Organisational Evolution: Training aimed at the whole institution
1.Initial meet/workshop with SMT
2.Individual 2-3 hour workshops with departments/faculties/subject groups
3.Concluding and feedback meeting with SMT together with recommendations
Aims: This mode of delivery is designed to connect with most aspects of an institution’s operation regards inclusivity and thereby engage all staff. The aim is firstly to assess where the whole institution is positioned in terms of addressing diverse identities and needs within its student and staff cohorts, and secondly to heighten that awareness and knowledge through a series of workshops delivered to distinct teams. Areas that the Facilitators will explore include the inclusive curriculum* and development; institutional narratives; HR as a supporting mechanism; incidents and responses; recognising, safeguarding and enhancing diverse identities within the institution; image and public narratives; leadership and management communication. The programme concludes with a meeting with SMT where the Facilitators will provide feedback and recommendations.
1.To examine the institution’s needs and responses regards its diverse community (race, gender, sexuality and class identities)
2.To develop critical awareness of the intersectional character of inclusivity across the institution
3.To help improve an institution’s image, self-narrative, policies and practices regarding inclusivity
4.To advise SMT on how to develop and maintain an inclusive learning community
5.To identify specific areas of need and development within the institution
6.To assist organisational members in developing confidence and skill in recognising and responding to diverse identities; their needs, expectations and aspirations.
7.To offer guidance on incorporating inclusivity and diversity within the curriculum
8.To advise on strengthening the school’s safeguarding procedures through ensuring it validates all members whatever their race, gender, sexuality or class.
9.An inclusive soft audit across the institution
10.To offer guidance on specific incidents and responses.
Examples of primary objectives and areas of guidance:
1.Ensuring school policies such as safeguarding, bullying, staff handbook clearly state and protect the school community from inequalities due to racial heritage, religious belief, gender, disability and sexual orientation or identity
2.Review HR recruitment policies to select staff who represent a diverse variety of backgrounds and skillsets
3.Assist in drawing up a PSHE curriculum from K-13 on key concepts and learning outcomes (with suggested materials)
4.Advise on harnessing student voice and staff allies to create a working group on how to promote diversity and inclusivity in school
5.Advise and guide on connecting with the parent community and gaining feedback
6.Help initiate a network where staff can share and contribute what has worked for their students and school, using local resources
Value Added Option: Longer term support and guidance can be given to institutions by the Total Inclusivity trainers and tailored to the institution’s inclusivity strategy and targets.
*Inclusive Curriculum: Defined as a programme of learning that seeks to ensure equitable representation of diverse identities, histories, knowledges, experiences and which rejects monoculturalist definitions of truth and reality.
Targeted Development: Workshops for Institutional Teams
Typical Format: 2-3 hour Workshops (15-20 participants)
Aims: These workshops are suitable for those institutions which have a selected but limited number of staff wishing to undertake inclusivity training. The workshops would be institutionally exclusive and therefore not open to external participants. A typical workshop will cover the following: enhancing inclusivity within the institution; improving inclusivity knowledge and responses within the institution; identifying areas of need and development regards race, gender, sexuality and class identities.
1.Improve participant’s critical awareness of diverse identities and related expectations
2.Provide guidance on how to incorporate the needs, expectations and aspirations of diverse identities into the institution at most levels.
3.Improve the institution’s response to, and recognition of diverse identities.
4.Assist the institution in improving its ability to satisfy the educational aspirations of all staff and students regardless of race, gender, sexuality and class dynamics.
5.Develop individual confidence and skill to recognise and address diverse identities
6.Review HR recruitment policies to select staff who represent a diverse variety of backgrounds and skillsets
Individual Development: Open Workshops
Typical Format: 2-hour workshop (maximum 18 participants)
Aims: This is the conventional online Open Workshop. Applicants will likely come from a mix of educational and professional backgrounds and have a range of experiences. The aim of such workshops is to provide participants with an introduction to the concept of ‘total inclusivity’ and assist in creating an integrated set of related policies and practices within an institution.
1.Improve participant’s critical awareness of diverse communities and identities
2.Provide guidance on how to incorporate diverse identities, needs, expectation and aspirations into individual educational practice.
3.Develop individual confidence and skill to recognise and address race, gender, sexuality and class as intersectional components experienced by staff and students.
Specific Issues Workshop/Individualised Support
Typical Format: Flexible: Workshop(s) and/or Professional Input by Facilitators
Aims: This is a mix of training and individual support and is designed entirely in accordance with an institution’s specific and identified needs. The format is driven by an institution’s SMT and the Facilitators will design their delivery to meet the aims and needs of the institution as identified by the SMT. It is expected that in most cases the institution has already undertaken a total inclusivity audit of some description and/or has identified issues requiring attention.
1.Support SMT in meeting the institution’s strategy and targets regarding total inclusivity.
2.Help SMT resolve specific issues in relation to all aspects of inclusivity and diverse identities within the institution.