Equality Diversity and Inclusion

Inclusion has become a prominent term across various sectors, and schools are increasingly aware of the need to promote diversity and inclusion for their students, especially given the statutory requirements. However, beyond simply meeting legal obligations, the diversity of our staff significantly influences the culture and climate of our schools and sends a powerful message to our students. Research consistently shows that diverse teams outperform those that are not, with better creativity, productivity, and outcomes.

The CIPD published a fact sheet on diversity and inclusion in 2018, stating:

"...it's essential to create an inclusive environment where everyone feels they can participate and reach their full potential. While UK legislation sets minimum standards covering aspects like age, disability, race, religion, gender, and sexual orientation, an effective diversity and inclusion strategy goes beyond legal compliance to enhance employee well-being and engagement."

The fact sheet defines diversity and inclusion as follows:

"Diversity is recognising and valuing differences, although not necessarily leveraging them to drive organisational success. It acknowledges the benefits of having diverse perspectives in decision-making and a workforce that reflects the customer base.

Inclusion is where differences are actively seen as assets, and diverse perspectives are shared, leading to better decisions. An inclusive working environment is one where everyone feels valued, their contributions are appreciated, and they can perform to their potential."

Challenges in the education sector are undeniable. As a Trust, we are committed to maintaining high standards by actively cultivating an inclusive culture, eliminating racism, and demonstrating our strong commitment to our students, staff, and parents.

So, why is this so crucial to us?

Our children and young people live in a diverse world and come from a wide range of backgrounds. It's important that they see themselves reflected in their teachers and other staff, who serve as relatable role models. The evidence beyond education is clear: diverse teams are more creative, productive, and deliver better results, and there's no reason to believe this doesn't apply in schools.

At The Spring Partnership Trust, we've made strides toward creating a more diverse and inclusive workplace. Our strategic plan outlines our commitments to diversity and inclusion, ensuring these principles are embedded in our culture, workforce, and curriculum. We continually communicate and reinforce these commitments.

We have implemented Trust-wide policies to foster understanding and appreciation for diversity among both staff and students. These include:

• Each school appoints an EDI (Equality, Diversity, and Inclusion) Champion, who leads training, support, and initiatives while contributing to the Trust's annual EDI plans through the Trust’s EDI Network meetings.

• School meal menus are updated to reflect the diverse cultures and cuisines within our schools and Trust.

• Policies are being reviewed over time to include equal opportunity statements and practices.

• Recruitment processes have been revised, including the introduction of blind recruitment, where identifying information and protected characteristics are removed during shortlisting.

• Our working practices are designed to support different groups, such as offering flexible working arrangements that benefit a variety of people.

• Career pathways have been revised to increase transparency and offer a wide range of ongoing training and development opportunities.

• Inclusion and bias awareness training is provided to staff, enhancing their understanding of unconscious bias and stereotyping when making decisions.

• The curriculum is being decolonised, with a full review of reading materials to introduce a broader range of voices and perspectives.

Please view our Equality and Diversity Policy here.