Ealing Learning Partnership

ELP support for race equality

Additional investment by the Council in ELP will enable us to provide support to schools to develop and embed their approach to race equality.

ELP’s approach

The support we will provide over the next four years will aim to empower school leaders and school staff to develop the knowledge, skills and confidence to effectively address race inequality. The principles of ELP’s approach to supporting schools with this agenda are as follows:

  • Flexible and responsive; recognising the different starting points of schools
  • Facilitating collaboration between schools and also with key partners
  • Engaging with parents as equal partners to help shape solutions
  • Building on the learning from the No Learner Left Behind Black Caribbean achievement project to inform approach
  • Engaging external expertise, where necessary, to ensure Ealing’s programme of support for schools is high quality

The programme of support that ELP will provide is currently being developed and will change over time as we respond to the needs of schools and feedback from key partners. Below is a summary of the key areas of support that will be initially provided linked to each of ELP’s five Leadership ambitions. Further details will follow as plans are confirmed.


We will provide support to governing boards and senior leadership teams to enable them to strategically review their current approach to race equality:

Engaging parents and communities

We will seek to support schools to effectively engage with their parent communities around race equality in the following ways::

  • Development of a parental engagement strategy for the area and school support tools – led by Orlene Badu – more details to follow
  • Development of the role of parent forums and ELP’s interface with leading community groups to help shape change
  • New training for school staff to support building positive relationships with parents from diverse backgrounds – dates to follow

Curriculum, progress and inclusion

We will support schools to be able to review and adapt their curriculum and improve the progression and inclusion for Black Caribbean pupils and other pupil groups through:

  • An extensive programme of curriculum training to support schools to critically evaluate and adapt the curriculum to include aspirational Black history and Black contributions – dates to follow
  • Diversifying the curriculum through subject leader networks – dates to follow
  • Integration of race equality challenge into existing ELP school improvement systems and processes
  • New programmes for Year 9 and Year 11 to support the progression of Black heritage pupils onto higher education
  • Therapeutic Thinking pilot – whole systems approach to reducing suspensions in schools - dates to follow

Developing cultures and behaviour

An important first step in leading race equality work in schools is to develop the racial literacy of all staff. ELP will support school leaders to offer this training in the following ways:

  • Provide access to ‘Challenging Disproportionality – Developing Cultural Competence training’ for all school staff through:
    • The production of a series of 4 video training sessions to be delivered to whole school staff
    • Facilitation training for school leaders who will lead these sessions in school. Book via Ealing CPD online Facilitation training - challenging disproportionality and developing cultural competence
  • Centrally organised programme of race equality induction training for staff new to Ealing – dates to follow

Inclusive recruitment and retention

We will support schools to develop inclusive recruitment and retention policies and approaches by:

  • Creation of ‘Talking Heads’ promotional videos representative of leadership roles, phases and ethnicities to promote Ealing as a great place to work and also career development and progression in Ealing
  • New Ealing Leadership Diversity programme for Black, Asian and minoritised staff
  • Career development and progression network for Black, Asian and minoritised staff.
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Last updated: 29 Jun 2022