Audit and Strategy for Anti-Racism Transformation in Institutions
Initiating an audit and strategy development process to foster anti-racism in educational institutions. The approach involves careful evaluation, prioritization, action planning, and implementation, followed by accountability and sustainability measures. Key steps include identifying voices within the institution, reviewing policies and practices, establishing priorities based on evidence, and ensuring meaningful deliverables.
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TAKING AN AUDIT AND SETTING THE STRATEGY TO BECOME AN ANTI-RACIST INSTITUTION Paul Miller, PhD Professor of Educational Leadership & Social Justice Principal Consultant & Director, Educational Equity Services
Towards an Anti- racism strategy Begin with or link to an overarching EDI Strategy (c) Educational Equity Services 2020. Please do not copy or distribute without permission
Towards an Anti-racism strategy: an iterative process Phase 2: Prioritisation, Action Planning & Implementation Phase 3: Accountability, Sustainability & Impact Phase 1: Scoping & Contextualising Assurance & Assessment Auditing Action (c) Educational Equity Services 2020. Please do not copy or distribute without permission
Identifying and evidencing (voices): Who is in my school? Positions and status? Lived experiences (Interviews and Focus Groups) Phase 1 (Audit): Reviewing (policies and practices): HR (recruitment, progression, EDI, disciplinary, grievance, committee membership, etc) Anti-bullying Inclusion Recorded incidents & data-sets (grievance, pay gaps, exclusions, etc) Scoping & Contextualising Curriculum Content, material and resources, assessment, etc (c) Educational Equity Services 2020. Please do not copy or distribute without permission
Establish Priorities Base priorities on evidence from phase 1 Pace the work Consider separate Work Packages Phase 2 (Action): Planning for Action Agree timelines & success measure Identify key actors (internal and/or external) and responsibilities Identify funding and other resourcing requirement Expect and manage discord and resistance Involve stakeholder early Prioritisation, Action Planning & Implementation Implementation Convert actions to meaningful deliverables (c) Educational Equity Services 2020. Please do not copy or distribute without permission
Accountability Ensure actions and outcomes are matched Put EDI/ Anti-racism on meeting agendas as a standing item Consider external support for evaluation of interventions Acknowledge where more work is needed Establish Employee Resource Group (or Anti-racism Action Group) to support and manage planning, implementation, monitoring and evaluation activities Establish Leadership & Governors Monitoring & Evaluation Group to oversee Action Plan & Outcomes Phase 3 (Assurance & Assessment): Sustainability & Impact Accountability, Sustainability & Impact Build out actions from each intervention (e.g.: training provided) Consider EDI/ Anti-racism target for all staff Change course (speed up, slow down, add, remove, etc) as necessary in line with new evidence and/or circumstances Ensure frequent and consistent messaging to stakeholders - share wins and progress Review and ensure adequate funding and resources are available Document, celebrate and share success Scale up impact to other parts of organisations or to other processes (c) Educational Equity Services 2020. Please do not copy or distribute without permission
Research. Capacity Research. Capacity- -development. Institutional support. development. Institutional support. Research. Research. Capacity Capacity- -development development. . Institutional support Institutional support. . Contact us: Web: https://educationalequityservices.com/ Twitter: @EdEqservices Email: admin@educationalequityservices.com Page: 7
