Introduction

It is a legal requirement that recruitment practices must not involve any unfair discrimination. But complying with legislation is not the same as taking a positive approach to diversity.

To attract leaders from the widest pool of talent, headship must be seen as an attractive option to all potential candidates, whatever their personal profile. A recruitment culture that overlooks potential candidate pools is missing out on available talent.

This interactive guide looks at the experiences of women and of black and minority ethnic (BME) school leaders. It also considers the new models of headship that are emerging and whether they could address some of the barriers to headship.

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