Equity, Diversity and Inclusion (EDI)

In line with our mission and values, our priority is to continue to make Ursuline High a fairer and more inclusive place to work and study, with belonging and racial justice at its heart, offering dignity and respect to every child, member of staff and parent in our school community. We accept that breaking down long-standing racist inequalities will take time, and this is an ongoing commitment.

In 2020, the school engaged Professor Paul Miller in a collaborative review of our overall commitment of the school to Equity, Diversity, and Inclusion (EDI), following which our impact against our Strategic Action Plan was recognised (see report by Professor Miller, May 2021 below).

Since the Review, we continue to embrace Professor Miller’s recommended next steps and can confidently say that year on year we are making significant progress with each one including 1) Establishing a clear EDI communications plan, 2) Developing an integrated EDI Strategy & Action Plan and 3) Consolidating and recalibrating the existing Work Packages. 

I am delighted to share our 2024-2025 EDI Impact Report which details the results and impact for the year (pages 2-7) together with a summary of our Summer B years 7-10 student survey (pages 9-11) and our targets for the academic year 2025-2026 (page 8). For ease, a summary of the targets for 2024-2025 is listed below, along with targets for this academic year 2025-2026.

I, together with my senior leaders and staff, am committed to providing an inclusive culture and to removing barriers to success. I thank my SLT, EDI Task Force, and all staff for their continued hard work to ensure we deliver (and exceed) our EDI Strategic Plan.

For more information or to discuss in further detail please contact my PA, Lydia Torch.

Eoin Kelly

Headteacher

EDI Targets 2024-2025 (see Report below for impact results).

• Take responsibility for the work and impact of the Equalities Forum. 
• Quality Kite Mark.
• Continue to improve EDI outcomes at Key Stage 5 (KS5).
• Anti-Racist CPD to continue and develop. 
• Culture of Encounter is still visibly embedded in T&L pedagogy.  
• Ensure that NPQ participants are inclusive and diverse.
• Increase the number of ethnically minoritised trainees recruited to Teach Wimbledon.

EDI Targets 2025-2026

• Progress in line with the cohort and outstanding post-18 destinations.
• To ensure Centre of Excellence status remains and flagship school in achieved in July 2026.
• Culture of Encounter is visibly embedded in T&L pedagogy.
• School council is fully representative of all members of our school community.                       
• Numbers in line with all groups and no discrepancy in applications.             
• Profile of HAF club attendees’ mirrors ethnicity profile of the school (Y7-10).
• Retention data to show no discrepancy in sixth form retention rates across key student groups.                              
• Students in these 2 groups will have improved attendance from 2024/2025 t0 2025/2026.     
• Students in this cohort will have fewer sanctions than they did in 2024-25 and will have engaged positively in at least one school-based activity.