We’ve been shortlisted for a National MAT Award 2025! 

Published
07 February 2025

We are delighted to have been shortlisted for Company of The Year at the National MAT Awards 2025! The Awards are the flagship Multi Academy Trust Association (MATA) event of the year and a great accolade. 

Schools, settings and trusts are at the heart of everything we do, and we are so proud to be shortlisted. Carole Bennett our CEO shared the following via LinkedIn which really summarises our feelings:  
 
“At HFL Education (formerly Herts for Learning) we had a REALLY long and proud history of working with maintained schools and Early Years settings on everything from teaching and learning, leadership training, Reading Fluency, to business support, HR and governance development.  
 
But we have worked SO hard to build on this with specific, tailored support for SATs and MATs. So, whatever the legal status of a school or setting, we could add value and improve outcomes for ALL schools, settings and trusts.  
 
( 🎵 Cue Rocky music....) 
We have hired the best. We have swotted up. We have worked our socks off. 
 
So this shortlisting from Multi Academy Trust Association (MATA) means the world to us and shows to the world what our Trust communities have told us about the impact we have.  
 
As a not for profit company, we are judged on the difference we make to the lives of those we serve in the education community. 
 
And now, we are proud to say..... 
 
Whether you are a governor, trustee, MAT leader or headteacher, COO or business manager, Ed Director, teacher, a member of support staff – and in whatever kind of school you have chosen to be in – we are here for you.  
 
So that you can be there for your children and young people. “

If you're interested in hearing more about how we work with trust sign up to our weekly newsletter.

Contact us today to find out how we can help you.

Suki Gill joins the speaker line up at the ASCL Annual Conference 2025

Published
06 February 2025

We’re delighted to share that Suki Gill, 16-19 Curriculum and Funding Adviser here at HFL is speaking at the ASCL Annual Conference 2025 – A Brighter Future on Saturday 15 March.

The conference is being held at The ACC Liverpool on Friday 14 and Saturday 15 March, and on the Saturday at 12.40pm Suki will introduce the Twin-track apprenticeship toolkit that encourages students to apply for apprenticeship programmes alongside a degree. The workshop will allow secondary school leaders to explore the toolkit and consider an approach for KS3, KS4 and KS5 staff to change the culture, improve practice and increase teacher knowledge of apprenticeships and degree apprenticeships.

The toolkit is based on work with schools which revealed that whilst students, teachers and parents were increasingly positive about the apprenticeship route, teachers lacked the expertise and confidence to provide students with high-quality advice and guidance.  The “Twin-Track Apprenticeship Toolkit” signposts school leaders to a free resource that will help them plan and implement an apprenticeship support programme.

Suki led the development of the toolkit and said: “This project has provided a fantastic opportunity to liaise directly with schools to assess their existing provision and work collectively to identify best practices. As we discovered from speaking to students who were applying for apprenticeships, there is no formulaic system as with UCAS, and by comparison the application process can be something of a minefield for young people, parents and teachers.

“We’re delighted to have been able to create this toolkit which we hope will be a real gamechanger in demystifying the apprenticeship pathway moving forward."

Download the Twin-track apprenticeship toolkit and find out more about the ASCL Annual Conference 2025.

Find out more about our Post-16 and sixth form leadership provision services and to receive email updates and information on future opportunities from the HFL Post-16 team, sign up to our post-16 digest.

Contact our Post-16 team today to find out how we can help you.

Embracing adaptive teaching for success in English lessons

Published
06 February 2025

"Adaptive teaching relies on flexibility, creativity, and a deep understanding of pupils' individual needs, informed by assessment. By embracing these strategies, teachers can create inclusive and dynamic English lessons that empower learners to thrive."

 

Adaptive teaching requires us to be flexible in our teaching to meet pupils’ individual needs within the lesson. 

There are some steps we can take to set ourselves and our children up for success in English lessons. This useful blog written by Jon Eaton, Director of Kingsbridge Research School, explores a simple framework for developing thinking about adaptive teaching. Firstly, at the planning stages, we should consider what barriers or challenges might arise for children within the lesson. Then, we can plan for relevant adaptations to address those barriers. During the lesson, we need to make use of appropriate assessment and checking strategies to identify any barriers, then respond to those with adaptations, where possible, in the moment. The EEF’s 5-a-day recommendations can act as a helpful guide to different ways we can adapt teaching to meet the needs of different learners. 

Often, small adaptations can be made in the moment which enable children to be successful. In this fantastic and though-provoking blog, Clare Sealy explores the ways we can increase or reduce the challenge of tasks by considering the cognitive demands they present. We highly recommend exploring the blog with your colleagues.

As teachers, we continuously adapt our teaching, whether it be through re-wording a question, repeated modelling, or providing a verbal or written scaffold. It is useful to build a repertoire of strategies for adapting teaching in the English lesson, so that these can be planned for or pulled upon to support pupils’ learning. The Primary English team have joined forces this week to bring to you a host of strategies that can be used flexibly within English lessons, when the need for adaptation arises. By no means is this an exhaustive list, but hopefully a few helpful strategies to try out in your classroom.

 

Adaptive teaching strategies for writing

Spelling

  1. The phoneme frame is a trusted and much used resource in the teaching of phonics for encoding in reception and year 1. After that, it only seems to make an appearance in the occasional year 2 lesson or an intervention. This provides a zero-preparation, quick and easy way to scaffold children’s learning at any point, in any lesson.

From year 2 spellings:

badge 

 

knock +ing

 
to year 3 and 4:

myth

 

young +er

 

and year 5 and 6: 

plough

 

fle+ ible

 

  1. Before introducing a new spelling objective, track back to the related spelling objectives and reawaken prior knowledge. For example, when teaching the eigh grapheme in Y3/4, revisit other ways of recording the ‘long ay’ sound. Some children might need a short pre-teaching session reviewing ay/ai and a-e. This will put them on a stronger footing when the class review and enable them to link the learning. If they are finding the new learning a step too far, secure that foundational knowledge during the lesson - the earlier spelling objectives represent spelling patterns more frequently used and need to be embedded first and foremost.

 

Reducing transcriptional demands in writing tasks

One way to adapt writing tasks for pre-key stage learners, is by setting the same objective but reducing transcriptional load, for example by:

  • providing them with a word bank that contains only 80%+ decodable words
  • giving them linked encodable dictated sentences, e.g. ‘Pick up the coats’ in instructions
  • giving fewer paragraphs/sentences to write, but well-edited and with the focus on encoding skills gaps (less is more)
  • offering a symbol-supported word bank where the word labels are 80%+ decodable 
  • guiding writing with them: modelling, guiding, pairing-up, letting loose. The end result is less quantity but undoubtedly higher quality…and more secure foundational skills.

 

Flexible grouping and collaborative writing

In the drive to “get writing into books,” it’s easy to overlook the power of collaborative writing. Flexible grouping in class allows teachers to group children for various reasons, such as addressing specific gaps or mixing different levels of writing development so children can learn from each other. This strategy, recommended in the EEF’s Special Educational Needs in Mainstream Schools Guidance Report, can help develop all children’s self-belief as writers, as well as promotet a sense of a community of writers in the classroom.

In the HFL Universal and Universal+ Training, which shares many strategies for supporting pupils, one strategy suggested is that children work in carefully chosen groups of three to write. The children orally compose a sentence together, discussing word choices and features. Two children then monitor and edit the scribe’s writing. The roles are rotated for the next sentence, to ensure no child dominates. This is a particularly effective strategy as children have a range of strengths and weaknesses and can support each other. It enhances oral rehearsal, self-monitoring, and sets children up for independent writing after group practice. It is one of many useful strategies shared on our Fixing Full Stops CPD.

 

Proof-reading

When teaching children to proof-read, it can be challenging to decide what to focus on first. It is important that children understand that the purpose of proof-reading differs from that of editing. In this case, we are thinking about ensuring writing is free from errors - think the ‘nuts and bolts’ of writing. A useful acronym to scaffold the process of proof-reading is CUPS. 

  • C – capital letters for starts of sentences and proper nouns
  • U – usage. Check for subject, verb and tense agreement
  • P – punctuation
  • S – spellings 

This allows the teacher, in the first instance, to identify which areas of proof reading are priorities and subsequently teach strategies to address these. The pupil then can work through manageable and specific areas of improvement in their own writing. 

For children who may find identifying spellings (S) challenging when proof-reading their work, reading their writing aloud and out of context can support their cognitive load. A useful strategy is asking the children to begin on the last word and read back to the start where they can solely focus on asking themselves: ‘Does the word look right?’ If they come across a word which they are unsure of, they can use aids such as electronic spellcheckers to support in making necessary corrections.

 

Adaptive teaching strategies for reading

Repeated reading

To scaffold children towards increased fluency and comprehension, build in opportunities to read the same text more than once. Consider how to incorporate a pre-read for children who lack fluency: it may be that they follow along with the text as an adult reads it to them, then re-read it in pairs. Then, once in the lesson, they might hear the text read again by the teacher before diving into reading independently with a focus on meaning. This repeated reading will support their fluency and comprehension of the text, and they will be far more likely to be ready to discuss the meaning of what they have read.

 

Whole class reading in KS2

Whole class guided reading in key stage 2 offers a fantastic opportunity to bring all children together in their learning. However, ensuring every child can access the text and engage meaningfully requires thoughtful adaptations. Here are a just few ways to tailor your approach while keeping the learning inclusive and effective

  • Same text, scaffolds to support: Provide all children with the same text but adapt the scaffolds to match their needs. For instance, some children may benefit from scaffolds or prompts to help structure their thinking when discussing the meaning of the text. 
  • Simplified text, same objectives: Some children might benefit from a simplified version of the text to aid understanding. In some cases, teachers have experimented with cautious and mindful use of AI to support in generating these texts.
  • Simplified texts with support: For children who may find the main text challenging, offer a simplified version paired with additional support. This could include pre-teaching key vocabulary or providing a summary to build context. Alternatively, this might be working in a guided group with an adult modelling comprehension and providing verbal scaffolds to guide them towards understanding.

 

Adaptive teaching strategies for spoken language

While all children benefit from modelled talk and dialogic approaches to teaching, some need additional strategies to organise ideas for discussion, writing, and presentations. 

Adapting spoken language provision can be a direct pathway to inclusion. 

  • Know and hear every voice: Know each child, how they communicate and what motivates them. By valuing and exercising agency, we can discover what engages pupils. Check-in with those who need additional practice or support. A physical object (e.g. a ‘talk token’) ensures everyone within a group has opportunity to share. Provide extra practice before sharing to empower and provide confidence. 
  • Pre-teach and use vocabulary in context: Give children opportunities before lessons to see, hear, and use new vocabulary in context. Visuals and examples can support their thinking and communication, leading to independence. 
  • Oral Rehearsal: talk before, during and after tasks: Do children have time to think, visualise, and verbalise their ideas before sharing? Allow time to explore, discuss, draw, and dramatise before sharing or writing. Breaking complex tasks into small chunks by stopping regularly to re-read aloud and review, will help to reduce cognitive load.  
     
    Consider flexible groupings: nesting (alone), talk partners or snowballing to name but a few.
  • Speaking frames and stems: They should be specific, purposeful and with modelled examples and practice. These might include stems or frames for prompting, guiding or extending discussion, or resources such as substitution tables where children can make choices about content.
  • Technology: Simple tools like talking tins help children speak before writing and to hear their sentences. Many schools also use voice-to-text AI for dictating or transcribing, which, when used thoughtfully, can support accessibility.

For more spoken language strategies that can support children with sentence structure, head over to this blog: Don’t Forget Your Full Stops!

 

Adaptations for supporting children using EAL

Children using English as an additional language (EAL) may benefit from some of the following adaptations in their reading and writing lessons. These suggestions will support children at different levels of proficiency in English, from those who are new to English to those who are more fluent.

 

Reading - the power of white space

Reformat the margins and line/paragraph spacing of text so children have room to annotate and comment directly on the text. Providing this space will give children the opportunity to note down definitions for new vocabulary (in both English or their first language), decoding support e.g. sound buttons and lines and/or note quick summaries of text to aid their understanding. This will support their cognitive load as they decode and comprehend what they’re reading.

 

Writing - use of first language to support writing in English

Depending on the writing purpose and task, children may find it beneficial to plan and draft sections in their first language (if they are proficient writers in their first language). This is called ‘translanguaging’ and encourages learners to utilise their full linguistic knowledge to communicate. 

Before introducing translanguaging to learners using EAL, teachers need to know each child’s proficiency for writing in their first language. Some learners may not be able to write in their first language so cognitive load would not become lighter by encouraging children to utilise this strategy as they may be more proficient in writing English. 

Translanguaging supports learners using EAL as it helps to lighten their cognitive load at all stages of writing. For example, if the children are writing a biography about an inspirational figure, a child using EAL could gather their research and facts about their chosen figure in their first language. Now their content is secured, they can focus upon translating these ideas when drafting. Teachers can support children through their discussions e.g. encouraging and supporting children to orally rehearse their sentences in English before writing. 

Above is a wide range of different strategies that can be used to meet the needs of different pupils within English lessons. It is by no means an exhaustive list. Adaptive teaching relies on flexibility, creativity, and a deep understanding of pupils’ individual needs, informed by assessment. By embracing these strategies, teachers can create inclusive and dynamic English lessons that empower learners to thrive. 

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The latest from HFL: SecEd

Published
04 February 2025

Two inspiring and thought-provoking articles written by our very own Felicity Nichols (SEND advisor) and Paul Jenkins (Head of Secondary Curriculum Services). Discussing adaptive teaching to support students with SEND and the use of mock exam results to boost student progress.

Discover and apply Felicity’s 6 top tips for creating an inclusive classroom. From showing students that they belong to encouraging them to feel comfortable learning in their own way, this article covers it all!
SecEd: Adaptive teaching and assessment to support SEND students

Are your students feeling the pressure of mock exam results? Paul Jenkins has got you covered. Explore four common reasons students lose marks in exams and discover how teachers can use the data they have from mock exams to tailor their teaching, target improvements, and support student exam preparation.
SecEd: Interpreting student mock exam results in schools 

Contact us today to find out how we can help you.

Recruitment and retention: EDI focus

Published
03 February 2025

We know that when people can be themselves at work, they are more likely to perform better, and be happier, more productive and more innovative. Diversity and inclusion directly links to wellbeing of both our young people and our educatiors."

 

Against a worrying international backdrop, where major firms (including Meta, Amazon, Walmart and McDonald's) are reversing their diversity and inclusion initiatives, the stark underrepresentation of minority ethnic groups in our school workforce is of huge concern.

Year after year, data tells us that people of colour are less likely than their white counterparts to receive or accept an offer for Initial Teacher Training (ITT), and often face negative experiences during training that impact their ability to achieve qualified teacher status (QTS). Retention rates are also lower for teachers of colour, driven by racial discrimination, limited career advancement, and disillusionment with their impact on minority pupils. Despite a small increase in the latest year, the recent  ITT census tells us that numbers of entrants to teaching remain well below DfE targets. Within the context of this ongoing recruitment crisis, surely more must be done to increase the number of staff from minority backgrounds entering and succeeding in the school workforce.

Apart from the potential to reduce overall teacher shortages, improving the diversity of school staff is vitally important for a number of reasons:

  • You can’t be what you can’t see
  • Pupils of colour taught by a same-race teacher have more positive outcomes
  • Encountering people from diverse backgrounds enriches our society and helps to counter negative racial stereotypes, providing important recognition for children from minority groups
  • We know that when people can be themselves at work, they are more likely to perform better, and be happier, more productive and more innovative. Diversity and inclusion directly links to wellbeing of both our young people and our educators.

Creating an inclusive and anti-racist school culture is essential for improving recruitment, retention and progression among under-represented groups. However, unlike Scotland and Wales, England currently has no national initiatives to address this.

Supported by HFL Education and Herts County Council, many schools and trusts are pioneering this work at a local level, through initiatives like Great Representation and Herts Voices, not to mention our Staff Network and National Race Equity Conference.

We were curious to see what impact this work is having on the ground, and asked some of our brilliant colleagues to share their experiences with us. Some of the recurrent themes from their stories are covered here:

 

Will I be welcome?

One headteacher, who prefers to remain anonymous, reports that she was slightly hesitant to apply to a village school because of the lack of diversity, but was keen to move and also to take on a headship, which she knew she was ready for. 

 

Before that, I felt trapped and did not have the confidence to look elsewhere as I had no form of encouragement. When I did develop the courage to start looking elsewhere, I was finally given the chance to be Head of faculty as well as an Assistant Headteacher after close to 12 years. I brought the English results to 85% A* - C and 99% A* -C in Literature. Sad though as I am now about to retire. It took this long for me to be recognised as management material. It has been a very lonely and hard road to travel, and I am glad I did not give up.

Many teachers of colour share that they have felt stereotyped and pigeonholed:

Even when I finally did get my job on SLT, the stereotype of being a black teacher that you have the ability somehow, some magic wand, to fix behaviour. And that’s always there, it’s always been there, even going back to my own education. It was assumed that I would be able to fix behaviour even though I’ve never been a behaviour lead, and also that I would have a bond with the black parents, which of course isn’t always the case, but it was always an assumption.

In her Diverse Dreams TED Talk, Hannah Wilson of Diverse Educators describes this as a “talent spotting crisis - we have got hidden figures in every school, aspirant black, Asian, minority ethnicity educators who want to be leaders, who are leaving the education system because their value is not being recognised by the schools they work in”

 

Isolation:

Particularly in the current climate and seeing my children in school where they are the minority, it’s double edged. There is something I miss about teaching in inner London and the diversity there, but similarly I think it’s good that I’m working in a school where I definitely see the awe and the happiness when black children walk in and see me. It makes a real difference to them.

Being the only person of colour in this position is lonely and isolated and I sometimes feel that way. I come from a different culture, have an African accent (which I am very proud of) and sometimes have a different ‘take’ on things. However, the new project of ‘The Great Representation’ has been very good for me as person. I feel heard. Somebody is interested in what I have to say.

School leader.

So what can we do about it?

As neatly put by Roxy Batliwala, Assistant Headteacher and EDI Lead at Chater Junior School.

Hertfordshire’s proximity to London offers rich diversity and access to individuals from all protected characteristics. HFL provides strong support, particularly around race equity and broader EDI initiatives.

However, there’s room for improvement. To attract diverse talent, especially from London, we need to amplify the work being done in Hertfordshire. The upcoming alpha generation is more socially conscious and will prioritize workplaces with clear commitments to EDI and social justice. Promoting this work prominently to trainees and ECTs is essential.

The next step is to raise awareness. Keeping EDI on the agenda is crucial. Roxy advises “Say yes to EDI-related events. Often, people feel their voice doesn’t matter, but every perspective is valuable. Participation is vital, even if you can’t always give your best self. Just showing up helps to grow and sustain this important work.”

Through the three cohorts of Great Representation, a wide variety of schools have now undertaken supported studies directly concerned with increasing diversity of staff.

Hollybush Primary School’s Hannah Cracknell and Valerie Noon summed up the starting point beautifully:

As we looked at ourselves, it was startlingly apparent that our staff body does not represent our school community. We are an almost completely female staff, with one male teaching assistant and one male site manager. We are almost 100% White. How can our pupils see themselves?

Raj Khindey of Chater Junior School explains that there’s a fine line to walk: 

We don't go out there to recruit people of colour, because that would be biased. I don't want to think I got the job because of the colour of my skin. It should be in on my skillset and it goes back to the Equality Act… it is about showing off your school and the community that you serve… hoping that you find the right person who fits your school.

You can't recruit people just because of their ethnicity but at the same time, you do need to support all people to have equal chances to get those jobs and the representation on the school workforce is just not what it needs to be.

Initiatives undertaken by our GR schools so far have included:

  • Extensive staff surveys, with some differentiation of questioning for key groups
  • A forum for ethnically minoritised staff “to ensure their voices are heard, and to enable the senior leadership team and governing body to respond to any recommendations made”
  • Unconscious bias and anti-racism training for leaders and for staff
  • Using the anonymised shortlisting facility on the Teach in Herts website
  • Rather than anonymising applications, leaders at one school chose instead to ensure where possible that ethnically minoritised applicants were included on shortlists and, when known to the school, supported to gain the required experience for the post and to write strong applications
  • Including equal opportunities form as part of the recruitment process
  • More explicitly stating our aspiration to be a diverse and inclusive community on our website and in our recruitment literature
  • Reviewing the images displayed on the school website
  • Include videos of our staff of colour saying why they enjoy working at our school as part of our recruitment package
  • Reviewing and adapting job adverts to encourage candidates from diverse backgrounds including a statement in adverts about inclusion
  • Directly marketing our vacancies to diverse groups. Reaching out to our school community rather than just posting adverts on recruitment websites
  • Reviewing where and how jobs are advertised (for example ethnically minoritised)
  • Thinking about how we can inspire young ethnically minoritised pupils from our own school community to become teachers and return to us in due course (eg through ethnically minoritised teacher presentations at our careers fair and by working through the potential obstacles to this aim with our local ITT provider)
  • Positively encouraging those of different backgrounds to apply for roles at all levels, including governance
  • Encouraging staff to aspire to more senior roles/offering mentoring for promotion to those from a minority group. Being clear about this as an aim in our equalities plan
  • Focusing governor recruitment on securing greater representation around the table
  • Ensuring more equitable representation on panels during the interview process

The impact of these initiatives has been significant in many cases. Lisa Davies and Ceiri Withers of Harpenden Academy reported that:

We had little idea how important these changes would be. This year we have had applications from teachers and teaching assistants from a range of backgrounds previously unseen. We felt the shortlisted candidates reflected our ethnically minoritised community, and one prospective teacher commented on how she was encouraged by the school’s new strapline ‘You have a place here’. This is a major step forward for us as a school, and we genuinely believe it is because candidates are encouraged to apply – just like the children, they can see that people that look like me are welcome at school. With appointments made, we are potentially starting our next academic year with a staff that truly represents our children, and that is an achievement!

We hope that this insight into the work being done locally will help to inspire you on your own journey. You can read more on The GRID from our Great Representation schools. The NFER document is also a great resource, providing valuable insights into the lived experiences of ethnic minority teachers and identifying systemic barriers they face. By using this report, schools can develop informed strategies to support equitable practices, improve staff diversity, and create a more inclusive environment that benefits both educators and students.

If you would like to find out more, we would love to hear from you. Please join Shammi and the team in 2025 for our scheduled training:

Anti-racism training: How to lead with confidence 2024-2025

Recruiting, retaining and supporting a diverse staff

Wellbeing termly briefing

Or get in touch to find out how we can support you and your school.

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Marking Race Equality Week 2025

Published
30 January 2025

Race Equality Week begins on Monday 3rd February and brings many opportunities for schools to continue to educate against racism and discrimination. 

At HFL we are committed to promoting anti-racism in schools. Our Race Equality Adviser and Wellbeing team work closely with schools to support their equality, diversity and inclusion initiatives. The free digital resources they have produced include the Race Equity Toolkit and Hate Crime teaching resources for primary and secondary schools as they continue this work. They also offer tailored race equity CPD. Download our flyer to learn more. 

Our Wellbeing Newsletter - Spring 25 includes links to resources that support schools including our recent blog #NoExcuse: taking action against violence toward women and girls and recruitment and retention: EDI focus blog

Shammi Rahman, HFL Equalities and Diversity Adviser is speaking at the forthcoming free Religious Tolerance and Diversity in Schools workshop which has been brought together through collaboration with the Open University Religious Studies team and Understanding the Interplay project and HFL Education. Download the flyer to learn more.  
 
Shammi has also recently interviewed inspirational volunteer speakers as part of our Herts Voices programme. Watch the videos, download free resources and find out more about the 2 new speakers: Shahidha Bari, an accomplished academic, writer, and broadcaster, who grew up in Luton and is of Bangladeshi heritage; and Ruqsana Begum, a Muay Thai world champion, author, and motivational speaker who grew up in East London and is of Bangladeshi heritage. All are freely available to any school, trust or setting.   

Our Great Representation programme has been a key part of our work at HFL, since 2021, to progress an anti-racism agenda. All 3 volumes including the 2023–4 reflective journals edited by Rachel Macfarlane, Lead Adviser for Underserved Learners at HFL Education and Michael Catchpool, District School Effectiveness Adviser for North Hertfordshire at HFL Education, can be downloaded below. They’re perfect to share with your colleagues, governors, students, carers and parents.

Download Volume 1, Volume 2, Volume 3

If you’d like to know more explore our race equity and anti-racism page and please email the Wellbeing team on wellbeing@hfleducation.org if you’d like to discuss how we can support you. 

Contact us today to find out how we can help you.