By Gemma Hathaway, Senior leader and EDI Trust Lead for Blue Coat School, Coventry

In education today, the urgency for a strategic and trust-wide approach to equity, diversity, and inclusion (EDI) has never been clearer. Recent data from the National Foundation for Educational Research (NFER) reveals a persistent lack of representation among teaching staff, particularly in leadership roles. This underrepresentation affects not only our colleagues but, more importantly, students who lack diverse role models within their schools. As an EDI lead, I feel a deep responsibility to drive systemic change that will enrich our students' educational experience and open new pathways for staff.

Why EDI matters:
For leaders in education, prioritising a diverse curriculum and inclusive culture is essential to building an environment where every student feels seen, valued, and empowered to succeed. Research shows that students who see their identities reflected in what they learn experience greater engagement, confidence, and a deeper connection to their education. But inclusivity goes beyond representation; it’s about creating a school and college culture where differences are celebrated and understood, fostering a sense of belonging for all students. Leaders have the power to shape these experiences by championing diverse voices and perspectives within the curriculum and actively working to close gaps in representation among staff. In doing so, we prepare students for a diverse world and empower them with empathy, critical thinking, and global awareness. By committing to an inclusive culture, leaders not only enrich students’ learning experiences but also create a supportive, inspiring environment where everyone can thrive.

What does good look like?
Attending ASCL EDI group meetings and EDI conferences over the past two years has deeply reinforced the importance of a holistic approach to EDI. Good practice in this context means embedding EDI into every layer of school, college and trust life—from the curriculum and policies to daily interactions and the physical environment. Settings that excel in EDI often use whole-school models where EDI values are visible in every decision, such as inclusive recruitment, culturally responsive teaching, and regular EDI training for staff. A holistic approach ensures EDI isn’t an add-on but rather a core component, building a sustainable, inclusive culture for all.

Real-world examples:
At Blue Coat School, Coventry (part of the Inspire Education Trust), we are actively working to diversify and decolonise the curriculum, standing out as pioneers of the Lit in Colour initiative. This programme, developed in partnership with Penguin Books and the Runnymede Trust, aims to incorporate literature by UK minoritised ethnic (UKME) and global majority heritage (GMH) authors, offering students a more representative view of society through literature. By integrating these voices, our school has seen increased engagement and understanding among students, helping them feel seen within the curriculum and promoting empathy across diverse backgrounds. Blue Coat is a proud case study of this initiative, with its impactful journey showcased on the Lit in Colour website and in YouTube videos featuring my school, Blue Coat School Coventry.

Beyond curriculum changes, Inspire Education Trust is dedicated to a people strategy that prioritises representation. By collaborating with mentoring organisations, like the Leaders like us programme, the trust supports aspiring leaders from UKME/GMH backgrounds, aiming for a diverse, inclusive workforce. Early efforts revealed the importance of comprehensive support in recruitment, emphasising development pathways over tokenistic hires. Moving forward, Inspire Education Trust continues to refine its practices and align with national anti-racism and LGBTQ+ policies, modeling a culture of authentic, lasting inclusivity.

How to get started:
To further your EDI journey, leaders should first join the ASCL EDI groups. These groups offer invaluable support, insights, and practical advice for tackling common challenges, all while fostering a network of like-minded professionals dedicated to embedding EDI in every aspect of education. 

Secondly, I strongly encourage registering for the next ASCL EDI Summit 2025 (check the ASCL events page for details), which dives into the latest research, policies, and case studies, equipping attendees with actionable strategies for real-world implementation. 

Finally, reading my EDI report for Inspire Education Trust will provide a targeted, evidence-based overview of EDI strategies, successes, and lessons learned from within our trust. This report emphasises why EDI is transformational, fostering a culture of inclusivity that enhances staff wellbeing, student engagement, and overall trust growth.

Taking these steps will empower leaders with knowledge, tools, and a community of support, essential for driving lasting change in educational organisations. If you have any questions for us or Gemma on the topics raised in this blog, please get in touch via communications@ascl.org.uk. To organise consultant support through ASCL or a have a quick conversation to work out what support might be of use, please contact Thomas Freeney, ASCL Leadership Development Manager, who is happy to support with this or any topic.