How Chiltern Learning Trust Led in EDI: Lessons for Trusts

Recognising excellence in EDI

We are delighted to announce Chiltern Learning Trust as the Staff EDI Commitment Award winner, celebrating outstanding efforts in promoting equality, diversity, and inclusion (EDI). Based on national staff survey responses from 2023/24, Chiltern Learning Trust demonstrated exceptional commitment with staff across seven schools rating their trust above the national benchmark on the question: “In practice, how committed to promoting equality, diversity and inclusion is your workplace?”

Is an EDI survey a quick fix?

Sufian emphasised that an EDI survey is not a quick fix, but it is a vital tool for understanding your current position and tracking progress. EDI is a core part of any HR team’s responsibilities to ensure that all staff feel welcome and supported; ensuring that culture is built and values are shared is a key role played by HR and the Leadership team. Over time, this also becomes the responsibility of every member of staff within the organisation.

Embedding EDI in leadership and decision-making

Sufian highlighted that true commitment to EDI goes beyond having values; it’s about living them every day. At Chiltern Learning Trust, these values were developed collaboratively, ensuring they are deeply embedded in leadership, training and decision-making.

Chiltern Learning Trust’s values:

To bring these values to life, the trust invested in training, starting with senior leadership and filtering it top down. Senior staff not only understand EDI principles but actively model them.

Sufian highlighted that training can be challenging; it requires deep self-reflection and can initially meet resistance as it aims to challenge perspectives and existing beliefs. However, persistence is key. Adrian Rogers (Chief Executive Officer) and Lorraine Hughes (Deputy Chief Executive (Education)) have championed their EDI training from the start, helping to demonstrate how these values can be embedded into everyday practice, inspiring the entire organisation.

Key initiatives driving change

Beyond leadership training, Chiltern Learning Trust has implemented multiple other impactful initiatives to foster an inclusive workplace.

Future leadership programme

Launched five years ago, the Future Leaders Programme identifies and supports talented staff early in their careers, creating clear pathways for progression. This merit-based system ensures that staff from all backgrounds have opportunities to grow without tokenistic promotions; advancement is based on performance and potential.

The programme generally focuses on Leadership Theory & Practice, Professional Development Workshops, Coaching & Mentoring, Networking Opportunities and Hands-On Experience. The ultimate goal is to equip teachers, middle leaders, and aspiring senior leaders with the confidence, competencies, and practical experiences needed to move into more senior leadership roles within Chiltern Learning Trust’s network of schools.

📊 How many staff have progressed into leadership roles through this programme?

Community engagement and visibility

For over a decade, community presence has been a core focus. The trust actively engages with local communities, attending events and visiting churches, mosques, and community centres to build relationships and increase awareness of its mission.

This approach benefits both the community and the trust. It fosters community buy-in, enhances recruitment efforts and strengthens local networks. In fact, thanks to these relationships, Chiltern Learning Trust has not paid for recruitment advertising for over 500 staff vacancies, including 300 teaching roles.

By embedding EDI into leadership, staff development and community engagement, Chiltern Learning Trust is creating lasting change within its schools and the sector.

Some examples of Chiltern Learning Trust in the community:

Chiltern Learning Trust partners with the NHS to continue valuable health services from the Redgrave – Lutontoday.co.uk

Inspire FM Luton was honored to have the generous support of the Chiltern Learning Trust – Inspire FM Luton

Blues Foundation launch partnership with Chiltern Learning Trust – Bluesfoundation.org.uk

Practical steps to strengthen your EDI commitment

1. Use staff surveys to understand your starting point

• An EDI survey isn’t a quick fix, but it’s a crucial tool for identifying strengths and areas for growth.
• Regularly gathering staff feedback helps track progress and measure the impact of your initiatives.

2. Embed EDI in leadership and decision-making

• EDI should be lived, not laminated—it needs to be a core part of leadership culture rather than just a policy.
• Invest in leadership training so senior staff don’t just understand EDI but actively model it.

3. Prioritise staff development with a clear progression path

• The future leaders programme helps develop talent from diverse backgrounds in a merit-based way.
• Providing structured growth opportunities ensures inclusivity without tokenistic promotions.

4. Build strong community relationships

• Actively engaging with local communities—visiting churches, mosques, and community centres—helps build trust, visibility and recruitment pipelines.
• As a result, Chiltern Learning Trust does not need to pay for recruitment advertising and has hired over 500 teaching roles without doing so.

Start your EDI journey today

Book a meeting to understand how your staff feel about EDI and contribute to our ever-growing national benchmarks.

In the meantime, dive into our survey suite to see how your school or trust performs against national benchmarks.