We are delighted to welcome over 100 leaders from across the SWIFT partnership to today's inaugural SWIFT Leadership Forum. Please find below the programme agenda and slides.
We are delighted to announce the 2022 Mental Wellbeing Week to support all staff in schools.
Monday 14 to Thursday 17 February 2022 | Online
The mental wellbeing of students has always been central to staff who work in schools.
As working with young people brings its own stresses, our own mental wellbeing needs to be carefully nurtured as well. Experiences during the Covid-19 pandemic and post-pandemic recovery has brought into even sharper focus the need to support strong mental well-being.
The event will be delivered via online webinars and scheduled sessions will be after school to allow colleagues to benefit after the working day. Some of the events will be recorded so that you can watch at a time to suit you.
We are pleased to be joined by a range of top-quality speakers, all of whom are experts in their field; and so we are confident that you will find the sessions both enjoyable and useful.
Cost | FREE for SWIFT member schools | £50 per school for non-members.
Sign-up is per school, which allows all staff access to all of the events.
Timetable of Events
Monday 14 February 2022 | 1545 - 1645
Case UK - Chrissie Evans & Sharon Jones | Managing your Mental Health and Wellbeing
This session will introduce an understanding about stress and anxiety and how this can impact the body and mind and explore ways to look after yourself, including some wellbeing strategies.
Jennifer McDiarmid | Wellbeing and Nutrition Podcast Series | 11 monthly Podcasts
Available any time
Jennifer’s approach to nutrition is to help people understand their body, their needs and practical ways to help them achieve their true health potential. She helps those people she works with to feel educated, positive and motivated about the changes that they will make.
This Wellbeing and Nutrition Series of 11 half-hour podcasts covers different areas of wellbeing and health focusing on nutrition. "Eating for Mood" will be this month's podcast, but you can also listen to all the other sessions.
Nutritional Therapy is a recognised complimentary medicine and is therefore suitable for people who simply want to make some positive lifestyle changes, or those who have a chronic health condition.
Tuesday 15 February 2022 | 1545 – 1645
Open Minds - Helen Wilson | Practical Ways to Manage Stress
Using elements of the Open Minds approach this session will develop a personalised toolkit to help you through the tricky times and build positive healthy pathways in the brain.
Tuesday 15 February 2022 | 1545 – 1645
Sunrise Psychology - Amanda Tyler | Introduction to Mindfulness
Mindfulness is about bringing our awareness to the present moment with a sense of curiosity and kindness (therefore not judging what we are experiencing). The wealth of research on mindfulness shows how it can improve our well-being.
This introductory session is suitable for everyone and aims to define mindfulness and introduce some mindfulness techniques to use in your daily life. It will also briefly explore some of the research around mindfulness and emotional well-being.
Please note spaces are limited for this event.
Wednesday 16 February 2022 | 1545 – 1645
Psychology Associates - Dr Karen Kershaw | An Introduction to Mental Health Awareness for Line Managers
Many organisations are becoming more aware of the impact of mental health on their staff, particularly in the wake of the Covid-19 pandemic and it is a known fact that stress, depression and anxiety are already responsible for many lost working days annually in the UK.
Following the potential increased workloads, financial pressures and changes to our coping strategies caused by the pandemic, it is highly likely that these stress levels will majorly increase.
This workshop will introduce attendees to the most common types of mental health difficulties, including main symptoms, and provide ideas from a variety of psychological therapies that can be used to support ourselves to bolster our resilience and improve our wellbeing.
Strategies, along with additional ideas, will then be introduced to support those that you work with, line manage or support. The training will help you to feel more confident in having open, safe and honest conversations around mental wellbeing, have knowledge to signpost colleagues to appropriate avenues, and feel more comfortable with suggesting strategies that you can suggest to others, or use yourself.
Wednesday 16 February 2022 | 1545 – 1645
Active Devon - Aaron Harverson | Walking for Wellbeing
Taking a 20 minute walk can have fantastic mental and physical health benefits, including helping to reduce long-term health conditions.
This Walking for Wellbeing workshop will explore the benefits of walking, how to incorporate more movement into your working day and what walking-related treasures can be found locally.
Thursday 17 February 2022 | Time TBC
Jen McDiarmid | Interactive Live Family Cookery Session
This interactive cookery lesson will be run from Jen's kitchen and is a fun way to do a ‘cook along with Jen’. It will focus on cooking two dishes: a main meal and a pudding; both based on the healthy eating principles.
Participants will be invited to logon at the time of the session and cook along with their own ingredients at the same time as Jen. The recipes will be easy, and can be a really fun way to understand how to apply some healthy recipes into our everyday lives.
Recipes and ingredients lists will be sent out ahead of the video and Jen will set up a Zoom link.
Thursday 17 February 2022 | 1545 – 1645
Charlie Waller Trust | Developing a Wellbeing Action Plan
The session will cover the importance of looking after our mental health, developing your own wellbeing plan, understanding how stress and pressure can affect our health. It will discuss strategies to look after yourself, along with further resources and support.
We are delighted to share Wolferstans' latest blog post, which looks at discrimination….and who has the burden of proof?
As one of our sponsors, Wolferstans Solicitors are education law specialists who provide a complete service for local schools, including ongoing human resources and employment law support, education law, SEND Tribunals, Employment Tribunals, Academy conversions and MAT mergers/expansion projects; in addition to expertise and experience of handling complaints to the ICO and Subject Access Requests.
In the case of Efobi v Royal Mail Group Ltd, the Claimant brought a claim of race discrimination, victimisation and harassment after being rejected from over 30 different IT roles within the Respondent over a four-year period.
The Claimant had been working as a postman, but wanted a change of role within the organisation.
The Employment Tribunal (“ET”) upheld part of the Claimant’s claim – being that he had been subject to victimisation and harassment, but disagreed that he had been a victim of direct discrimination. The Claimant appealed the decision in the Employment Appeal Tribunal (“EAT”), stating that the ET should have drawn adverse inference on the basis that the Respondent only provided evidence from two managers showing its general recruitment process, and not evidence from those who had specifically dealt with his applications.
Interestingly, the EAT agreed with the Claimant, and allowed his appeal.
However, the Respondent submitted a further appeal to the Court of Appeal (“CoA”), in which the CoA held that the initial judgment would stand and the Claimant’s claim for discrimination should be dismissed. The case didn’t end there however…
The Claimant appealed the CoA’s decision and took the case to the Supreme Court, which unfortunately for him, agreed with the CoA and the initial ET ruling. The Claimant argued that since the introduction of the Equality Act in 2010, the test for discrimination had changed.
Burden of Proof for Discrimination
Previously, under the Race Relations Act 1976, the burden of proof to evidence the fact that discrimination had occurred was specifically on the Claimant. If the Claimant was unable to do so, then their claim would fail; however, if they were able to, the burden of proof would then shift to the Respondent who would have to provide evidence to the contrary.
When the Equality Act came into force, the wording was changed from “where the complainant proves facts” to “if there are facts”. It was this change of wording that the Claimant relied on as he argued that there was no burden of proof on him; rather it would be for the Tribunal to consider all of the evidence put before it and to make a decision based on that.
The second point the Claimant argued was that the Tribunal should have drawn an adverse inference from the Respondent’s decision to call to general managers with knowledge of the recruitment process, rather than those that actually dealt with his applications.
The Supreme Court stated that the implementation of the Equality Act did not in fact change the burden of proof, nor did it eliminate the need for Claimants to prove that they have been the victim of discrimination.
The Court further cited the Equality Act’s explanatory notes, which confirm that it is for the Claimant to prove that discrimination had taken place.
The Supreme Court also held that Tribunals are free to draw, or refuse to draw, adverse inferences based on the individual facts of the case and using common sense, rather than referring to previous case law. In this case, the Tribunal had decided not to draw an adverse inference, and the Supreme Court agreed with this approach.
If you require any assistance or would like any advice on discrimination issues, then please get in touch with a member of the team on 01752 663295.
Please see below our SWIFT Privacy Notices in accordance with the General Data Protection Regulation (GDPR) about how we process personal data.
Earlier this term, we were so excited, finally, to run the event planned pre-pandemic: ‘A Morning with Alex Quigley’ at St James School, Exeter on Friday 24 September 2021.
Lindsay Skinner, Headteacher of St James and author, opened the event, before Alex Quigley took us through the rationale of a multifaceted approach when ‘Closing the Vocabulary Gap’ advising that ‘familiarity breeds contentment’, and that we need to think about, ‘what we going to teach explicitly’ to ensure we are ‘baking this approach into our plans’ in order to support removing disfluency so pupils can access their learning.
There were over 100 attendees at this event from both school phases - which demonstrated the strength of partnership working with Ted Wragg Trust, SWIFT, Exeter Consortium and Oxford University Press (OUP sponsored Alex’s involvement), all working together to make the event happen.
Report by Vicky Thornton & Diane Brown, SWIFT English Network Leads
See below a link to FREE OUP resources:
HOLD THE DATE!
Friday 28 January 2022 for the second ‘SWIFT Literacy Conference SW 2022’
Guest speakers include Helen Prince and David Didau - plus many more!
As a 100% EdTech focused company, and SWIFT corporate sponsor, we are delighted to share Computeam's blog posts and case studies.
In today's article Computeam focuses on an increasingly important for schools in how to safeguard the internet for children.
The ubiquitous nature of the internet has made confident and fearless digital navigators out of the modern student.
With a significant percentage of their existence spent connected — both at school and at home —children of all age groups have become incredibly fluent in the seemingly-complex language of the online experience. For better or worse, it’s not a trend that’s likely to subside anytime soon.
While the internet has had an abundance of positive effects on the education system — supercharging the entire learning/teaching paradigm with more dynamism and accessibility — there remains a duty of care for educators to ensure that a child’s online ventures are made safe. That means, safeguarding all students against any emotional stress or potential harm while using school-owned devices or while logged into school systems.
Follow the link to read more:
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