Training courses in Functional Skills in Windsor

On 23rd October 2024, staff and leaders at the Institute for Educational & Social Equity, were delighted to host Ms Karah Whitter, Senior Staff Inspector, Quality Assurance, at its office in Huddersfield, West Yorkshire, to explore collaborative opportunities in research and research management.

The National Education Inspectorate (NEI) is responsible for quality assurance in just over 1,000 public primary and secondary schools in Jamaica. Ms Whitter's visit follows a visit to the National Education Inspectorate in June 2024 by IESE Director, Professor Paul Miller.

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Some people say that in the era of consultative-partner selling, closing is no longer necessary. This is just not the case.

One of the most effective tactics available to buyers is the price challenge. It is very simple to use, and can be very effective.

Master these four principles of consultative partnering and you will transform your approach to important sales opportunities.

It’s an absolute minefield…what is the correct option for myself or for my managers when it comes to management and leadership development?

Which is the best Coaching qualification for me to undertake and at what level? It’s another one of those questions that often stumps us when thinking about our future development in Coaching!!

Read about how LDL brought the Carphone Warehouse together to retain managers and help employees live its new values.

Inspirational Leadership gets results. It’s about recognising that your most precious possession is the people who work for you, and having the skill to draw out the very best in their performance.

Ground breaking Study by the Institute for Educational & Social Equity (IESE) sheds Light on racism in the Church of England.The Archbishops' Commission for Racial Justice (ACRJ) has released a report that highlights the critical areas where reform is needed, with evidence confirming the existence of both structural and institutional racism within the Church of England.

Perhaps explaining why progression to leadership roles for UKME/GMH clergy is comparably low and why current HR policies and appointment processes seem to confer on bishops unabated power, invariably compounded by the episcopal structure of the Church.

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