PE Teacher's Discrimination Claim Dismissed After Alleged Workouts During Lessons
A former physical education teacher at a South London academy has failed in her employment tribunal claim alleging race and age discrimination following her dismissal for reportedly conducting personal workouts during scheduled teaching sessions.
Allegations of Inappropriate Conduct During Classes
Mrs Elizabeth Iwobi, aged 56 during the proceedings and referred to as Liz in tribunal documents, was terminated from her position at City of London Academy Southwark in early 2024. The dismissal followed multiple concerns about her professional conduct and performance during her brief tenure at the Bermondsey-based institution.
The employment tribunal heard compelling evidence that Mrs Iwobi had been observed using exercise equipment intended for student instruction during her teaching periods. Specifically, colleagues reported witnessing the teacher actively using a rowing machine while supposedly supervising students in the fitness suite. Additional reports indicated she was spotted using the squat rack during instructional time.
Performance Concerns and Monitoring
Mrs Iwobi had joined the City of London Academies Trust in July 2023 as Second in Charge of Physical Education, beginning her role that September. Within days of starting, concerns emerged about her classroom management and professional conduct. The school's Head of PE, Mrs Malonga, conducted regular "learning walks" - brief observational assessments typically occurring three to six times per half-term.
However, due to mounting performance concerns, staff completed approximately eighteen such observations of Mrs Iwobi's classes within her first three months. These assessments revealed additional issues beyond the workout allegations, including students engaging in unsupervised boxing activities and using weight equipment without proper oversight.
Discrimination Claims and Tribunal Findings
Mrs Iwobi brought multiple complaints before the employment tribunal, including allegations of direct race and age discrimination, harassment, and whistleblowing detriment. She specifically claimed that a false allegation made against her in October 2023 would have resulted in an apology had she been a White teacher, though she acknowledged receiving no such apology.
The tribunal meticulously examined these claims but found insufficient evidence to support allegations of racial bias or discriminatory treatment. The judgment noted that the increased monitoring could be reasonably explained by non-discriminatory factors including her status as a new starter, her position as an Early Career Teacher, and legitimate performance concerns.
Problematic Dismissal Process
While dismissing all of Mrs Iwobi's discrimination claims, the tribunal did criticize the manner of her termination. The judgment described her January 2024 dismissal as "brutal" and noted it had been conducted without prior notice or opportunity for representation. Mrs Iwobi, who had not completed her six-month probation period, was escorted from the premises in what she described as a "humiliating" experience.
The tribunal determined this dismissal process constituted unfair treatment and a detriment, though this finding did not provide Mrs Iwobi with any legal remedy. The judgment explicitly stated the situation "could have been better handled" by school administrators.
AI-Generated Evidence Undermines Case
An unusual aspect of the proceedings involved Mrs Iwobi's use of artificial intelligence to prepare her witness statement. The tribunal noted that while litigants representing themselves might utilize such tools to create professionally formatted documents, the AI-generated content ultimately weakened her case.
The judgment explained that the computer-generated statement contained "generic descriptions rather than facts, unsubstantiated allegations and at times false allegations." This technological approach to evidence preparation was deemed counterproductive to establishing the factual basis necessary for her claims.
Trust Welcomes Tribunal Decision
A spokesperson for the City of London Academies Trust, which operates ten inner London academies under sponsorship from the City of London Corporation, expressed satisfaction with the tribunal's ruling. While declining to comment specifically on Mrs Iwobi's case, the representative stated the organization "welcomes" the decision to dismiss all claims.
The spokesperson emphasized the Trust's commitment to maintaining "a fair, respectful and inclusive working environment" across all its educational institutions. They further noted robust policies and procedures exist to ensure staff concerns receive appropriate attention while maintaining legal and ethical standards.
The tribunal's comprehensive dismissal of all complaints brings closure to a case that highlighted both workplace conduct standards and the complexities of discrimination claims in educational settings. The judgment reinforces that while dismissal processes must be conducted fairly, allegations of discrimination require substantial evidence to succeed in legal proceedings.
