How can Sir Michael Wilshaw effectively discriminate against White teachers

In a recent article, Sir Michael Wilshaw proposes that schools create teacher ethnicity equality by discriminating against White teachers. He specifically believes that this type of strategy will enhance the education of predominately Black student school districts taught by predominately White teacher staff. The problem that Sir Michael Wilshaw faces is parallel to the same problem that is faced in America where racism in education continues to prevail.

The England Department of Education reported:

  • 7% of teachers are White
  • 97% of head teachers are White
  • 91% of teaching assistants and support staff are White
  • 6 per cent of full and part-time regular teachers are female
  • 2 per cent of full and part-time head teachers were female
  • 7 per cent of full and part-time teaching assistants were female
  • 5 per cent of full and part-time support staff were female

Before Sir Michael Wilshaw attempts to enhance the education of all children, he must understand some of the challeges that continue to contribute to his dysfunctional organization.

Dysfunctional organizations exhibit several characteristics that are detrimental to its existence. While Chris Argyris charted four factors that contribute to the dysfunctional organization, I propose that there are five different levels that contribute to a dysfunctional organization. The foundation for the dysfunctional organization begins with each person’s use of defense mechanisms for coping. Defense mechanisms are the unwritten rules an individual learns and utilizes to effectively deal with circumstances that are upsetting, embarrassing, or threatening.

The second level is skilled incompetence, which is the outcome of the defense mechanisms we have internalized. When the defensive behaviors we’ve learned are transformed into a learned behavior, that behavior becomes a skill – albeit an incompetent skill – that we consider necessary in order to deal with issues that are embarrassing, threatening, or upsetting. A skill that is learned from the regular application of a defense mechanism has a high degree of incompetence embedded within it, because we are unaware of how this skill will impact our future.

Skilled incompetence transforms into a defensive routine. Defensive routines are the third level. When the skilled incompetence is automatically exhibited at all times, the behavior is now a defensive routine.

Defensive routines lead to fancy footwork. Fancy footwork is the fourth level. Fancy footwork happens when individuals try to deny the behavioral inconsistencies they exhibit, or else they place blame on other people, which results in distancing themselves from taking responsibility for their behavioral inconsistencies.

Fancy footwork leads to organizational malaise. Organizational malaise is the final level. During this phase the individuals in the organization will seek to find fault within the organization rather than accept responsibility for their actions and correct their behavior accordingly. The individual continues the process by accentuating the negative and deemphasizing the positive in an effort to cover up their actions. The organizational malaise is further exacerbated by a refusal of one or all the members to discuss their area of responsibility.

In order for Sir Michael Wilshaw effectively discriminate against White teachers he must off set the defensive mechanisms that contribute to racis in education. Since the majority the teaching staff is White female, Sir Michael Wilshaw will have to offset the defensive mechanisms that many White females as well as others possess. That defensive mechanism is survival.

White female teachers are the cornerstone for the survival of the White family and the White economy. The White family benefits because the White female teacher is able to continue to care for her children while supplementing the household income. Teaching provides the White teacher opportunities to continue to educate their children because they have every evening off, every weekend off, and every summer off. No other profession provides this benefit.

In November 2011, the England Department of Education reported that there are 438,000 teachers. In November 2011, there were 438,000 teachers in state-funded schools in England on a full-time equivalent basis. If 93.7% of the teachers are White and 74.6% of the teachers are White female, then 69.9% of the teachers are White female. This equates to 306,162 White female teachers in England who contribute to the England economy. The minimum teacher salary is £22,023, which is the equivalent of $25, 862.80. Therefore, at a minimum, White female England teachers salaries contribute $7,918,207,000 or £6703953440.56 to the England economy. If the wishes of Sir Michael Wilshaw became into fruition, it would devastate the White England economy.

The dysfunctional characteristics associated with racism in England schools must offset the White female defensive mechanisms without devastating the White England family or the England economy. The only way for Sir Michael Wilshaw to accomplish this task is to promote positive racial teacher student classroom relationships (Properateasclaships).

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Why do schools exclude school discipline data according to ethnicity?

Dr. Derrick L. Campbell, Ed.D.
www.positiveracialrelationships.com
PO Box 1668 Blackwood, NJ 08012

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Author of Promoting Positive Racial Teacher Student Classroom Relationships

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“The model that you use to analyze teacher-student relationships is a good one for most school districts”.

~ Joe Vas ~ Perth Amboy Mayor
“Dr. Campbell’s Cultural Relationship Training Program is comprehensive, informative, and should be required training for all schools”

~ Darrell Pope ~ Hutchinson Kansas NAACP President

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About Classroom Racism Exterminator

Racism is a menace and so we’ve been taught for ages which is the primary need for a diversity expert. However, even in this modern society of today where we see a lot of colored celebrities performing on stage with huge fan followings and of course an Afro-America President for the USA, we are still in a phase where racism exists in all its brutal glory and has been eating away at the society like a plague. Classrooms, are one of the most affected areas where color differences and racism exists to its extremes. Even after decades of progress and a lot of communal efforts at bridging the gaps between colored students, white students and teachers, it is sad to say that the disparities still exist and are just as pronounced today as they were back in the 1950s. Colored students, even in the likes of New York City, are attending under resourced schools or have been significantly isolated and made to be unequal in regular schools. Even if the teachers are well-intentioned, perpetuating the structural racism that has taken deep roots into the fabric of our education system is a tough task and make the need for a diversity expert imperative. Teachers need to recognize the biases that exist within the classroom and also take conscious measures to address them and their own biases of course. James Baldwin once said, “it is your very own responsibility to change this society, if you think of yourself as an educated person.” Dr. Derrick L. Campbell took this quote very effectively and straight to the heart and thus this Classroom Racism Exterminator happened. Classroom Racism Exterminator is an initiative that will teach you about your duty and moral obligation towards eliminating racism from the classrooms. This is where and how you will learn about what you need to do to produce a better society that is free of biases and disparities amongst the blacks and the whites. Because we understand how classroom biases and conversations about racism are difficult and how teachers and students almost avoid the topics altogether, we have put together a range of effective methods and products to help address the problem at hand and talk meaningfully to counter issues related to race and racism in the classroom. Diversity expert Dr. Campbell understands that it takes a lot of courage to talk about race and racism and that racial issues need to be viewed through a very critical lens that can understand and attend to the pertaining aspects of racism in the classroom. And therefore through this website we have made a conscious effort to eliminate racism from the classroom and make the educational system equal and beneficial for all. We know and we understand that there are no words that can actually describe how racism feels. There are cases and everybody tends to deal with it in their own manner. Some might lash out verbally or others might just withdraw into shells. Whatever the case, people don’t talk about it openly and teachers don’t really make a conscious effort at addressing the issue. We don’t really know if our children or if the youth is learning to be educated or become racists in their classroom. Our program is focused on helping children of color and regardless of their race, their full potential. We want every student to be able to recognize and reach their full potential so that they think of themselves as responsible citizens of their country and not regard themselves as worthless human beings. Here you will find motivational books and flash card games, all of which have been designed focusing on eliminating racism completely from our classrooms. The books and the games have been consciously designed keeping in mind the American society and educational system. It is a small effort on our and Dr. Campbell’s part to help this society become a better place to live in. A little about diversity expert Dr. Campbell Dr. Derrick L. Campbell the driving force behind Classroom Racism Exterminator is a dynamic figure and a constant source of motivation for us. He has a Bachelors of Science in Electronics Engineering Technology, Math Education, a Masters in Education Administration and also holds a doctoral degree in Educational Leadership. Dr. Campbell is a well known personality throughout the nation. He has lectured at various events including the National Association for the Advancement of Colored People (NAACP), Iron Sharpens Iron Men’s Conference and a lot of local churches. He is a personality well dedicated towards eliminating the plague of racism from our classrooms and helping every child recognize his/her true potential not the color of their skin. He realizes how a child would feel if he/she was made to think they are worthless human beings. Diversity expert Dr. Campbell is compassionate and related to the experiences and therefore this initiative is a constant and continual effort to eliminate racism manifested in us, completely from the classroom and from our society.
This entry was posted in Classroom Management, Leadership, Race Relations in America, Racism in Education and tagged , , , , , . Bookmark the permalink.

2 Responses to How can Sir Michael Wilshaw effectively discriminate against White teachers

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