘Big Conversation on Racial Justice’ campaign, which was launched in 2021.
NASUWT | Big Conversation on Racial Justice
One of NEU’s motions focused on tackling institutional racism for all workers, building on work already presented in their ‘Anti-racism charter: Framework for developing an anti-racist approach,’ which is based on the testimony of over 1000 Black teachers about the impact of racism in their workplaces.
As well as listening and voting on the motions, I also attended a variety of workshops and talks, which were all very inspiring.
Overall, I enjoyed attending the conference. I left feeling empowered and energised by the activism I witnessed and the powerful discussions that took place. Since attending this conference, I have grown even more determined to turn up, speak up and speak out against racism and other inequalities.
However, despite NAHT being a large union of around 49,000 members, more specifically, over 100 members within the Leaders of Race Equality network, I was the lone delegate. In contrast, there was a large representation from both NASUWT and NEU.
The TUC’s ‘Jobs and recovery monitor – BME Workers 2023’ report, published May 2023, highlights that-
‘BME workers face systemic disadvantage and discrimination in the labour market, whether it be lower employment rates and higher unemployment rates, lower pay, more insecure work, or occupational segregation.’
Jobs and recovery monitor – BME Workers 2023 | TUC
Black leaders in education are not exempt from this, and sadly, many of us have been the victims of both racism and performative allyship. Therefore, it was disappointing not to have more members from NAHT there.
With over 800,000 members represented across our education unions, our unions have the power to use their combined voices to successfully campaign for critical issues such as fairer pay and Ofsted reforms. Education’s next priority needs to be committing to actively working together to eradicate systemic racism in education. Part of that is ensuring that Black leaders in education are actively part of national conversations around tackling inequalities, as our voices are crucial.
Addressing the Legacy of Section 28 & Supporting Diverse Families
Written by Troy Jenkinson
Equality, Diversity & Inclusion Specialist, children’s author, public speaker and former Primary Headteacher and Executive Headteacher. https://troyjenkinson.com/
Today, more than ever, we should strive for equality in our schools. Seeing how LGBTQ+ culture has been embraced in colourful Pride events and the peppering of queer characters in the media, you could be forgiven for thinking we had turned a corner in equality. We have come a long way, triumphing over the Section 28 policy (the 1988 amendment to the UK Educational Bill silencing queer teachers) and the partial decriminalisation of homosexuality. We have fought hard for rights to marry, adopt and live our lives showing our “True Colors” to quote Cyndi Lauper.
Digging deeper, you realise how far we still need to go. The ILGA (2020) reports 70 countries still criminalise homosexuality; 6 punishable by death, 57 with lengthy prison sentences. Only 68 countries offer broad protection for their LGBTQ+ population. High profile media events point to continued educational need. Florida’s “Don’t Say Gay” Bill (March 2022) mirror’s Thatcher’s vindictive 1988 Section 28. We have not learned. Cripplingly unfair acts such as harsh laws to imprison LGBTQ+ people for life in Uganda reported by the BBC in March 2023 marginalise our community.
The UK once topped the ILGA table of European countries for LGBTQ rights (2015), but slumped 14 places by 2022, accredited to governmental failures and its abandonment of its promise on gender recognition and equality plans. The statistics speak for themselves. Galop (2021) reported “LGBT+ hate crime is disproportionately on the rise in the UK.” Two thirds of LGBTQ+ people experienced homophobic violence or abuse. This likelihood only increases for ethnic minority and trans people.
The question we have to ask ourselves is; why?
Bullying is borne from ignorance. Section 28 has long-lasting effects on our educational establishments. Stonewall reports LGBTQ+ students are twice as likely to have been bullied than their non-queer compatriots (42% compared to 21%). Teachers echo this; 85% of secondary and 45% of primary staff acknowledge homophobic bullying in their schools.
With less than half of LGBTQ+ students (48%) experiencing positive messaging to support them, it is high time we as educationalists did something about it. The government introduced Relationships and Sex Education Guidance (2019) but left it open to interpretation stating:
“Schools should ensure that all of their teaching is sensitive and age appropriate in approach and content. At the point at which schools consider it appropriate to teach their pupils about LGBT, they should ensure that this content is fully integrated into their programmes of study for this area of the curriculum rather than delivered as a standalone unit or lesson. Schools are free to determine how they do this, and we expect all pupils to have been taught LGBT content at a timely point as part of this area of the curriculum.” (DfE, 2019)
Robert Long (2023), concludes schools are still not required to “promote” same-sex marriage:
“Governors, teachers and non-teaching staff in schools, parents and pupils, are free to hold their own religious or philosophical beliefs about marriage of same sex couples.” (Long, 2023)
Schools need help to sensitively support all pupils and tackle the endemic victimisation. They need to address inequality and inclusion in their curriculum and how they support diverse families. There is little guidance for parents themselves.
From my own experience of coming out, my parents found it traumatic; relating it to grieving as they tackled a myriad of questions, hyped by media negativity:
- Would I grow up happy and fulfilled?
- Would I be bullied?
- Would I die of a terrible disease?
- Would they have grandchildren?
Though this was in the 2000s, it is still a very real issue for some individuals today.
Recently, I worked with international colleges supporting staff and students from countries with poor human rights for LGBTQ+ citizens. I became fascinated by the term “Straight Privilege.” Those not identifying as LGBTQ+ do not have to come out, or seek out role models in the public eye. It is an interesting concept to explore.
As a headteacher, influenced by Andrew Moffatt, I introduced weekly “No Outsiders Assemblies.” Using news images, I positively identified people who stood up for their rights or succeeded despite potential marginalisation. This ranged from Malorie Blackman’s interpretation of historical figure, Rosa Parks for Doctor Who and Jacinda Ardern’s maternity arrangements as New Zealand’s Prime Minister, to discussing the controversies of a gay kiss at the 2018 Winter Olympics.
Working with a family whose children experienced bullying for having same sex parents, inspired me to publish my first children’s book “The Best Mummy Snails in the Whole Wide World.” Since, I have delivered countless assemblies, workshops and key notes speeches aimed at fighting the corner and being the role-model, I never had in school.
My Allyship Journey - Part 2
Written by Ben Hobbis
Teacher, Middle Leader and DSL. Founder of EdConnect and StepUpEd Networks.
ally (noun): a person or organisation that actively supports the rights of a minority or marginalised group without being a member of it.
allyship (noun): active support for the rights of a minority or marginalised group without being a member of it.
I’ve been an ally for all my adult life. However, it was only a few years ago I recognised this. Initially I realised I was an ally for women, or a #HeForShe.
The reason for recognising I was an ally for women (or sex equality/equity), was my previous experience. Working as a retail and Human Resources professional, I had been an ally for women. I’d worked with women who had been through pregnancies and were returning to work, women who had gone through a miscarriage, women who were working flexibly. I also worked within female heavy environments often with men who did not understand, empathise or appreciate what was happening around them. Hearing sexist comments and people laughing/ not challenging. I realised I didn’t like it. I realised it was wrong.
Upon joining education, I thought on entering a female heavy profession, surely there’s no gender inequalities here. Oh how wrong I was. I followed #WomenEd, I’d first known about them because one of the co-founders, Keziah Featherstone was one of my teachers. I then read more and more, I read blogs, I bought and read their blog, I attended virtual events and I even spoke at an event as a #HeForShe.
I then followed many of the other grassroots networks: BAMEed, LGBTed, DisabilityEd, Mindful Equity, Diverse Educators and many more. I continued to read, to educate myself, to try and understand the problem, whilst I knew I wasn’t living it myself. After reading, hearing people talk at online events, hearing their stories, often including stories of mistreatment, discrimination and inequity.
I then realised I was not just an ally for gender, but all protected characteristics, I was an inclusive ally.
I’ve learnt more and more about myself and my allyship journey, learning how I can become a better ally. This will be a lifelong journey for me.
Julie Kratz @NextPivotPoint refers to the term ally as an umbrella term. They state there are five key roles to being an ally: the mentor, the sponsor, the advocate, the coach, the challenger. I know I’m an advocate, but am I the mentor, sponsor, coach and challenger? I’m probably not as strong there, so that’s my challenge now, to continue to reflect on and develop my role as an ally in society. Therefore, I’m sharing my allyship goals:
- Challenge the usage of language.
- Coach and Mentor others to become allies.
- Advocate for equity by amplifying DEI through social media, my networks, and my day job.
- Sponsor and nurture diverse talent inside and outside of work.
To achieve this, I know I need to engage more with fellow allies and the networks I engage with, as well as those I am an ally to. Therefore, another goal is to attend an in-person event (or more than one) for a network I am an ally to. This will enable me to further develop and amplify as an ally.
As the world continues to evolve, so does my allyship.