Equal Opportunities: Difference between revisions

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==1. Aims==
==Aims==
This School recognises that direct and indirect discrimination might take place and therefore sees the need for a positive and effective equal opportunities policy:
#we will promote the concept of equality of opportunity throughout the organisation, both for those adults within the community of the School and for all students;
#we seek to develop an understanding of, and promotion of, human equality and equal opportunities;
#we will promote good relations between members of different racial, cultural and religious groups and communities; and
#we will enable students to take responsibility for their behaviour and relationships with others.


==2. The legal background==
#Bourne Grammar School is committed to the promotion of equality within all the School’s policies and activities.
The main statutory provision covering discrimination is the [https://www.legislation.gov.uk/ukpga/2010/15/contents The Equality Act 2010] and associated regulations. Also relevant are:
#The School seeks to build a community based on tolerance and respect for diversity and aims to meet its obligations under the Public Sector Equality Duty (PSED) by having due regard for the need to:
#[https://www.legislation.gov.uk/ukpga/1996/18/contents Employment Rights Act 1996];
##Eliminate discrimination and other conduct that is prohibited by the Equality Act 2010;
#[https://www.legislation.gov.uk/ukpga/1998/42/contents Human Rights Act 1998];
##Advance equality of opportunity between people who share a protected characteristic and people who do not share it;
#[https://www.legislation.gov.uk/ukpga/1999/26/contents Employment Relations Act 1999];
##Foster good relations between people who share a protected characteristic and people who do not share it.
#[http://www.legislation.gov.uk/uksi/2000/1551/contents/made Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000];
#[http://www.legislation.gov.uk/uksi/2002/2034/contents/made Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002]; and
#The Statutory Code of Practice on [https://www.lemosandcrane.co.uk/dev/resources/duty_code.pdf the Duty to Promote Race Equality].
#The School’s values, aims and objectives all accord with the equal treatment of people promoted by these laws and regulations, and the rights enshrined in the [https://www.legislation.gov.uk/ukpga/1998/42/contents Human Rights Act 1998].


==3. Responsibilities==
==Legislation and guidance ==
#The Governing body will monitor and review the working of the policy and procedures by allocation of duties to committees of the governing body.
#The Head has responsibility for the equal opportunities policy and for delegating responsibilities and tasks to other staff, and for ensuring that the policy is known and understood by staff, students and parents.
#The Head must also present general reports, statistics and incident reports to the governing body and its committees as agreed.
#The Deputy Head (Curriculum) is responsible for ensuring equal opportunities in the curriculum.
#All staff are responsible for following the policy and reporting incidents of unequal treatment to the appropriate senior member of staff.


==4. Employment of staff==
This document meets the requirements under the following legislation:
#Appointments
#The [http://www.legislation.gov.uk/ukpga/2010/15/contents Equality Act 2010], which introduced the public sector equality duty and protects people from discrimination;
##Advertisements and job specifications will all carry a statement that this school is an Equal Opportunities employer, and welcomes applications from all posts from appropriately qualified persons regardless of gender, race, sexual orientation, religion or belief, disability or age;
#The [http://www.legislation.gov.uk/uksi/2011/2260/contents/made Equality Act 2010 (Specific Duties) Regulations 2011], which require schools to publish information to demonstrate how they are complying with the public sector equality duty and to publish equality objectives;
##People with disabilities will be offered facilities at interviews to enable them to demonstrate their suitability for employment;
#This document is also based on Department for Education (DfE) guidance: [http://www.legislation.gov.uk/uksi/2011/2260/contents/made The Equality Act 2010 and schools].
##Candidates for vacant posts will be assessed against relevant criteria only, i.e. skills, qualifications and experience in selection for recruitment;
##The School will make and keep information about the sex, ethnic background, disability and age of candidates for appointments, and actual appointments; and
##Inform the Governing body’s Personnel Committee on a termly basis, or whenever the governors request the figures.
#Staff development
##All employees have equal chances of training, career development and promotion;
##All recruits to the organisation will be offered induction training which will include a reference to the organisation's equal opportunities policy;
##Staff development opportunities will be monitored and figures presented to the Governors annually, or more often if requested by the Governing body. All staff, and in particular those concerned with selection and promotion, are given equality awareness training; and
##Staff becoming disabled while in employment will be given positive help to retain their jobs or to be considered for redeployment if that is necessary.


==5. Pupils==
==Roles and responsibilities==
#Pupils have equal access to the national curriculum programmes of study (unless disapplied) throughout each key stage, and non-compulsory courses, according to aptitude and ability;
#The school is committed to full educational inclusion (see SEND policy]);
#The Deputy Head (Curriculum) will make and record figures on take-up of courses, which will be presented to the Head annually, or more often if requested. The Head will keep the governors informed.
#Annual analysis of attainment, behaviour and other student data will be undertaken by gender, ethnic background and ability;
#All subjects will have equality of opportunity at their core and make explicit references within schemes of work;
#School and faculty development plans will act to improve the learning of students according to this analysis;
#School rules and the code of conduct for students clearly and explicitly forbid the verbalisation or vocalisation of discrimination on the grounds of race, culture, religious, gender, sexuality and ability/disability;
#Positive attitudes and awareness development for equality of opportunity is specifically taught through the PSHE and tutor programme.


==6. Racist or homophobic bullying==
===The Governing Body===
#All staff have a legal duty not to bully or otherwise harass other staff;
The Governing Body will:
#Where staff come across incidents involving racist or homophobic bullying they must report these to the appropriate senior member of staff;
#Ensure that the equality information and objectives as set out in this statement are published and communicated throughout the School, including to staff, students and parents, and that they are reviewed and updated at least once every four years;  
#The P&C committee of the governing body monitors at least once per term any incidents and actions taken, of racist of homophobic bullying; and
#Delegate responsibility for monitoring the achievement of the objectives on a daily basis to the Headteacher;
#All incidents of racist or homophobic bullying amongst pupils will be taken seriously, and must be dealt with appropriately and reported to the appropriate senior member of staff.
#The Governing Body will also agree the Equality Statement and objectives.


==7. Administration==
===The Headteacher===
#Venues for meetings will take account of the needs of all participants; and
The Headteacher will:
#Venues for teaching and learning will take into account the particular needs of the learners and teacher/teaching assistant.
#Monitor success in achieving the objectives and report back to the Governing Body;
#Promote key messages to staff, parents/carers and students about equality and what is expected of them and can be expected from the School in carrying out its day to day duties;
#Ensure that the whole School community receives adequate training to meet the needs of delivering equality, including student awareness;
#Ensure that all staff are aware of their responsibilities to record and report prejudice related incidents;
#Delegate responsibilities to other staff.


==8. Documents==
===All staff===
#Language used in documents will reflect and promote equal opportunities and font style and size will take account of the full range of readers.
All Staff will:
#Assist in delivering the right outcomes for students;
#Uphold the commitment made to students and parents/carers on how they can be expected to be treated;
#Design and deliver an inclusive curriculum, where appropriate;
#Support the School and the Governing Body in delivering a fair and equitable service to all students, parents/carers and colleagues;
#Ensure that they are aware of their responsibility to record and report prejudice related incidents.


==9. Reports to the police==
===All Students===
#Incidents that involve racist elements which need to be reported to the police will be reported via the Deputy Head (Pastoral).
All Students will:
#Support the School to achieve the commitment made to tackling inequality;
#Uphold the commitment made by the Headteacher on how students and parents/carers, staff and the wider School community can be expected to be treated.


==10. Monitoring and review==
==Equality Objectives==
#This policy will be reviewed every 2 years.


==11. Date of next review==
The Public Sector Equality Duty (PSED), introduced as part of the Equality Act 2010 requires schools to:
#June 2020
#Publish information to demonstrate how they are complying with the PSED – schools must update this published information at least every year
#Prepare and publish equality objectives – schools must update these objectives at least once every 4 years
 
Bourne Grammar School's objectives are to:
#Provide a secure environment in which all our students can flourish in a learning environment where all individuals feel a sense of belonging.
#Prepare students for life in a diverse society.
#Provide positive and non-stereotyping information about different groups of people regardless of gender, age, ethnicity, disability, sexual orientation and religion.
#Ensure that employment opportunities are available to all and that no applicant is disadvantaged
#Plan systematically to improve our understanding and promotion of diversity; actively challenge discrimination and disadvantage.
#Make inclusion a priority in all our activities.
 
To achieve these objectives we will:
#Ensure the Governors have oversight of the development, review and evaluation of all relevant improvement plans, policies and procedures.
#Publish and share our policies, where appropriate.
#Collect and analyse data to ensure all groups are progressing well and no group is subject to disadvantage.
#Use all available information to set suitable learning challenges for all, respond to students’ diverse needs and overcome any potential barriers to learning.
#Ensure that the wider school curriculum makes explicit and implicit provision to promote and celebrate diversity.
#Have high expectations of behaviour which promotes and demonstrates respect to others.
 
==Links with other policies==
This document links to the following policies:
#[https://govs.bourne-grammar.lincs.sch.uk/pwiki/index.php?title=School_Accessibility_Plan School Accessibility Plan]
#[https://govs.bourne-grammar.lincs.sch.uk/pwiki/index.php?title=Behaviour_for_Learning Behaviour for Learning]
#[https://govs.bourne-grammar.lincs.sch.uk/pwiki/index.php?title=SEND SEND]
#[https://govs.bourne-grammar.lincs.sch.uk/pwiki/index.php?title=Anti-bullying Anti-Bullying]
 
==Ownership and Date of the next Review:==
#Policy owned by: Curriculum and Personnel committee
#Last Reviewed and Approved: 08 June 2022
#Date of Next Review: June 2024

Latest revision as of 10:59, 8 October 2022

Aims

  1. Bourne Grammar School is committed to the promotion of equality within all the School’s policies and activities.
  2. The School seeks to build a community based on tolerance and respect for diversity and aims to meet its obligations under the Public Sector Equality Duty (PSED) by having due regard for the need to:
    1. Eliminate discrimination and other conduct that is prohibited by the Equality Act 2010;
    2. Advance equality of opportunity between people who share a protected characteristic and people who do not share it;
    3. Foster good relations between people who share a protected characteristic and people who do not share it.

Legislation and guidance

This document meets the requirements under the following legislation:

  1. The Equality Act 2010, which introduced the public sector equality duty and protects people from discrimination;
  2. The Equality Act 2010 (Specific Duties) Regulations 2011, which require schools to publish information to demonstrate how they are complying with the public sector equality duty and to publish equality objectives;
  3. This document is also based on Department for Education (DfE) guidance: The Equality Act 2010 and schools.

Roles and responsibilities

The Governing Body

The Governing Body will:

  1. Ensure that the equality information and objectives as set out in this statement are published and communicated throughout the School, including to staff, students and parents, and that they are reviewed and updated at least once every four years;
  2. Delegate responsibility for monitoring the achievement of the objectives on a daily basis to the Headteacher;
  3. The Governing Body will also agree the Equality Statement and objectives.

The Headteacher

The Headteacher will:

  1. Monitor success in achieving the objectives and report back to the Governing Body;
  2. Promote key messages to staff, parents/carers and students about equality and what is expected of them and can be expected from the School in carrying out its day to day duties;
  3. Ensure that the whole School community receives adequate training to meet the needs of delivering equality, including student awareness;
  4. Ensure that all staff are aware of their responsibilities to record and report prejudice related incidents;
  5. Delegate responsibilities to other staff.

All staff

All Staff will:

  1. Assist in delivering the right outcomes for students;
  2. Uphold the commitment made to students and parents/carers on how they can be expected to be treated;
  3. Design and deliver an inclusive curriculum, where appropriate;
  4. Support the School and the Governing Body in delivering a fair and equitable service to all students, parents/carers and colleagues;
  5. Ensure that they are aware of their responsibility to record and report prejudice related incidents.

All Students

All Students will:

  1. Support the School to achieve the commitment made to tackling inequality;
  2. Uphold the commitment made by the Headteacher on how students and parents/carers, staff and the wider School community can be expected to be treated.

Equality Objectives

The Public Sector Equality Duty (PSED), introduced as part of the Equality Act 2010 requires schools to:

  1. Publish information to demonstrate how they are complying with the PSED – schools must update this published information at least every year
  2. Prepare and publish equality objectives – schools must update these objectives at least once every 4 years

Bourne Grammar School's objectives are to:

  1. Provide a secure environment in which all our students can flourish in a learning environment where all individuals feel a sense of belonging.
  2. Prepare students for life in a diverse society.
  3. Provide positive and non-stereotyping information about different groups of people regardless of gender, age, ethnicity, disability, sexual orientation and religion.
  4. Ensure that employment opportunities are available to all and that no applicant is disadvantaged
  5. Plan systematically to improve our understanding and promotion of diversity; actively challenge discrimination and disadvantage.
  6. Make inclusion a priority in all our activities.

To achieve these objectives we will:

  1. Ensure the Governors have oversight of the development, review and evaluation of all relevant improvement plans, policies and procedures.
  2. Publish and share our policies, where appropriate.
  3. Collect and analyse data to ensure all groups are progressing well and no group is subject to disadvantage.
  4. Use all available information to set suitable learning challenges for all, respond to students’ diverse needs and overcome any potential barriers to learning.
  5. Ensure that the wider school curriculum makes explicit and implicit provision to promote and celebrate diversity.
  6. Have high expectations of behaviour which promotes and demonstrates respect to others.

Links with other policies

This document links to the following policies:

  1. School Accessibility Plan
  2. Behaviour for Learning
  3. SEND
  4. Anti-Bullying

Ownership and Date of the next Review:

  1. Policy owned by: Curriculum and Personnel committee
  2. Last Reviewed and Approved: 08 June 2022
  3. Date of Next Review: June 2024
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