#RENDBristol - a day of hope, connectivity and solidarity.

Hannah Wilson portrait

Written by Hannah Wilson

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

Another Saturday… another grassroots event… this time I co-organised and co-hosted the inaugural #REND event in Bristol. 

My friends and family who are not in education do not get it – ‘Why do you work on Saturdays Hannah?’ I get asked regularly when challenged about my work life balance. My reply is often the same – it does not feel like work when it is driven by purpose and passion. And the work is too important and too urgent – how else would we get 100 people together to talk about racial equity?

So when Domini and Rahima reached out to me in early June and asked me to join them in co-organising the first REND event in the SW, my answer was a firm yes. Having attended multiple #REND events in Luton, Birmingham and London, it was great to be holding one closer to my home in Bath. As a friend of Sufian and a supporter of Chiltern Learning Trust I wanted to help them mobilise the movement to other parts of the country to help spread the word. 

Brought up in North Devon, I also always love delivering DEIB training and supporting educational organisations in the South West with their DEIB strategy. When we talk about legacy, my hopes are to grow consciousness, confidence and competence in DEIB matters in the less diverse parts of the country. We all know that the shires and the white-majority parts of the country need these events and these conversations as much as the cities and the more diverse parts of the country.

Once we got the green light from Sufian to start planning we began to plan the event. Having all attended the black-tie Friday night events we wanted to disrupt things and try a different model to make it more inclusive and more accessible to attend. So we decided to pilot a lunchtime event instead. Furthermore, instead of a dress-up event and a formal meal we went for a more casual affair and a DIY approach. We realised quite quickly how much work we were taking on so we reached out to Tanisha to join the organising team. A big thank you from all of us to Jo and the team at Cotham School for generously hosting us and for so many of the staff who rolled up their sleeves at the event. 

Our approach thus meant that we did not need to secure large sponsors – we wanted the event to be grassroots and we were keen to elevate the small orgs, charities/ CICs and individuals doing the work in our region – hence we built a marketplace into the event flow. A massive thank you to our exhibitors who supported the event: Belonging Effect, Cabot Learning Federation, Courageous Leadership, HGS Education Ltd, Jigsaw Education Group, PGS Educators, SARI, Somerset Research School , South Gloucestershire Race Equality Network and Teacheroo.    

Curating the line-up of speakers – we were committed to amplifying a local headteacher, a regional academic, best practice from Wales alongside national thought leaders, role models and researchers. We mapped out how many speakers we could fit into the schedule and landed on part 1 with 3 speakers before our Caribbean lunch and part 2 with 3 more speakers post-lunch. We have so much appreciation for our speakers for the work they do, for travelling to join us on a weekend and for speaking for free: Canon David Hermitt, Del Planter, Diana Osagie, Lilian Martin, Dr Marie-Annick Gournet and Sufian Sadiq. (For reference the slide deck from the main hall is here). 

With all of the details confirmed we then began to market the event on our socials and across our networks. Our call to action was simple: “Following on from the sell out Racial Equity: Network Dinners launched by Chiltern Teaching School and continued around the country we are delighted to announce the arrival of the event in Bristol. The Racial Equity: Network Dinner is an opportunity for people across the education sector who share and appreciate the importance of racial equity, to come together to celebrate, network and enjoy a delicious meal”. 

Our target was to bring 100 people together for our first event and we were only a few people shy on the day – our challenge now is to get everyone to return to our next event and bring someone with them who needs to be in the room to hear the messages that were shared.  

The day was a whirlwind: from blowing up balloons, to laying the tables, serving the food, to greeting our speakers and holding space for our guests – the time disappeared quickly. It was brilliant to see so many familiar faces in the room, to meet virtual connections in person and to connect with new people from the area who are committed to making educational space more inclusive, more representative and ultimately safer for our global majority communities and colleagues. 

Thank you for the positive feedback we have already received:

  • Fern Hughes: “With 100 brilliant attendees, the room was full of purpose, passion and powerful conversation. Networking and connecting with so many inspiring people working across education — a sector close to my heart — made the day even more meaningful”.
  • Adrian McLean:#REND Bristol did things in style! Expertly arranged by Domini Choudhury Tanisha Hicks-Beresford Rahima Khatun-Malik & Hannah Wilson – we left with full hearts and a full belly!” 
  • David Stewart: “I’m not one for networking events. I find them superficial, surface-level, and inauthentic. But today completely changed that. Today I was invited to the REND Bristol event — the passion, authenticity, and energy brought by the exhibitors, guest speakers, and organisers was outstanding. Conversations were deep and particularly meaningful. Every speaker shared their story with pride and optimism for the future, and the organisers made the entire day run seamlessly”.
  • Saima Akhtar: “Race equity work in education is not just important, it is transformative. It shapes futures, dismantles barriers, and creates spaces where every learner can thrive. As educators and advocates, we carry a profound responsibility to drive this work forward with urgency and courage. The progress we make today will define the opportunities of tomorrow. The conversations and energy in this space never fail to inspire me, but today, thanks to REND, I feel like my inspiration has had an energy drink! Let’s keep pushing boundaries, challenging norms, and ensuring that equity is not just a vision but a lived reality for every child”.

So what’s next?

If you attended we would love to hear your feedback – including what worked and what we can improve at a future event – please do complete the feedback form: REND Bristol Saturday 22 Nov 2025 feedback. Domini, Rahima, Tanisha and I are then meeting next weekend to review the event and the feedback to confirm our next steps as we want to keep the connections, the conversations and the momentum going.

In the meanwhile, you can join the conversation on LinkedIn – we have a #REND networking group here and we have collated all of the #RENDBristol reflection posts here. If you are not on Linkedin then you can join our private community space on Mighty Networks and find the #REND community group here.    

We have also created a page on the Belonging Effect’s website for more information about #REND events around the country (it will be updated over the coming weeks). Ann, who joined us as a delegate in Bristol, is hosting #RENDLondon on Friday 12th December – you can book a ticket here.

For people who live and work in Bristol, we would love to see you at our #DiverseEd Hub – Tanisha and I host it at the Bristol Cathedral School each half-term, our next meet up is after school on Wednesday 3rd December.  

When I relocated to Bath in 2023, we hosted a #DiverseEd event at Bridge Learning Campus in Bristol. We are delighted to be hosting our next regional #DiverseEd event at IKB Academy in Keynsham on June 13th. Get in touch if you would like to exhibit/ facilitate a session – the line-up will be confirmed in the new year. 

Some final signposting:

  • I chatted to a few people about Black Men Teach, you can find them and 200+ other orgs supporting schools, colleges and trusts in our DEIB Directory
  • We would love to publish some more blogs reflecting on the themes from the event, please email me with any submissions. 
  • Hopefully you got to say hello to Adele from Teacheroo – we collaborate on a jobs board with them to connect diverse educators with settings who are committed to the work. We host free adverts for vacancies for ITTE, DEIB / anti-racist leaders and for governors/ trustees – do get in touch if we can help you promote career development opportunities with our network. 

Thank you to everyone who attended and supported #RENDBristol – we look forward to sending out more follow up information and opportunities from our speakers and exhibitors from this event and to reconnecting soon.


Equitable Education?

Alex Fairlamb portrait

Written by Alex Fairlamb

Alex is an Educational Consultant and an experienced Senior Leader with Trust-Wide leadership experience working in the North East. She is an Specialist Leader in Education, Evidence Leader in Education and an Honorary Fellow of the Historical Association as well as sitting on their Secondary Committee. Alex is a published author of books and textbooks and she has recently submitted her PhD thesis which focuses on equity and equality within education. Her specialities are teaching and learning, professional development, literacy and oracy, designing History curriculums and diversifying curriculums. Alex also facilitates delivering an NPQLL.

“A quarter of adults in England do not have basic functional numeracy or literacy skills to get on life. This extrapolates to around 10 million unskilled adults across Britain.” (The Sutton Trust, 2018)

Growing up, I was frequently told that education was the greatest social leveller of us all.  Yet, does our education system in 2025 stand up to this supposed ideal?  Arguably not.  This is particularly the case when we explore the voices of those who feel and have experienced a system that has excluded them.  At a time when Ofsted has produced a new inspection framework (Ofsted, 2025) which is anchored in the idea of ‘Inclusion’ and Sir Martyn Oliver has announced the broadening of the term vulnerability to encompass a greater range of criteria and experiences (Schools Week, 2025), it feels apt to explore what further could be done to ensure that education is equitable and that is fosters a sense of belonging.

The current state of play 

There are multiple metrics and demographic lenses that can be examined that will help to highlight the lack of equity in education across England across the many phases and key stages.  One such example includes looking at GCSE data through the lens of socio-economic and geographical region which would tell us that in 2025 ‘28.4% of pupils in London achieved grade 7 or above (down 0.1pp from last year), compared to 17.8% in the North East (unchanged since last year)’ (The Sutton Trust, 2025).  If we were to explore national outcomes further using GCSE and A Level data, we would find that gaps exist between Pupil Premium (PP) and non-PP students, Free School Meal (FSM) and non-FSM students, gender, ethnicity and race and so on.  

Similar gaps are also seen in EYFS and primary schools.  If we were to explore ethnicity, EYFS data highlights that ‘most lower-attaining ethnic groups saw their gaps widen in 2024 compared with 2019, most notably among Black African, pupils of Any Other Black background and Black Caribbean pupils (who fell further behind White British pupils by at least 0.8 months)’ (Education Policy Institute, 2025).  Moreover, that by age 11 ‘the low attainment levels of Gypsy Roma and Traveller of Irish Heritage pupils are also significant’ (Education Policy Institute, 2025).  In short, there is a systemic and continuous lack of equity within education that impacts students from EYFS to age 19.  There is no use in proportioning blame to any particular phase (because that’s not possible, or helpful), so instead we should consider how collaboration can be powerful if we are to tackle core pillars of ensuring education results in success for all at every stage.     

What is noticeable about the mountains of data that can be found which focus on protected characteristics and socio-economic or geographical status is that it seems to be very binary, with cohorts of children grouped together as one homogenous whole under different umbrella ‘labels’.  This is not always useful.  Mccrae et al (2025) have recently published a discussion paper which highlights the issues that diagnostic overshadowing causes with effective SEND provision within mainstream schools, and the paper acts as a worthy caution about the issues of ‘labels before children’ as an approach to education.  

As we know, each child is unique and will experience their own set of individual barriers.  These barriers can often be intersectional and cannot be reduced to a singular metric alone with generic hypothesise then made about the reason for an attainment gap.  I’ll give an example: I was a girl who grew up in a rural setting in the North East, who refused to read at age 4, who had a difficult transition to secondary school, had varying economic experiences throughout her younger life and moved home frequently, had divorced parents, and lived through multiple family traumas.  What do we expect that my outcomes were?  Do we follow the rabbit hole of my gender (girl) and assume that my outcomes were strong?  Or do we follow the joint rabbit hole of ‘rural’ and ‘North East’ and assume that my outcomes were poor, particularly compared to peers living in more affluent, suburban and southern areas of the country?  I cannot fathom how my outcomes (the answer is, they were very positive) could be reduced to a category of ‘girl’ and my outcomes be explained using generic assumptions of success based on this.  In the year that I took my GCSEs, there were 2,868,818 female GCSE entries.  So, to explore reasons for my outcomes through the same lens as a girl growing up in central London in an affluent household in continuous provision from EYFS to Year 13 would be unhelpful.  Yet, that is currently how we analyse data and make assumptions about what should be done to close the attainment gap.  There has got to be a better way for us to examine such rich mines of data in a way that draws in the experiences of individual students that help us to see beyond lazy generalisations and flawed attempts at interventions.  

One such body that has done this is The Global Equality Collective who have produced a thorough report (The Research — Global Equality Collective) detailing the views of 26,000 respondents across thirty countries and therefore it is unique in how it draws together intersectional data.  As part of their research, they were able to unpick the narratives behind why attainment gaps exist for children by seeing out their lived experiences and then create an Inclusion Index.  Examples include their findings that ‘one third of Black students report feeling that their ethnic identity is not valued or recognised in the curriculum, leading to feelings of disengagement with the content and their sense of belonging’ and that only ‘around 41.3% agree that they feel “seen” in the curriculum. Of those students that disagree, SEND, Global Majority, and LGBTQIA+ students feel most excluded and disengaged’ (Global Equality Collective, 2025)  Through the appreciation of the kaleidoscope of experiences that young people have at multiple different points in their educational career using reports such as this, we can better understand the unique barriers of individual students and use these to draw together evidence-led policy changed and initiatives which are going to drive equity and ensure that education is an equal playing field for all.

What might those evidence-led changes be?

My thesis for my PhD, which focuses on equity and equality in education, argues that there are multiple pillars (Fig. 1: https://drive.google.com/file/d/1LlzsZ9avhS-uZbvkkDIO4_CSG6B3qMsK/view?usp=drive_link ) of educational provision which can help to foster a sense of belonginess and ensure true inclusion.  These pillars are not ‘stand alone islands’ and instead they must act in an inter-connected way, each one supporting the other in supporting the pediment of equity.

Pillar 1: Curriculum.  Decolonised, diverse, ambitious, underpinned by rich texts and rooted in high expectations.  Curriculum continuity from Year 1 to Year 13

Pillar 2: Teaching and Learning.  High expectations of all, inclusive strategies (e.g. inclusive questioning, responsive, scaffolded, teach to the top)

Pillar 3: Literacy and oracy.  Literacy and oracy gap chased down and closed through tiered provision (whole school, targeted, specialist) informed by diagnostic testing.

Pillar 4: Pastoral systems and initiatives.  Hygiene banks, collaborative work with cultural institutions, PD which fosters a culture of belonging

Pillar 5: Strong leadership.  Clear vision and structures in place to support equitable education, teachers and Middle Leaders trained and empowered to tackle disadvantage

The full detail and examination of the pillars are detailed in my thesis and so this blog will act as a short summary of two of those pillars: curriculum and teaching and learning.  

Pillar 1: Curriculum

My argument is that to tackle issues such as the transition gap (which is larger in some regions than others) and to foster a sense of belonging, we must adjust the curriculum from EYFS-Year 13.  At the time of writing this blog, the Curriculum Assessment Review has not yet been published.  However, the interim report (DfE, 2025) states that:

As well as making sure that children and young people can see themselves represented in the curriculum, it will be important that we also make sure they encounter the unfamiliar, and have their horizons stretched and broadened; representation does not and must not mean restriction to only some frames of reference for particular children or groups of children. Inclusion is also prompted by shared experiences, the creation of connections, and the ability to see and experience a wide range of perspectives. Clearly there is a need to appropriately balance the requirement to ensure coherence and efficacy in the curriculum with inclusivity; while also ensuring we do not detract from the importance and impact of what is currently taught.

From this, we can appreciate that our curriculum would benefit from becoming more globalised in its content.  That’s not to say to throw the baby out with the bathwater and start from scratch but instead explore where conversations can take place which broaden the lens of representation and identify where we can meaningfully carve out curriculum space to bring these narratives to the forefront.  Taking History at KS3 as an example, it would of course be sensible to retain aspects of British history such as the Anglo-Saxons and the Norman Conquest, key monarchs, the Glorious Revolution and the Industrial Revolution.  However, within those existing topics we could broaden it so that learn more about the experiences of ‘ordinary’ people (as in peasantry in the medieval period and working class in later periods), women, disabled people and Black Tudors and many more.  This would result in lessons where students become more adept at ‘reading against the grain’ with sources and it would create the conditions whereby they can engage with scholarship, such as Hallie Rubenhold’s ‘The Five’ (2019) and David Olusoga’s ‘Black and British’ (2021), to better appreciate how history is a verb and that new interpretations emerge over time.  Moreover, by globalising our curriculum better, we can explore topics that are incredibly vital to our understanding of the world and British history that have often not been included in the ‘traditional canon’ of the study of the past, such as The Silk Roads, West African Kingdoms (particularly important if later studying the Trans-Atlantic Enslavement Trade later in the curriculum) and South-East Asian history. Counsell’s work perfectly brings this to life in ‘Changing Histories’ which has focused on tackling this ‘mono-narrative’ and can be succinctly summed up as ensuring that children learn that ‘Britain is a part of the world, and not the centre of it’ (2019)  For me, this would enable students to better appreciate our rich and interconnected global history, as well as engender representation and promote a greater understanding of cultures and their past.  Moreover, this helps our curriculum to evolve from using just ‘key dates/months’ to share diverse narratives, and instead embed them as part of the curriculum, thus helping to avoid ‘othering.’  

Linked to this is curriculum continuity and how we can ensure that as children move between different phases and educational institutions, we can create the conditions for joined up thinking which result in high expectations and an ambitious curriculum for all.  In my experience as someone who has worked in secondary only and then in an all-through school, I hold my hands up to recognising that for too long I had a poverty of expectations about what children knew and could do by the time they crossed the threshold into my classroom in Year 7.  There is much data available that demonstrates how a disconnect of understanding between primary and secondary phases contributes to a transition gap whereby the attainment and a sense of belonging of our students drops.  Too often, it is children from underserved communities that feel the impact of this the most.  Instead, if we can cultivate opportunities for primary and secondary colleagues to work together to map a curriculum narrative across the key stages and delve deep into what content is studied when and what skills are developed at which point, those who receive the children in later years can better pitch their curriculum in terms of being ambitious.  Again, in history, what might that look like?  (Fig. 2) Given the National Curriculum gives ample space for interpretation of which topics to study; content can sometimes be tricky to map across primary and into secondary.  However, there are mechanisms in place whereby forums can be established and digital forms can be completed which would help to better pinpoint what is being studied in primaries and when (and I say that as someone who was in a Trust with 30 primaries in) in order for secondary to pick up the threads studied earlier and continue the narrative.  Moreover, in history, we can find common ground when looking at age and stage expected outcomes when it comes to a skills progression model (Fig. 3).  This too can help to create more ambitious lessons later in a student’s educational career as teachers can be better versed at knowing what foundations have been put into place in advance, rather than assuming a ground zero approach which results in either repeated or ‘dumbed down’ content.  We must get better at visiting different key stage classrooms across primary, secondary and Further Education and finding out more about the depth and quality of what is taught to better appreciate the brilliance that our children bring with them to our own doors.  

Fig 2: https://drive.google.com/file/d/1z70UWh9hyzPM_UXf0qt7gBhMh_h11bFi/view?usp=drive_link 

Fig 3: https://drive.google.com/file/d/1aVuYr74X8F4nq_e24R80t8eMsdBADE-z/view?usp=drive_link 

Finally,  a further key aspect draws upon the fantastic work that Mary Myatt (2024) has been discussing for years: ensuring that curriculums are underpinned by rich texts.  For the reading gap to close, we must ensure that students are continuously exposed to rich texts containing ambitious vocabulary.  Such texts, when supported by strategies such as teacher-led modelled reading and echo reading, place storytelling and narratives at the centre of learning.  By implementing an approach across the curriculum where powerful texts are included meaningfully within lessons with strategic reading strategies alongside them, we can develop the reading, writing and speaking skills of all students.  Obviously, there are students with below expected reading ages that (once diagnostically tested) require targeted interventions and specific scaffolding within lessons, but by ensuring that there is consistent engagement with rich texts as a whole-class strategy we can contribute to raising the reading ages of all before us.  This is particularly important for our underserved children and for those who might not have much exposure to reading beyond the school gates (for a range of reasons).  From this, pillar 2 (teaching and learning) and pillar 3 (literacy and oracy) are interconnected with pillar 1 terms of the delivery of the texts but also the wider school culture and interventions that need to take place to ensure high standards of literacy and oracy provision.  

The right to read, write and talk is a fundamental necessity and fosters inclusion through the communication of knowledge, ideas, thoughts and emotions.  This is why, for me, pillar 5: strong leadership, is massively important as this will require leaders to be unapologetic in their drive to ensure that literacy and oracy are the bedrock of the curriculum and that they commit time to developing staff who are empowered to achieving this aim, anchored in a culture of no children leaving education at 16 being below their expected reading age.  

Pillar 2: Teaching and Learning (T&L)

The implementation of the curriculum is massively important in terms of ensuring that we use inclusive strategies that ensure that we check for the progress of all students and create the conditions for all to succeed.  Over the past few years, there has been a change of approach in terms to how we deploy T&L strategies so that we are more evidence-led and are ‘responsive’ to student needs.  Whilst admirable, these positive developments have sometimes been bogged down in a lack of knowledge as to what responsive/adaptive teaching is (beyond the Ofsted wording), the imposition of whole-school generic strategies to ensure compliance and conformity, and because of the former a lack of subject specific professional learning opportunities.  This must change as adaptive teaching rooted in an ethos of ‘teaching to the top’ is vital to ensuring that we are being ambitious with what the children who sit before us can learn.  Rachel Ball and I have written at length about the importance of scaffolding as a T&L strategy (The Scaffolding Effect, 2025) and the below surmises many of our arguments about why it creates the conditions for equitable learning and high expectations for all.  

Generally, we have begun to move away from the era of tiered learning objectives and “they’ll never be able to do that” to better appreciating the importance of not creating a curriculum of the privileged and excluding students from accessing a feeling of challenge.  However, we must be prepared to invest significant in time in working within our schools to codify high-leverage T&L strategies such as inclusive questioning, scaffolding and continuous checks for understanding which are then developed through a subject specific and/or age expected lens so that practitioners have the expertise to exercise their agency when deploying these parts of their T&L toolkit day in day out.  

Moreover, we must ensure that every teacher becomes increasingly skilled at pinpointing the sweet spot of ‘desirable difficulties’ (Bjork, 1994) in creating ‘satisfyingly challenging’ lessons alongside knowing what the individual barriers are that children will need scaffolds to overcome.  This links back to the discussion paper by Mccrae et al (2025) which talks about truly knowing our students and not purely seeing labels.  Instead, it should be about how we become skilled at using the data that we have about our students (such as attendance, FSM status, prior attainment etc) to forensically anticipate what scaffolds are going to be the most effective for that student, whilst keeping our pitch high.  Then, within the lesson, using our inclusive checks for understanding to adapt.  The error has been in the past that we have often seen those barriers and lowered our expectations, so that we expect less of students and so will then strip out content or give an easier task to complete.  However, all this does is exacerbate the attainment gap by denying some students the opportunity to achieve the same goals as their peers and access the same enriching curriculum content.  For true inclusion to exist, we need to not fall foul of the bias and unconscious bias that discussion papers such as Mccrae’s (2025) outline and instead take time to do the work to acknowledge those biases and then change our mindset about what children can do (irrespective of their starting points and backgrounds) and how to ensure that they experience success.  This is how equitable and therefore equal education can be achieved; by creating a toolkit of high-leverage, inclusive T&L strategies which teachers have the agency and expertise to know how and when to deploy.

What next?

In terms of what the next steps are, some things are tied to external factors such as the outcome of the Curriculum and Assessment Review (CAR) and the resulting changes that will ripple through future changes to the National Curriculum and examination specifications.  My hope is that a wide range of stakeholder voices will be called upon to meaningfully contribute to the implementation of the CAR outcomes to avoid missing an opportunity to ensure that a more globalised, ambitious curriculum is outlined.  From this, I think it would be prudent for leaders to examine literature surrounding representation and inclusion (beyond just the new Ofsted framework, as this will result in a surface level tick list approach) so that the reforms are implemented through a lens which is going to ensure that children and their barriers are truly recognised and understood.

Added to this, leaders must work with their teachers, the SENDCo, designated teacher, pastoral and learning support teams to put into place a chunked, sequential subject and/or age/stage professional learning programme that places inclusion at the centre of it.  By creating a shared T&L vision, rooted in inclusion, and then working together to pinpoint effective T&L strategies which are focused in on one by one as yearly golden threads of focus, we can hopefully move the dial closer towards equity for all.  

Note: It must be noted that I am not a specialist in Alternative Provision nor Specialist Schools settings, and so my thesis focused on mainstream provision.  I do believe that the pillars can also apply to those settings, but there are those more versed and expert than me who can better translate them so that the nuances are explored appropriately.

References

Ball, R. and Fairlamb, A. (2025) The Scaffolding Effect.  Supporting All Students to Succeed.  (London: Routledge)

Bjork, R. A. (1994). Memory and metamemory considerations in the training of human beings. In J. Metcalfe and A. Shimamura (Eds.), Metacognition: Knowing about knowing (pp. 185–205). Cambridge, MA: MIT Press.

Cambridge Assessment (2009) GCSE Uptake and Results, by Gender 2002-2007, Statistics Report Series No. 13.  Available online at: GCSE Uptake and Results, by Gender 2002-2007. [Accessed on 29.10.25]

Counsell, C. (2019) Schools History Project Conference

Department for Education (2025) Curriculum and Assessment Review Interim Report.  Available online at: Curriculum and Assessment Review: interim report.  [Accessed on 29.10.25]

Global Equality Collective (2025) The Inclusion Index.  Tracking the issues most affecting inclusion and belonging in schools.  Available online at: https://www.thegec.education/the-gec-inclusion-index?hsCtaAttrib=188813083675. [Accessed on 29.10.25]

Mccrae, P., Barker, J., and Goodrich, J. (2025) Inclusive Teaching—Securing Strong Educational Experiences and Outcomes for All Students. Available online at: Inclusive Teaching: A New Approach for SEND Challenges [Accessed on 29.10.25]

Myatt, M. (2024) Not all books are the same, Myatt&Co Online.  Available online at: Not all books are the same – by Mary Myatt – Curriculum 101 [Accessed on 29.10.25]

Olusoga, D. (2021) Black and British: A Forgotten History (London: Picador)

Rubenhold, H. (2019) The Five.  The Untold Lives of the Women Killed by Jack the Ripper.  (New York City: Doubleday)

The Sutton Trust (2018) Britain’s dying dream of social mobility.  Available online at: Britain’s dying dream of social mobility – The Sutton Trust [Accessed on 29.10.25]

The Sutton Trust (2025) Sutton Trust response to GCSE Results Day 2025.  Available online at: Sutton Trust response to GCSE Results Day 2025 – The Sutton Trust [Accessed on 29.10.25]

Whittaker, F. (2025) Ofsted research proposes definition of pupil ‘vulnerability’, Schools Week (Online) Available online at: Ofsted research proposes definition of pupil ‘vulnerability’, [Accessed on 29.10.25]


Curriculum and Assessment Review Analysis

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Written by Belonging Effect

Belonging Effect is committed to shaping intention into impact and supporting people with their Diversity, Equity, Inclusion, & Belonging strategy and training needs.

Steps in Evolution?

The work of Becky Francis and her team should be commended. It is no small feat to be able to manage a volume of feedback and try to create something new. The Final Report of the Curriculum and Assessment Review is comprehensive. This analysis intends only to consider the evolution of diversity in the curriculum in the Final Report. 

So what does the Final Report tell us? 

The recommendations made about diversity in the curriculum emphasise that the National Curriculum should be for all young people, reflecting the diversity of society and ensuring all children feel included and represented.

A key recommendation is that the Government reviews and updates all Programmes of Study, and, where appropriate, the corresponding GCSE Subject Content to include stronger representation of the diversity that makes up modern society, allowing more children to see themselves in the curriculum.

Specific subject recommendations intended to support diversity and representation include:

  • History Programmes of Study should be adjusted to support the wider teaching of the subject’s inherent diversity, which involves analysing a wide range of sources and incorporating local history where appropriate. This enriches the curriculum by introducing a broader mix of perspectives and connections.
  • English Literature GCSE subject content should be reviewed to ensure students study texts drawn from the full breadth of our literary heritage, including more diverse and representative texts.
  • Design and Technology (D&T) curriculum and GCSE content should explicitly embed the teaching of social responsibility and inclusive design throughout the design process.
  • Geography Programmes of Study should undergo minor refinements to make content more relevant and inclusive.
  • Music Programmes of Study for Key Stages 1 to 3 should be revised to ensure a curriculum pathway that allows a range of genres and repertoires to be covered.

The curriculum principles guiding the reforms assert that diverse contributions to subject disciplines enable a complete, broad, and balanced curriculum, and that efforts should support equal opportunities and challenge discrimination.

However, the recommendations aimed at increasing diversity in the curriculum might be considered problematic due to several inherent tensions, dependencies on factors outside the Review’s remit, and practical limitations on implementation.

Tension with Retaining Core Knowledge and Content 

The Review emphasised that while the curriculum must reflect the diversity of society, this ambition is balanced by the need to ensure mutual access to core knowledge.

  • The curriculum principle states that core knowledge and key works that shape a subject must remain central. This focus can limit the extent to which new, diverse content is introduced or prioritized over established material – and also brings into question the definition of ‘established’.
  • In History, teachers requested clearer guidance to reflect diversity without replacing core content. The suggested solution relies on updating the aims and refreshing the non-statutory examples to introduce a broader mix of perspectives, but not replacing existing essential topics. There are profound questions as to how we define ‘core’ content as this has been largely defined by colonial standards.

Dependence on Teacher Autonomy and External Resources 

Implementing diverse curricula largely depends on the capacity and choices of individual schools and teachers, which can lead to inconsistent application.

  • Diverse representation is sometimes judged as being more appropriately achieved through teacher selection of content rather than centralized prescription in the national curriculum.
  • For these localised choices to work, they require support from high-quality exemplification resources (like those produced by Oak National Academy) and a wider selection of inclusive materials from publishers and exam boards.
  • In English Literature, while the curriculum allows for a range of texts, current practice often lacks breadth and diversity due to the limited availability of resources and a tendency for teachers to rely on well-established works.

Failure to Address Systemic and Financial Barriers 

The recommendations primarily address curriculum content but cannot resolve major underlying issues related to funding, infrastructure, and socio-economic disadvantage.

  • In Design and Technology (D&T), implementing elements like inclusive design faces significant barriers extending beyond the curriculum, such as a lack of specialist staff, lack of infrastructure, and the cost of delivery.
  • In Music, attainment gaps are substantial, with Music identified as having the highest disadvantage attainment gap of any subject at GCSE. This disparity is driven by the fact that success relies heavily on the ability to read music, which is often developed through additional, out-of-classroom instrumental tuition that benefits higher-income households. The recommendation is only to explore ways to better optimise the investment in music education, rather than guaranteeing equitable, mandatory in-school tuition needed to close this gap.
  • The review also warned that substantial curriculum changes intended to promote inclusion must remain cognisant of the potential negative impact on the workload of education staff and the overall stability of the system.
  • The report makes no explicit reference to systemic racism (although this is not a surprise).

Philosophical Conflict 

The review panel acknowledged that promoting social justice involves dilemmas, as sometimes potential solutions designed to improve inclusivity may risk greater harm and inequities than the problem they seek to solve. Furthermore, efforts to reflect diversity must be careful not to limit children to “narrow frames of reference based on their background”, which as a phrase presents problematic interpretations. 

Implications of the November 2025 Final Report

The November 2025 Final Report retains the principle that the national curriculum must reflect the diversity of modern Britain, but makes clear that representation is a requirement of entitlement, not an optional enhancement.

This reframing is significant. It shifts the locus of responsibility beyond schools to the national “knowledge supply chain”: publishers, resource platforms, awarding bodies and subject associations. The Review therefore acknowledges that representational breadth is structurally mediated. 

The reframing does not take away responsibility for individual schools and teachers to ensure that a diverse curriculum is taught. 

We must remember that Becky Francis’ report, as thorough as it is in some ways, remains a recommendation to the DfE, and that the DfE can choose to reject recommendations as they see fit. The true test of listening is how much is heard – and it is clear that teachers and students alike have expressed their desire for meaningful representation in the curriculum. It remains to be seen, as always.

Written collaboratively by Belonging Effect Associates Bennie Kara and Krys McInnis 


Why Intersectionality is the Future of ERGs

Matthew Page portrait

Written by Matthew Page

Intersectionality and Identity Consultant | Trustee at The Fostering Network | Transformative Coach | Speaker | Award Winning Lived Care Experienced Leader | Doggie Dad

In today’s dynamic and sometimes challenging landscape, the conversations around diversity, equity, and inclusion (DEI) have never been more critical. We’re seeing a shift, a recalibration, and in some corners, even a fear of engaging with DEI initiatives. Yet, it’s precisely in this environment that the power of Employee Resource Groups (ERGs) becomes even more pronounced. However, if ERGs are to truly thrive and deliver on their promise, they must embrace a crucial concept: intersectionality.

For too long, ERGs have often operated in silos. We have a Women’s ERG, a BAME (Black, Asian, and Minority Ethnic) ERG, an LGBTQ+ ERG, a Disability ERG, and so forth. Each group does incredibly important work within its specific remit, advocating for its members and fostering a sense of community. But imagine the amplified impact if these groups, rather than standing alone, could discover their shared struggles and collective strengths.

This is where intersectionality isn’t just a buzzword; it’s the glue. It’s the understanding that individuals hold multiple identities that intersect and overlap, creating unique experiences of both privilege and disadvantage. The term was originally coined by American legal scholar Kimberlé Crenshaw in 1989. She used it to highlight the “double discrimination” faced by Black women, who often experienced both racism and sexism but found that the legal system at the time couldn’t address the combined effects of the two.

My work is all about introducing people to this basic, yet profoundly powerful, principle. I help ERGs recognise that while their specific focus is vital, there are countless threads that connect them. When a Women’s ERG and a BAME ERG realise they are both fighting for equitable pay, or when a Disability ERG and an LGBTQ+ ERG discover shared ground in advocating for inclusive language, that’s when the magic happens.

Pulling various ERGs together through the power of intersectionality is something I’m seeing time and time again, and it’s truly powerful in the current climate. We should all be working and fighting the cause in a much more united way, shouldn’t we? This collective approach not only strengthens the impact of each individual ERG but also fosters a more inclusive and understanding workplace culture for everyone. It moves us beyond a ‘them and us’ mentality towards a ‘we’ that is far more resilient and effective.

My journey to understanding the profound importance of identity and belonging began in a very personal way. Growing up in foster care, I had no real sense of my own identity. I was told my father, whom I had never met, was from Jamaica, which was the extent of my knowledge about my roots. It wasn’t until I took part in the TV show DNA Family Secrets that my world truly opened up. The show discovered that my family actually originated from the Seychelles – a revelation that completely shifted my understanding of who I am and where I come from. This personal experience of uncovering my intersecting identities, and the sense of belonging it brought, deeply informs my passion for helping others find theirs within organisations.

I have the privilege of working with fantastic organisations like NatWest, Transport for London, and the British Transport Police, guiding their ERGs through this journey. We explore how to break down those silos, build bridges between groups, and harness the collective power of their diverse members. The results are not just theoretical; they are tangible shifts towards more unified advocacy, greater mutual support, and a more robust, future-proof approach to DEI.

Intersectionality isn’t just the future of ERGs; it’s the pathway to a more inclusive, empathetic, and ultimately, a more effective workplace for all. Let’s unite, understand, and empower one another.


How Can Educators Support DEI Efforts Amidst Budget Cuts?

Eleanor Hecks portrait

Written by Eleanor Hecks

Eleanor Hecks is a writer who is passionate about helping businesses create inclusive and diverse spaces. She serves as the Editor in Chief of Designerly Magazine.

As education faces yet another round of budget cuts, leaders must determine where to cut back without sacrificing their ongoing diversity, equity and inclusion (DEI) efforts. After years of economising, they have few options. Is it even possible?

How Budget Cuts Will Impact UK Schools

Research from Stop School Cuts estimates the £630 million cut to education funding next year will be the equivalent of 12,400 school staff’s salaries, including 6,700 support staff and 5,700 teachers. The campaign projects that 92% of secondary schools and 75% of primary schools will be forced to cut staff. In England, overall per-pupil funding will drop to the lowest level in 15 years.

Educational institutions have been experiencing compounding financial pressure for nearly two decades — they cannot continue absorbing costs. Industry experts agree, concerned that the latest round of cutbacks will be burdensome.

Julie McCulloch — the senior director of strategy, policy and professional development at the Association of School and College Leaders — says schools have done an excellent job of minimising the impact on students. However, they are nearing what she calls a “death by a thousand cuts.” As they face yet another budget cut, many wonder whether a solution exists.

Can Educators Support DEI Amidst Cuts?

Educational institutions struggling to manage funds amidst the tuition fee freeze and budget cuts will likely need to economise. Typically, eliminating DEI programs would not be the first approach that comes to mind due to the vast improvements DEI initiatives bring — namely, surveys show that nearly 80% of those who make DEI investments see internal improvements to company culture. However, they can only offset cutbacks if they make major financial changes equivalent to 12,400 school staff’s salaries.

With DEI becoming increasingly divisive, some have called for removing so-called “DEI hires.” Others have moved to defund institutions related to or containing elements of DEI. Although the U.S. does not fund universities in the United Kingdom, some have offset cutbacks by sourcing funds from overseas agencies.

While educational leaders have faced pressure to distance themselves from DEI, they have already spent precious time, money and energy on these efforts. Even unintentionally backpedalling now would be a waste of resources. Instead, they should prioritise supporting diversity and inclusion when identifying areas to scale back.

Strategies for Supporting DEI in Education

Educators can continue to support DEI efforts despite budget cuts in several ways.

Establish Staff Performance Benchmarks

With performance data, they can identify areas of opportunity, enabling them to make staffing and scheduling decisions. Chances are, they have a key growth area they could improve.

For instance, while 75% of working adults consider teamwork and collaboration essential workplace skills, 39% believe their employers don’t facilitate cooperation enough. Benchmarking internally and against other schools in similar circumstances will help institutions identify strategies to optimise diversity and inclusion without increasing spending.

Use an Approved Framework Agreement

Framework agreements approved by the Department for Education can help professionals source goods and services quickly and cheaply. Instead of spending time getting quotes and verifying compliance, they can select pre-vetted vendors that may already have a cost-effective pricing structure in place.

Engage in Strategic Workforce Planning 

Decision-makers should reduce support staff and teaching assistants to retain skilled teachers. No leader wants to be in this position, but making tough decisions may be necessary for the greater good. They can work with other state-funded schools to find employment opportunities for those they let go.

The Society for Human Resource Management states hiring one employee costs nearly £4,000 on average because the organisation must spend money advertising the job and onboarding the new hire. Relying on a network can reduce expenses while keeping professionals in the workforce.

Reduce Non-staff Spend With Resource Management 

Education experts have successfully reduced non-staff spending, so this strategy is sound. They saved around £1.1 billion from 2015 to 2020. Without this strategy, spending would have risen by an estimated £600 million. They may only have a few notches left, but can still tighten their belts, so to speak.

Educators Can Continue Supporting DEI Efforts 

Budgets may be tight, but children are the future, so prioritising their education is essential. Even though cutting DEI programs would save some money, introducing diverse viewpoints and skill sets can help foster a healthy, inclusive learning environment. Educators should consider leveraging these strategies to preserve their programs.


How Do You Sleep at Night?

Remi Atoyebi portrait

Written by Remi Atoyebi

Remi Atoyebi is an experienced Headteacher and ICF Certified Transformational and Leadership Coach. She is a contributor to The Headteachers’ Handbook and a mentor to over 50 school leaders across the UK. As a leader from a Global Majority background, she is passionate about inclusive leadership, psychological safety, and creating safe spaces for underrepresented voices.

It’s a question I’ve been asked more than once as a Headteacher; sometimes half-joking, other times with genuine curiosity. And it’s a fair question. 

Headship is not a role you can switch off from at 5pm. 

The decisions you make don’t just affect timetables or budgets, they affect children’s lives, families’ futures, and colleagues’ wellbeing. 

The weight of it can follow you home and sit on your shoulders late into the night.

Budgets that don’t add up. Safeguarding concerns that keep you alert long after the working day has ended. Government directives that land with little warning and less thought through, for practicality. Staff who are stretched to their limits. Parents with understandable and sometimes impossible expectations. The list is endless.

Every single day, decisions land on your desk that don’t come with neat answers. Some are uncomfortable. Some are deeply personal. Some are triggering. Some weigh far heavier than others.

So how do I sleep at night?

For me, it always comes back to moral purpose.

Headship is full of noise. There are trends that come and go, policies that feel like they change with the seasons, performance tables that never tell the full story, and the ever-present pressure of the loudest voices in the room. 

If you’re not careful, you can find yourself reacting to the noise instead of leading with clarity.

When the noise builds, I strip everything back to two simple questions:

  • Does this decision serve our core purpose, or is it just noise?
  • How will this decision impact the children?

These two questions have become my compass. They stop me being pulled off course by distraction or pressure, and they bring me back to why I stepped into leadership in the first place.

Of course, that doesn’t mean decisions become easy. Often, the morally purposeful choice is also the hardest one.

It might mean saying no to the “shiny” initiative that looks good on a glossy plan but adds very little to learning. Michael Fullan’s assertion about ‘proverbial Christmas Tree Schools’ comes to mind! Schools that look dazzling from the outside, covered in ornaments and trimmings, but when you step closer you realise the tree itself isn’t strong. The core business of learning has to be robust; otherwise, all the sparkle is just distraction.

It might mean investing in staff development or SEND provision, even if it means delaying something more visible to the outside world. It might mean having a difficult, face-to-face conversation with a colleague because the children deserve better, when it would be far easier to avoid the conflict.

It also means living with the discomfort that you won’t please everyone. Some will disagree with your choices. Some will even question your motives. That’s the nature of leadership.

And yes, I don’t always get it right. None of us do. Headship is messy. There are days I’ve looked back and wished I’d handled something differently. But I’ve learned this: I can sleep at night when I know my decisions were rooted in moral purpose. I can live with mistakes made for the right reasons. 

What I couldn’t live with is drifting into decisions made out of convenience, fear, or the temptation to follow the crowd.

That’s the difference for me. That’s how I rest; by holding fast to the belief that our work is about the children in front of us, not the noise around us.

Because at the end of the day, headship isn’t about me. It’s about them;  the children whose futures are shaped by the choices we make today.

So, if you are leading a school, a team, or even a classroom, I’d invite you to pause and reflect:

  • What’s the yardstick you measure your decisions against?
  • When the noise gets loud, what helps you stay anchored?
  • And most importantly, how will today’s decision make life better for the pupils?

If we can answer these questions with honesty and courage, we will not only serve our children better, but we will also find our own peace of mind. Because when your choices are rooted in purpose, you really can put your head on the pillow at night and rest.

And that, for me, is the only way to do this job.


The Hidden Wounds of Leadership: When Strength Becomes Survival

Remi Atoyebi portrait

Written by Remi Atoyebi

Remi Atoyebi is an experienced Headteacher and ICF Certified Transformational and Leadership Coach. She is a contributor to The Headteachers’ Handbook and a mentor to over 50 school leaders across the UK. As a leader from a Global Majority background, she is passionate about inclusive leadership, psychological safety, and creating safe spaces for underrepresented voices.

As one of just a handful of leaders from a Global Majority background in the area I serve, I’ve had to do more than lead a school. I’ve had to build trust from the ground up, raise community aspirations, and create a sanctuary of belonging for children who had so often been left behind. Publicly, I was praised. Data climbed. Headlines followed. People saw progress.

But what they didn’t see was me.

They didn’t see the toll it took: emotionally, mentally, physically,  to keep showing up, every single day, as the “strong one.” The “resilient” one. The one who could weather it all. Behind the applause, I was slowly falling apart.

As a Black woman in leadership, I became an expert at navigating systems that were never designed for me to thrive in. I wore the armour of excellence because I had no choice. I bore the weight of expectation, not just professionally, but culturally: the silent pressure to prove, to represent, to protect. I was leading a school, yes. But I was also holding up the dreams of my community, the pride of my family, and the unsaid duty to never falter.

Then one day, my body gave in. I was taken by ambulance from work to A&E. I had suffered a Transient Ischemic Attack (TIA): https://www.nhs.uk/conditions/transient-ischaemic-attack-tia/  and soon after, I was diagnosed with Post-traumatic stress disorder(PTSD):   https://www.nhs.uk/mental-health/conditions/post-traumatic-stress-disorder-ptsd/overview/

These events were not from one tragic moment, but from the relentless drip-feed of stress, microaggressions, harassment, racial trauma, and systemic pressure that had compounded over years. 

The trigger was one parent’s sustained harassment over two and a half years: sometimes emailing up to three times a day to make unnecessary demands, engaging in attention-seeking behaviours, inciting other parents, and making incessant reports to the Local Authority Designated Officer (LADO), Office for Standards in Education, Children’s Services and Skills (OFSTED), the Teacher Regulatory Agency (TRA), and the Information Commissioner’s Office (ICO).

I had been leading while bleeding.

This is what we don’t talk about enough. The unspoken cost of being the first. The only. The one expected to be everything to everyone. For many Black women in leadership, success often comes wrapped in loneliness. We carry the school, the staff, the children, their families and then we carry what no one else sees: the barbed comments, the subtle exclusions, the extra scrutiny. 

Over time, I’ve come to name this for what it is…structural neglect. Not always overt. Not always intentional. But neglect nonetheless: of our wellbeing, our emotional safety, our humanity. Mental health services are not culturally competent. DEI work barely scratches the surface. And leadership frameworks rarely account for the invisible labour of navigating bias and battling stereotypes.

The Equality Act 2010 lists both Race and Disability as protected characteristics. But where was the protection when I was unravelling from the inside out? Where were the policies that acknowledged the trauma of ‘performing strength’ in the face of constant pressure? Where was the care for leaders like me?

And let’s talk about race and mental health. Black women are less likely to be referred for therapy, more likely to be misdiagnosed, more likely to go unheard. (https://www.mind.org.uk/information-support/tips-for-everyday-living/racism-and-mental-health/#HowRacismCanAffectYourMentalHealth).

 In leadership, the expectation to remain poised and polished becomes a ‘prison’. We silence our needs just to be seen as competent and effective.

So, how do we disrupt this?

We start by telling the truth. We say out loud that leadership takes a toll. We give permission to ourselves and others to feel, to pause, to say “this is too much.”

We embed trauma-informed approaches not just for children, but for the adults in our schools,  especially those living through racialised experiences. We make room for healing. For culturally competent therapy. For coaching that holds space rather than just drives outcomes.

We must let go of the myth that strength means silence, and in its place, we embrace a deeper truth that vulnerability is not weakness,  it is wisdom. It is the path to healing, to connection and to lasting change.

I’m still healing. I’m still learning how to lead without sacrificing myself. Still untangling from a version of success that asked me to shrink, to be silent, to disappear. But no more. From here on, I will be leading differently: to protect my health, my wellbeing and ultimately, my life.

And if my story does anything, I hope it reminds someone, maybe you,  that you are not alone. That leadership must never cost you your health. That you don’t have to break to belong and succeed. 


Leading with Heart: Why Humanity Belongs in Leadership

Sarah Mullin portrait

Written by Sarah Mullin

Deputy Headteacher and EdD student

When Chancellor Rachel Reeves appeared tearful during Prime Minister’s Questions, it became national news. Speculation followed. Some questioned her professionalism. Others expressed empathy. But what if her emotion wasn’t about weakness or pressure — what if it simply showed that she cared? 

We may never know what Reeves was feeling, and that’s not the point. What matters is how society responded. In contrast, when Prime Minister Keir Starmer’s voice cracked with emotion moments earlier, many praised his sincerity. The double standard reminds us that we still judge emotional expression differently in men and women — and that’s something schools have the power to change. 

In my doctoral research with women secondary headteachers, many shared the pressure to appear composed at all times. One told me: 

“I’ve learned to hide my emotions because if I show them, people assume I’m not coping.” 

Another said: 

“I care deeply about my staff and pupils. But there’s still a sense that to be respected, you have to be hard.” 

This expectation isn’t just unfair — it’s limiting. When we reduce leadership to stoicism, we ignore the relational skills that make leaders truly effective: empathy, emotional intelligence, and care. 

That’s why these public moments of emotion matter. Because our young people are watching. 

Girls need to see that leadership doesn’t require hiding your feelings or shrinking your identity. That you can be strong, successful, and still be yourself. And boys need to see that care and vulnerability aren’t weaknesses — they are part of responsible, emotionally mature leadership. 

In schools, we have the chance to model a broader, healthier version of what leadership looks like — not just in what we say, but in how we lead. Staff and students alike benefit from environments where humanity is welcomed, not hidden. 

Let’s create a culture where showing heart doesn’t undermine leadership — it defines it.


Courageous Conversations

Hannah Wilson portrait

Written by Hannah Wilson

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

What is a Courageous Conversation?

In courageous conversations, whether in the context of performance appraisal, mentoring, or coaching, individuals are encouraged to express their views openly and truthfully, rather than defensively or with the purpose of laying blame. Integral to courageous conversations is an openness to learn.

 

What Is an Example of a Courageous Conversation?

Typical examples include handling conflict, confronting a colleague, expressing an unpopular idea on a team, asking for a favour, saying no to a request for a favour, asking for a raise, or trying to have a conversation with someone who is avoiding you. Research shows that many women find such “courageous conversations” challenging.

 

How Do You Frame a Courageous Conversation?

  • Set your intentions clearly.
  • Create a container.
  • Prepare facilitators & groups.
  • Set it up.
  • Open with vulnerability.
  • Have the discussion.
  • Come back together and close.
  • Support each other.

 

What Does the Research Tell Us About Courageous Conversations?

According to the work of Susan Scott there are The Seven Principles of Fierce Conversations:

  1. Master the courage to interrogate reality. Are your assumptions valid? Has anything changed? What is now required of you? Of others?
  2. Come out from behind yourself into the conversation and make it real. When the conversation is real, change can occur before the conversation is over.
  3. Be here, prepared to be nowhere else. Speak and listen as if this is the most important conversation you will ever have with this person.
  4. Tackle your toughest challenge today. Identify and then confront the real obstacles in your path. Confrontation should be a search for the truth. Healthy relationships include both confrontation and appreciation.
  5. Obey your instincts. During each conversation, listen for more than content. Listen for emotion and intent as well. Act on your instincts rather than passing them over for fear that you could be wrong or that you might offend.
  6. Take responsibility for your emotional wake. For a leader there is no trivial comment. The conversation is not about the relationship; the conversation is the relationship. Learning to deliver the message without the load allows you to speak with clarity, conviction, and compassion.
  7. Let silence do the heavy lifting. Talk with people, not at them. Memorable conversations include breathing space. Slow down the conversation so that insight can occur in the space between words.


“When they try to deny us, resist with Shades of Bias!”

Wayne Reid portrait

Written by Wayne Reid

Professional Officer & Social Worker

In recent years, the social work profession has made declarations of support for anti-discriminatory, anti-oppressive and anti-racist practice.  However, circular conversations, intensive dialogue, never-ending searches for ‘evidence’ and performative actions ensure that a critical gap persists: a lack of tangible reforms and person-centred support in real-world professional settings.  This is the void in which Shades of Bias was conceived – to help move us beyond repetitive rhetoric and towards meaningful action.

In a profession built on values and ethics, social workers often find themselves navigating the culture war minefields of bias – sometimes as victims/survivors, sometimes as observers/witnesses and sometimes (albeit unintentionally), as perpetrators or people responsible.  Shades of Bias emerges not as a blunt instrument of blame or guilt, but as a structured, compassionate and forward-thinking innovation for critical thinking and scalable change.

What is Shades of Bias?

Shades of Bias is a pioneering and universal case study framework designed to enable critical reflection on how discrimination, oppression and racism manifests in social work and beyond.  It is a simple process for documenting, analysing and addressing instances of bias, whether it is experienced directly, observed/witnessed or perpetrated (by the person/people responsible).  Shades of Bias can be used by: 

  • Victims/survivors of discrimination, to articulate their experiences in a therapeutic and structured way
  • Witnesses and observers, to reflect on incidents of bias they encounter and contribute to ethical practice
  • Those responsible for bias, to engage in non-punitive reflection, learning, and personal growth

The framework has 3 pathways and one vision.  It embraces intersectionality and is underpinned by the protected characteristics in the Equality Act 2010.  Based on anti-discriminatory, anti-oppressive and anti-racist values and ethics, Shades of Bias helps to create a culture of accountability, inclusion, self-expression and systemic change. 

Whether you are a victim/survivor, witness/observer, or person responsible for bias, Shades of Bias provides a psychologically safe structure to:

  • Reveal the event or issue
  • Reflect on its dynamics and impact
  • Repair through learning, growth and accountability

A philosophical framework for reflection

At its core, Shades of Bias is a conscious rejection of ‘tick-box EDI’ and a bold call for social work to live up to its ethical mandate.  It is grounded in anti-discriminatory, anti-oppressive and anti-racist values.  However, it reaches beyond these to promote dignified empowerment and restorative learning.  Shades of Bias is intentionally non-punitive – designed not to shame, but to enable growth, positive change and cultural competence.  It recognises that progress depends not just on systems changing, but on individuals reflecting, learning and being brave enough to do better. 

Shades of Bias is an adaptable, expansive and multidimensional framework for healing, self-examination and transformation across policy, practice and education.  It provides:

  • A safe space to document injustices and validate lived experiences
  • A professional development tool that promotes ethical decision-making and inclusive practice
  • A resource for institutions to use anonymised case studies to promote collective learning and inform organisational change

It is intended for Shades of Bias to become the standardised framework for documenting discrimination and exposing harmful systemic patterns that are often ignored.  

Shades of Bias has the following self-explanatory sections: 

  • Case study title
  • Background and context
  • Nature of the incident
  • How was the situation handled?
  • Reflection and learning
  • Reflection and learning (for the person/people responsible for bias)

Shades of Bias is available in multiple formats – PDF, Word, and as an online Microsoft Form – and is supported by detailed guidance.

Shades of Bias does not aim to replace regulation or formal policies/procedures – it offers an accessible middle space between silence and escalation.  Its aim is to document harm, cultivate learning and disrupt harmful patterns – especially when more formal channels may be unresponsive.

Unlike many reports that merely outline problems or recommend solutions that are not implemented, Shades of Bias is a universal template developed by BASW England members and staff to document, analyse and support people in real-world scenarios. 

Origins rooted in lived reality

Shades of Bias was co-developed and co-produced in response to a groundswell of concerns from Black and Global Majority BASW England members.  It is the culmination of collective contributions from frontline practitioners and thought leaders from the Black and Ethnic Minority Professionals Symposium (BPS), Professional Capabilities and Development (PC & D) group, Anti Racist Movement (A.R.M), School of Shabs, BASW England and myself.  The concerns raised include:

  • Students facing racism during placements and academic experiences
  • Practice educators encountering bias in assessment and supervisory contexts
  • Newly Qualified Social Workers (NQSWs) struggling against institutional racism in recruitment, progression, and workplace culture

These concerns were escalated through BASW (British Association of Social Workers) and representations made to key stakeholders and partners, highlighting systemic racism in social work education, early career pathways and relevant regulatory frameworks.

Shades of Bias’s launch is timely.  Its development coincided with the publication of The Child Safeguarding Review Panel “It’s Silent”: Race, racism and safeguarding children report, which highlighted a lack of accountability in addressing racism in safeguarding practices.

Importantly, Shades of Bias is informed by BASW’s Code of Ethics; Professional Capabilities Framework (PCF);  the Local Government Association’s Standards for employers of social workers in England; Social Work England’s professional standards and the Social Care Workforce Race and Equality Standards (SC WRES).  Also, it is a logical progression from the BASW England ‘Anti-racism in Social Work’ activities across the UK (between 27/05/20 – 26/09/21) report.

Shantel Thomas, founder of the award winning Anti-Racist Movement (A.R.M.), BPS member and key partner said: “Shades of Bias is more than a tool – it’s a bold declaration that lived experience matters, and that reflection is the first step towards action.  As the A.R.M. collective, we are proud to stand behind this transformative framework, which empowers practitioners not only to reveal and reflect on harm, but to repair and rebuild with integrity.  This is how we dismantle racism – from the inside out.” 

Shabnam Ahmed MBE, founder of School of Shabs, BPS member and key partner said: “Shades of Bias is a transformative tool, powerful for both deep reflection and bold action. It empowers self-agency by giving voice to silenced experiences and challenging the minimisation of racism. True change demands bravery: to recognise that both courage and vulnerability can sit side by side.  The discomfort is necessary for accountability. When we face these truths together, change and anti-racism becomes possible.”  

More than just a template 

Shades of Bias can be used to inform policy, practice and education, as follows:

  • In policy, it can inform consultation responses and track systemic patterns of discrimination
  • In practice, it serves as a supervision tool, a CPD mechanism and a reflective journal
  • In education, it supports students and educators to explore bias meaningfully and sensitively
  • It encourages multi-level perspectives and multi-disciplinary dialogue

Shades of Bias can be used:

  • Individually for personal reflection, CPD or supervision
  • Within teams to address group dynamics and organisational culture
  • Across institutions as part of safeguarding, HR processes, whistleblowing or reflective learning 

The section for people responsible for the bias supports individuals who have engaged in discriminatory, oppressive or racist actions/behaviours whether knowingly or unwittingly.  It has a structured, non-punitive approach to reflection, helping individuals to take responsibility, learn and commit to anti-discriminatory, anti-oppressive and anti-racist practices.

The template encourages people responsible for bias to:

  • Recognise and understand personal biases
  • Acknowledge and address the harm they have caused
  • Align themselves with professional ethics and regulatory expectations
  • Contribute to a culture of self-honesty and transformative change

From seed to systemic

Social workers have shared the benefits of implementing and applying Shades of Bias:

  • “We all have biases. It’s the human condition. Recognising them is what makes the difference.”
  • “I love the guidance questions under each section because it helps me think and probe further into the situation. By the time I get to the reflection at the end, I have literally torn apart the entire situation and now, allows me to think beyond the situation.  The fact that the case study is going to be used to “repair” gives me the motivation to complete this.”
  • “The ideas are innovative and a pragmatic approach to seeking to achieve change.  I can see how I could use it either in my role as a Practice Educator and/or when I take on Anti-Racism within the organisation.  The Reveal>Reflect>Repair part is easily relatable too.”  
  • “I do feel it’s really positive and I could completely relate as a neuro diverse Black woman.  Thank you I feel it’s a great resource and is easy to understand.”  
  • “I just wanted to say that Shades of Bias is a fantastic and ingenious idea!  I am genuinely impressed with the depth and thoughtfulness that has gone into developing this framework.”
  • “Shades of Bias is a fantastic initiative. This addresses an area often overlooked, as many instances of discrimination, particularly from managers towards social workers, result in disciplinary action but rarely focus on the underlying bias. The burden of proof unfortunately falls on the aggrieved party, who often belongs to the global majority.  While this is a positive step, I still believe we need stronger action at the policy level.”

Shades of Bias helps to foster a culture of honesty, humility and hope – centred on the belief that accountability is not an accusation, but a duty of care and professionalism.  It is a framework for all levels of the profession – from students and practitioners to senior leaders, from academics to policy influencers.  Shades of Bias supports the profession’s evolving need for brave, psychologically safe spaces that honour complexity, intersectionality and human emotions.

What distinguishes Shades of Bias is its belief that transformation starts within.  By confronting our blind spots, we move towards integrity and self-awareness.  By documenting injustice, we can seed change.  By embracing our discomfort, we honour the dignity of others.

Shades of Bias is not a one-off resource.  It is a philosophy, a practice and a call to action.  If widely adopted, it has the power to humanise systems, reimagine accountability and hardwire social justice into the fabric of social work and beyond.  When bias is revealed and reflection is authentic, repair becomes possible.

“When they try to deny us, resist with Shades of Bias!”

‘One world, one race… the human race!’

Download the Shades of Bias case study template and the full suite of materials and templates today at: https://basw.co.uk/shades-bias.


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