According to Jenkins (1996) "Identity is a negotiable concept". Perhaps the simplest way to explain it would be to say it is the aspect of our self-image which we wish to present to the outside world. We don't have a free choice when constructing an identity to present to others. We negotiate or agree with others in our culture and society how far or close to the norms of our society we wish to be. What sort of woman or man do we want to be and what sort of man or woman our society will allow us to be is depending on where we are. If we are Muslim and living in Saudi Arabia, our female identity will be constructed differently and reflected to others differently than if we are Christian and living in the UK. This reflection of our gender identity will be done through clothing, language and personal possessions. In our case here, Mr Bromfield identifies himself as a black man belonging to a black community that he wishes to inspire by his doings. It is arguable that this identity is socially constructed, although he is from a different race. This social construction has been deeply embedded in the minds of people that black people are black people and white people are white. This identity has led to stereotyping, which will lead to racism. Mr Bromfield claims that there is institutional racism, which is the main problem why black people are not getting or trying to get to the high position of a headteacher. The House of Commons in their Macpherson Report (2009) define institutional racism as “the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes, behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantages minority ethnic people”.
Mr Bromfield has intended his article to inspire the young black youth and the wider black community that yet are to face institutional racism. But also for others (white people) to make a point clear about how the number of black headteachers is dramatically low in comparison to white people. He feels that this issue needs to be addressed to all who can do something to solve this problem. He has written this article with the purpose of stimulating his point of institutional racism provocatively as this issue is pursuing many black people and will be pursuing them for a long time. Mr Bromfield himself is influenced by his black teacher to become a teacher. His writings are influenced by his personal experience. As he is a black future headteacher himself, his opinion about the matter is that there should be much more black people having a “role model” job. Yes there is institutional racism, and that is clearly as there are only 30 black headteachers out of 21,600 state school headteachers in the UK. However, should everybody have a role model from his race in his life in order to succeed in his career? Schools should try and inspire their students from a much younger age, and present them with a range of career paths by using a diverse social and ethnic range of professionals. By allowing students to adopt preferential role models, more students are likely to feel inspired to stay in school and go into higher education regardless of their race or skin colour. A role model should not be seen by his colour, but by his actions. After all Gandhi, Martin Luther King and numerous non-white sportsmen are idols to millions of white people and non-white people. It is to be argued that a serious factor in black underperformance is the over identification with race and therefore an educationally destructive black culture. By saying "Britain needs more black headteachers" rather than focusing on the causes of black underachievement. However, Mr Bromfield also addresses that “the reason we might specifically need black headteachers is because the situation as it stands suggests that there are some aspects of our schooling which are deficient and in order to address this we need to make that change”. The change he is talking about is not a change that will make the business run better than it is, not necessarily. It might bring some new ideas to the field of education that will help develop it. However, it has been mentioned before briefly that it is about social justice. It is not so much a business case as diversity is used as a tool to achieve organisational goals. Otherwise would an organisation invest money in diversity programmes and training sessions in order to make awareness if they would not profit from it? In social justice, it is all about diversity which will make living happier among each other.
This article has been written with a strong opinion from the author himself suggesting that there should be more headteachers in the UK, advocating this matter himself as a deputy headteacher. He already assumes that it is well known that there is still racism in this country regardless the legislation. He is making it clear that there is lack of power from the black community and therefore a stronger force needs to step in order to solve this problem. Although diversity is being embraced and applied in many of today’s organisations, constitutional racism still occurs, and the government seems very cool about it. Mr Bromfield is calling for the black community to rise and become headteachers and role models, but with his simple article he cannot do much. The social construction has led to the fact that a particular group of people have more power than others, and that will stay like this for a long time.
References:
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BBC, (2006). Black pupils still lagging behind. Online available at: Retrieved at: 18/01/2012
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Foucault, Michel (2006). History of Madness. New York: Routledge
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Healy, G. et al (2011). Equality, Inequalities, and Diversity. Contemporary Challenges and Strategies. Hampshire: Palgrave Mcmillan.
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House of Commons (2009). Macpherson Report
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Jenkins, R. (1996). Social Identity. London: Routledge
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Kirton, G. & Greene A.M. (2010). The dynamics of Managing Diversity. A Critical Approach. Oxford: Elsevier Ltd.
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Kondola, R. & Fullerton, J. (1998). Diveristy in Action. Managing the Mosaic. London: IPD House.
