The Inclusion Quality Standards is not about the children already successfully included in settings across Preston. Instead, the focus is on increasing opportunities for those children who are still facing disadvantage. Children who may carry labels that lead to negative attitudes, and those treated less fairly – and who consequently participate less fully. More importantly it is about delivering a quality services to all children, one that enables the autonomy that is fundamental to increased life chances.
Dimensions Health plus Care conference presentationDimensions UK
'Sustainable service developments for adults with complex needs within a community setting'.
Our presentation looks at the Transforming Care Agenda and how support service providers can assist local authorities and practitioners in developing the right person centered support within a community environment.
Dimensions Health plus Care conference presentationDimensions UK
'Sustainable service developments for adults with complex needs within a community setting'.
Our presentation looks at the Transforming Care Agenda and how support service providers can assist local authorities and practitioners in developing the right person centered support within a community environment.
Involving Young People in Commissioning – Young People’s Involvement in the C...CYP MH
CYP IAPT 2014 National Conference
This workshop focuses on the Sheffield model of involving young people in commissioning Mental Health Services, incorporating examples of existing good practice in young people’s participation in decision making in the commissioning process. Discussions will explore key implementation factors, such as what this means for commissioners, the challenges and opportunities involved, how individual services can make this work for them and what kind of support may be necessary.
Building equity by validating childhoodLaura Chapman
Raising social equity is central to professional purpose, and the language used by childcare practitioners to discuss it is pivotal in creating inclusive environments in which children can flourish. The development of respectful language can be a powerful tool for change when it validates other people’s experience. In dialogue with others, childcare practitioners can find new ways of understanding and debating inequality. In turn, the new ideas generated in dialogue may help children secure greater participation and deeper belonging. Care workers in children’s services may become more effective by being able to talk with greater courage, or ‘heart’, about equality issues. Without meaningful engagement (in other words, the true validation of others’ experience) and driven solely by professional expertise, practice is likely to continue to be seen as an add-on, dependent on goodwill and benevolence. On the one hand, tweaking the system to accommodate an increasing number of individuals with different experience may comply with imposed laws and policies. On the other, it does little to address the community’s need for a commitment to changing the core purpose of organisations. This paper explores how we might arrive at more respectful ways of working together by challenging the way people talk together about their experiences.
Effective team management within any organisation demands an understanding of equality and diversity issues. Skilful handling of these issues will impact on the personal development of all team members as well as the consequential culture and public image of the organisation as a whole.
this session was developed to raise professional awareness of issues and 'gently' challenge practitioners awareness. It explores inequality, disability theory, and service led discrimination...
Involving Young People in Commissioning – Young People’s Involvement in the C...CYP MH
CYP IAPT 2014 National Conference
This workshop focuses on the Sheffield model of involving young people in commissioning Mental Health Services, incorporating examples of existing good practice in young people’s participation in decision making in the commissioning process. Discussions will explore key implementation factors, such as what this means for commissioners, the challenges and opportunities involved, how individual services can make this work for them and what kind of support may be necessary.
Building equity by validating childhoodLaura Chapman
Raising social equity is central to professional purpose, and the language used by childcare practitioners to discuss it is pivotal in creating inclusive environments in which children can flourish. The development of respectful language can be a powerful tool for change when it validates other people’s experience. In dialogue with others, childcare practitioners can find new ways of understanding and debating inequality. In turn, the new ideas generated in dialogue may help children secure greater participation and deeper belonging. Care workers in children’s services may become more effective by being able to talk with greater courage, or ‘heart’, about equality issues. Without meaningful engagement (in other words, the true validation of others’ experience) and driven solely by professional expertise, practice is likely to continue to be seen as an add-on, dependent on goodwill and benevolence. On the one hand, tweaking the system to accommodate an increasing number of individuals with different experience may comply with imposed laws and policies. On the other, it does little to address the community’s need for a commitment to changing the core purpose of organisations. This paper explores how we might arrive at more respectful ways of working together by challenging the way people talk together about their experiences.
Effective team management within any organisation demands an understanding of equality and diversity issues. Skilful handling of these issues will impact on the personal development of all team members as well as the consequential culture and public image of the organisation as a whole.
this session was developed to raise professional awareness of issues and 'gently' challenge practitioners awareness. It explores inequality, disability theory, and service led discrimination...
At EQuality Training we have used the following guidelines to promote awareness of disability issues through the use of respectful language. It demands an intentional and deliberate change by the speaker to stop the perpetuation of wrong assumptions about difference. The adoption of these guidelines should help to challenge thinking that creates discrimination, as it promotes a responsibility to accept difference, rather than shift the individual blame for it onto members of certain groups.
INTRODUCTION
All mainstream practice needs to change in order to ensure fairer opportunity for all. Understanding inclusive practice is fundamental to the good practice development within any organisation. Furthermore, an inclusive environment is a right to which we are all entitled, and one that we all have a responsibility to make happen.
Join us for an interactive, reflective, and hands-on learning session for school and mental health leaders. Together, we will build out your leadership toolkit to develop the mental health systems and practices on your school campus. In this workshop, we will cover the best practices for school mental health, funding streams (such as Medi-Cal and the Mental Health Services Act) that sustain those practices, and policy approaches that support them. Participants will leave with strategies and knowledge that will support enhanced leadership to drive school mental health equitably in their school community.
Building Inclusive Excellence_ Strategies for Effective DEI Programs.pdfEnterprise Wired
In this guide, we'll explore strategies and best practices for developing and implementing successful DEI programs that drive positive change and create a more inclusive organizational culture.
This webinar was developed by Child Trends for the Office of
Adolescent Health (OAH) as a technical assistance product for use with OAH grant programs.
Build Inclusive and Diverse Workplaces in 2023 | The Enterprise WorldTEWMAGAZINE
Let's examines strategies for establishing inclusive and diverse workplaces: 1. The Value of Diversity 2. Fostering Inclusion 3. Crafting Inclusive Policies and Practices 4. Promoting Diversity At All Levels 5. Training and Education 6. Continuous Assessment
Gary Kent of NewKey and Jacqui Hendra of Devon County Council describe how the use of Individual Service Funds has promoted trust, flexibility and a focus on outcomes in health and social care.
MA& PA focuses on young parents' sheltering and mental health. Teenagers and young adults between 14 and 21 who are single, coupled, pregnant, or parenting confront difficulties like trauma and homelessness through direct services.
To achieve this, many companies have turned to specialized training programs aimed at promoting diversity, inclusivity, and understanding. Let's delve deeper into the significance of diversity and inclusion training and its impact on workplaces worldwide.
The Super Six - The Top 6 Questions School Board Members Should be Asking the...eBOARDsolutions
Research shows that highly effective boards have a culture of trust and respect in the boardroom, and
lead as a united team, along with the superintendent. For many boards, however, challenges ranging from
ineffective communication to poor policy management prevent them from achieving this level of trust. The
solution, according to Dr. Gene Bottoms, senior vice president of the Southern Regional Education Board
(SREB), is to ask the right questions. Here, he shares the top questions school board members should
ask their superintendents to help build the collaboration and trust needed to reach their strategic goals.
With its focus on Disability Equality Theory, the Medical & Social Model of disability, this programme gives participants an opportunity to think about how they may be able to tackle disability discrimination within their professional roles. Because Disability Equality promotes a community response, it is highly effective in helping teams to enable the fuller participation of whole communities thereby including disabled people. This session should help people understand of the specific character of disablism and the need for positive action. The session helps people consider small changes in operational activity such as removing the barriers in order to reduce marginalisation. The programme also helps people consider the broader systemic issues, giving participants an insight into the strategic imperatives linked to ethical commitment.
Inclusive practice development staying put 15 mayLaura Chapman
Programme Aims
The overall aim is to promote greater inclusion for all within your locality, by developing a shared understanding of inclusive practice in order to support commitment development and social cohesion.
• Have a broader understanding of the concepts of Equality & Diversity and Disability Equality.
• Have a better understanding of what links ethical commitment and inclusive practice.
• Have a broader understanding of the concepts of inclusive practice and planning.
Programme Objectives:
• Develop an understanding of community and culture.
• Explore the context that leads to action that addresses inequality.
• Explore values, principles and inclusive practice.
• Identifying positive practice.
• Identifying practice that promotes or hinders participation.
• Develop possible strategies for policy change in: Short-term, Mid-term, and Long-term.
This programme aims to help practitioners to develop a respectful culture and deliver better and fairer practice. Using a practice-based approach to learning, participants will reflect on their own personal understanding of inclusive practice. This programme calls for people to build belonging by securing well-being and increasing interaction with marginalised groups.
Objectives
• Improve participants’ understanding of equality and change.
• Reflect on the personal implications of equality on personal behaviour.
• Learn about systematic discrimination and accepted harassment.
• Plan ways of promoting positive change in working practice.
• Focus on the evidence needed to improve equality outcomes.
• Undertake action planning to improve service delivery and to monitor equality outcomes.
Theme
Changing culture is an important component of a wider move towards environments in which people and their relationships are respected and everyone can reach and exceed expectations.
Vision – remedying inequality through environmental and organisational change
Current equality legislation is primarily focused on making ethical considerations part of everyday activity. Until recently, anti-discrimination compliance was understood in terms of accommodation (ie at an operational level). However, embracing diversity needs to be viewed as far more fundamental: a strategic approach to an organisational culture which supports a commitment to ethical values. By creating flexible systems workplaces become environments that enable all stakeholders to make progress. Everyone is encouraged to network with other departments and local associations so that good practice is shared, improving consistency across organisations.
The overall aim of this keynote is to build professionals confidence by encouraging a positive response to change. The programme introduces basic equality and diversity theory with particular reference to language and practice. It helps participants to think clearly about provision, participation and choice for all and to begin formulating action plans for tackling discrimination in their workplaces, communities and every day lives. It sets the scene and context required for our inclusive practice and leadership programmes.
this day was about challenging existing assumptions, recognising the source of unconscious bias, and developing communities of practice. A great day was had by all at Action For Blind People.
With its focus on disability equality theory and the medical and social models of disability, this programme encourages participants to think about how they can tackle disability discrimination at work. It promotes an organisational response, helping teams to enable the fuller participation of disabled people. By removing physical, attitudinal and systemic barriers and fostering an understanding of disablism, participants are more able to address cultural change within their organisations. Furthermore, the approach to changing environment and culture is consistent with other current theories and guidance that are applied widely across our services.
Building equity by validating childhoodLaura Chapman
Raising social equity is central to professional purpose, and the language used by childcare practitioners to discuss it is pivotal in creating inclusive environments in which children can flourish. The development of respectful language can be a powerful tool for change when it validates other people’s experience. In dialogue with others, childcare practitioners can find new ways of understanding and debating inequality. In turn, the new ideas generated in dialogue may help children secure greater participation and deeper belonging. Care workers in children’s services may become more effective by being able to talk with greater courage, or ‘heart’, about equality issues. Without meaningful engagement (in other words, the true validation of others’ experience) and driven solely by professional expertise, practice is likely to continue to be seen as an add-on, dependent on goodwill and benevolence. On the one hand, tweaking the system to accommodate an increasing number of individuals with different experience may comply with imposed laws and policies. On the other, it does little to address the community’s need for a commitment to changing the core purpose of organisations. This paper explores how we might arrive at more respectful ways of working together by challenging the way people talk together about their experiences.
Conversation, Connections and CommunityLaura Chapman
Tackling inequality is best understood as a practitioner’s ethical commitment to realise every learner’s rights in full.
Cultural change takes both time and innovation: it is neither immediately available nor instantly achievable.
This programme has been especially tailored to give whole teams a very short but meaningful introduction to the principles that underpin inclusive practice. This paper will ultimately have a positive impact on every child’s well-being as specific strategies are developed to change each setting’s environment to give a richer and more enjoyable experience. The extent to which children’s belonging, participation and engagement is taken seriously and their experience monitored will determine the level of success of changed practice.
At the heart new legislation, with a focus on disability issues, is a chance to tackle the inequality of opportunity in our services and aim for more respectful language, behaviour and practice. It is important to recognise that policy and practice are both highly dynamic and that they are only part of a moving process, which incorporates both evaluation and review.
Equality training, unlike awareness training, tackles the problems of inequality through revealing the language and behaviour that exposes discriminatory thinking. Oppression is explained from the perspective of marginalised groups. It provides insight into stereotypes and the resulting prejudice that diferent individuals face within our communities. Equality training promotes social justice by enabling participants to develop positive action to eliminate the barriers and resolve systemic marginalisation, by reaching shared understanding that contradicts alienation.
At the heart of all recent legislation is an imperative to tackle the inequality of opportunity in our organisations. The aim is for a more personalised and flexible service for all children. This session gives a framework for understanding key aspects of important legislation with which all organisations must comply.
The overall aim is to build professionals confidence by encouraging a positive response to change. Unlike Impairment Awareness Training, which is lengthy and costly, Disability Equality Training addresses the inequality of opportunity that disabled children face. This session does not deal with individual deficit, but instead outlines the ideas that promote inclusive culture. It supports shared responsibility to enabling full participation by responding flexibly to all children’s needs within all settings. This ‘getting the environment right’ approach is reached by developing positive action to eliminate prejudice and barriers. All ideas are underpinned by disability theory, wellbeing research and are related to broader changes in service provision across the UK.
TACKLING EQUALITY
Single strand approach:Disability Equality Training, explores the discrimination and prejudice disabled people face as a marginalised group.
this presentation was given to a multi-agency audience. It is intended to facilitate systems thinking and the effect of greater social inequality. We talked about individual responses to prejudice. and the congruence of Wellbeing and Disability Equality theory in seeking ethical commitment.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
1. Inclusion Quality Standards
The Inclusion Quality Standards is not about the children already successfully
included in settings across Preston. Instead, the focus is on increasing opportunities
for those children who are still facing disadvantage. Children who may carry labels
that lead to negative attitudes, and those treated less fairly – and who consequently
participate less fully. More importantly it is about delivering a quality services to all
children, one that enables the autonomy that is fundamental to increased life
chances.
Product Brief
To customise an Inclusion Quality Standards tool, to be used within mainstream and
specialist child settings, to help support children with any need. To enable play and
childcare workers to observe and assess children within a setting and reassess
support allocation in line with child’s experience of setting, and if appropriate, reduce
or increase support.
2. Inclusion Quality Standards Aims
Inclusive practice addresses the needs of all children. Within the Inclusion Quality
Standards, community cohesion is implicit and the positive action favouring disabled
young people is explicit. Policies and changes in practice should address both the
disadvantages of the few, whilst enhancing wellbeing for all young people. By
changing practice to ensuring all young people’s needs are met in a flexible way the
Inclusion Quality Standards will help provide a service more grounded in ethical
commitment than compliance.
Background
The Inclusion Quality Standards has been developed to ensure that the principles
underpinning equality are fully extended to all children across all settings in order to
address both gaps in provision and to raise standards. A rights based approach will
underpin practitioner development within the context of daily activity, in order to
secure reflective practice and develop new confidence to support every child’s
development.
Underpinned by robust equality and play theory the Inclusion Quality Standards
helps practitioners who wish to respond to children more effectively and
appropriately given any level of support. While most settings are compliant by
adhering to the law, for many the outcomes that require ethical Commitment to
children’s rights can be difficult to address. When it comes to vulnerable children a
positive and proactive approach becomes particularly important where support can
be threatened by wider financial and organisational pressures. Access to play
opportunities is a fundamental human right, and therefore the strategies that promote
3. more active participation within a child-centred approach are critical to achieving the
ethical practice of a rights approach. Although practitioners cannot legislate for every
aspect of a child's life and potential happiness; if they can do something that will
enhance their happiness then there is a duty to do so. Aiming to articulate more
congruently principles in practice can help children to be happy in the present and
flourish in the future.
According to the Lamb report, despite understanding the theory, many practitioners
still have trouble putting it into practice. Often despite genuine support for inclusive
values, it is the transition from theory to practice where the real challenge lies.
Practitioners struggle with the task of shaping services to children, young people and
their families. Within the Inclusion Quality Standards, ‘predict-and-prevent’ is a key
principle and underpins the policy cycle, because changing guidelines and rules are
part of a flexible service delivery. The Inclusion Quality Standards will help
professionals find a way of working that enables deeper change through reflective
practice and action learning. This cycle of observation, planning and review, has a
positive impact on the wellbeing of all the children in every setting. The Inclusion
Quality Standards is not about passive policy, it is about discovering, understanding,
evolving intelligent solutions to real issues and creating a shared vision that has a
positive impact on the organisations culture.
Inclusion Quality Standards - Objectives
• To highlight the importance of planning activities to include all children.
• Review the principles of inclusive practice
• To observe impact of current practice.
4. • To develop new ideas to create opportunities that promote autonomy for all
children.
• To explore how policy can positively encourage children, play workers, volunteers
and parents and carers to take part in wider play opportunities.
• To recognise that equality issues are an essential part of policy and are
underpinned by legislation.
• To consider the importance of risk to development, creativity and wellbeing, and
develop strategies that develop risk to enhance participation.
Developing Inclusive Practice in Preston
Within the Inclusion Quality Standards the term ‘inclusive practice’ will be used,
rather than ‘inclusion’, in order to reflect the emphasis on continued improvement.
Based on research this demonstrates the evaluation, review and practice change
required for ongoing development. In contrast to the idea that inclusion is target to be
reached and then considered to be finished. Supported by the Inclusion Quality
Standards practitioners will be encouraged to examine their own behaviour in order
to take further steps towards increasingly better practice. Ultimately, to ensure that
all children and families are treated fairly irrespective of their differences. Inclusive
practice is a journey towards the development of an ‘inclusive culture’ where rather
than offering an alternative to what already exists, we build on current good practice,
moving towards a personalized service that respects children’s individuality.
This Play Support Protocol will help develop specific strategies to change a setting’s
culture giving a richer, more enjoyable experience. The extent to which children’s
wellbeing is taken seriously and perceived as an indicator or a measure of success
will determine its priority as an outcome of best practice.
5. Best Value – Estimate Costing
Inclusion Quality Standards – customisation
First meeting – allow ½ day
4-6 days work over 1-2 months to produce full draft document for review - 3 hard
copies.
Allow 2 days for review by practitioners, followed by feedback session (30 people)
Includes 2 days - copywriting, edit and modification on based professionals’ needs.
Final delivery – document for print in pdf / word format + hard copy.
Total maximum estimate: £4 000
The fee can be reduced depending on practitioners involvement.
(Fees based on £500 per day per consultancy, excluding expenses, travel or
additional hours). VAT will be added to each invoice at the current rate.
6.
7. EQuality Training – information
The core business of EQuality Training is to deliver high quality programmes in equality and
inclusion. Our training programmes are grounded in robust equality theory. They provide
the framework and guidance that enables positive change to working practice. All our
experience is therefore specific to delivering equalities training and facilitating learning
around equalities issues.
Understanding Equality
From an equality perspective this positive action based programme identifies the
marginalised groups within the community and seeks to develop specific action to promote
their inclusion. It will support people towards a deeper understanding of the meaning of
equality. This course aims to help participants develop a clearer understanding of fair
practice and feel confident and competent in taking action to eliminate unfair practice. It
will help to embed ways of celebrating difference within policy and practice, and develop
Tools for Change in their own organisation. By the end of the course, participants will have
practical ongoing strategies to develop their own inclusive practise.
Our Approach
EQuality Training delivers bespoke programmes that match the needs of each client group.
We take care and time to explore the requirements in detail and create the right blend of
programme elements to deliver the aims identified by the client. With our fundamental
belief in sustainable shared leadership we offer stakeholders the control to shape their own
learning through active participation and dialogue. An EQuality Training programme is not
about passively receiving information. It’s about discovering, understanding, evolving
intelligent solutions to real issues and creating a shared vision that enables change.
For 10 years Equality and Diversity has been the core business of EQuality training. Our
ongoing professional development has included published research, programme
development and peer mentoring with other professionals. We are leaders in this field
because we make sure we keep abreast of new developments and evolving ideas through a
8. wide network of other organisations.
At EQuality Training we are deeply committed to the value of equality, and our mission is to
improve the life chances of whole communities through the development of inclusive
practice. We wish to furnish all with the understanding and confidence to challenge
discrimination and remove the barriers in society that so many people face. We are
advocates for social justice. We have achieved this by making sure Equality and Diversity
theory is evident throughout our policies, working documents, codes of practice and
training materials.
Learning is everything
We identify the starting point for each learner by asking each group to identify their learning
outcomes – we do not impose ours. We appreciate each learner will have different needs,
therefore it is up to us to deliver to these needs. We do not impose a rigid teaching style, we
offer different ways for participants to engage. Each learner is given an opportunity to
experience their preferred learning style in any session, and we check in at the end of each
learning activity in order to personalize the teaching increasingly as we go through the
programme.
Our teaching is underpinned by our definition of Inclusive Practice:
To reach equity, equal outcomes for each learner, respecting learner equality requires
deliberate action, it is this strategy we call inclusive practice. This way of working enables all
participants to be accommodated and for diversity and difference to be respected. It is
through deliberate intervention that we help secure equity for every learner irrespective of
ability or circumstance.
Inclusive practice is an organic process: rather than offering an alternative views or right
answers, it builds new perspectives by developing a shared dialogue. It is vital that inclusive
practice is not understood as a tool to ‘mainstream’ the difficult or the needy. Crucially,
teaching practice needs to change and become a personalized service, within a nurturing
culture that respects learner individuality and diversity.
Inclusion: personalisation applies equally to the gifted and talented and those with special needs. In
9. many ways it offers a powerful strategy to ensure optimum provision for all young people that is
geared to their particular needs and talents. (www.ncsl.org.uk/personalisinglearning p 8)
Inclusive practice is rooted in person-centred-planning. As Bunch describes how Canada has
shifted from a teaching service to learner-centred organisations with an approach rooted in
rights and values:
Where inclusive education in Canada is successful, all learners are viewed as true learners, true
learners at their own levels of ability. Learning more powerfully than most, as with students labelled
gifted or talented is still learning. Learning more modestly than most, also, is still learning. (Bunch,
2005, p 6)
Ultimately, inclusive practice will vary for every group, department, organisation and
delivery should always be unique to every individual student.
Our courses are practical and action based. We identify and share good practice, using this
as a starting point for development. All participants are given a vision of joint responsibility
where equality is the responsibility of all, and are encouraged to find solutions to barriers in
their own practice. Practitioners focus on the diversity of their customer base and gather
ideas about how to support each other and develop their knowledge base with regard to
meeting customer need. Skills that participants wish to develop are addressed and an
overview of action planning is given. This provides a framework in which actual next steps
become a reality within a planned timeframe.
Recent and Ongoing Work
Inclusive play - Aiming High for Disabled Children in the Wirral: A series of
training days for a mixed audience of childcare providers, social workers, play
leaders and children’s services, with aims to signpost disabled children into
mainstream provision and to improve wellbeing of all children within play setting,
afternoon clubs and seasonal schemes.
Everyone Can Play – Bradford Play Service: over a number of years, these
sessions were deliver to increased playworkers knowledge of Disability Equality
10. more specifically with playwork, by removing barriers and increasing participant
knowledge of children’s rights.
Disability Equality Training – NSPCC. The aim is for a more personalised and
flexible service for all children. This session gives a step-by-step tour of these
important and compulsory legislations and leads to a secure understanding of the
roots of all equality policies and procedures.
Culture change and inclusive practice at Bradford University: Workshops that
address understanding of the length and possibility of change needed to achieve
inclusive practice. One in which the importance of directly involving marginalised
groups in policy and service provision is critical. The intentional concept shift away
from assimilation accepts inclusive practice as improving community life and guided
by a desire to create a healthier organisation.
Equality & Diversity workshop: Delivery of an ongoing series of Equality and
Diversity training days to practitioners from the Pre-school Learning Alliance in
Rotherham. Themes included equality, personalizing participation, community
involvement to audiences of childminders, early years workers and play workers.
East Riding Disabled Children’s Services, Inclusion Training and ECM: For a
wide audience including participants from Extended Schools, Early Years, Youth
Centres, SENCOs, Childminding Provision, local Police Service and Health Service
Managers. This ongoing series of training days gives a personal understanding of
legislation that participants can use to improve their working practice.
Equality (single-strand) day workshop: Delivery of Disability Equality Training to
Bradford Department of Services to Children and Young People across all five
regions. The session gave an understanding of the current legislation with reference
to local strategy, and began to map out a vision of an inclusive service.
Terminology
Every person is different, and every person has different needs, by meeting
everyone’s needs inclusive practice insures rights come as a human entitlement
11. ‘Disabled Children’ is a term deliberately written with capital letters, to emphasise the
point that ‘Disabled’ is both an appropriate and political term for people who face
oppression and segregation on a day to day basis.
The material does not deal with specific conditions related to different impairments,
the focus is on social barriers not medical problems. (based on the Social Model and
Medical Model of Disability).