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British Values and Global Sustainable Development Goals | Framework Federation

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What do 'British values' mean? According DfE, 'fundamental British values' comprise: democracy the rule of law individual liberty mutual...

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The Prevent duty requires early years providers to have due regard to help "prevent the risk of people becoming terrorists or supporting terrorism" this is known as The Prevent duty. The Prevent duty is just one strand of the counter terrorism strategy known as CONTEST.

The current UK definition is set out in the Terrorism Act 2000 (TACT 2000). In summary this defines terrorism as 'The use or threat of serious violence against a person or serious damage to property where that action is:

designed to influence the government or an international governmental organisation or to intimidate the public or a section of the public; and

for the purpose of advancing a political, religious, racial or ideological cause.'
Glossary of terms

You can read the Prevent duty guidance: for England and Wales here

What does this mean in practice?

Childcare and early years providers have a critical part to play, serving arguably the most vulnerable and impressionable members of society.

In England the Early years foundation stage statutory frameworks accordingly places clear duties on providers to keep children safe and promote their welfare. It makes clear that to protect children in their care, "All practitioners must be alert to any issues of concern in the child's life at home or elsewhere." (EYFS statutory framework for childminders p16 and EYFS statutory framework for group and school-based providers p22).

In Wales, the National Minimum Standards for Regulated Childcare places clear duties on providers to keep children safe and promote their welfare. Standard 20.5 states 'Any persons working and looking after children are aware of safeguarding and child protection issues'.

It forms part of the settings safeguarding duty in both nations.

Settings should:

have robust safeguarding policies in place to ensure that those at risk of radicalisation are identified and appropriate support is provided.

have robust procedures for sharing information, both internally and externally

have measures in place to prevent their facilities being exploited by radicalisers. This includes seeking to ensure that any event spaces or IT equipment are not being used to facilitate the spread of extremist narratives which encourage people into participating in or supporting terrorism.

consider the use of IT equipment and network filters as part of their overall strategy to prevent people from becoming involved in, or supporting, terrorism.

In England inspectors will make a judgement on the effectiveness of leadership and management by evaluating the extent to which those with responsibility for governance ensure that the provider fulfils its statutory duties, for example under the Equality Act 2010, and other duties, for example in relation to the 'Prevent' strategy and safeguarding, and promoting the welfare of learners. ( Education Inspection Framework).

In Wales, the Prevent duty  fits with the Wellbeing theme within the  CIW inspection framework  which measures the extent to which children feel safe. Also, as stated in the Childcare, Play and Open Access Inspection and Ratings Provider Guidance during an inspection when considering the provider responsibilities for safeguarding, the Prevent duty guidance for England and Wales will be taken into account.

Training

Free training from GOV.UK: Prevent duty training: Learn how to support people susceptible to radicalisation

What are British Values?

'Extremism' was defined in the 2011 Prevent strategy as vocal or active opposition to fundamental British values. These values are:

Democracy

The rule of law

Individual liberty

Mutual respect and tolerance of different faiths and beliefs

What does this mean in practice?

These values are implicitly implied throughout the statutory frameworks in England and Wales as practitioners value and promote equality and diversity and prepare children for life in modern Britain. It is expected that practitioners do this in an age-appropriate way to help children to reflect on their differences and understand what makes them unique. Practitioners do this by:

teaching children to be respectful and to recognise those who help us, and contribute positively to society

developing children's understanding of British values

developing children's understanding and appreciation of diversity

celebrating what we have in common

routinely challenging stereotypical behaviours and promoting respect for different people.

Here are some examples of what the promotion of British Values in the early years means in practice:

Democracy: making decisions together, for example giving opportunities to develop enquiring minds in an atmosphere where questions are valued.

Rule of law: understanding rules matter as cited in Personal Social and Emotional development for example collaborating with children to create rules and codes of behaviour.

Individual liberty: freedom for all, for example reflecting on their differences and understanding we are free to have different opinions

Mutual respect and tolerance: treat others as you want to be treated, for example sharing and respecting other's opinions.

This downloadable poster gives an at-a-glance summary of how British values work within the Early years foundation stage statutory frameworks in England. Get yours from the shop.

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British values and the Prevent duty - PACEY

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Understand what British values and the Prevent Duty means to you

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British Values are a part of the statutory Prevent Duty guidance that all childcare providers and early years settings need to follow. The Prevent Duty statutory guidance is focused on preventing all children from being drawn into terrorism. Within the strategy released by the government, they define terrorism as the active opposition to exactly the British Values detailed here. As a result, promoting and actively encouraging these values plays a crucial role in the Prevent strategy.

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What do Ofsted and the Local Authority say about British values?

In Ofsted's Education Inspection Framework (EIF), it now states that inspectors will make a judgement on how settings are 'developing [learners'] understanding of fundamental British Values'.

And, in the Early Years Inspection Handbook, an inadequate grading in Leadership and Management me be given because, "Leaders do not tackle instances of discrimination. Equality, diversity and British values are not actively promoted in practice."

It's particularly important you can evidence how you support the promotion of British values to your local authority, as your funding depends on it. The Prevent Duty guidance states, "Early education funding regulations in England have been amended to ensure that providers who fail to promote the fundamental British values of democracy, the rule of law, individual liberty and mutual respect and tolerance for those with different faiths and beliefs do not receive funding from local authorities for the free early years entitlement."

So let's take a look at how British values are defined.

What are the British values we should be promoting?

1. Democracy

Democracy is where we make decisions together. Like many of the other British Values, it's also about making sure that everyone has equal rights and is treated equally. Each child's views matter, and it's important they are given the opportunity to share and collaborate to make decisions together.
How might I deliver this in my early years setting, in line with the EYFS?

Enabling children to feel comfortable with questions is an important part of improving their confidence. Making sure you have an environment that allows inquiring minds to ask questions is key to this.

Many of the British Values encourage sharing and collaborating, and it's one of the most important skills children learn in the early years. Develop provisions that are encourage and support collaborating and working together towards a common goal wherever possible.

You can actively encourage democracy by getting the kids involved in decisions, such as asking for hands up to decide about new things you're bringing in and counting votes. Letting them be a part of making displays and other things around the setting is also allowing them to actively participate in a democracy.

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2. Rule of Law

The Rule of Law is about understanding that rules matter in our society. And that's about understanding that there are some rules that we need to follow. At an earlier level, it's more about understanding cause and effect and that our actions have consequences. This also ties into distinguishing between right and wrong.
How might I deliver this in my early years setting, in line with the EYFS?

The most obvious way to introduce the rule of law into your setting is by having a short set of simple, consistent house rules. Ideally, children will have a hand in creating and agreeing on these themselves. Making sure you model behaviour by following these rules is important too.

Understanding the nature of cause and effect is a massive part of the rule of law. At a younger age, children will love discovering how their actions can alter things physically, and you should explore this in your provision.

Actions have consequences. Showing this to children shouldn't be about shame, that's not what the British Values are about. Instead it's about explaining to children how something they have done might have made another child feel, instead of just asking them to say a meaningless 'sorry'.

3. Individual Liberty

Individual Liberty focuses on freedom for everyone. The main point developmentally is to give children a positive sense of themselves. Promoting their self-confidence and self-awareness is really important, as well as giving them the language and context to understand their own emotions.
How might I deliver this in my early years setting, in line with the EYFS?

Child-led play is a simple way to develop a child's liberty. Allowing them to explore their own interests rather than moving them towards your pre-made plan is a great way to raise their self-confidence.

Allow children to have favourite things, and explore these. Let them mix their own colours and explore the results. Read them their favourite book. Let them gather up leaves and sticks in the forest that interest them.

Health and safety shouldn't get in the way of risky play. It's absolutely crucial to develop a child's sense of confidence and awareness of what they're doing.‍

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4. Mutual Respect and Tolerance

There should be an environment that encourages tolerance of all faiths, cultures, races and views, along with an understanding and celebration of our differences and similarities.
How might I deliver this in my early years setting, in line with the EYFS?

Take time to help children understand our similarities and differences. Encourage them to be aware of others and how they might be the same or differ. This is key to respecting other cultures that might seem entirely different from their own background.

Create a calendar of cultural events, and find ways to bring them into your activities and provisions. This way children are able to understand and play a part in cultures that they wouldn't necessarily see in their lives outside of the nursery.‍

Find stories about children who have a range of experiences. They'll be fascinating to little brains and allow them to understand and be tolerant of other faiths.

An understanding of the wider community in which they live is also a way of showing the diverse world that we live in. Taking the children out on day trips is just one way to do this

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How else can we promote British values?

Promoting British values is also about challenging behaviour that goes against these ideals. For example, your setting cannot:

Actively promote intolerance of other faiths, cultures and races.

Fail to challenge stereotypes

Routinely separate boys and girls

Isolate children from the wider community

Fail to challenge behaviours that are not in line with the British Values we've been talking about.

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A great way to check in on how you're doing is to conduct an Assess, Action and Show audit.

Assess - Think about your setting and the activities and provisions you have for your children. Are you falling short in any of the four areas outlined as British values? Are you doing more than just box-ticking?‍

Action - Take action to improve if you are falling short. Educate staff on the importance of British Values. Actively add initiatives that focus on the values, or on ways to promote them. Explain to parents why they matter.‍

Show - Make sure you can explain or show to parents, inspectors or new teachers how you promote British values. If you can't easily explain what you've done, you mightn't gone far enough.

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British Values in the Early Years | Famly

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Your guide to British Values in the early years. We've got activity ideas, explanations for how they link to the EYFS, and what Ofsted expects.

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British Values in Health and Social Care

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Explore how British values shape health and social care services. Learn about democracy, rule of law, individual liberty, and mutual respect in care settings.

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NHS England " Involving people in their own care

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Health and high quality care for all, now and for future generations

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Skip to content

The term 'dignity' has always been hard to define. A good place to start by looking at our general human rights: 'Human rights are universal - they belong to everyone. They guarantee the fundamental rights of each individual' Equalities and Human Rights Commission (EHRC 2015).

Regulation 10 under the Health and Social Care Act 2007 specifies the kinds of care and treatment that 'ensures dignity'.

Here's what the Care Quality Commission says about Regulation 10:

To meet this Regulation ... providers must make sure that they provide care and treatment in a way that ensures people's dignity and treats them with respect at all times. This includes making sure that people have privacy when they need and want it, treating them as equals and providing any support they might need to be autonomous, independent and involved in their local community.

Care Quality Commission (CQC 2017)

Where does 'dignity' fit in with other current policy priorities?

Dignity is fundamental to current social care policy. A focus for all adult social care and support was set out in the Care Act 2014. The Act begins by defining the primary responsibility of local authorities as the promotion of individual 'wellbeing'.

Wellbeing is defined as a broad concept relating to a number of factors, such as personal dignity, including treating the person with respect.

In the same way, the emphasis on choice and control through a person-centred approach underpins wellbeing. It supports the person's sense of self-respect, as well as the provider's commitment to treat the person with dignity and respect.

How can being treated with dignity help?

Care with dignity supports the self-respect of the person, recognising their capacities and ambitions, and does nothing to undermine it. It includes respect for what they can do, who they are, and the life they've lived. It's seen as a central part of quality in care work.

Surveys involving people who receive or provide social care frequently emphasise relationships above all: between the person needing care and their carer, within groups in residential care, and between the people receiving care and the wider community.

Get these right - they say - and attitudes, behaviour and high-quality care follow.

Care from the heart: older minoritised women's perceptions of dignity in care (ResearchGate, 2015) describes how older people who had migrated to this country found that they distinguished between professional care and the type of generous, respectful care they received from family members. 'Care from the heart', they called it, protected their dignity.

The concept of personalisation sets out to capture these qualities of respect and compassion, and identifies care practice that supports independence, self-esteem and dignity.

This can be a good test of the degree to which social care staff really understand what life is like for the people they work with. Are microwaved frozen meals, or sandwiches on paper plates really like mealtimes? Are care homes the sort of places we think of when we think of 'home?' What makes life for people receiving adult social care services a real, satisfying life?

We all want this kind of personalised care for our families. But all families are different.

Stories for discussion

Read the following stores and reflect on the questions. It may good to discuss these with your colleagues.

These stories present very different situations, but there are also important things they have in common.

Each of the stories describes a unique individual, whose history, career, skills, interests and routines need to be recognised and respected. They have care and medical needs, but that is not who they are.

All of them have existing support networks, and relationships they value.

None of them fits easily into an institutional pattern. They can't just be 'slotted in' to whatever local services currently offer.

All of them need information about what's on offer and what it will mean for them.

Each story raises issues of equality, as well as dignity and respect.

Grace, Daniel and Don - as well as their carers - all demand a response that is thoroughly personal to them. At the same time, they are looking for what a modern social care system can offer: an approach to care that is positive, respects their strengths and experience, understands their rights and supports their independence. How can social care managers and workers develop a culture in the workplace that supports this approach?

Better life in the community

Let us have a look at a real-life example of listening to each individual to provide dignity in care.

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Charity No. 1092778
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SCIE, Isosceles Head Office
One High Street
Egham TW20 9HJ
Tel: 0203 8404040
Email: info@scie.org.uk

© Social Care Institute for Excellence.
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Skip to content The term 'dignity' has always been hard to define. A good place to start by looking at our general human rights: 'Human rights are universal - they belong to everyone. They guarantee the fundamental rights of each individual' Equalities and Human Rights Commission (EHRC 2015).

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There seems to be a new "hot topic" that many business owners are taking note of - workplace democracy . But what is it really and why should we care? Well, that's what we aim to answer.

What is workplace democracy? It is when democratic practices are put into action in the workplace, like voting, debate, and a participatory decision-making system. Or in other words, workplace democracy is when our employees feel like "owners".

Why is workplace democracy important? Because it engages employees more and according to a 2018 Gallup poll , 53% of workers are not engaged in their job. And why should that matter? More engagement leads to earnings-per-share growth that is actually more than four times that of their competitors, says Gallup. On top of that, more engaged employees lead to better customer engagement, higher productivity, better retention, fewer accidents, and 21% higher profitability.

Let me guess, you now want us to share some workplace democracy examples so that you can start to implement this mindset in your company's day to day operations. Well, let's get started by reading through our 10 tips on how to create workplace democracy.

1. Be Transparent

Your employees will be happier and will be far more trusting if they are aware of what's going on, even if it's just sharing a sales win or positive customer reviews - keep them in the loop at all times.

Glassdoor goes on to say, "Workplace transparency is proven to breed long-term success. Done well, transparency creates trust between employers and employees, helps improve morale and lower job-related stress while increasing employee engagement and boosting performance. And being transparent costs nothing, which gives it an exceptional ROI."

Transparency includes top executives sharing critical or new company information with the entire team or individual employees sharing feedback among one another. Granted, this can even extend to sharing information with the customers or the public.

However, don't just blurt out whatever comes to mind. Instead, remember that knowledge is power, as such transparency, truth, and openness allow for an effective spread of knowledge that will empower the people around you so you can work better together.

2. Gather Feedback From Your Employees

Create an open dialogue with your employees and them with you. On a regular basis, make sure you are asking your employees about their concerns, questions, ideas, and thoughts. It doesn't matter if what they have to say is a small matter or a new idea, everything needs to be brought to your attention so that you can handle the situation accordingly. Your employees will be much happier and will feel appreciated if you listen and act on what they have to say.

However, "supervisors develop selective hearing when it comes to feedback," according to research published by the University of Texas at Austin. The same study explains that managers have a tendency to listen to employees they're more personally comfortable with or employees that have been employed longer. As such, the employees who are not heard suffer from lower performance reviews and the company culture is negatively impacted.

A method you can use to avoid these unconscious biases is through employee feedback surveys which allow you to gain feedback more regularly and fairly. Or you can even send a live poll through Connecteam's employee communication app.

3. Avoid A Hierarchy

Here's the thing, no department is more important than another. It shouldn't matter if the sales department is bringing in all the money. Why? Because it is no less important than marketing, accounting, human resources, or even reception. Without all your departments, your company just couldn't function properly so make sure you're treating each department equally and fairly.

4. Delegate Responsibility

Workplace democracy is all about delegating responsibility, actually, that's democracy in general. Be clear on who needs to accomplish what task so that everyone knows what they are responsible for and nothing falls between the cracks.

In addition, delegation allows an employee's skills and ability to shine while they also gain a feeling of importance. In turn, the employee is more motivated to execute their job role and your workplace democracy is more sound.

If that's not enough to convince you then maybe knowing that a Gallup study found that companies with strong delegators gained a higher overall growth rate than companies with managers who delegated less.

5. Hold Employees Responsible When Things Go Wrong

Naturally, when you delegate responsibility, you have to hold that person responsible if something should go wrong. However, don't let it become a public execution. Instead, talk with that employee privately to avoid embarrassment.

If can help you and your employee to meet face to face without pressure so you can clearly outline the task and what's required for success. It isn't enough to just explain what results are required but also tell the employee why you chose them as this can lead to better workplace democracy. Remember it's not about checking off tasks but delivering outcomes so ensure the employee understands what's deemed a success and what's a failure. By encouraging a dialogue, you can ensure two-sided responsibility.

SHRM recommends that you "follow up and provide coaching and guidance if needed".

6. Forgive Failure

Yes, you do need to hold people responsible, however, you also need to forgive failure if you want your employees to grow. When employees have the chance to fail gracefully, they will learn from their mistakes and will only be better for it going forward. This will create a bigger sense of loyalty to the company and happiness to keep doing their job and doing their job well.

7. Recognize Employee Achievement And Success

When an employee achieves something wonderful, don't hide it. Be sure to share his/her success with everyone, this will engage them more and will make them feel like a part of something wonderful. Whether you mention their success at a team meeting, send an email, post on a bulletin board, share on social media, or throw a party, just make sure you are *doing* something. When an employee sees their co-worker receiving praise and recognition, they will work to get that same attention.

A study shows that companies that invested in employee support and satisfaction had happier employees. Additionally, How Full Is Your Bucket found that employees who receive frequent recognition often experience higher productivity, more engagement, better loyalty to the company, and better customer satisfaction.

And the numbers keep coming:

Research shows that employees were 103.4% more likely to feel supported by their organization, and 58.6% more likely to trust their leader after being recognized within the last 7 days.

With data like this, it is clear how valuable employee achievement and success is to workplace democracy.

8. Offer More Flexibility And Freedom

Let your employees go home earlier or come in a little later. Let your employees work from home for some days. Offer a casual dress day once a month or on a set weekly basis, like a Friday. As long as your employees are getting the job done and are not abusing their freedom, everyone is happy across the board. Just make sure everything is clearly written out in your employee handbook so you can ensure no one is taking advantage of company perks.

Read more here on the benefits of establishing a flexible work schedule.

9. Set Leadership At All Levels
In order to keep things moving efficiently, you need leadership from the very top to the very bottom. It isn't about having power but rather having someone in charge when the need arises.
Research shows that leadership at all levels doesn't just lead to "gold medals" but also helps create stronger companies and stronger workplace democracy.

In addition, Medium highlights that "Although it is important for a single leader (or small group of leaders) to give the big-picture direction for the team or organization when individual contributors (IC's) and more junior leaders (rising leaders) don't take certain leadership actions, the team falls short of potential."

10. Strict Policies Should Be Held At A Minimum
Make sure your company has principles everyone adheres to, however, ensure they're flexible so that decisions can be made on a case-by-case basis. You need to look at what makes sense and not just what the principle or policy layout.
When you implement workplace democracy at your company, you are creating a company culture that works for everyone.

Create W orkplace Democracy With An Employee App

Establish Communication

You must have an open line of communication if you want to boost productivity, improve morale, and lower your employee turnover rate . Employees should be able to come to you with any concern, bright ideas, and everything in-between. They expect the same from you as well and on a regular basis.

An employee app allows you to have an open-door policy across the board. Managers can instantly send a company announcement, an update, employee of the month celebrations, birthday and anniversary wishes, and more. And employees can reach management on any matter, no matter how big or small, which leads us to our next point.

Gain Feedback

As a business owner, you are constantly looking for ways to better your company - whether it's a new product, a marketing strategy, how to boost morale, how to keep customers happy, and so on. You're always on the hunt and your employees are your best asset to do so. Make it a habit to ask your employees their feedback on anything and everything.

An annual review just isn't enough, use an employee app daily, weekly, or monthly to dish out surveys. Have a readily available suggestion box that anyone can use and on any matter.

Boost Employee Engagement

Using an employee app doesn't just help streamline communication and make it easier to gain feedback, it also helps boost employee engagement . What's the easiest way to boost employee engagement with an employee app? Send updates to keep all employees up to date on company matters, share with them a new campaign before they see it elsewhere (you don't want them to hear something about the company from another source - where it's the closing of a factory, a merger, or an exciting new product, your employees should hear it from you first).

Establish Transparency

Build trust and boost employee engagement, even more, when you are transparent with your employees on all company matters. For example, share the company KPI goals and the status of each one, share the company policies (like the salary) and share the contact information for management so that "lower" employees feel that the "top dogs" are reachable.

In addition, send updates on company news, employee recognition, birthday wishes, company anniversaries, and so on. It is all about being transparent, and through an employee app , you instantly know who read your message and who didn't.

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Workplace Democracy: What Is It and How Can You Create It?

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There seems to be a new "hot topic" that many business owners are taking note of - workplace democracy . But what is it really and why should we care? Well, that's what we aim to answer. What is workplace democracy ?

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Democratic leadership, also known as participative leadership or shared leadership, is a leadership style in which members of the group participate in the decision-making process. This type of leadership can apply to any organization, from private businesses to schools to the government.

With a democratic leadership style, everyone is given the opportunity to participate, ideas are exchanged freely, and discussion is encouraged. While this process tends to focus on group equality and the free flow of ideas, the democratic leader is still there to offer guidance and control.

The democratic leader is also charged with deciding who is in the group and who gets to contribute to the decisions being made. Research has found that the democratic leadership style is one of the most effective types and leads to higher productivity, better contributions from group members, and increased group morale.

Mental Health in the Workplace Webinar

Characteristics of Democratic Leadership

Some of the primary characteristics of democratic leadership include:

Collaboration: Group members are encouraged to share ideas and opinions, even though the leader retains the final say over decisions.

Engagement: Members of the group feel more engaged in the process.

Creativity: Creativity is encouraged and rewarded.

Researchers suggest that good democratic leaders possess specific traits such as being a team player, possessing a willingness to adapt, having a fair mind, and being engaged in the process. Strong democratic leaders inspire trust and respect among their followers.

These leaders are sincere and make decisions based on their morals and values. They also tend to seek diverse opinions and do not try to silence dissenting voices or those that offer a less popular point of view. As a result, followers feel inspired to take action and contribute to the group.

Examples of Democratic Leadership

More than half of the countries in the world with populations over 500,000 people use a democratic leadership style. The United States is one. Sweden, the Philippines, Indonesia, South Korea, and the Netherlands are a few others.

Some businesses also operate with a democratic management style, offering a participative leadership approach. Google is one, with its founders likening their leadership style to being "proud parents-offering advice and love, but not daily nagging!" Jack Dorsey, the former Twitter CEO, was also often credited with having the characteristics of a democratic leader.

You can also find examples of democratic leadership within school clubs and 4-H organizations. Tommy Lasorda, former manager of the Los Angeles Dodgers who won two World Series championships, is credited with being a participative leader in the sport of baseball.

Benefits of Democratic Leadership

Because group members are encouraged to share their thoughts, democratic leadership can lead to better ideas and more creative solutions to problems. Group members feel more involved and committed to projects, making them more likely to care about the end results.

Research on leadership styles has shown that democratic leadership contributes to higher productivity among group members. This way of leading has also been connected to increases in group morale.

Potential Pitfalls of Democratic Leadership

While democratic leadership has been described as the most effective leadership style, it does have some potential downsides. In situations where roles are unclear or time is of the essence, democratic leadership can lead to communication failures and uncompleted projects.

In some cases, group members may not have the necessary knowledge or expertise to make quality contributions to the decision-making process. Democratic leadership can also result in team members feeling like their opinions and ideas aren't taken into account.

For a government or organization to be truly democratic requires the sharing of all the information. This can lead to potential security issues in some cases, making it another pitfall of using a democratic leadership style.

How to Use Democratic Leadership

Democratic leadership works best in situations where group members are skilled and eager to share their knowledge. It is also important to have plenty of time to allow people to contribute, develop a plan, then vote on the best course of action.

Because so many people are involved, setting deadlines can ensure that you get everyone's input in enough time to act on it. Providing expectations upfront can be helpful as well, making it clear when the group's input will be sought and which decisions management will make on its own.

A Word From Verywell

Like any other leadership style, there are pros and cons to being a democratic leader. Should you decide that this is the best style for you, following a few simple guidelines-such as managing time carefully and setting deadlines-can help make this an effective approach.

Frequently Asked Questions

When is the best time to use democratic leadership?

If you have enough time to follow a democratic process and your group's members can provide quality information, this is a good opportunity to use democratic leadership. It's also a good time to use a democratic management style if the decision you need to make doesn't involve revealing any private or confidential information.

How can you improve a democratic leadership style?

Make it easy for all group members to share their thoughts and ideas. For a democracy to work, everyone has to feel as if they can give their opinion and know that it will be heard. Other ways to improve a democratic leadership style include being willing to listen, empowering group members to take action, and creating a cohesive decision-making process.

Why is a democratic leadership style effective?

When all group members feel that they can contribute their thoughts and opinions, they may be more encouraged to take an active role in the process. This increased engagement leads to more creative ideas and higher levels of productivity. It also reduces the likelihood that team members will feel as if their contributions don't matter.

When is a democratic leadership the least effective?

If you don't have enough time to collect everyone's input and act on it, this can lead to an ineffective democratic process. A democratic leadership style is also ineffective if the group members cannot contribute in a meaningful way or if the decision being made requires the dissemination of information that shouldn't be shared on a large scale.

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Is Democratic Leadership the Best Style of Leadership?

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Democratic leadership, also known as participative leadership or shared leadership, is a leadership style in which members of the group participate in the decision-making process. This type of leadership can apply to any organization, from private businesses to schools to the government.

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An Insiders Guide to British Values in the Workplace

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Learn how to incorporate and embrace British values such as liberty and democracy into your workplace to foster an environment of mutual respect.

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How British values in the workplace drive inclusion

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Discover how ‘British values in the workplace’ surveys can reveal what matters most to employees, fostering inclusion and engagement.

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Easily create surveys and polls to collect customer feedback, measure employee satisfaction, and organize team events.

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Learn anytime, anywhere!

Whether you're looking to boost your professional development and career prospects or simply want to learn a skill in your spare time, an online course is a great way to gain a nationally recognised qualification.

Distance Learning courses give you the flexibility to study in a way that suits your personal and professional commitments. You can work at your own pace within the course timeframe and study in the comfort of your own home!

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Step 3: You will be sent your login details to start your online learning.

Step 4: Depending on your course, you'll either be automatically marked or have on-hand support and marking from a dedicated tutor.

Step 5: Depending on your course, you will either have access to a certificate download to print off, receive an e-certificate of achievement from the awarding body or receive a certificate through the post.

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Principles of Safeguarding | P13008 | Burton and South Derbyshire College

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Safeguarding is the process of keeping vulnerable adults and children safe to protect them from abuse and neglect and provide effective care. Relevant for most sectors, safeguarding is especially vital for people working in health and social care or early years, childcare and education.

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Learn anytime, anywhere!

Whether you're looking to boost your professional development and career prospects or simply want to learn a skill in your spare time, an online course is a great way to gain a nationally recognised qualification.

Distance Learning courses give you the flexibility to study in a way that suits your personal and professional commitments. You can work at your own pace within the course timeframe and study in the comfort of your own home!

How it works:

You can sign up to our courses throughout the year.

Step 1: Register or login to fill out our online enrolment form by clicking the Apply Now button.

Step 2: You will receive email confirmation and asked to send a copy of your ID, where relevant, within 48 hours.

Step 3: You will be sent your login details to start your online learning.

Step 4: Depending on your course, you'll either be automatically marked or have on-hand support and marking from a dedicated tutor.

Step 5: Depending on your course, you will either have access to a certificate download to print off, receive an e-certificate of achievement from the awarding body or receive a certificate through the post.

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The Importance of British Values | P14039 | Burton and South Derbyshire College

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This course is aimed at anyone looking to develop their knowledge of the British Values. Learners will look at what is meant by British Values, then look at democracy, mutual respect, tolerance and individual liberty. They will then learn how to promote British Values in own activities.

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Education for Sustainability (EfS) is a combination of values, skills, and knowledge - all of which are essential for students and graduates looking to gain meaningful employment in the future.

Values

UNESCO defines EfS values as:

respect for the dignity and human rights of people throughout the world, and a commitment to social and economic justice for all

respect for the human rights of future generations and commitment to intergenerational responsibility

respect and care for the greater community of life in all its diversity, which involves the protection and restoration of the Earth's ecosystems

respect for cultural diversity and a commitment to build locally and globally a culture of tolerance, non-violence and peace.

By delivering the kind of education that is based on these values, students are empowered to become 'global citizens' who appreciate their place and impact on the world. This makes them better decision makers and moves us closer to achieving sustainability.

You can be a good leader but if you don't have a view of where the world is heading, then you won't have the skills to make your business succeed

Skills

In the light of an uncertain future, employers are looking for all-important sustainability skills to safeguard them against risks. Sustainability skills are similar to some generic graduate skills but are used to achieve long-term goals. Examples include:

creative problem solving

critical awareness and ability to assess information

capacity for self-reflection

a commitment to lifelong learning

innovative and proactive approach

adaptable and resilient to change

engaging and dynamic communication - written and oral skills

effective networkers and facilitators

work cooperatively with others

understand how to act as a responsible citizen

'systems thinking' - understand how environments, societies and economies are all connected and impact on one another

understand how your actions affect the future, both your own and others'.

Knowledge

There is no definitive list of 'sustainability knowledge', indeed it is a topic that we learn more about every day. A useful way of understanding the breadth of sustainability could be to take a look at the 17 Sustainable Development Goals which cover a range of topics from Quality Education and Health and Wellbeing, to Life on Land and Below the Seas.

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Education for Sustainability includes teaching students the values and skills they need to be fit for the future.

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This Padlet was updated on 27/01/2026. It has additional sources for you to access, to enhance your professional development. 

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This Padlet was updated on 27/01/2026. It has additional sources for you to access, to enhance your professional development. 