Mirrors and Windows: Rethinking the Curriculum for Inclusive Classrooms

Amy Wilby portrait

Written by Amy Wilby

I am an experienced senior educational leader, currently serving as an Assistant Headteacher with responsibility for Curriculum, as well as a Trust-wide DEIB Champion, edublogger, and proud mum to a 21-year-old son. Since qualifying as a teacher in 2009, I have built a career rooted in both academic excellence and strong pastoral care. I bring extensive experience across middle and senior leadership, including roles as a Specialist Leader of Education (SLE) and Associate Assistant Headteacher. I hold an NPQSL and a master’s degree in educational leadership, and I am deeply committed to evidence-informed practice, drawing on educational research to enhance teaching, learning, and curriculum design.

Walk into most classrooms and you’ll see a curriculum that has been carefully planned, structured, and sequenced. In most schools, this planning is grounded in research, designed to support the acquisition and retention of knowledge.

But there’s a deeper question we don’t ask often enough:

Who gets to see themselves in it, and who doesn’t?

This is where the concept of mirrors and windows becomes essential to inclusive education.

The idea is simple, but powerful:

  • Mirrors: Students see their own identities, experiences, and cultures reflected
  • Windows: Students gain insight into lives and perspectives different from their own

A truly inclusive curriculum does both, consistently, not occasionally.

Because when students only experience windows, they may feel invisible.
And when they only experience mirrors, they miss the opportunity to understand others.

What do we mean by ‘mirrors and windows’?

If we want genuinely engaging and inclusive classrooms, we need both.

The problem: Representation is often surface, level

Many schools are already working to diversify their curriculum, but often in ways that don’t go far enough, or lack careful consideration of how content is framed.

You might see:

  • A one-off lesson or assembly, such as during Black History Month
  • Efforts to diversify reading materials in the library
  • Occasional references to global perspectives, often framed as ‘meanwhile, elsewhere…’ and confined to specific subjects

These are well-intentioned, but they risk becoming add-ons rather than meaningful integration.

And students notice the difference.

Why this matters for belonging

Students can tell when inclusion is occasional, symbolic, or performative, and this can have the opposite effect to what is intended.

Instead of feeling seen, they can feel outside the main narrative.

Curriculum is not just about knowledge, it’s about belonging.

When students consistently see themselves reflected through the Mirrors of the curriculum:

  • Their sense of legitimacy increases
  • Engagement improves (with positive effects on attendance and behaviour)
  • Confidence grows
  • Equity becomes something that is lived, not just discussed

At the same time, windows help to build:

  • Empathy
  • Cultural understanding
  • A broader view of the world

This isn’t an ‘extra’ it’s foundational.

What this looks like in practice

Creating an inclusive curriculum doesn’t require starting from scratch. It’s about intentional, thoughtful adjustments over time.

To begin you could consider the following:

  1. Audit what’s already there

Start by asking:

  • Whose stories are centred?
  • Whose voices are missing?
  • Are certain groups only represented through struggle?

This process is often revealing.

Too often, diverse histories are framed primarily through oppression. A more balanced approach:

  • Includes innovation, leadership, and cultural contributions
  • Presents individuals as active agents, not just recipients of injustice

This doesn’t ignore difficult histories, it places them within a fuller, more accurate context.

  1. Move beyond ‘add and stir’

Inclusion isn’t about inserting isolated examples, it’s about integration.

For example:

  • Literature: diversify authors across the year, not just within one unit, include local, national and international texts
  • History: embed multiple perspectives within the same topic, rather than adding them at the end
  • Science: highlight contributions from a wider range of scientists and challenge assumptions about who belongs in the field
  1. Avoid single stories

Be careful not to reduce groups to one narrative.

  • Don’t present marginalised groups only through struggle
  • Include stories of success, leadership, creativity, and everyday life

Students need multidimensional representations.

They should encounter people as fully human, complex, nuanced, and varied.
This leads to richer learning and a more honest curriculum.

  1. Make it subject, specific

Inclusion is not just a humanities issue, it is a whole, curriculum responsibility.

  • Maths: use real, world problems that reflect diverse contexts
  • English: select texts that provide both mirrors and windows
  • Geography: avoid deficit narratives and explore cultural diversity with depth
  • Science: challenge narrow perceptions of who can be a scientist.

Every subject has a role to play.

  1. Involve student voice

Ask students directly:

  • Do you see yourself in what we learn?
  • What would you like to see more of?

Their responses often highlight gaps that adults may overlook—and involving them builds both agency and belonging.

Common pitfalls to avoid

Even with strong intentions, there are common missteps:

  • Tokenism: adding one example and considering the work done
  • Over, correction: forcing representation in ways that feel inauthentic
  • Stereotyping: simplifying identities rather than showing complexity
  • Inconsistency: inclusion appearing in isolated moments rather than as a sustained approach

Inclusion works when it is planned, consistent, and authentic.

What you can do tomorrow

If you’re not sure where to start, begin small:

  • Gather feedback from a class or year group (through a form or discussion) – The Global Equality collective has a fantastic platform for gathering student and staff voice and producing kaleidoscopic data to help to understand where any gaps exist.
  • Review an upcoming scheme of work and ask: Where are the mirrors and windows?
  • Identify one meaningful change that improves representation

You don’t need to do everything at once, but you do need to start intentionally.

Final thought

An inclusive curriculum isn’t about ticking boxes or meeting requirements.

It’s about answering a simple but powerful question:

‘Does every student feel seen here, and are they being helped to see others?’

When the answer becomes consistently  ‘yes,’
you’re not just delivering content, you’re building belonging.

Further Reading

Bhorkar, S., Campbell, R. and Claro, J. (2025) ‘Beyond the tick-box: diversity in the curriculum’, Impact: Journal of the Chartered College of Teaching. Available at: https://my.chartered.college/impact_article/beyond-the-tick-box-diversity-in-the-curriculum/

Bishop, R. S. (1990) ‘Mirrors, windows, and sliding glass doors’, Perspectives: Choosing and Using Books for the Classroom, 6(3). Available at: https://scenicregional.org/wp-content/uploads/2017/08/Mirrors-Windows-and-Sliding-Glass-Doors.pdf

Geographical Association (n.d.) Cultural diversity in geography education. Available at: https://geography.org.uk/ite/initial-teacher-education/geography-support-for-trainees-and-ects/learning-to-teach-secondary-geography/geography-subject-teaching-and-curriculum/teaching-thematic-geography/cultural-diversity-in-geography-education/ 

Kara, B. (2020) A little guide for teachers: diversity in schools. London: Sage Publications Ltd.

The Global Equality Collective Global Equality Collective KnowHow. Available at: GEC KnowHow

Pearson (2023) Pearson School Report: Diversity and Inclusion. Available at: https://web.archive.org/web/20231204193347/https://www.pearson.com/en-gb/schools/insights-and-events/topics/diversity-inclusion/schools-report.html

Teach First (2020) STEMinism: How to encourage more girls to study STEM subjects. Available at: https://www.teachfirst.org.uk/sites/default/files/2020-02/teach_first_steminism_report.pdf


Does your belonging culture include every Generation?

Alex Atherton portrait

Written by Alex Atherton

Alex Atherton is an award-winning speaker, trainer and consultant who focuses on Gen Z recruitment & retention and leading multigenerational workplaces. He is the author of The Snowflake Myth: Explaining Gen Z in the Workplace and Beyond. He is also a former secondary school headteacher.

Age ranges are growing across UK workplaces.

This is largely because the proportion of workers aged 65 and over has more than doubled in the last two decades.

A four generation workplace with an age range of fifty, if not sixty, years has become increasingly common. At the younger end Generation Z now account for over a quarter of the workforce, with that figure set to exceed a third globally by 2030.

At no point in modern history have so many different generational experiences been present in the same building, on the same Teams call, or trying to agree on what a productive working culture looks like.

Concept of generations

The concept of generations is useful in terms of analysing outlooks and attitudes over time. Fifteen to twenty years is long enough for there to have been enough economic, social, political and technological change for that exercise to be worthwhile.

But we are all the same species, and there is no guillotine between them. Whilst the concept is useful it is also limited, and generational stereotypes serve no one. Differences within generations are far bigger than those between, and I strongly recommend you treat everyone as individuals first with no generational label.

Analysing the impact of change over time can offer clues when understanding your workforce, and therefore what needs to be done to ensure everyone feels they belong.

I want to differentiate between ‘age’ and ‘generations’. The former is, of course, a protected characteristic. The latter is cohort-based. Opinions and outlooks may change for individuals over time, but there is something about those created in the formative years which stick with people in different ways and to various extents.

It would be an interesting tribunal case that sought to separate the two fully. My argument is organisations who consider the full range of their age diversity to be a considerable asset are in a better position to thrive, and considering generational perspective is part of that exercise.

This is the set of names and dates that I use. You may find others elsewhere, which is fine as it reinforces the idea that these are not hard and fast:

  • Silent Generation (1925-1945: 81-100 years old)
  • Baby Boomers (1946-1964: 62-80 years old)
  • Generation X (1965-1980: 46-61 years old)
  • Millennials (1981-1996: 30-45 years old)
  • Generation Z (1997-2012: 14-29 years old)
  • Generation Alpha (2013-2028: max 13 years old)

The snowflake problem

I came into this topic area as a reaction to the youngest generation currently in the workplace, Gen Z, being labelled as ‘snowflakes’.

In my book The Snowflake Myth, I argue that the stereotypes routinely applied to Gen Z  (lazy, unreliable, apathetic etc) tell us more about a failure to understand them than about who they actually are. 

Gen Z’s academic record is off the scale compared to all who came before them. They are more likely than any previous generation to work nights and weekends for higher pay. They are the most diverse generation we have ever seen, and the most vocal advocates for equity, diversity, inclusion and belonging in the workplace.

Calling them snowflakes is not a neutral observation. It is an exclusion.

But you know this, otherwise you would not be on this website. So what to do?

Belonging Is not age-selective

Let me tell you something else you already know. When belonging is present, engagement rises, wellbeing is protected and performance improves. When it is absent, the damage is real.

Does your belonging culture extend to the oldest and youngest people in your organisation?

Gen Z in the workplace will tell you, should you ask them, that they are watching. They notice whether the DEIB commitments on your website show up in how decisions are made and who gets a seat at which table. They notice whether authenticity is genuinely embedded in your culture, or whether the sign behind reception is performative. They notice whether any effort has been made to understand their experience, or whether they are simply expected to adapt.

The Boomers (and Silents too) will also give you their feedback as to whether they belong or now feel marginalised, but you may need to work a little harder to capture their voice. It is too tempting to consider that your belonging culture is in the right place because a clear majority say they belong. It needs to work at both ends of your age range.

What multi-generational belonging looks like

The good news is that this is less complicated than it sounds. It requires curiosity more than strategy.

It means seeking genuine feedback from colleagues, and on an ongoing basis rather than just at onboarding. 

It means recognising that a generation which grew up collaborating online, co-creating content and working simultaneously on shared documents brings real and underutilised strengths to any team. 

It means deliberately noticing what is happening at the edges, and across every group. That includes noticing that the older colleagues who had their eyes wide open as the new recruits refused to stay late or take work home started wanting the same themselves. What used to be ‘Gen Z demands’ has now extended elsewhere.

It means understanding that cross-generational collaboration is not a nice idea for an away day. It is about driving better decisions and developing ownership amongst your workforce that creates the belonging culture you need.

Most importantly, it means accepting that belonging is not something organisations  can get away with extending only to the groups they find easiest to champion.

To what extent does your belonging culture cover the full breadth of your age range? 

www.alexatherton.com


Teaching Teens About the U.S. – Iran Conflict: Building Context and Curiosity in the Classroom

Zahara Chowdhury portrait

Written by Zahara Chowdhury

Zahara leads on equality, diversity and inclusive education in higher education. She has over a decade of experience in middle and senior positions in secondary education. Zahara is author of Creating Belonging in the Classroom: a Practical Guide to Having Brave and Difficult Conversations. She is founder of the School Should Be blog and podcast, a platform that amplifies diverse and current topics that impact secondary school classrooms, students and teachers.

Secondary students today are growing up in a world where global politics shape their lives more than ever before. The ongoing tensions between America and Iran can feel far removed from British classrooms, yet understanding them helps young people make sense of international relations, energy security, and differing systems of governance.

While the conflict between America and Iran is fundamentally connected to wider Gulf States, their politics and history, it is also distinct. The Iran–U.S. relationship centres on power, ideology, and regional influence, shaped by Iran’s changing political regime since the 1979 revolution and America’s strategic interests in energy, trade, and security.

And yes, teachers are already under immense pressure. Here is another topic that society expects teachers and schools to ‘take care of’. It’s a tough and exhausting gig. But also one that our students want and need us to explore with them. 

Topics like this require both time and sensitivity to unpack. This blog and lesson outline are designed to offer a way in, curiosity first, expertise second.

Lesson outline: Exploring the Iran–U.S. Relationship

Lesson Objective

To help students understand how different forms of governance, lived experiences, and global relationships shape international conflict and cooperation.

Before the Lesson – Independent Exploration

Some of these curiosity questions can be set as homework, pre-reading and post-research, giving students time to explore, think and come prepared with ideas. Teachers can take the same approach — set aside a couple of hours for a “deep dive” using trusted sources such as:

Be aware that students will likely use social media platforms such as TikTok, Instagram, or YouTube for information. It’s worth pre-empting this and giving advice on how to stay safe and critical online:

  • Be mindful and present when watching; if anything graphic or distressing appears, mute or report the content immediately.
  • Remember the task is academic — the goal is to understand, not consume upsetting material.
  • If students find good, informative videos, encourage them to fact-check using class knowledge about research skills, misinformation and disinformation.

Important!

If you’ve got to this point in this article and realise your students may not yet have a strong grasp of misinformation and disinformation, this is a perfect moment to connect with colleagues through a systems-thinking approach. Work across subject areas — such as PSHE, tutor time, History, Politics, and English — to design a mini integrated curriculum plan. This helps all students develop the confidence to evaluate complex global issues critically and respectfully.

In line with systems thinking, you can also communicate proactively with parents or carers, explaining how the school intends to approach this subject in a politically impartial, research-informed, and curriculum-aligned way. Reassure families that lessons are guided by teacher professionalism and inclusive pedagogy and practice, and that the goal is always to make school a safe space for information, understanding, empathy, and compassion.

Now…back to the plan: 

Starter Discussion – “Understanding Perspectives”

Drawing on pre-reading or factual handouts you’ve distributed, design group, pair or a class wide discussion with the following questions: 

  • How is Iran governed? How is America governed?
  • What might life look like for a teenager growing up in Tehran compared to London or New York?
  • How does my lived experience in a Western democracy shape how I understand Iran or America?
  • How can I “decentre” my perspective to appreciate experiences beyond my own?

Main Exploration – “Why the Tensions?”

You could set the following as group based research questions, ask students to prepare mini presentations or use an impactful teaching and learning approach that suits the students sitting in front of you: 

  • Why does America care about Iran? Why does Iran care about America?
  • What is Israel’s role in this picture? Why is there animosity between Israel and Iran?
  • What are their main trade or economic interests (oil, security partnerships, military influence)?
  • What are the key political and sociological issues at play — religion, nationalism, sanctions, regional security?
  • How does this conflict affect my life now or in the future (energy costs, migration, security, global cooperation)?

More Activity Ideas:

  • Use a map from Prisoners of Geography to explore how geography shapes power and alliances.
  • Role-play a UN negotiation between the U.S., Iran, Israel, and neutral nations (if your school has a debate club or a Model the United Nations team and club, draw on this expertise). 

Reflection or homework task: write a reflective paragraph on how your perspective changed during the lesson. Give students a phrase bank with compassionate, thoughtful and evaluative language and literacy (knock on the door of your English and History, Philosophy, RE teacher friends…they’ve probably got a document full of these, ready to go).

Teen-Friendly Facts: Understanding the Context 

Put the below into a reference crib sheet for students to have to hand during the lesson. Ask them to construct questions based on these facts. If you don’t know the answers, that’s fine! It’s another research project sorted. 

  • In 1979, Iran’s monarchy was overthrown, and the Islamic Republic was established under religious leadership.
  • The U.S. and Iran were once allies, but relations fractured after the revolution and the embassy hostage crisis.
  • America worries about Iran’s nuclear programme and regional influence; Iran sees the U.S. as a threat to its sovereignty.
  • Iran and Israel have longstanding animosity rooted in ideological and regional rivalries.
  • Energy and oil play a central role in both countries’ interests in the region.
  • Economic sanctions have shaped everyday life in Iran, affecting trade, inflation, and access to technology.
  • Conflicts in neighbouring countries often draw in both Iranian and American involvement.
  • Global politics already impact young people — from energy costs to international study opportunities.

The book, Prisoners of Geography by Tim Marshall, is absolutely brilliant and when I read it over 5 years ago, it majorly informed my approach to critical thinking and teaching historical context in my subject area – Marshall now has a series and a Prisoners of Geography version for primary school children – I highly recommend it. 

And lastly, my book,  Creating Belonging in the Classroom by Zahara Chowdhury to support you to navigate difficult conversations and subject matter in the classroom.

By approaching difficult world events with openness, curiosity, clear boundaries and compassion, teachers empower students to manage complexity, not avoid it. Schools can and should be safe spaces for curiosity, evidence-based discussion, and the building of informed, empathetic young citizens. And, we are all more than equipped and able to do it – we just need to trust ourselves – and schools need to trust their staff too. 


Understanding the Experiences of Black Teachers in London: Why Mattering Matters

Tara Elie portrait

Written by Tara Elie

Tara Elie teacher, psychologist, lecturer and coach. Tara has diverse experience in education and Learning and Development spanning over decades. She is renowned for her engaging training delivery, both face-to-face and virtually. Her performance background, alongside her passion for supporting individuals and organisations to flourish and thrive, characterise her delivery style. Tara has completed research on Black Teacher Mattering which she is delivering in keynotes. She is passionate about teacher wellbeing and uses the theories of Positive Psychology to inform her work with all clients with a proven record of success. Tara stands for social justice and social change. She appreciates and celebrates the individual, their differing backgrounds, cultures, experiences, perceptions, and values.

Introduction

Understanding the experiences of Black teachers is essential if we are serious about improving well-being, retention, and professional fulfilment in education. Conversations about diversity in schools often focus on pupils, yet far less attention has been given to the psychological experiences of teachers themselves. One concept that offers a powerful lens for exploring this is mattering – the sense that we are valued and that what we contribute has value.

Psychologist Morris Rosenberg (1985) described mattering as an individual’s belief that they are important to others and able to make a meaningful contribution. When applied to the experiences of Black teachers in London, this idea moves the conversation beyond statistics and into the lived realities of belonging, recognition, and professional identity. Understanding whether teachers feel that they matter – to colleagues, to leaders, and to the wider system – may help explain why some remain in the profession while others leave.

Why Representation Still Matters

The relative scarcity of Black teachers makes this question particularly important. Representation in education is not only about fairness in employment; it also has wider implications for students, schools, and communities. The Black Teachers in London report, commissioned by London Mayor Ken Livingstone, highlighted a clear relationship between the success of Black teachers and positive outcomes for Black pupils. In some London boroughs, nearly half of pupils were Black, yet only a small proportion of teachers shared that heritage. Increasing diversity across all levels of education – from classroom teachers to leadership and governance – was identified as essential for improving representation, aspiration, and achievement.

However, addressing the shortage of Black teachers requires more than recruitment initiatives. It requires a deeper understanding of how teachers experience their professional lives, how valued they feel, and whether they believe their presence makes a difference. Without this understanding, efforts to improve diversity risk focusing only on entry into the profession rather than on belonging within it.

A Gap in UK Research

Much of the existing research on mattering in education has focused on students, particular subject areas, or the education system in the United States. In the United Kingdom, despite ongoing concerns about a lack of diversity in the teaching workforce, relatively little research has explored the experiences of Black teachers themselves.

This gap is especially significant in London, where teacher shortages have historically been higher than in other parts of the UK and where the student population is among the most diverse in the country. Exploring the lived experiences of Black teachers in London can help build a clearer picture of what supports – or undermines – their sense of belonging, confidence, and professional fulfilment. Understanding these experiences is essential if diversity efforts are to be meaningful rather than symbolic.

A Positive Psychology Perspective

This research approaches the topic from a Positive Psychology perspective, the scientific study of individual, group, and community flourishing (Hefferon & Boniwell, 2011). Rather than focusing only on problems, Positive Psychology asks what enables people to thrive. Applying this perspective to teaching allows us to consider how feeling valued influences motivation, self-esteem, and commitment to the profession.

When teachers experience a strong sense of mattering, they are more likely to feel engaged, resilient, and able to sustain their work over time. For Black teachers, the experience of mattering may be shaped by factors such as representation, recognition, relationships with colleagues, opportunities for progression, and the extent to which their perspectives are heard. These factors are closely linked to recruitment and retention, but also to well-being and professional identity.

Beyond Recruitment: The Importance of Belonging

Teacher shortages are often explained through workload, accountability pressures, and working conditions. While these are important, psychological factors such as belonging and value may be just as significant. Exploring mattering offers a way to understand inclusion at a deeper level. Policies can increase diversity, but they cannot by themselves create environments in which teachers feel respected, listened to, and able to contribute fully.

Listening to the lived experiences of Black teachers in London can help develop a more nuanced understanding of what supports their flourishing and what undermines it. This understanding is essential if schools are to move beyond representation alone and towards genuine inclusion.

Why This Matters for the Future of Education

Improving diversity in education is not simply about numbers. It is about creating professional cultures where teachers feel that they matter – where their presence is recognised, their work is valued, and their contribution is meaningful. When teachers experience this, the benefits extend beyond the individual to pupils, colleagues, and the wider school community.

Understanding mattering is therefore not only a psychological question, but an educational one. If we want a teaching profession that is diverse, sustainable, and capable of supporting all young people, we must pay attention to whether those within it feel that they truly belong.


What do school governors need to know about DEIB?

Hannah Wilson portrait

Written by Hannah Wilson

Founder and Director of the Belonging Effect (formerly Diverse Educators).

School governors play a strategic, not operational, role in DEIB (Diversity, Equity, Inclusion and Belonging). What they need to know can be grouped into purpose, legal duties, oversight, and culture.

  1. What DEIB means in a school context

Governors should understand that:

  • Diversity: The range of identities and experiences in the school community (e.g. race, ethnicity, gender, SEND, religion, socioeconomic background).
  • Equity: Fairness, not sameness – recognising that different pupils and staff may need different support to succeed.
  • Inclusion: Creating systems and practices where everyone can participate and thrive.
  • Belonging: Pupils, staff and families feel respected and safe in the school.

DEIB is not an add-on – it affects outcomes, wellbeing, safeguarding, staff retention, and reputation.

  1. Legal and statutory responsibilities (UK-focused)

Governors must ensure the school complies with:

  • Equality Act 2010: Protects nine characteristics (e.g. race, disability, sex, religion). Requires schools to eliminate discrimination, advance equality, and foster good relations.
  • Public Sector Equality Duty (PSED): Schools must show due regard to equality in decisions and policies.
  • Safeguarding duties: Discrimination, bullying, and exclusion can be safeguarding risks.
  • Ofsted expectations: Inspectors look at inclusion, behaviour, curriculum breadth, and how well vulnerable groups are supported.

Governors do not deliver DEIB – but they are accountable for whether it is happening effectively.

  1. Strategic questions governors should ask

Governors should be able to challenge leaders with evidence-based questions such as:

Pupils:

  • Are there attainment, behaviour, attendance, or exclusion gaps between groups?
  • How does the school support pupils with SEND, EAL, or from disadvantaged backgrounds?
  • Do pupils report feeling safe and that they belong?

Staff:

  • Is recruitment and promotion fair and transparent?
  • Are there disparities in staff retention, progression, or disciplinary action?
  • Is staff training in equality and inclusion effective and ongoing?

Curriculum & culture:

  • Does the curriculum reflect diverse voices and experiences?
  • Are incidents of bullying, racism, sexism or homophobia recorded and acted upon?
  • How does the school engage families from different backgrounds?
  1. Policy oversight (not micromanagement)

Governors should ensure the school has clear, up-to-date policies and that they are working in practice, including:

  • Equality and accessibility plans
  • Behaviour and anti-bullying policies
  • SEND policy and provision
  • Admissions and exclusions
  • Complaints procedures

They should look for impact, not just paperwork.

  1. Data literacy and proportionality

Governors need confidence to:

  • Interpret equality and pupil outcome data without jumping to conclusions
  • Understand that unequal outcomes don’t always mean discrimination – but always warrant investigation
  • Balance DEIB work with the school’s context, avoiding tokenism or box-ticking

Good governance focuses on patterns and trends, not isolated incidents.

  1. Tone, language, and leadership

Governors set the tone. They should:

  • Use respectful, inclusive language
  • Avoid politicising DEIB or treating it as “optional”
  • Model curiosity rather than defensiveness
  • Support leaders when DEIB work attracts challenge or misunderstanding

Silence or avoidance can be interpreted as indifference.

  1. What governors should not do
  • Do not manage individual cases unless part of a formal panel
  • Do not impose personal ideology
  • Do not expect quick fixes – culture change takes time
  • Do not delegate all DEIB responsibility to one staff member
  1. Continuous learning

Effective governors:

  • Undertake regular training on equality and inclusion
  • Stay aware of local community needs
  • Reflect on their own board’s diversity and skills mix

In short:

School governors need to understand DEIB well enough to ask the right questions, meet legal duties, hold leaders to account, and ensure every pupil and staff member has a fair chance to succeed and belong.


Shaping Intention into Impact: How Belonging Creates a Lasting Effect

Hannah Wilson portrait

Written by Hannah Wilson

Founder and Director of the Belonging Effect (formerly Diverse Educators).

We often underestimate the power of small actions. A word spoken. A behaviour modelled. A decision made with – or without – care. Yet time and again, research and lived experience show us that impact rarely begins with something loud or grand. It begins with intention.

To understand how intention becomes impact, it helps to explore three interconnected ideas: the Ripple Effect, the Butterfly Effect, and what we call the Belonging Effect.

The Ripple Effect: Intentional Actions That Travel

The ripple effect describes how a single action creates a chain reaction of consequences, spreading outward like ripples from a stone dropped into water. A kind gesture can inspire another. A thoughtful idea can spark collective change. Equally, negative behaviours can ripple just as far, reinforcing harmful patterns if left unchecked.

This phenomenon appears across economics, sociology, leadership, and personal development because it reflects a simple truth: our actions do not exist in isolation. Every choice – especially those made by leaders, educators, and organisations – sets something in motion.

Ripples are visible. They move outward in predictable ways. We can often trace them back to their source.

The Butterfly Effect: Small Moments, Unpredictable Outcomes

The butterfly effect takes this idea even further.

Originating in chaos theory and popularised by meteorologist Edward Lorenz, it suggests that a small change in initial conditions can result in large, unpredictable outcomes later. Metaphorically, a butterfly flapping its wings in one part of the world could influence a storm system elsewhere.

Here, the emphasis is not just on reach – but on sensitivity. Tiny moments matter more than we think. A brief interaction. A missed acknowledgement. A single experience of inclusion – or exclusion – can alter a person’s trajectory in ways we may never fully see.

Unlike ripples, these effects are often invisible. But they are no less real.

The Belonging Effect: Where Intention Becomes Human Impact

This is where the Belonging Effect comes in.

The belonging effect describes the profound influence that a sense of belonging has on human wellbeing, motivation, and performance. When people feel they belong, they are more engaged, resilient, creative, and committed. When belonging is absent, the outcomes are equally powerful – anxiety, disengagement, poor performance, and diminished wellbeing.

Decades of research across schools, workplaces, and communities show that belonging is not a “nice to have.” It is a fundamental human need. In educational settings, a strong sense of belonging is linked to higher achievement and retention. In workplaces, it drives engagement, collaboration, and psychological safety. Across all contexts, it supports better mental and physical health.

Belonging does not happen by accident. It emerges when people feel seen, valued, safe, and connected through meaningful relationships.

Shaping Intention Into Impact

The Ripple Effect reminds us that our actions spread.
The Butterfly Effect reminds us that small moments can change everything.
The Belonging Effect reminds us who those moments land on.

When intention is grounded in belonging, impact becomes sustainable.

A leader who intentionally creates space for voices to be heard doesn’t just improve a meeting – they shape culture. An educator who signals “you matter here” does not just support a student – they alter a future. An organisation that prioritises belonging doesn’t just retain people – it unlocks potential.

This is the heart of the Belonging Effect:  intentional actions that create human impact, often far beyond what we can measure. Because when people belong, the ripples are positive, and the butterfly effects change lives.


Belonging Matters

Laura McPhee portrait

Written by Laura McPhee

Laura McPhee is Director of Education at University Schools Trust. Prior to this, Laura was an experienced headteacher. She has a proven track record of leading transformational change management and successful school improvement journeys across London. Laura is a facilitator for the National Professional Qualification facilitator for Headship (NPQH) and a School Improvement consultant. She holds a number of trustee positions and enjoys guest lecturing for ITT courses. She is the author of 'Empowering Teachers, Improving Schools: Belonging, Psychological Safety & School Improvement' and a co-author of 'Tackling Poverty and Disadvantage in Schools.'

As part of this series I’ll be catching up with professionals who share a keen interest in all things related to belonging, inclusion and psychological safety…

This week I’m joined by Sarah Wordlaw, Headteacher and author of ‘Time to Shake Up the Primary Curriculum’ and ‘M is for Misogyny: Tackling Discrimination against Women and Girls in Primary School.’

Sarah Wordlaw, Headteacher & author of ‘Time to Shake Up the Primary Curriculum’ & ‘M is for Misogyny.’

’Q) Can you describe a time when you felt like you belonged?

A) The first time I felt like I genuinely belonged in a professional space was probably when I attended London South Teaching School hub’s Diverse Leaders event. Prior to this I don’t think I fully acknowledged or even realised that I hadn’t felt that sense of connection; until I was invited to a space where all of a sudden, I wasn’t the minority.

As for life beyond school, that would have to be the first time I attended a Pride event. I distinctly remember thinking, these are my people! Again, there was that sense of connection. It was as if someone was holding a mirror up. We had a shared experience, a shared story.

When you start to consider intersectionality and all of the complexities that brings, it gets really interesting. I have mixed heritage, so I suppose I’ve always felt as though I straddle two worlds, without necessarily feeling like I belong to either. I’ve needed to move between spaces seamlessly and code switch.

Of course, our lived experience informs how we engage and interact. We have all have layers to our identity and experiences that inform our choices.

Q) What strategies have you found helpful for building psychological safety in self and others?

A) I’ve found being honest about myself and my identity has really helped to build connection. When you’re able to share parts of yourself and parts of your identity, then I think that builds credibility and trust. You’re able to say – you know who I am and what I stand for, let’s move forward together in this shared vision (whatever that may be). This has become more pronounced for me as I moved through my leadership journey. As a less experienced leader, I wasn’t necessarily ready to do that. I was concerned about how I would be judged and what other’s perception of leadership was. Over time I’ve come to believe that who we are, is how we lead; that’s what I’ve come to value.

When it comes to developing others, I think fostering a culture that enables team members to share ideas and challenge the status quo is really important. That means as leader I have to model being flexible in my thinking and demonstrate that I’m open to being challenged, as well as challenging others; that we’re all in this together!

Q) What advice would you give your younger self?

A) I think it’s important to take space and acknowledge that whatever has taken place in the past; you did your very best with the information that you had…

So perhaps on reflection I would simply say to myself, it’s ok to ask for help and that you don’t always have to be ‘the strong one.’

Q) What does the sector need to consider when it comes to developing psychological safety?

A) Meaningful connections and relationships with each other are invaluable. Too many ‘wellbeing’ initiatives today are surface level. Treats in the staffroom are nice, but it won’t have the impact you’re looking for. We need to really understand our teams and a culture of psychological safety enables this. It’s more than a nice to have, it helps with staff retention and of course once we take the time to know and understand our teams and ensure everyone is pulling in the same direction – we’re able to enact our vision and strategy in a much more meaningful way. Who wouldn’t want that for their pupils and wider school community?


The Sandwich Generation: Hidden Needs in the Workplace

Zahara Chowdhury portrait

Written by Zahara Chowdhury

Zahara leads on equality, diversity and inclusive education in higher education. She has over a decade of experience in middle and senior positions in secondary education. Zahara is author of Creating Belonging in the Classroom: a Practical Guide to Having Brave and Difficult Conversations. She is founder of the School Should Be blog and podcast, a platform that amplifies diverse and current topics that impact secondary school classrooms, students and teachers.

Ageism in the workplace is often an under-acknowledged and yet deeply felt influence on career progression, belonging, development and wellbeing. Early in my career, I was often met with phrases like “age before stage” when I applied for promotions, “have your babies first” when balancing career plans, and most recently the flattering-yet-deflating, “you just look so young.” These comments project assumptions about capability and life stage, often rooted in (un)conscious bias.

But recently I have found myself close to a very particular phase of life, I’ve recognised an aspect of ageism and workplace invisibility that doesn’t get enough attention: the experience of the sandwich generation.

Who Are the Sandwich Generation?

I only recently became familiar with this term. The sandwich generation refers to adults who are caring for ageing parents or relatives and dependent children and grandchildren, nieces and nephews. It is a role and phase that people find themselves in and to me, a role and phase that we are unprepared for and do not necessarily imagine ourselves in as we age.  According to recent UK research, there were an estimated 1.4 million “sandwich carers” aged 16-64 between 2021 and 2023—people juggling dual caring responsibilities. Around half of these were aged between 45 and 64. 

When we look at the workforce more broadly, about one in three workers in the UK is aged 50 or over, a figure that reflects changing demographics and longer working lives. 

Caring for Ageing Parents: Nuances Often Missed

Caring for a parent with declining health, or simply through the aging process, is not just about practical tasks. It’s emotional and exhausting work. In my experience, unlike caring for a toddler (who grows and develops with you), looking after a parent often means mourning the loss of who they were, even as you help them with the fundamentals of daily life:

  • Helping them eat, walk, or bathe.
  • Navigating digital systems—especially healthcare—when “online” is an alien concept for them.
  • Managing the emotional shift from being cared for, to being the carer.
  • Coping with the mental, physical and emotional health decline that often accompanies ageing and illness.

These aren’t small tasks—they are intensely personal, triggering, time-consuming and emotionally draining responsibilities that are often invisible and unacknowledged at work.

What Sandwich Caregiving Looks Like Day-to-Day

Right now, I do not find myself in this generation, however from my observations and conversations, this caregiving reality doesn’t exist in isolation—it intertwines with modern work expectations:

  • High-demand jobs that leave little room for care breaks.
  • The tug-of-war between career aspirations and care commitments.
  • The current confusion and blur between working from home, hybrid working, working in the office, emails in the evenings, ‘managing your own workload’, which doesn’t often take into account the ‘homeload’
  • Guilt over saying “no” — whether to extra hours at work, social outings, or even rest.
  • Juggling care for children, grandchildren, nephews or nieces and ageing relatives.
  • Being interpreters of technology, healthcare systems and cultural norms for older relatives.

And unlike the standardised support often afforded to new parents (paid parental leave, flexible hours, visibility of care needs), care for older dependents tends to be less recognised, less supported, and much more assumed to be “just part of life.”*

*I am fully aware that support for new parents has a long way to go, however relative to the support for carers and the topic of this article, it is miles ahead.

Cultural Layers: A Personal Reflection

Being South Asian, I’ve been acutely aware of the cultural dynamics of caregiving:

  • Bilingualism has been a strength—flipping between English and Punjabi while navigating health systems, care plans and cultural expectations.
  • Convincing elders (and wider family) that healthcare systems aren’t to be feared—especially in the face of longstanding racial inequities—adds an extra cognitive and emotional burden.
  • Explaining to friends from other backgrounds why care homes aren’t just “a solution”, but often conflict with deeply held values about family, faith and community.

For many in my community, caregiving is not simply a logistics challenge—it’s a moral and familial duty. Saying older adults “need family, not outsiders” is not just cultural pride—it’s a lived priority and a core feature of love, respect and duty. 

Why This Matters in the Workplace

We talk about supporting new parents in the workplace, which is vital. But we rarely talk about supporting carers of older adults, even though their needs are equally pressing:

  • Longer working hours are being expected while caregiving demands rise.
  • Compassionate leave policies typically offer 3–5 days—but that barely scratches the surface of extended medical appointments, hospital stays, or full-time care needs.
  • Older carers may not ask for help—they were raised to keep their heads down and get on with life.
  • The toll—loneliness, stress, overwhelm—can become normalised, unspoken, and unseen.

These are professionals who are burning the candle at four ends: their careers, their children, their parents, and often their grandchildren too.

What Employers Can Do

As we reimagine talent strategies, cultures of belonging, and retention plans, we must:

  • Expand caregiving support beyond newborn and ‘early years’ parental leave.
  • Offer accessible flexible working, without stigma, for all lived experiences, particularly those of care givers. 
  • Recognise caregiving as a legitimate and diverse need—not a personal burden to be hidden.
  • Support wellbeing programmes through a lens of multiculturalism, cultural intelligence and multi-generational stress.

The sandwich generation is a caring generation, too—often unseen and rarely discussed. I am guilty of the latter too, ironically, until it has impacted my own lived experiences. Creating cultures of belonging means seeing these employees, understanding their lives outside of work, and acting with policies that genuinely meet the full spectrum of caregiving realities.


What does it mean to grow up mixed-race in a world that is obsessed with tidy boxes and simple definitive answers, and what does a journey towards belonging look like?

Ashtrid Turnbull portrait

Written by Emma Slade Edmondson

Emma Slade Edmondson is a sustainability consultant, writer, journalist, podcaster, TEDx speaker, presenter and founder of ESE Consultancy. She is recognised as a Forbes 100 environmentalist and is deeply interested in an intersectional approach to environmentalism. She is the co-host of the Mixed-Up podcast, the co-author of The Half of It and the author of Mixed.

It took me a long time to understand that ‘belonging is not a destination – it’s a journey’.  It was journalist and broadcaster Afua Hirsch that first shared this nugget of wisdom with me during an interview on my podcast ‘Mixed Up’ and I’ve carried it with me ever since. 

When I was young I remember there being a lot of questioning… What felt like an incessant need for others to unpack and define ‘who’ and perhaps ‘what I was’ seemed to be to an underlying theme. From quite a young age – I believe I knew instinctively that this was inextricably tied to the idea that I was a mixed-race child, and later as the boom and bust of youth arrived – a mixed-race teenager.  

Filling out school forms – I often ticked the ‘other’ box, wondering which part of me it was meant to capture…P.E teachers reading me in a sea of caucasian children as ‘Black’ would ask me why I couldn’t, or worse – wouldn’t fulfill my potential on the running track – you see “they could tell by looking at me that I had the potential”…I remember classmates telling me what they thought I was, as if my own story were a puzzle they could confidently solve.

And outside of school hours when I was seen with my family – I fielded questions about whether I was adopted? Where was my Black parent? How could this be my mum? Why didn’t we look alike? Were those my step brothers? 

The last question I found always left a particularly bad taste in my mouth as we never use that kind of language in my household. My brothers are my brothers – it’s as simple as that..

Some days, I felt like I could belong across cultural divides. Other days, I didn’t feel I belonged anywhere at all. And I don’t think I became aware of this until I was in my 30’s but those small moments, a question in a hallway, a look of confusion at a family gathering quietly shaped how I saw myself.

There wasn’t one particular moment when things changed for me but  I do know that finding my voice and the confidence to assert myself and my identity began with creating space for other voices. In 2020 I launched the Mixed Up podcast – exploring race, identity and belonging through the lens of the Mixed race identity. The podcast was born from a simple idea: that mixed heritage people were asking for a safe space to talk about who they are,about their lived experiences and their histories without having to simplify them, and without judgement? 

What I learned through those conversations surprised me. Again and again, guests shared the same sentiment – they were not just asking to be seen, but to be understood. Belonging, I now know, is as much about fostering community and confidence and creating spaces for others as it is about finding out where you fit..

The podcast became a space for conversation rather than answers. I wanted to hear how other people navigated their own layered identities, how they made sense of heritage, of multiple and blended cultural touchpoints, language, and belonging. 

Through interviews with ordinary mixed race people wanting to share their stories to those with extraordinary stories of displacement and loss, anti miscegenation and adoption – to conversations with mixed actors, historians, psychologists and even a pretty iconic moment with Mel B – each episode was part therapy, part learning curve. Through this dialogue, I started to see my own experiences reflected back to me and I felt an immense sense of connection and pride.

I wanted to keep sharing the beauty and the challenge of what I’ve learned through all of the insight and the stories I’ve been gifted by so many people over the years and writing Mixed– (a children’s book dedicated to exploring and celebrating your mixed identity) felt like the perfect next chapter. 

I wanted to create something young people can hold in their hands and something families and educators could return to for support. In a world where identity is often debated or categorized, it is my hope that the book offers gentle guidance, that it can facilitate reflection, recognition, and a permission for children to see themselves, not as half – but as whole –  not as too much of one thing and not enough of another – but whole.

There are two things I really love about ‘Mixed – Explore and Celebrate Your Mixed Identity’. Firstly –  that the book is based on the idea of pen pals so each chapter starts with an inspiring letter from a Mixed Race icon with lots of wisdom to share. I loved pen palling when I was young and I feel like it opened up the world to me, teaching me the importance of asking questions and learning about others. I wanted to reintroduce this idea to children. 

Because the book features letters from the likes of poet – Dean Atta, footballer Ashleigh Plumptre, actress Jessie Mei Li, author Jassa Ahluwalia, and activist Tori Tsui among others – readers will get insight into a range of lived experience perspectives that traverse different cultures and ethnicities. I hope readers will feel seen and that parents and educators will use these letters as tools to foster conversation and exploration with their students.

Secondly I’m really proud of how many practical exercises I’ve been able to include in the book that can be done between a child and a parent, caregiver or educator – from working on talking about our Mixed identities and learning to describe ourselves in a way that suits us, to learning terms and language like ‘cultural homelessness’and ‘misidentification’ to help us describe uncomfortable interactions and situations that might come up for us.

Ultimately I hope this book helps its readers – whether mixed children, parents, educators or otherwise – understand and appreciate that the mixed race identity is best approached as an ongoing conversation, and a dialogue – not a destination or a foregone conclusion.

My Top Tips for Educators who want to include and facilitate exploration of the mixed-race experiences of their students:

  • Normalise multiple heritages in the curriculum – represent mixed-race voices across subjects wherever possible.
  • Create space for student storytelling –  invite learners to share their intersecting identities. Ask them to share how they identify themselves and why whenever you can. You may find this is a surprising and delightful question. *The first time I was asked this was by a guest on my podcast when I was well into my 30’s and I must say it was an epiphany moment for me.
  • Address assumptions gently – guide students to question fixed labels and fixed categories, especially when they don’t feel like they fit.
  • Model inclusive language –  celebrate rather than erase nuance and complexity and avoid flattening storytelling or description that involves multiple cultural POVs.
  • Partner with families –  ask what cultural strengths they’d like reflected in class.

Celebrating Multiculturalism at Home & School

  • Build festivals of culture that go beyond tokenism.
  • Showcasing music, food, stories and languages from all backgrounds and celebrating mixed heritage families where these cultures may intersect and overlap is more important now than ever given the current geo-political context and the political landscape Britain is facing. Cultivate ways to remind students that their layered cultural heritage is something to be explored, shared and celebrated.
  • Foster curiosity over correctness – teach children to ask about their classmates’ heritage or identity with respect. Asking rather than telling others about their identity is key.

Supporting Linguistic Diversity

  • Value home languages as intellectual assets.
  • Celebrate code-switching as a cognitive and cultural skill, not a deficit or a deceit. Often Mixed Race people’s ability to move through different cultural landscapes can be described as deceitful, dishonest or duplicitous – we need to normalise the idea of being able to straddle worlds and cultures when you’re of mixed heritage because it may be part of your identity fluidity and daily vernacular.

You can get your copy of Mixed – Explore and Celebrate your Mixed-Race Identity here. 


The Power of Storytelling for Change

Orla McKeating portrait

Written by Orla McKeating

Entrepreneur, coach and motivational speaker

In Irish tradition, “the gift of the gab” is more than being good with words. It reflects a long-held belief that speech itself is a kind of gift, one with the power to connect, heal and shape the world around us. It’s also a friendly, light-hearted way of saying someone talks a lot and tells stories. Something I’ve been told I have many times throughout my life. 

Historically, storytellers and poets held significant social power. Words had the power to heal, inspire, unite, and drive meaningful change.  Using our words was not merely a skill, but a responsibility. Culturally, this reflects the role of storytelling as social glue – a tool for connection, a means of using our voices with purpose and power. In the world we live in today, this beautiful, free and powerful tool is needed more than ever to create change.

In my years of working in inclusion, I have been using stories for social change the short-term impact has been huge. The girl in the hijab in an online story session whose face lit up when she saw someone like her in The Proudest Blue by Ibtihaj Muhammad. She lit up, bounced out of the room full of excitement and energy, and brought her mother into the room to show her. Or the deaf girl in a mainstream school who had never once spoke about her disability to her classmates and after a story in sign session, she skipped into school the following day with more books about the deaf experience, so proud of her identity. Representation matters and these tiny shifts in how we share our stories in learning spaces can literally change lives. 

Why does Storytelling Matter?

1.Storytelling Builds Connection

Stories can create an emotional bridge, it can build empathy and helps people feel. When we connect emotionally to a topic, we can become more curious, open and engaged. It opens a tool for conversations, especially difficult ones, and it can turn something abstract – like identity, justice or belonging – into something real.

2. Stories help children see themselves and others

Representation matters deeply in education. The concept of mirrors, windows and sliding doors by Dr Rudine Bishop allows children to see their lives, cultures and experiences reflected to them affirming identity and self-worth. Mirrors reflect children’s own lives and identities back to them, helping them feel seen, valued and affirmed. Windows invite children into others’ lives helping them develop empathy, challenge stereotypes and understand perspectives beyond their own. And sliding doors invite children to step into another world, to imagine themselves in different contexts, perspectives and possibilities.

3. Storytelling makes Complex Topics Accessible

Uncomfortable or difficult topics like race, immigration, disability or big emotions can be challenging to navigate. Stories can offer a gentle and powerful entry point to this. Through characters, narratives and lived experiences, children can explore these topics gently, engage in important discussions and critical thinking in an accessible and sustainable way.

4. Storytelling invites Participation not Perfection

Stories open space for conversation as opposed to ‘correct answers. They encourage reflection, questioning and conversation. Through stories we can encourage children to learn that their voices matter, they can disagree and still be friends and that learning is something we do together.

5. Stories can change lives

Every one of us has a story that they heard that changed their lives. Whether it’s a book, a film, history or a family anecdote. Stories create memorable, meaningful and long-lasting change. And we all have a story to tell. 

If stories shape how children see themselves and the world, the stories we choose, and how we hold space for them, really matter. How can we build storytelling as a tool into our learning spaces? Whose voices are centred? Whose voices are missing? What stories do we tell ourselves? And how can we use our gift of the gab to ensure that all voices are seen, heard, valued and celebrated? 

Still I Rise Stories is a space for adults, educators, teachers and any person who are using stories to open conversations about identity, belonging and justice. If this work resonates, join our community here – a space to reflect, learn and grow through story.


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