Case Studies
The Six Stages Framework (SSF) has been successfully applied across various sectors, from education to local government and advocacy organizations. Below are selected case studies that illustrate how the framework is being used to support anti-racism, embed equity, and foster inclusion at every level.
Case Study 1: Embedding SSF in a Special School Curriculum
Background:
Dr. Shungu Hilda M’Gadzah was invited to work with a special school to embed the Six Stages Framework (SSF) into their PSHE and RSE curriculum.
Key Actions:
Met with senior leadership team and head of PSHE to assess current diversity and inclusion efforts.
Reviewed existing frameworks like SEND and explored friendships and representation within the school.
Introduced SSF toolkits such as the Prejudice Racism Spectrum to support discussions about jokes and banter.
Designed a bespoke toolkit for children with ASD.
Identified priorities:
Train staff to better understand manifestations of discrimination and racism.
Support pupils to share experiences of racism and discrimination with appropriate language.
Embed EDI as a ‘golden thread’ throughout the curriculum, moving beyond tick-box exercises.
Assessed staff and pupils’ developmental stages in understanding discrimination using SSF tools.
Outcomes:
Significant improvement in understanding and ability to deal with differences and discrimination among staff and pupils.
Pupils valued having the language and space to discuss experiences of racism using the toolkits.
Case Study 2: Antiracism Implementation Plan for Local Authority (LA)
Background:
Inclusion Psychologists Ltd. worked as a critical friend with a Local Authority to support antiracism development and implementation.
Key Actions:
Conducted needs analysis with LA Leadership team to identify strengths and challenges.
Facilitated a multidisciplinary training and development day with senior leaders, psychologists, and specialists to develop action plans and SMART targets.
Baseline measures of individual understanding of racism were collected using online questionnaires based on SSF.
Created developmental profiles and action plans for individuals and organization-wide.
Implemented action plans over 6 months, followed by review meetings.
Established a weekly helpline for frontline workers and managers to provide EDI support.
Developed supervision and coaching programs to embed EDI and antiracist practice in daily work.
Outcomes:
LA reported greater confidence among employees and managers in handling antiracism issues.
Enhanced support and responsiveness to EDI challenges within the workforce.
Case Study 3: Anti-Racism Training & Development for Advocacy Organisation
Background:
The organisation, with 120 employees, sought to become an “antiracist organisation.” Previous training had left some staff feeling unsafe and disengaged.
Key Actions:
Delivered a 4-day training programme with initial 2 days plus follow-up sessions.
Held pre-engagement meetings with Senior Leadership Team (SLT), ethnic minority staff groups, and Deputy CEO.
Facilitated safe spaces for ethnic minority and Black staff to share experiences and discuss self-regulation.
Reviewed the organisation’s draft EDI strategy and action plan.
Addressed key challenges including bridging gaps between ethnic minorities, stakeholders, and leadership; emotional intelligence; and shared responsibility for change.
Delivered Boardroom Diversity & Inclusion training to improve senior leadership engagement.
Supported the organisation to understand racism’s impact, create safe training environments, ensure inclusive participation, embed EDI in decision-making, set SMART goals, implement EDI champions, and sustain progress.
Outcomes:
Organisation progressed in its antiracism journey with clear action plans and accountability.
EDI champions empowered to embed antiracism into everyday practices across all levels.
Increased staff engagement and safer spaces for discussing racism.
Greater leadership confidence and commitment to inclusive decision-making.
