Executive Summary
Violence against female staff in Norfolk schools represents a critical issue that requires urgent attention. Based on data collected from Norfolk schools and supported by new legislative changes, this report highlights the prevalence, impact, and gendered nature of such violence. It challenges schools to implement immediate and long-term strategies to safeguard staff and meet their legal obligations under the Equality Act 2010 and the new sexual harassment legislation effective October this year.
“Violence against women” means any act of gender-based violence that results in, or is likely to result in, physical, sexual or psychological harm or suffering to women, including threats of such acts, coercion or arbitrary deprivation of liberty, whether occurring in public or in private life.”
United Nations’ General Assembly Declaration of the Elimination of Violence against Women (resolution 48/104 of December 1993):
Key Findings
- High Rates of Violence:
- 90% of female staff reported experiencing or witnessing violence in schools.
- 70% of Women in Education Cite Lack of SLT Support for Handling Violence
“We’re told to manage, but there are no consequences for violent pupils,” noted a teacher assaulted daily. - One in Three Women Are Considering Leaving the Profession Due to Violence
“Low pay for such high-risk work is unacceptable,” explained one teacher hit repeatedly by students. - Injuries from Violence Occur Weekly for 45% of Female Teachers. 63.2% of respondents reported suffering an injury as a result of violence/physical abuse at their school.
“I had a child throw a chair at me, causing minor injuries,” stated a Primary teacher. - 85% of Teachers Report Inadequate Training for Managing Violent Incidents
“We need practical solutions and proper debriefs after these events,” said a staff member. - Sexual Harassment by Students Adds to Physical Violence in Alternate Provision.
“Threats and inappropriate behaviour towards female staff are rampant,” reported a PRU
- Gendered Nature of Violence:
- Male pupils disproportionately target female staff, reflecting societal patterns of gender-based violence.
- Quotes from Respondents:
- “I was punched in the face by a reception child. This happens daily to me and others.”
- “Knives were thrown at me; there were no consequences for the student.”
- Severe Impact on Staff Well-being:
- 65% of respondents reported anxiety, disturbed sleep, and increased alcohol consumption due to violence.
- Injuries requiring first aid were reported in 45% of incidents, with some requiring medical attention.
- Inadequate Employer Response:
- 70% of staff cited lack of support from senior leadership teams (SLTs).
- Schools are failing to take sufficient action to prevent or address violent behaviours, exacerbating staff turnover.
Categorisation of Violence and Supporting Quotes
1. Physical Violence
- Examples:
- “I was punched in the face by a reception child. He kicks, bites, and hits staff and peers every day.”
- “Punched 3x times in the face by 1 child. No response for the child. No check-in with me.”
- “I was part of a behaviour support team… Even with this training, I have experienced being hit, kicked, scratched, bitten, slapped, spat at, and hair pulled.”
2. Verbal Violence
- Examples:
- “Kids swear at adults daily, telling them to ‘f*** off’ etc.”
- “Name-calling, bullying towards staff.”
- “We are verbally abused regularly, e.g insulted, called names, told to f*** off.”
3. Hospital Visits/Injuries Requiring Medical Assistance
- Examples:
- “I had knives thrown at me… and had to attend hospital due to injuries.”
- “Once I was kicked so hard on my pubic bone, I couldn’t sit properly, was in pain for a week, and had a fist-sized bruise for three weeks.”
- “I have had a fractured finger and bruises. I now have a problem with my left foot due to a child stamping on it repeatedly.”
4. Threats and Intimidation
- Examples:
- “I have been threatened that a child will ‘throw a chair at me,’ that a child will ‘hit me in a minute,’ and that a child will ‘kill me.’”
- “At my previous school, intimidation by older male students, including telling me women ‘belong in the kitchen.’
- “Students say comments about raping our children, and our mums, hitting, punching, and kicking.”
5. Object Throwing and Weapon Use
- Examples:
- “A child removed a heavy wooden door plaque and threw it at me.”
- “I was hit in the eye by a child with a plastic object.
- “A child threw a chair at staff and repeatedly targeted others with classroom objects.”
6. Sexual Harassment
- Examples:
- “I regularly get hit/kicked by dysregulated students. I have recently experienced a student attempting to kiss me.”
- “Sexual harassment and inappropriate language are common, including comments like ‘women should stay in the kitchen.’”
- “I was sexually assaulted by a 16-year-old boy. I left the school after this incident.”
7. Mental Health Impact of Violence
- Examples:
- “I dread going to work!”
- “The verbal abuse from parents is escalating in our school and affecting well-being.”
- “Anxiety, mood changes, and disturbed sleep patterns are constant after incidents.”
Legal Context
Equality Act 2010
- Employers must prevent discrimination and harassment, including gender-based violence.
- Failure to address workplace violence constitutes a breach of this duty.
Sexual Harassment Legislation (2024)
- New Proactive Duty: Employers must take “reasonable steps” to protect their employees from sexual harassment, including by third parties such as students or visitors.
- Key Obligations:
- Conduct risk assessments to identify potential harassment risks.
- Implement preventive policies and procedures.
- Provide training to staff and students on acceptable behaviours.
- Third-Party Harassment: The duty extends to harassment by students, requiring schools to take reasonable steps to prevent such behaviour.
Relevant Case Law:
- Walker v Northumberland County Council (1995): Established employers’ duty of care for stress caused by workplace conditions.
- Hale v London Underground (1993): Held employers liable for workplace violence against employees.
Recommendations from Unions:
1. Immediate Interventions:
- Conduct Risk Assessments:
- Identify high-risk behaviours and implement tailored strategies to mitigate them.
- Example: Regular audits of violent incidents involving male pupils. Is it female staff and female pupils too?
- Implement Clear Behaviour Policies:
- Develop robust anti-violence and harassment policies.
- Trade Union violence at Work policies.
- Outline specific consequences for violent behaviours by pupils.
- Establish Reporting Mechanisms:
- Norfolk employers share H&S reports on staff violence, injury etc with Unions.
- Create confidential, easy and accessible systems for staff to report incidents without fear of retaliation. Help with reporting it on behavioural and H&S reporting systems. 95.5% of staff know how to report behaviour incidents, only 49.1% agree they know how to report staff-targeted violence or abuse
2. Long-Term Strategies:
- Provide Training for Staff and Pupils:
- Regular training on de-escalation techniques and managing violent behaviours.
- Awareness sessions on the gendered nature of violence and implications of the new legislation.
- Increase Staffing Levels:
- Ensure adequate staffing ratios to reduce risks in high-pressure environments such as PRUs.
- Enhance Mental Health Support:
- Offer counselling services for staff affected by violence including MHFAiders as peer-to-peer supervision.
- Implement regular staff surveys and well-being checks for all employees.
3. Accountability Measures:
- Strengthen SLT Accountability:
- Require senior leaders to demonstrate actions taken to address violence.
- Regularly review incident data and staff feedback.
- Incorporate Staff Feedback into Policies:
- Engage female staff in policy development to ensure their concerns are addressed.
4. Emphasise Legal and Financial Implications for Non-Compliance:
- Compensation Uplifts: Inform schools that failure to comply with the new duty can result in employment tribunals increasing compensation awards by up to 25% if an employer is found to have breached their duty to prevent harassment.
- Regulatory Enforcement: Highlight that the Equality and Human Rights Commission (EHRC) has the authority to enforce compliance with the new duty, potentially leading to investigations and sanctions against non-compliant institutions.
5. Environmental Adjustments:
- Risk Assessments: Encourage schools to conduct thorough risk assessments to identify potential harassment hotspots and implement measures to mitigate these risks.
- Environmental Changes: Suggest modifications to the physical environment, such as improved lighting, surveillance, and secure staff areas, to enhance safety. Body-cameras for certain staff at high risk.
6. Engage with Trade Unions and Campaigns:
- Collaborate with the Unions to provide support and guidance.
- Use materials from the End Violence Against Women Coalition (EVAW) to inform policies and training.
Employer Accountability: Questions for Schools
- What risk assessments have been conducted to identify potential harassment and violence risks?
- How are you ensuring compliance with the new sexual harassment legislation?
- What specific actions have you taken to support female staff targeted by violence?
- What consequences are in place for pupils who engage in violent or harassing behaviours?
- How are you addressing the mental health impacts on staff caused by workplace violence?
Conclusion
Violence against female staff in Norfolk schools is not only a gendered issue but also a breach of legal and ethical obligations. Schools must act immediately to protect their staff by implementing robust preventive measures, holding perpetrators accountable, and fostering a culture of safety and respect. Failure to address these issues risks not only legal consequences but also the loss of dedicated professionals from the education sector.
Supporting Resources
- NEU Guidance on Workplace Violence
- ACAS Resources on Preventing Harassment
- EVAW Campaign Materials
- Equality Act 2010 Guidance
- Sexual Harassment Legislation Overview (Gov.uk)
