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Equality diversity and inclusion

Our commitment 

NAHT is dedicated to promoting equality for all of its members. We aim to achieve sector-wide equal and fair treatment for everyone working and learning in UK schools and equal representation and engagement within our structures and democratic processes.

This commitment is enshrined in NAHT’s constitution, which states NAHT will ‘promote equality for all including through:

  1. Collective bargaining, publicity material and campaigning, representation, union organisation and structure, education and training, organising and recruitment, the provision of all other services and benefits and all other activities.
  2. The union’s own employment practices.
  3. To actively oppose all forms of harassment, prejudice and unfair discrimination whether on the grounds of sex, race, ethnic or national origin, religion, colour, class, caring responsibilities, marital status, sexuality, disability, age or other status or personal characteristic.’

NAHT’s work on equality is overseen by our Diversity and Inclusion Group, a sub-committee of NAHT’s National Executive. The committee meets four times a year to discuss issues relating to diversity and inclusion within the association, the profession and schools themselves. 

NAHT’s work around equality and diversity runs across all areas of the association but centres around three main areas:

1. Schools 

As school leaders, NAHT members are ideally positioned to create inclusive learning and working environments for all their pupils and staff, one which welcomes diversity and champions equality. NAHT supports our members by providing advice and guidance to achieve this.

2. The profession

NAHT is committed to ensuring the education profession (and school leadership in particular) reflects the diversity of the communities and areas that schools work in. This includes establishing inclusive working environments and cultures for staff, lobbying for equal pay for groups with protected characteristics and providing advice and support to members who have experienced discrimination and harassment. As part of its ongoing efforts to improve the diversity at a school leadership level, NAHT has also pledged its own actions and commitments to furthering equality, diversity and inclusion in education for 2021/22. 

3. NAHT

NAHT recognises that we are most effective in representing the views and needs of school leaders when we engage with all of our membership. We are therefore committed to ensuring our own democratic structures are inclusive and reflect the diversity of the educational professionals and learners that we serve. We will take all possible steps to promote and encourage the participation of all members in our democratic processes and actively address areas of under-representation.

Our networks

Find out more about or two existing equalities networks below. 

Advice and support

NAHT has several advice resources which support and address issues of equality, diversity and inclusion. You can access NAHT’s advice here

The association is committed to pursuing, developing and championing equalities and equal opportunities in members’ employment. The association will protect members by challenging unlawful discrimination in employment matters. Further details on how to access support from NAHT can be found here.

While this page sets out the general position to provide helpful guidance to all members, the individual advice that we give may differ at times depending on the particular member’s personal circumstances and the factual position they find themselves in. There are also circumstances where NAHT will be pushing the government to change their position or take a different approach in the future but until that change is achieved, members need to follow the current legislation and the government’s guidance to protect their own position.

We hope members will attempt to go over and above the current legislation and the government’s guidance in their school, where they have the flexibility to do so and become beacons of best practice. This will help make these schools great places to be for all staff and pupils.

Policy and campaigns

NAHT’s policy and campaigning work is centred around five key campaigns, with equality, diversity and inclusion embedded throughout. You can see our latest work and updates on these here.

Resources 

Read 'You are Not Alone: Leaders for Race Equality', a book from NAHT’s first equality network for Black, Asian and minority ethnic members. 

Download our equality, diversity and inclusion calendar

 

Interested in supporting our diversity and inclusion work?

We welcome and encourage members to become involved in NAHT’s diversity and inclusion work. There are many ways to do this, whether through becoming a union rep, joining our Leaders’ for Race Equality or LGBT+ Network, or representing the union at a TUC Equality Conference.  Interested in supporting our diversity and inclusion work?

If you would like to be more involved, please get in touch by emailing organising@naht.org.uk

Latest news and advice

Closing the Gender Pay Gap in Education: A leadership imperative

NAHT in partnership with ASCL, NGA and WomensEd released a new report exploring the gender pay gap in education on 1 December 2021.

The report, Closing the Gender Pay Gap in Education: A leadership imperative, is intended to inform debate and highlight areas where action may be needed to ensure that women leaders and educators are valued appropriately and equitably for the work that they do.

Key findings

  • Looking at the latest school workforce statistics, males earned on average 2.4% more at classroom teacher level, but 11.3% more (on average) than women head teachers. This difference between average salaries of men and women increases with age and seniority in roles. 
  • At head teacher level, across all types of state-funded schools, women tend to have steadier increases in salary by age, whereas men tend to see much larger increases, particularly towards the end of their career. The difference by age 60 and over reaches £17,334.
  • A similar pattern is seen at ‘other leadership’ levels, although the salary difference is not quite as pronounced. The divergence point is at age 35-39, with the difference between average salaries between men and women almost doubling from £2,760 at 35-39 to £4,024 at age 40-44.
  • In the limited number of cases where the average salary pay gap favours women, the difference tends to be far smaller. For example, the largest gap in favour of women in 2020/21 was £892 (classroom teachers in primary academies) and the largest gap in favour of men was £4,165 (for headteachers in special or PRU academies).
  • The report also outlines a series of recommendations including a call on government to act on the calls from the School Teachers’ Review Body (STRB) and the sector for a comprehensive review of the pay framework for both classroom teachers and leaders.

Download the report in full.

Read our press release on the report here

First published 01 December 2021