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Posted: Tuesday May 22nd, 2007 13:57 |
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21 May 2007
janet.balfour@enfield.gov.uk, headteacher.salisbury.enfield@lgfl.net
timnash@edisonschools.co.uk, trevoraverrebeeson@tiscali.co.uk, richard@mca-communications.com, help@protectit.info, pepi@ukowla.org.uk, nick@ukowla.org.uk, support@mclarensolutions.com, info@mclarensolutions.com, communications@edisonschools.com, info@edisonschools.co.uk, jobs@edisonschools.co.uk, sales@edisonschools.co.uk, blink1990@blink.org.uk, pstanislas@dmu.ac.uk, Trevor8RidingsCl@aol.com, dominic.bascombe@gvmedia.co.uk, counterview2000@yahoo.com
Governors Support Service.
P.O. Box 56
Civic Centre
Silver Street
Enfield EN1 3XQ
Dear Mr. Martin Cocks (Chair),
I have copied all corespondence to date so that you can fully understand what it I about.
I have been made to understand that you are responsible for staff recruitment.
"As explained above, staff recruitment is carried out under the Governing Body’s authority following Enfield Local Authority’s guidance on equality. (It is our view, however, that good teachers from ethnic groups represent a significant asset in any school and provide positive role models for pupils.)
Tim Nash."
I visited Salisbury School on Monday 21st May 2007 and spoke to Graham Webber who was very helpful and provided me with the latest details of the current LEA, Community, Parent and Staff Governors.
I also spoke to a Black teacher outside the reception who confirmed that their are no Black people in Senior Management and that the Senior Management was all White people.
As a result of my visit and previous information received I have no choice but to conclude Salisbury School is a suspect Institutionally Racist Educational establishment.
Please could you answer a few questions to clarify the situation:
1. Why are there are no Black or Mixed Race people in Senior Management in Salisbury School?
2. Are there any Black or Mixed Race Governers?
3. How is Race Equality managed in the Board of Governors?
4 Do you understand what Institutional Racism is and it's impact on children classified as Black?
Kind regards and and thanks in advance for your help.
Derrick Lynch
Race Equality Secret Service Reporter.
Race Equality Secret Service
--------------------------------------------------------------------------------
From: "Tim Nash" <timnash@edisonschools.com>
To: "'Derrick Lynch'" <raceequalitysecretservice@hotmail.co.uk>
Subject: RE: Edison Schools - Institutional Racism
Date: Tue, 15 May 2007 13:15:34 +0100
Dear Mr Lynch,
Thank you for your recent email and your kind words regarding our work in partnership with Salisbury School
In response to your questions:
1. If Edison Schools does not operate a Race Equality Scheme how can you be sure that the management of the Salisbury school in Edmonton and possibly future schools will not be White Supremacist which is the same as Racist?
Our policy regarding equal opportunities is clear in that the company will not tolerate racial discrimination and that all employees have a personal responsibility for the implementation of this policy. We believe that these policies provide clear guidance for all Edison employees as to the standards we demand and the implications of inappropriate behaviour or actions.
2. What are the criteria that Edison Schools has set to decide the Race Equality Schemes suitable for the consideration?
The schemes of which we are aware are intended for public authorities, and are not practicable for a small private company.
3. What is Edison Schools doing to attract the correct number of Black and non-white staff into Senior Management at Salisbury school in Edmonton?
As we stated in a previous email, Edison is an equal opportunities employer and recruits accordingly. We should point out that, outside the 3 Edison employees working at Salisbury School, all other members of the leadership team are employed by the school and subject to their contracts and terms of employment.
4. Will Edison Schools start as it means to continue by ensuring that the Senior Management staff in Salisbury school in Edmonton and possibly future Edison Schools will reflect the ethnic diversity of the children?
As explained above, staff recruitment is carried out under the Governing Body’s authority following Enfield Local Authority’s guidance on equality. (It is our view, however, that good teachers from ethnic groups represent a significant asset in any school and provide positive role models for pupils.)
Finally - I thought that you might be interested in the comments of OFSTED from one school that we have been working with for 3 years - "Racial diversity is addressed effectively so that students of all backgrounds feel comfortable in the school, and arrangements are correctly monitored."
Thank you for your interest in our work.
Regards
Tim
--------------------------------------------------------------------------------
From: Derrick Lynch [mailto:raceequalitysecretservice@hotmail.co.uk]
Sent: 04 May 2007 22:34
To: timnash@edisonschools.co.uk; trevoraverrebeeson@tiscali.co.uk; richard@mca-communications.com
Cc: help@protectit.info; pepi@ukowla.org.uk; nick@ukowla.org.uk; support@mclarensolutions.com; info@mclarensolutions.com; communications@edisonschools.com; info@edisonschools.co.uk; jobs@edisonschools.co.uk; sales@edisonschools.co.uk; blink1990@blink.org.uk; pstanislas@dmu.ac.uk; Trevor8RidingsCl@aol.com; dominic.bascombe@gvmedia.co.uk; counterview2000@yahoo.com
Subject: RE: Edison Schools - Institutional Racism
Dear Mr. Nash - Head of Partner Schools,
Thank you very much for your detailed reply. We are very glad to know that Edison Schools takes the problem of Institutional Racism seriously and that you are making efforts to reassure us that Edison Schools is not a Racist organisation.
Congratulations on the winning the contract for the management of Salisbury School in Edmonton and congratulations to Trevor Averre-Beeson on his appointment as Head-Teacher. We hope that he will not allow an all-white Senior Management team once again to have a negative impact on the Black and non-white children.
In regard to your reponse to the previous questions we have just a few more questions for clarification.
You stated and I quote:
"Other than running the company in accordance with the commitments and statements quoted above, Edison does not operate a scheme in the UK, although we would certainly give consideration to any scheme that is appropriate. The schemes we are aware of seem to be designed for public authorities."
1. If Edison Schools does not operate a Race Equality Scheme how can you be sure that the management of the Salisbury school in Edmonton and possibly future schools will not be White Supremacist which is the same as Racist?
2. What are the criteria that Edison Schools has set to decide the Race Equality Schemes suitable for the consideration?
3. What is Edison Schools doing to attract the correct number of Black and non-white staff into Senior Management at Salisbury school in Edmonton?
http://jobs.tes.co.uk/job.aspx?jobId=412749
4. Will Edison Schools start as it means to continue by ensuring that the Senior Management staff in Salisbury school in Edmonton and possibly future Edison Schools will reflect the ethnic diversity of the children?
Institutional Racism which is White Supremacy in Education is responsible for the underachievement of boys classified as Black and the over-representation of boys classified as Black in exclusion statistics.
We hope that Edison Schools will be part of the solution and not part of the problem.
Yours in good faith and hope
Derrick Lynch
Race Equality Secret Service Reporter.
Race Equality Secret Service
--------------------------------------------------------------------------------
From: "Tim Nash" <timnash@edisonschools.co.uk>
To: "Derrick Lynch" <raceequalitysecretservice@hotmail.co.uk>
Subject: RE: Edison Schools - Institutional Racism
Date: Thu, 5 Apr 2007 14:52:25 +0100
Dear Mr Lynch,
Thanks for your enquiry. I want to reassure you that Edison Schools is not a racist organisation either in its employment policies for its own staff, or in its dealings with schools and the children in them. In fact, Edison Schools' entire reason for being is to provide an education that every child can benefit from, regardless of background, and the values we are committed to as an organisation are explicitly inclusive. Those same values are the ones we promote energetically in the schools in order to help develop a fair and caring ethos.
I hope the answers to your questions below will satisfy you on this issue.
1. Are any of the Edison Schools offices/departments Institutionally Racist which is the same as White Supremacist?
No.
2. How many of the Edison Schools offices/departments have Black staff in Trustee, Directorship, Executive and Senior Management positions?
There are black staff in many levels of the company, many in very key positions - for example in senior management on the company's operating committee, and in leadership roles in the field.
3. What checks are in place to ensure that staff in Edison Schools are not members of Racist organisations?
Advertising for positions on the staff contain the following policy statement:
An Equal Opportunity Employer
It is the policy of Edison Schools Inc. to provide educational and
employment opportunities without regard to race, color, religion, creed,
national origin, alienage and citizen status, age, marital status,
disability, prior record of arrest or conviction (except as provided by
law), sexual orientation, gender (sex), and to maintain an environment free
of discriminatory harassment, including sexual harassment, or retaliation as
required by civil rights law.
The following commitment to diversity appears on the company website:
A Commitment to Diversity
At Edison Schools we believe that an inclusive and diverse work environment rooted in a culture of mutual respect is the key to our success. We believe that this is not only essential to attracting, retaining and motivating quality professionals, but also the key to running a successful organization, one that represents and reflects the values we strive to pass on to the students who we serve.
The Edison educational model is built around a set of eight core values: Wisdom, Justice, Hope, Respect, Courage, Compassion, Integrity, and Responsibility. These essential values stem from our deepest beliefs and are as important to how we conduct our business as to how we teach our children.
We believe that the qualities of talent and leadership know no boundaries. Talent and leadership are found in individuals with different backgrounds, cultures, genders, ages, race, sexual orientation, and ethnicities. Edison¡¦s diverse staff reflects the many communities that we serve and helps to deepen our culture of respect and achievement. Our diversity drives not only the academic achievement of our students but also our business success.
At Edison, we are constantly striving to ensure that we are a vital institution populated at every level of the company with outstanding individuals who bring their unique talents, perspectives, and expertise to support all aspects of our mission. Together we are working to improve educational opportunities and provide a world-class education to all students.
The following is an extract from the employee handbook, which is common to all Edison-managed school contracts in the US. (Note that in the UK, Edison has not to date directly employed school staff, so their employment terms remain the responsibility of the Education Authority):
2. EQUAL EMPLOYMENT AND ANTI-HARASSMENT
POLICY
2.1. Equal Employment Opportunity
The School¡¦s belief in respect for the individual is the foundation for
creating equal employment opportunity. All employment actions such as
recruitment, hiring, promotions, terminations, layoffs, returns from layoffs,
compensation, benefits, transfers, School- or Company-sponsored
training, education and social/recreational programs are made without
regard or consideration for an individual's race, color, creed, religion, sex,
sexual orientation, age, national origin, citizenship status, veteran status,
mental or physical disability, or marital status, or an individual's
membership in any other class or category protected by applicable
federal, state, or local law.
The School will not discriminate against any individual with a disability who
is otherwise qualified for employment unless it would cause an undue
hardship. The School will extend equal employment opportunity to
qualified disabled persons in all areas of the employer-employee
relationship. We also will provide reasonable accommodation to the
known physical or mental limitations of a qualified employee or applicant.
Any qualified employee or applicant with a disability who requires a
reasonable accommodation in order to perform the essential functions of
the job should contact the Human Resources Division and request such
an accommodation. For further information please contact (888) 654-
3574.
2.2. Anti-Harassment Policy
Harassment on the basis of race, color, creed, religion, sex, sexual
orientation, age, national origin, citizenship status, veteran status, marital
status, mental or physical disability, or membership in any other class or
category protected by applicable federal, state, or local law, is not
permitted by the School and may result in discipline up to and including
termination.
Unlawful harassment in employment may take many different forms
including, but not limited to:
Æ’Ã?Æ’nAny conduct that creates a hostile environment or that embarrasses
or humiliates;
Æ’Ã? Verbal conduct such as epithets, derogatory comments, slurs, or
unwanted comments and jokes;
Æ’Ã? Visual conduct such as derogatory posters, photographs, e-mails,
cartoons, drawings, or gestures;
Æ’Ã?Physical conduct such as assault, blocking normal movement,
restraint, touching, or physical interference with work;
Æ’Ã? Threats and demands to submit to certain non-work related actions
in order to keep or get a job, to avoid some other loss, or as a
condition of job benefits, security, or promotion; and
Æ’Ã? Retaliation for having reported harassment or discrimination, or
having assisted another employee in reporting harassment or
discrimination.
Any employee who feels that she/he has been the subject of harassment,
whether by a co-worker, supervisor, guest, officer, or agent of the School,
must immediately report this action to his/her supervisor, Principal, or to
the Human Resources Division at (888) 654-3574.
2.3. Policy Against Sexual Harassment
Sexual harassment, like any other form of harassment, will not be
tolerated at the School. Sexual harassment includes sexual overtures,
either verbal or physical, which could be construed as affecting
employment, continued employment, salary, appraisal, advancement, or
other employment decisions.
In addition, remarks or actions directed toward an individual on the basis
of gender which have the effect of producing an intimidating or offensive
work environment for that individual, or that interfere with his or her ability
to perform, also are considered to be sexual harassment. It is the effect of
the remarks or actions, rather than the intent of the actor, that is
determinative of whether the actions constitute sexual harassment.
Sexual harassment includes unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature
when:
Æ’Ã?Æ’nSubmission to such conduct is made either explicitly or implicitly a
term or a condition of employment;
Æ’Ã?Æ’nSubmission to, or rejection of, such conduct is used as the basis for
employment decisions; or
Æ’Ã?Æ’nSuch conduct has the purpose or effect of unreasonably interfering
with work performance or creating an intimidating, hostile, or
offensive working environment.
Sexual harassment refers to behavior that is not welcome; that is, or
would be, offensive to a person of reasonable sensitivity and sensibilities;
that fails to respect the rights of another; and that, therefore, unreasonably
interferes with an employee's work performance and effectiveness, or
creates an intimidating, hostile, or offensive working environment. It
makes no difference if the harassment is ¡§just joking,¡¨ ¡§teasing,¡¨ or
¡§playful.¡¨ Such conduct may be equally offensive to an individual as any
other type of harassment.
Specific forms of behavior that are considered sexual harassment include,
but are not limited to, the following:
1. Verbal
Æ’Ã?Æ’nExplicit or implicit threats of retribution, or promises of benefits, in
return for sexual favors.
Æ’Ã?Æ’nAbusive language related to an employee's sex, including but not
limited to, sexual innuendoes, slurs, suggestive, derogatory, or
insulting comments or sounds, whistling, jokes of a sexual nature,
or concerning gender-specific traits, sexual propositions, and
threats.
Æ’Ã?Æ’nUse of demeaning or offensive words when referring to an
individual's gender.
Æ’Ã?Æ’nDemands for sexual favors or sexually oriented comments about an
employee's body or appearance, sexual habits, sexual preference,
or sexual desirability that are unwelcome and that unreasonably
interfere with an employee's work performance by creating an
intimidating, hostile, or offensive working environment.
2. Visual
Æ’Ã?Æ’nAbusive written language, including e-mails, showing or displaying
pornographic or sexually explicit objects or pictures, graphic
commentaries, or obscene gestures in the workplace, which
unreasonably interfere with an employee's work performance or
create an intimidating, hostile or offensive working environment.
3. Physical Contact
Æ’Ã?Æ’nAny sexual advance involving physical contact that is not welcome,
including touching, petting, pinching, coerced sexual intercourse,
assault, or persistent brushing up against a person's body.
If you feel you have been the victim of sexual harassment or have
witnessed an incident that made you feel uncomfortable, you must
immediately call your supervisor, Principal, or Edison¡¦s Human Resources
Division at (888) 654-3574.
2.4. Harassment Complaint Procedure
You are entitled to pursue your employment free of discrimination and
harassment based on race, color, creed, religion, sex, sexual orientation,
age, national origin, citizenship status, veteran status, marital status,
mental or physical disability, or membership in any other class or category
protected by applicable federal, state, or local law. If you believe you are
the subject of harassment or discrimination on any basis, or if you have
observed or become aware of harassment or discrimination, you are
required, and have a responsibility, to report the matter immediately. Any
complaints of perceived discrimination and/or harassment should be made
to your immediate supervisor or department head. The complaint should
be as detailed as possible and should include the names of the individuals
involved, the names of any witnesses, direct quotations when language is
relevant, and any documentary evidence. If for any reason you are
uncomfortable reporting the incident to your supervisor or department
head, you should call the Human Resources Division at (888) 654-3574 as
soon as possible after the incident occurs.
Once a complaint is made it will be investigated in a timely manner.
Investigation of a complaint usually will include conferring with the parties
involved and any named or apparent witnesses. The particular facts of the
allegation will be examined individually, with a focus upon the nature of
the behavior, the pattern of such conduct, if any, and the context in which
the incident(s) occurred.
Confidentiality will be maintained to the extent possible, consistent with
the School¡¦s obligation to conduct a thorough investigation. All School
employees who become involved in the investigation are to treat the
matter confidentially.
The School requires and expects its employees to report immediately any
incidents of perceived discrimination and/or harassment. Any employee
who complains about any perceived discrimination and/or harassment or
who participates in the investigation may do so without fear of retaliation.
Retaliation against any employee who has filed a complaint or participated
in the investigation of such a complaint is illegal and grounds for
disciplinary action up to and including termination from employment.
Employees who believe they have been unjustly charged with harassment
or discrimination will be afforded an opportunity to offer and present
information in their defense.
Upon completion of the investigation, both the complainant and the
accused will be given written notice of the results of the investigation. If it
is determined that prohibited harassment or discrimination has occurred,
appropriate disciplinary action will be taken, up to and including
termination.
In the UK, we check previous employment and character references for job applicants, and we require a current CRB certification.
4. Please would you send us details of the Edison Schools Race Equality/Diversity Schemes with statistics.
Other than running the company in accordance with the commitments and statements quoted above, Edison does not operate a scheme in the UK, although we would certainly give consideration to any scheme that is appropriate. The schemes we are aware of seem to be designed for public authorities.
We believe that all employees, clients and customers (which includes all stakeholders in our partner schools) are entitled to be treated with respect and dignity and the company does not tolerate victimisation, bullying or harassment on the grounds of sex, sexual orientation, race, religion, age or disability.
Yours sincerely,
Tim Nash
Head of Partner Schools
Tim Nash
Edison Schools UK
01206 767980
http://www.edisonschools.co.uk
Please note that the internet and email are not 100% secure media. While Edison Schools UK Limited take all feasible measures to ensure the integrity and security of the information contained herein, we cannot accept any liability for any lost data. Any personal data contained herein is processed in accordance with the UK Data Protection Act 1998. If you should receive this email in error, and/or you are not the intended recipient, please notify the sender accordingly, and delete all copies.
--------------------------------------------------------------------------------
From: Derrick Lynch [mailto:raceequalitysecretservice@hotmail.co.uk]
Sent: 29 March 2007 21:55
To: info@edisonschools.co.uk; jobs@edisonschools.co.uk; Sales
Cc: help@protectit.info; pepi@ukowla.org.uk; nick@ukowla.org.uk; support@mclarensolutions.com; info@mclarensolutions.com; communications@edisonschools.com
Subject: Edison Schools - Institutional Racism
Edison Schools UK
Digby House, Riverside Business Centre, Causton Road,
Colchester, Essex. CO1 1RJ
Phone: 01206 767980
Please would you let us know who we should be communicating with in regard to the following.
We have recieved some reports that Edision Schools is about to take over a school in North London that is failing because of Racism in the all White Senior Management. We expect to get more information about this over the weekend.
We need some facts about Edison Schools and would like to report back to our community network that Edison Schools is not an Institutionally Racist which is the same as a White Supremacist organisation about to make things worse for non-white children.
If it is true that the problem of Institutional Racism which is White Supremacy exists in Edison Schools and this problem is not solved it would have a terrible impact on the children in the schools. We think you would agree that in order to achieve community cohesion and a peaceful future White Supremacist staff which are the same as Racist staff must be rooted out urgently where ever they may be found.
Please would you send us the answer to these three (3) specific questions with additional information as necessary. Please would you ensure that no Racist staff answer these questions as White supremacist, Racist Terrorist staff will try to lump all these questions together in an attempt to confuse the situation.
These White Supremacist, Racist Terrorists are responsible for the systematic abuse of the non-white community and are the cause of incompetent administration, stress in the work place, misappropriation of funds, premature deaths, unemployment, domestic violence, unecessary school exclusions, child abuse and gun crime on the streets.
1. Are any of the Edison Schools offices/departments Institutionally Racist which is the same as White Supremacist?
2. How many of the Edison Schools offices/departments have Black staff in Trustee, Directorship, Executive and Senior Management positions?
3. What checks are in place to ensure that staff in Edison Schools are not members of Racist organisations?
4. Please would you send us details of the Edison Schools Race Equality/Diversity Schemes with statistics.
We need this information to produce a report for our community network.
We look forward to your reply.
Yours in good faith and hope.
Derrick Lynch
Race Equality Secret Service Reporter.
Race Equality Secret Service
--------------------------------------------------------------------------------
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