Lord Blyton Primary School
Equality Information and Objectives Policy
| Date policy last reviewed: | Autumn 24 | ||||
| Signed by: | |||||
| Jo Atherton | Headteacher | Date: | |||
| E Malcolm | Chair of governors | Date: | |||
Contents:
- Legal framework
- Roles and responsibilities
- Equality objectives
- Collecting and using information
- Publishing information
- Promoting equality
- Addressing prejudice-related incidents
- Complaints procedure
- Monitoring and review
Lord Blyton recognises that certain groups in society can be disadvantaged because of unlawful discrimination they may face due to their race, sex, disability, gender reassignment, marriage or civil partnership, religion or belief, sexual orientation, age, or pregnancy and maternity.
The school has a statutory duty to publish an Equality Information and Objectives Statement. This policy sets out how the school determines its equality objectives.
This policy has due regard to all relevant legislation and statutory guidance including, but not limited to, the following:
- Human Rights Act 1998
- Education and Inspections Act 2006
- Equality Act 2010
- Equality Act 2010 (Specific Duties) Regulations 2011
- The Special Educational Needs and Disability Regulations 2014
- The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017
- Public Sector Equality Duty (PSED)
- The UK General Data Protection Regulation (GDPR)
- Data Protection Act 2018
This policy also has due regard for non-statutory guidance, including the following:
- DfE (2014) ‘The Equality Act 2010 and schools’
This policy operates in conjunction with the following school policies:
- Equality Information and Objectives Statement
- Admissions Policy
- Complaints Procedures Policy
- Grievance Policy
- Data Protection Policy
- Pupil Equality, Equity, Diversity and Inclusion Policy
- Staff Equality, Equity, Diversity and Inclusion Policy
The Equality Act 2010 provides a modern, single legal framework with three broad duties:
- Eliminate discrimination harassment and victimisation
- Advance equality of opportunity
- Foster good relations
For the purpose of this policy, the Equality Act 2010 will be referred to as ‘the Act’. The school fully understands the principles of the Act and the work needed to ensure that those with protected characteristics are not discriminated against and are given equal opportunities. Protected characteristics, under the Act, are as follows:
- Age
- Disability
- Race including colour, nationality, and ethnic or national origin
- Sex
- Gender reassignment
- Maternity and pregnancy
- Religion and belief
- Sexual orientation
- Marriage and civil partnership
The Act makes it unlawful for the responsible body of a school to discriminate against, harass or victimise a pupil or potential pupil:
- In relation to admissions.
- In the way it provides education for pupils.
- In the way it provides pupils access to any benefit, facility or service.
- By excluding a pupil or subjecting them to any other detriment.
The responsible body for the school is the governing board or the LA.
The school’s liability not to discriminate, harass or victimise does not end when a pupil has left the school, but will apply to subsequent actions connected to the previous relationship between school and pupil, such as the provision of references on former pupils or access to former pupils’ communications and activities.
The school will promote equality of opportunity for all staff and job applicants and will work in line with the Staff Equality, Equity, Diversity and Inclusion Policy.
The governing board will:
- Ensure that the school complies with the appropriate equality legislation and regulations.
- Meet its obligations under the PSED to:
- Publish equality objectives at least every four years commencing on the date of the last publication.
- Update and publish information every year to demonstrate school compliance with the PSED.
- Ensure that the school’s policies and procedures are developed and implemented with appropriate equality impact assessments informing future plans.
- Ensure that the school’s Admissions Policy does not discriminate in any way.
- Ensure equal opportunities in its staff recruitment and promotion practices, professional development programmes and in membership of the governing board.
- Proactively recruit high-quality applicants from under-represented groups.
- Provide information in appropriate and accessible formats.
- Ensure that the school publishes information regarding how it is complying with the public sector Equality Duty and that the information is easily accessible.
The headteacher will:
- Implement and champion this policy and its procedures.
- Ensure that all staff members receive the appropriate equality and diversity training as part of their induction and CPD.
- Ensure that all parents, visitors and contractors are aware of, and comply with, the provisions of this policy.
- Actively challenge and take appropriate action in any case of discriminatory practice.
- Address any reported incidents of harassment or bullying in line with DfE guidance.
- Produce an annual report on the progress of implementing the provisions of this policy and report it to the governing board.
Employees will:
- Be mindful of any incidents of harassment or bullying in the school.
- Track and monitor any instances of discrimination and deal with these in a consistent manner, making a report to the headteacher as necessary and following up with pupils as required.
- Identify and challenge bias and stereotyping within the curriculum and the school’s culture.
- Promote equality and good relations, and not harass or discriminate in any way.
- Monitor pupils’ progress and needs to ensure the appropriate support is in place.
- Keep up-to-date with equality legislation and its application by attending the appropriate training.
- Champion diversity and inclusion.
Pupils will:
- Not discriminate or harass any other pupil or staff member.
- Actively encourage equality and diversity in the school by contributing their cultural experiences and values.
- Report any incidences of bullying or harassment, whether to themselves or to others, to the SLT.
- Abide by all the school’s equality and diversity policies, procedures and codes.
The school will have an equality page on its website, in order to demonstrate how it is complying with the PSED in the Equality Act 2010, and advancing equality of opportunity.
The school is committed to promoting the welfare and equality of all its staff, pupils and other members of the school community.
The school sees all members of the school community as of equal value, regardless of any protected characteristic. The school’s policies, procedures and activities will not discriminate but must nevertheless take account of differences in life experience, outlook and background, and in the kinds of barriers and disadvantages which people may face in relation to any protected characteristic.
The school’s Equality Information and Objectives Statement sets out how the school is meeting the PSED and outlines how equality of opportunity is ensured for all members of the school community. The Equality Information and Objectives Statement is reviewed at least every four years and is published on the school website annually.
The school will consult with stakeholders to establish equality objectives and draw up a plan based on information collected on protected groups and accessibility planning.
We have identified a number of specific objectives designed to promote positive attitudes towards
equality and community cohesion. We have committed to:
• Keeping detailed records of the academic progress being made by all students with protected characteristics
• Making every effort to ensure that members of the school community with protected characteristics are treated with respect and not bullied
• Ensuring members of the school community have access to all aspects of school life including trips, visits, participation in extended school activities, access to lunchtime and playtime, information in alternative formats, if required,
• Throughout the curriculum, staff will use every opportunity to explore how people can challenge stereotypes, to raise awareness and improve understanding of issues amongst pupils and staff
• Staff will take part in regular training
• Resources will be targeted and utilised effectively and efficiently to ensure that any member of the school community fulfils their potential
• The school is committed to early identification of students with emotional and behavioural difficulties before such difficulties lead to underachievement, disaffection and exclusion
• The school is committed to early intervention, target-setting and regular monitoring of students withprotected characteristics
• Parents Meetings and Governors’ Meetings will be used to highlight ways in which the school has enhanced the opportunities of students with protected characteristics.
What impact have we already had on disability equality in our school?
• Students with specific disabilities have been supported, both through general and specific modifications, to experience the full range of school opportunities.
• The Access Plan has informed premises developments including, for example, modifications topremises to have improved wheelchair access and facilities
• Modifications have enabled teachers to continue working when faced with disability.
What impact have we already had on gender equality in our school?
• The gap between boys’ and girls’ progress and achievement is monitored closely.
• Strategies are put in place to target individuals and groups whose progress may be causing concern.
This includes both boys and girls.
• Individual subjects are aware of the curriculum bias of schemes of work, and where appropriate ensure there is compensatory emphasis. This may be achieved on occasion through specific materials and opics, for example, boy friendly books in English.
• CPD in enhancing teaching and learning focuses on classroom strategies which will promote effective learning by all students. We believe that good practice in engaging boys also has a beneficial impact on girls’learning.
• The school promotes, and has achieved, the Healthy Schools Award, which promotes emotional and mental well-being as well as good physical health.
• Pupils who use sexist language or exhibit gender prejudice are challenged about their attitude.
• All staff members are employed on an equal basis, and, within employment legislation and established terms and conditions of work, are entitled to maternity or paternity leave and will be considered for career breaks, job sharing or part-time work on an equal footing.
• Expectations of behaviour, including uniform standards, are not differentiated by gender.
• Appointments to posts will be on the basis of merit.
In accordance with the requirements outlined in the UK GDPR and Data Protection Act 2018, personal data will be lawfully collected and processed in line with the principles and practices outlined in the Data Protection Policy and only for specified, explicit and legitimate purposes, e.g. to comply with the school’s legal obligations.
The school will collect equality information for the purpose of:
- Identifying key issues, e.g. unlawful discrimination in teaching methods.
- Assessing performance, e.g. benchmarking against similar organisations locally or nationally.
- Taking action, e.g. adapting working practice to accommodate the needs of staff who share protected characteristics.
The school will build an equality profile for staff to assist with identifying any issues within their recruitment regime. The school will obtain the following information from their staff:
- Recruitment and promotion
- Numbers of part-time and full-time staff
- Pay and remuneration
- Training
- Return to work of staff members on parental leave
- Return to work of disabled employees following sick leave relating to their disabilities
- Appraisals
- Grievances (including about harassment)
- Disciplinary action (including for harassment)
- Dismissals and other reasons for leaving
The school will use the information it obtains to analyse any gaps present in its equality documentary, including the Pupil Equality, Equity, Diversity and Inclusion Policy and Staff Equality, Equity, Diversity and Inclusion Policy.
The school will publish information to demonstrate its compliance with the Act. The school will publish information relating to people within the school community who share relevant protected characteristics, including:
- The school’s employees.
- People affected by the school’s policies and procedures.
The school will not provide this information if:
- The employee is employed under contract personally to do work.
- The employer does not have this information, and it is not reasonably practicable for the employer to obtain the data.
The school will publish findings in its annual report.
The school’s Pupil Equality, Equity, Diversity and Inclusion Policy and Staff Equality, Equity, Diversity and Inclusion Policy set out the school’s approach to promoting equality and diversity across the whole school community.
The school is opposed to all forms of prejudice.The school will ensure that pupils and staff are aware of the impact of prejudice. The school will address any incidents immediately and, where appropriate, report them to the LA.
Any reports of bullying and prejudice will be carefully monitored and dealt with accordingly. Annualtraining will be given to all staff to ensure that they are aware of the process for reporting and following up incidents of prejudice-related bullying.
The school aims to resolve all complaints at the earliest possible stage and is dedicated to continuing to provide the highest quality of education possible throughout the procedure. Any person, including a member of the public, is able to make a complaint about the provision of facilities or services that the school provides.
The school will adhere to the Complaints Procedures Policy to ensure a straightforward, impartial, non-adversarial process, that allows a full and fair investigation, respects confidentiality, and delivers an effective response and appropriate redress. If a complaint has completed the school’s process and the complainant remains dissatisfied, they have the right to appeal, as outlined in the Complaints Procedures Policy.
The school will work to develop good professional relationships between colleagues; however, the school understands that sometimes conflicts may arise. Through maintaining open communication, the school wants its employees to feel able to raise any grievances so that appropriate and effective solutions can be put in place. Grievances raised by staff members will be processed in accordance with the school’s Grievance Policy.
The headteacher will review this policy annually, to ensure that all procedures are up-to-date. The policy will be monitored and evaluated by the headteacher and governing boardin the following ways:
- Individual attainment data
- Equal opportunities recruitment data
- Equality impact assessments
- Ofsted inspection judgements on equality and diversity
- Incident records related to harassment and bullying
Any changes made to this policy will be communicated to all relevant stakeholders.