ABSTRACT
Inclusive practice is central to providing good quality child-centred settings. When it comes to inclusive practice, a manager’s role is to make sure that they and their team create an environment where everybody feels welcome, valued and respected. Managing inclusive practice also therefore requires managers to provide a role model and reflect on their own practice, so that everybody can see that inclusive practice is a fundamental part of the vision for the setting, rather than ‘just another policy’. Managers need to create regular time to plan and reflect on up-to-date good inclusive practice so that they can ‘take the team with them’ to keep inclusive practice relevant for the children they are currently working with. A full understanding of inclusive practice will require a manager to know what ‘equality’ means both legally and in terms of best practice. Managers also need to keep up-to-date with current thinking on language and terminology, as this also changes all the time.
