DRAFT
A SAMPLE
POLICY FRAMEWORK
FOR
PROMOTING RACE EQUALITY
IN SETTINGS
With special reference to the requirements of the
RACE RELATIONS (AMENDMENT) ACT 2000
for
Eary Years Settings
List of Contents
1-
Introduction to the document
2-
Explaining the Framework
3-
OfSTED and Inclusion
4-
Setting Requirements Under the Act
5-
A Statements of Aims and Values
6-
Guidelines for an Implementation Strategy
7-
Model Statements for an Implementation Strategy
8-
Indicators for Success in Promoting Race Equality
9-
Appendix 1 – Ethnic Monitoring Categories
10-
Appendix 2 – Further Reading and Resources
11-
Appendix 3 - Glossary
2
1. Introduction to the Document
This document is part of a series of publications by CSF concerned with
school/setting improvement and raising standards for all children. It is consistent with
the Young in Herts EYDC Strategic Plan for improving the quality of early years
education in Hertfordshire. As a policy framework it is designed to support settings
in developing and/or reviewing policies and plans for promoting Race Equality by 31st
May 2002. The document complements a consultation draft paper by the
Commission for Racial Equality. “A Guide to Schools”. It supports settings which
applies to all educational settings in implementing recent statutory race equality
requirements to fulfil general and specific duties under the Race Relations
(Amendment) Act 2000.
The suggested policy content, which follows, is applicable to all settings. Managers
will wish to consider the specific context of their own setting and the needs of the
community they serve in implementing the recommendations.
With this perspective the framework is structured in a modular format, paying due
regard to the varying contexts in which settings carry out their responsibilities.
Further guidance can be available on request from MECSS and Young in Herts to
support the development of such policies and action plans.
3
2. Explaining the Framework
All settings, regardless of the number of children and staff who are from ethnic
minority communities, are required under the Race Relations (Amendment) 2000 to
take steps to eliminate racial discrimination, and to promote race equality and good
race relations.
The Race Relations Act (1976) as amended by the Race Relations (Amendment) Act
2000 places a general duty on settings as public authorities to promote race equality.
The duty means that, in everything they do, settings must aim to:



Eliminate unlawful discrimination
Promote equality of opportunity
Promote good relations between people of different racial groups
Specific duties (also statutory) are laid down in the Act to assist settings in meeting
the general duty. These are:


Before 31st May 2002 – settings to have a written statement of policy for
promoting race equality (race equality policy) and
Settings to have in place arrangements for fulfilling, as soon as is practicable, the
duties below:
-
To assess the impact of its policies, including its race equality policy, on
children, staff and parents of different racial groups including, in
particular, the impact on attainment levels of such children.
-
Monitor, by reference to their impact on such children, staff and parents,
the operation of such policies including, in particular, their impact on the
attainment levels of such children.
4
The Curriculum and Inclusion
The QCA curriculum guidance for Foundation Stage clearly articulates requirement
regarding ‘different ethnic groups, including Travellers, refugees and asylum seekers,
and those from diverse linguistic backgrounds.
In practice, this implies

That all curriculum subject teaching should take specific action to respond to
diverse learning needs through
-

Creating effective learning and environments
Securing children’s motivation and concentration
Appropriate assessment approaches
Setting targets for learning’
That settings and teachers will be engaged in strategies ‘to overcome potential
barriers to learning and assessment for individuals and groups’.
One of the aims of the National Curriculum 2000 is to promote children’ spiritual,
moral, social and cultural development and prepare all children for the opportunities,
responsibilities and experiences of life. This aim it explains includes,
-
Developing knowledge, understanding and appreciation of their own and
other beliefs and cultures, and how these influence individuals and societies.
Promoting equal opportunities and enabling children to challenge
discrimination and stereotyping
Promoting pupils’ self-esteem and emotional well-being and helping them to
form and maintain worthwhile and satisfying relationships based on respect
for themselves and for others, at home, setting, work and in the community.
These requirements make race equality a central feature of the drive to improve
standards in settings. Compliance with the inclusion requirements of National
Curriculum 2000 is now an essential feature of OfSTED inspection and setting self
evaluation. OfSTED will also be required to examine and report on whether the
setting’s duties under the Race Relations Amendment Act are being met.
5
3. OfSTED and Incusion
Questions to be addressed through inspection:

Are all children achieving as much as they can, deriving maximum benefit,
according to their individual needs, from what the setting provides?

If not, which children or groups of children are not achieving as much as they
can? Why not?

Is the setting aware of these differences? If not, why not?

How does the setting explain differences between groups of children in terms
of their achievement, teaching and learning and access to the full range of
opportunities provided? Are these explanations well founded and convincing?

What action (including use of nationally funded or local initiatives) has the
setting taken or is the setting taking to raise the standards of attainment of
children or groups of children which appear to be under-achieving or at
particular risk? If none, why not?

If the setting is addressing the issues, is it appropriate and is it effective or
likely to be effective? Are there any unintended consequences? How well are
these consequences being handled?

What action is being taken by the setting to promote race equality, to prepare
children for living in a diverse and increasingly inter-dependant society and
specifically to prevent and address racism, sexism and other forms of
discrimination?
Please note In addition from 1st June 2002 OfSTED are likely to require evidence
of schools and settings compliance with the Race Relations (Amendment) Act
2000.
6
4. Setting Requirements under the Act
Under the Act schools as public authorities and Early Years settings must put in place
arrangements for reviewing and/or developing policies with due regard to the duty to
promote race equality. The Act requires that settings address as a matter of priority
those aspects of their practice that have the greatest effect on the children, staff or
parents which may affect ethnic groups in different ways. Examples of such aspects
include:









Achievement
Admissions
Assessment and recording
Discipline, including exclusion
Working with the wider community
The curriculum
Teaching, learning and play
Guidance and support
Staff selection and recruitment
Under the Act Schools and Settings must prepare and maintain:1) a written policy statement of their commitment to race equality (to be in place by
31st May, 2000).
2) plans to review and develop their policies by monitoring their impact on different
racial groups.
The race equality policy can be combined with another policy, such as an equal
opportunities, inclusion and/or diversity policy, which might also cover gender
equality, SEN, disability, religion, age and sexuality. However, the race equality
policy should be clearly identifiable and easily available. Its ethos should be integral
to all other policies as relevant.
7
5. Statement of Aims and Values
Broad principles for a multi-ethnic setting
As a multi-ethnic setting, we respect and value the linguistic, cultural and religious
diversity of the community we serve.
We are committed to raising the attainment of all our children with due regard to their
individual, social and personal circumstances.
We believe in actively promoting equality of opportunity in every aspect of the life of
all children, parents and staff.
We are committed to challenging racial discrimination and harassment, ensuring race
equality, promoting good race relations and preparing all children for life in a
culturally diverse society.
Our commitment will be demonstrated through
Monitoring the impact of all of our policies on different ethnic groups.
Fostering respect for all groups and individuals.
Promoting positive non-discriminatory behaviour.
Eradicating barriers in order to maximise participation and achievement of all.
Ensuring high expectations of all.
Drawing on the diverse experiences and skills of all children, staff and the
wider community.
We recognise that it is the responsibility of every member of our community to ensure
that this ethos is actively and consistently reflected in our practice. We will
systematically assess, evaluate and regularly review the impact of our policies on the
life, attitudes and achievements of all groups and individuals amongst our children
and staff.
8
Broad principles for settings with limited ethnic diversity.
We respect and value the linguistic, cultural and religious diversity which exists in the
wider community. We are committed to challenging attitudes that promote racial
discrimination, ensuring respect for all and preparing all children for life in a
culturally diverse society.
Our commitment to race equality will be demonstrated through:
Fostering respect for all groups and individuals, within the context of human
Rights.
Promoting positive non-discriminatory behaviour.
Ensuring appropriate support for isolated individuals of different ethnic groups
within the setting.
Ensuring high expectations of all.
Ensuring representation of a wide range of heritages within our curriculum
and community.
Encouraging links with the wider community.
We recognise that it is the responsibility of every member of our community to ensure
that this ethos is actively and consistently reflected in our practice. We will
systematically assess, evaluate and constantly review the impact of our policies and
practice on the life, attitudes and achievement of all groups and individuals amongst
our children and staff.
9
6. Guidelines for an implementation strategy
1. The Act places a duty upon all schools and settings in the context of development
planning to
-
Review and revise existing policy and practice to ensure that race equality
is actively promoted across the setting.
-
Develop policy and practice to eliminate racial discrimination and
harassment, including an active approach to countering bias and prejudice.
-
Set targets for race equality, addressing specific issues relevant to the
context in their Development/Improvement Plan (SDP/SIP).
-
Monitor systematically provision and outcomes by ethnicity.
-
Evaluate the effectiveness of the implementation of their race equality
policy and procedures.
-
Take steps to ensure a staff that is trained and confident in challenging
racism and in promoting race equality, including the recognition of
children’s cultural heritage and language skills.
In reviewing and/or developing policy and practice
a) priority for action should be given to those aspects that have the greatest impact
on diverse ethnic groups in different ways and in particular to children’s
achievement.
b) a realistic and effective time line should be planned in order to achieve change and
development. It is recommended that in Hertfordshire this time line is limited to 3
years.
10
7. Model statements for an implementation strategy
7.i
Monitoring Results & Achievements
We will collect group and individual data on attainment by ethnicity, based on
the new national population Census ethnic categories, as used in Hertfordshire
(see appendix 1 ). We will analyse and assess these in order to measure the
setting’s performance, our effectiveness and to examine trends in progress and
development. The results of such analyses will be used to plan positive
changes, to address the challenges they present and to maintain and develop
our successes. Other areas of the whole curriculum which may have an
adverse impact on children’s attainment will also be monitored. These will
include:
7.ii

Behaviour management (including exclusions).

Racist incidents, racial harassment and bullying.

Curriculum including play, teaching and learning (including responses to
diverse language and cultural needs).
Children’ Attitudes, Values and Personal Development
In the setting we will:

Enable our children and staff to develop increasingly a critical awareness
of diversity and equality.

Enable our children and staff to have the confidence and skills to challenge
instances of prejudice, intolerance and discrimination.

Equip our children and staff to understand that reason, logic and sensitivity
have to underpin ways and means of resolving arguments and conflicts.

Ensure a willingness by children and staff to learn from different cultures,
background, faiths and beliefs.

Recognise the importance of language to a person’s sense of identity and
belonging and consider childrens’ language abilities as a teaching and
learning resource and a strength.

Ensure that children have the opportunity to receive the support and
guidance they need on an individual basis and take account of the personal
and cultural needs specific to that individual.

Ensure that children have the skills to communicate effectively (including
the ability to listen and discuss) and to defend their own opinions.
11

Encourage and enable children to say if anything is making anyone sad
and/or unhappy.
12
7.iii
Teaching and Learning (for multi-ethnic settings and settings with limited
ethnic diversity)
The setting will ensure that:

Teaching methods and opportunities for play take full account of the needs
of children’s background experiences to new experiences that will help
them to understand the cultural diversity they will meet in the wider world.

Access to activities is fair and equitable across all ethnic groups.

Teaching methods encourage positive attitudes to difference, cultural
diversity and race equality.

Diverse learning styles are catered for.

The skills to learn in a range of different styles and contexts are developed
and encouraged.

The diversity of cultures and backgrounds represented in the setting is seen
as a positive resource for teaching and learning.

All staff receive training on strategies for helping bilingual and
multilingual children to improve their English.

Teaching methods used are accessible to individuals and groups
(monitored by ethnicity and background).

All children are fully aware that staff have very high expectations of them
and are continually challenged to reach higher standards.

A positive ethos of mutual respect and trust is fostered amongst children
and staff, in which all members of the setting community feel valued and
safe.

Classrooms and other learning areas, where work is displayed present
positive and challenging images that are non stereotypical and reflect the
multiethnic multilingual and multicultural society and world.

Learning is a collaborative and co-operative enterprise.

A positive behaviour policy supports this race equality statement.
13
7.iv
The Curriculum
1- All Early Years staff will ensure that curriculum content and resources and
the learning environment present and value Britain as a culturally diverse
society and develop children’s understanding of the wider world. In
presenting this diversity, all staff and volunteers will take care not to
present different cultures in stereotyped ways.
2- All staff will develop the dimension of cultural diversity as appropriate to
their curriculum and care responsibilities. Collectively the settings
curriculum will:
7.v
-
Support the development of personal, social and cultural identities of
all children
-
Teach children respect and value for diversity.
-
Teach children the nature of cultural diversity.
-
Address the nature of inequality as it arises within the setting.
-
Enable children to develop the concept of citizenship through inclusion
within the group.
Admissions and transfer procedures
As an early years setting we are conscious of the vulnerability of our children
at times of transfer into and out of the setting. Appropriate guidance and
support will be provided for all parents and children in relation to the new
context in which the children will learn. We will ensure that all vulnerable
children are nurtured and supported in a safe environment.
7.vi
Leadership & Management
Staff recruitment and retention
1. The setting recognises the value of diversity in the staff team and
management body and will ensure that its recruitment policy
-
does not discriminate against minority ethnic groups
takes appropriate action to seek staff and managers from a diversity of
backgrounds.
2. Steps will be taken to ensure that cultural bias is removed from recruitment
and selection processes and that all involved in recruitment and selection
understand how to ensure race equality in the process.
14
3. A demonstrated commitment to race equality will be a criterion for the
selection of all new staff.
4. The setting will seek to ensure that diversity represented in the setting staff
and the governing body is valued, maintained and built on.
5. The setting will monitor its support practices to ensure that retention rates
for minority ethnic staff and governors match the retention rates for the
staff and governing body as a whole.
6. The setting will provide data for Children, Schools and Families to enable
them to monitor staff recruitment and retention by ethnicity.
Staff career structure and development, guidance and support
1. We are concerned to encourage people from under-represented minority
ethnic groups to apply for positions at all levels in the setting.
2. We will ensure that all staff have access to professional development
opportunities, to support and guidance as appropriate and to career
progression opportunities. Such access will be monitored by ethnicity.
3. We recognise the potential vulnerability of isolated minority ethnic staff
and will ensure that appropriate support and networking opportunities are
available.
4. Our awareness of issues related to cultural diversity and staff effectiveness
in dealing with issues of race equality is directly addressed in staff
induction and training sessions, staff meetings and/or performance
management meetings as appropriate. The setting strives for consistency
of approach and effective practice.
5. The setting recognises the right of staff to take appropriate time off for
religious observance.
Commitment
Managers will actively promote race equality as a priority ensuring high
expectations of all and non-discriminatory behaviour. We believe that all
children need to experience an environment where cultural, linguistic and
ethnic differences are respected and valued, and the principles of equal
opportunity are actively seen to be at work in the setting’s ethos and
procedures.
To achieve this:
-
All staff managers/parents/carers and children will be actively involved in
developing, implementing and evaluating our race equality policy.
15
-
All members of our community will understand their role in supporting
and implementing the policy. Children’s engagement in this process will
be as full as appropriate.
-
The perspectives of minority groups and isolated children/families will be
a matter of particular concern in this process.
Attendance, Exclusion and Behaviour
1. The setting recognises that attendance and exclusion rates for particular
minority ethnic groups can be unequal. Attendance, exclusion rates,
reward systems and numbers of pupils with Pastoral Support Plans (PSPs)
will be monitored for disparities across different ethnic groups. Strategies
are employed in the setting to reduce disaffection, encourage attendance
and avoid exclusion.
2. Where the pattern of a child’s undesirable behaviour is being monitored,
the circumstances lead up to that behaviour will be analysed in order to
address any possible racial harassment and institutional racism.
3. We will monitor the exclusion of ethnic groups from both the learning
areas and the setting and will address any discrepancies.
4. Understanding children’s behaviour will include taking account of cultural
and linguistic differences in self and emotional expression.
5. The setting accepts the right of a parent to have an advocate when dealing
with matters pertaining to race discrimination.
6. Reintegration strategies are culturally inclusive and responsive to
children’s ethnic and cultural background.
7. The setting recognises the right of children to take time off for
religious/cultural observance.
8. Provision is made for children who are on authorised absence on periods
of extended leave.
Parents and the wider community
1. Proactive steps will be taken to involve ethnic minority parents in the setting,
including as appropriate:-
the use of translations e.g labelling especially for key documents (e.g. Home
Setting Agreements) and basic labelling across the setting buildings.
-
the use of interpreters at parent consultation evenings, annual reviews,
preparation for transition and PSP meetings.
16
-
active recruitment of such parents as helpers, mentors and
governors/committee members/managers.
2. The setting seeks actively to work in partnership with local minority ethnic
community organisations and where possible access the expertise, skills,
knowledge and experiences of people from local minority ethnic communities.
As a setting with limited ethnic diversity
The setting recognises the challenge of expanding children’s contacts and insights
into cultural diversity. As such we actively seek to involve representatives of
minority ethnic communities and diverse cultures and faiths in the setting and across
the curriculum.
17
8. Indicators for success in Promoting Race Equality
Your policy should set out how you would monitor your progress and success towards
meeting race equality your race equality responsibilities and targets.
In implementing setting policies, the following indicators demonstrate success:

High levels of achievement All children achieve their full potential and the
performance and progress of children from all racial groups is broadly similar.

Higher attainment. The setting’s profile of attainment rises and any attainment
gaps between ethnic groups are reduced.

A diverse curriculum. Challenging racism and celebrating diversity and racial
equality is addressed across all areas of the curriculum. The experiences and
expertise of children, parents, staff, and members of the local community from
different racial groups are utilised in delivering the curriculum.

Reduction in Exclusions. Few children are excluded from the setting and there
are no disparities in rates of exclusion across different racial groups.

Admissions. The ethnic profile reflects the ethnic profile of population, the area
from which children are drawn.

Active Parental involvement. Attendance at parents evenings is high across all
racial groups. Parents from all racial groups contribute to consultations, and
participate in activities and events organised for parent.

A diverse governing body. The governing body is representative of the different
ethnic and cultural groupings in the local population. The retention rates for black
and ethnic minority governors match the retention rates for the governing body as
a whole.

An effective governing body. All members of the governing body are fully
aware of their responsibilities in relation to their duties under the Act. Governors
play an active role in decision making on racial equality matters.

Effective response to racial harassment and racist incidents. Incidents of
racism and racial harassment are dealt with promptly. Strategies are employed to
reduce racism and racial harassment and evaluations show that these are effective.
Feedback from children, parents and staff victims show high levels of satisfaction
with the way in which victims are supported, and incidents handled and resolved.

A diverse workforce. The ethnic profile of non-teaching and support posts
reflect the ethnic profile of the community. The setting is playing an active role in
LEA and other initiatives to increase the representation of people from ethnic
minority groups, both in to teaching and in attaining senior positions in the
profession and this is having positive outcomes in the setting.

A successful workforce. All staff feel valued and able to contribute fully to all
aspects of the setting’s work.
18

Successful partnerships. Successful partnerships with a wide variety of local
organisations, including local groups representing the minority ethnic population.
Partnership organisations play an active and valuable role within the setting.

Pupil and parent satisfaction. High and equal levels of satisfaction with the
setting’s overall performance from parents and children from all ethnic and
cultural groups.

Low complaint levels. Few significant complaints about admissions, behaviour,
exclusions, the curriculum, teaching, assessment, support and other provision for
children, with no disparities of significance across different racial groups.

Trust. A high level of trust and confidence from all parents, children and staff and
a rich and diverse sense of community within the setting.

Respect. The setting is respected for its commitment and effectiveness in the race
equality field.
Appendix 1
Ethnic Monitoring Categories, September 2002
Ethnic background record form (based on the new national population Census
ethnic categories.)
Pupil's name………………………………….
Class/form ……………………………………
19
Our ethnic background describes how we think of ourselves. This may be based on many things,
including, for example, our skin colour, language, culture, ancestry or family history. Ethnic
background is not the same as nationality or country of birth.
The Information Commissioner (formerly the Data Protection Registrar) recommends that young
people aged over 11 years old have the opportunity to decide their own ethnic identity. Parents or
those with parental responsibility are asked to support or advise those children aged over 11 in making
this decision, wherever necessary. Children aged 16 or over can make this decision for themselves.
Please study the list below and tick one box only to indicate the ethnic background of
the pupil or child named above. Please also tick whether the form was filled in by a
parent or the pupil
(a)
White
 British
 Irish
 Traveller from Irish heritage
 Gypsy
 Any other White background
Italian
Turkish
Showpeople








Mixed
 White and Black Caribbean
 White and Black African
 White and Asian
 Any other mixed background




Asian or Asian British
 Indian
 Pakistani
 Bangladeshi
 Any other Asian background




Black or Black British
 Caribbean
 African
 Any other Black background



(e)
Chinese

(f)
Any other ethnic group

(b)
(c)
(d)
I do not wish an ethnic background
to be recorded .

This information was provided by:
Parent

20
Pupil

Please return the form to the setting within four weeks in the enclosed envelope, or by dropping it into
the office.
(Any information you provide will be used solely to compile statistics on the setting careers and
experiences of children from different ethnic backgrounds, to help ensure that all children have the
opportunity to fulfil their potential. These statistics will not allow individual children to be identified.
From time to time the information will be passed on to the Local Education Authority and the
Department for Education and Skills (DfES) to contribute to local and national statistics. The
information will also be passes on to future settings to save it having to be asked for again.)
Appendix 2
FURTHER READING AND RESOURCES
COMMISSION FOR RACIAL EQUALITY
Website
21
The CRE website (http://www.cre.gov.uk) is a good source of general information on
racial equality issues. See also the sections on Publications (with many freely down
loadable texts), Connections magazine, Your Rights, The Law, and Ethnic Diversity.
Available from Central Books 99 Wallis Road, London E9 5LN
Tel. 0208-986 5488. Please add 10% to each order for postage and packing.
CRE (2000) Learning for All Standards for Racial Equality in Schools, This has been
sent to all schools
CRE Consultant Draft on the Statutory Code of Practice on the Duty to Promote Race
Equality (Race Relations (Amendment) Act – 2000), This has been sent to all schools
– (In particular see ‘Guide for Schools’)
Exclusion from School and Racial Equality: A good practice guide (1997). £3
Exclusion from School and Racial Equality: A research report (1997). £5
Exclusion from School: The public cost (1997). £5
OTHER PUBLICATIONS AND RESOURCES
Developing equality of opportunity and challenging racism in policy and practice
Blair, M. and Bourne, J. (1998). Making the difference: Teaching and learning
strategies in successful multi-ethnic schools. DFEE
Gillborn, D. and Mirza, H. S. (2000) Educational Inequality: Mapping Race, Class
and Gender London: OfSTED
22
HCC, Dealing with Racial Harassment. A Guide for Hertfordshire for Schools, May
2001 (this has been sent to all schools)
Early Years Trainers Anti-Racist Network (1998). Planning for Excellence:
Implementing the DFEE guidance requirement for the equal opportunity strategy in
Early Years Development Plans *****
Gaine, C. (1995) Still No Problem Here. Stoke on Trent: Trentham Books
Hertfordshire Framework for School Equal Opportunities Policy Sample Primary
School – 1996 ***
Hertfordshire Framework for School Self-Evaluation ***
CSIE (2000) Index for Inclusion: Developing learning and participation in schools
Bristol: Centre for Studies in Inclusive Education
National Union of Teachers (1996) Anti-racist Curriculum Guidelines
(www.nut.org.uk)
OfSTED (2002) Removing the Boundaries. Raising Achievement Levels for Minority
Ethnic Pupils, London: OfSTED
OFSTED: Managing Support for the Attainment of Children from Minority Ethnic
Groups 2001 London: OfSTED
Richardson, R. and Wood, A. (1999) Inclusive Schools, Inclusive Society: Race and
identity on the agenda. Stoke on Trent: Trentham Books
The Runnymede Trust in association with Nottingham Trent University (1998)
Improving Practice: A whole school approach to raising the achievement of African
Caribbean youth. Nottingham: The Runnymede Trust
Weekes, D. and Wright, C. (1998) Improving practice: a whole school approach to
raising the achievement of African Caribbean Youth Nottingham: The Runnymede
Trust
*** copies available from the Minority Ethnic Curriculum Support Service (MECSS)
tel: 01582 830202
***** tel: 0151 639 6136
Background reading
Bourne, J., Bridges, L. and Searle, C. (1994) Outcast England: How schools exclude
black children London: Institute of Race Relations
Cole, M., Hill, D. and Shan, S. (eds.) (1997). Promoting Equality in Primary
Schools. London: Cassell
23
Connolly, P. (1998). Racism, Gender Identities and Youg Children: Social relations
in a multicultural, inner city primary school. London: Routledge
DfEE (July 199). Social Inclusion: Pupil Support. Circular 10/99
Gaine, C and George, R (1999) Gender, ‘Race’ and Class in Schooling: A New
Introduction, London: Falmer Press
Gillborn, D. and Gripps, C. (1996) Recent Research on the Achievements of Ethnic
Minority Children. London: OFSTED
Gillborn, D. (1995). Racism and Anti-racism in Real Schools: Theory, policy practice
Milton Keynes: Open University Press
Kiddle, C. (1999). Traveller Children: A voice for themselves. Jessica Kingsley
Publishers
May, S. ed. (1999) Critical Multiculturalism: Rethinking Multicultural and Antiracist
Education London: Falmer Press
Morris, R. and Clements, L. (eds.) (1999). Gaining Ground: Law Reform for
Gypsies and Travellers. Traveller Law Research Unit, Cardiff Law School,
University of Hertfordshire Press
Runnymede Trust (2000) The Future of Multiethnic Britian: The Parekh Report
OFSTED (2000). Inspecting Schools: The framework for the inspection of schools in
England,
OFSTED (1999). Inspecting Subjects and Aspects 11-18: Equal opportunities
OFSTED (1999). Inspecting Subjects and Aspects 11-18: English as an Additional
Language
OFSTED (1996). The Education of Travelling Children
Sir William Macpherson of Cluny (1999). The Stephen Lawrence Inquiry: Report of
an inquiry. The Stationery Office
Social Exclusion Unit (1998). Truancy and School Exclusion: Report by the Social
Exclusion Unit
24

25
Appendix 3
GLOSSARY
Ethnicity
Ethnicity refers to a person’s identification with a group which shares some or all of
the same culture, lifestyle, language, religion, nationality, geographical region and
history. Everybody belongs to an ethnic group including, for example, the English,
Irish, Scottish and Welsh.
Ethnic Monitoring
The process of collecting and comparing data by ethnic group. In the school
environment, ethnic monitoring might cover attainment and progress, recruitment and
promotion, behaviour, discipline and exclusion, attendance, involvement in activities
and use of services, and parental involvement in the school.
Institutional racism
The Stephen Lawrence Inquiry Report defines institutional racism as:
The collective failure of an organisation to provide an appropriate and
professional service to people because of their colour, culture or ethnic origin.
It can be seen or detected in processes, attitudes and behaviour which amount
to discrimination through unwitting prejudice, ignorance, thoughtlessness and
racist stereotyping which disadvantage minority ethnic people.
Multiculturalism
Multiculturalism is about recognising the value and importance of diverse cultures,
and treating people from different ethnic and cultural backgrounds as one’s equals.
Race
A term used to describe a class of people distinguished by their skin colour and
physical characteristics. There is no scientific basis for the nineteenth century belief
that people could be divided into four ‘races’ and that some were superior to others.
However it remains the case that race in a social sense provides a basis of identity and
can be a basis for unequal treatment.
Racial Group
The Race Relations Act 1976 defines ‘racial group’ by race, colour, nationality
(including citizenship) and ethnic or national origin. Under the Human Rights Act
(2000) this category is expanded to include Travellers and religious groups.
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Racial harassment
The CRE defines racial harassment as verbal or physical violence which includes
attacks on property as well as on the person, which is suffered by individuals or
groups because of their colour, race, nationality and ethnic or national origins, and
where the victim believes that the perpetrator was acting on racial grounds and/or
there is evidence of racism.
Racial prejudice
Prejudice involves prejudging people on the basis of false assumptions or inadequate
evidence. Racial prejudice, which is usually negative, involves holding opinions or
attitudes about people because of their racial or ethnic origin, based on false
assumptions or inadequate evidence.
Racial stereotyping
Racial stereotyping involves categorising a racial group based on knowledge or
experience of the actions or behaviour of a few people from that particular racial
group. Racial stereotyping can be seen in views that certain racial groups are ‘good at
sport’, or ‘keep to themselves’.
Racism (see also Institutional Racism below)
The Stephen Lawrence Inquiry Report defines racism as
…conduct or words which advantage or disadvantage people because of their
colour, culture or ethnic origin. In its more subtle form it is as damaging as in
its more overt form.
Using this definition, Black, White or Asian people may be victims of racism. This
definition of racism is consistent with the Race Relations Act. Some groups of people
(for example Black people, Asians, Gypsies and asylum seekers) are much more
likely to suffer racism than others. Racism is sometimes used to refer to the power
relationship between White people and Black people. The basis for this viewpoint is
that most of the social, economic and political decisions are made by white people
and that these decisions may systematically disadvantage Black people. ‘Black’ is
used politically in this context to unite people who are not white or who are likely to
be subjected to racism.
Racism (Institutional)
The Stephen Lawrence Inquiry Report defines institutional racism as:
The collective failure of an organisation to provide an appropriate and
professional service to people because of their colour, culture or ethnic origin.
It can be seen or detected in processes, attitudes and behaviour which amount
to discrimination through unwitting prejudice, ignorance, thoughtlessness and
racist stereotyping which disadvantage minority ethnic people.
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Racist incident
The Stephen Lawrence Inquiry Report defines a racist incident as:
A racist incident is any incident which is perceived to be racist by the victim or any
other person.
Travellers
Travellers refers to people who are traditionally nomadic, although they may now be
living in houses or on permanent sites. The term includes Gypsies, Bargees, Circus
People, and New Age Travellers.
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