Equality information and objectives

1. Aims

Our school aims to meet its obligations under the Public Sector Equality Duty (PSED) by having due regard to the need to:

• Eliminate discrimination and other conduct that is prohibited by the Equality Act 2010
• Advance equality of opportunity between people who share a protected characteristic and people who do not share it
• Foster good relations across all characteristics – between people who share a protected characteristic and people who do not share it

 

2. Legislation and guidance

This document meets the requirements under the following legislation:

• The Equality Act 2010, which introduced the Public Sector Equality Duty and protects people from discrimination
• 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

This document is also based on Department for Education (DfE) guidance: The Equality Act 2010 and schools.

This document also complies with the AAT funding agreement and articles of association.

 

3. Roles and responsibilities

The Interim Executive Board will:

• Ensure that the equality information and objectives as set out in this statement are published and communicated throughout the school, including to staff, pupils and parents
• Ensure that the published equality information is updated at least every year, and that the objectives are reviewed and updated at least every 4 years

Delegate responsibility for monitoring the achievement of the objectives on a daily basis to the headteacher

The Head Teacher will:

• Promote knowledge and understanding of the equality objectives among staff and pupils  
• Monitor success in achieving the objectives and report back to the IEB

All school staff are expected to have regard to this document and to work to achieve the objectives as set out in section 8.

 

4. Eliminating discrimination

The school is aware of its obligations under the Equality Act 2010 and complies with non-discrimination provisions.

Where relevant, our policies include reference to the importance of avoiding discrimination and other prohibited conduct.

Staff and IEB members are regularly reminded of their responsibilities under the Equality Act – for example, during meetings. Where this has been discussed during a meeting it is recorded in the meeting minutes.

New staff receive training on the Equality Act as part of their induction, and all staff receive refresher training every year.

 

5. Advancing equality of opportunity

As set out in the DfE guidance on the Equality Act, TGS aims to advance equality of opportunity by:

• Removing or minimising disadvantages suffered by people that are connected to a particular characteristic they have (e.g. pupils with disabilities, or gay pupils who are being subjected to homophobic bullying)
• Taking steps to meet the particular needs of people who have a particular characteristic
• Encouraging people who have a particular characteristic to participate fully in any activities (e.g. encouraging all pupils to be involved in the full range of school clubs)

In fulfilling this aspect of the duty, the school will:

• Publish to the IEB attainment data each academic year showing how pupils with different characteristics are performing
• Analyse the data referenced above to determine strengths and areas for improvement, implement actions in response and publish to the IEB this information
• Make evidence available identifying improvements for specific groups

 

6. Fostering good relations

The school aims to foster good relations between those who share a protected characteristic and those who do not share it by:

• Promoting tolerance, friendship and understanding of a range of religions and cultures through different aspects of our curriculum. This includes teaching in RE, citizenship and personal, social, health and economic (PSHE) education, but also activities in other curriculum areas. For example, as part of teaching and learning in English/reading, pupils will be introduced to literature from a range of cultures
• Holding assemblies dealing with relevant issues. Pupils will be encouraged to take a lead in such assemblies and we will also invite external speakers to contribute
• Working with our local community. This includes inviting leaders of local faith groups to speak at assemblies, and organising school trips and activities based around the local community
• Encouraging and implementing initiatives to deal with tensions between different groups of pupils within the school. For example, our pupil voice has representatives from different year groups and is formed of pupils from a range of backgrounds. All pupils are encouraged to participate in the school’s activities, such as sports clubs. We also work with parents to promote knowledge and understanding of different cultures

 

7. Equality considerations in decision-making

The school ensures it has due regard to equality considerations whenever significant decisions are made.

The school always considers the impact of significant decisions on particular groups. For example, when a school trip or activity is being planned, the school considers whether the trip:

• Cuts across any religious holidays
• Is accessible to pupils with disabilities
• Has equivalent facilities for different genders

 

8. Equality objectives

Objective 1

Undertake an analysis of recruitment data and trends in regard to race, gender and disability by July, and report on this to the IEB.

Why we have chosen this objective: To identify whether our staff body reflects the diverse make of the pupil population.

 

Objective 2

Have in place a reasonable adjustments for all staff with disabilities, to meet their needs better and make sure that any disadvantages they experience are addressed.

Why we have chosen this objective: To ensure that all staff are supported and feel valued within the workplace which will support staff retention

 

Objective 3

Train all members of staff and IEB members involved in recruitment and selection on equal opportunities and non- discrimination by the beginning of the next academic year. Training evaluation data will show that 100% of those attending have a good understanding of the legal requirements.

Why we have chosen this objective: To develop a wider understanding of equal opportunities and ensure that the best candidates for a role is chosen irrespective of their background

 

Objective 4

Include the 'Two Ticks' positive about people with disabilities symbol on all job adverts, application forms and information, to help address the under-representation of people with disabilities in the school workforce.

Why we have chosen this objective: To share our understanding of disabilities and show that the expectations and conditions will support all staff

 

9. Monitoring arrangements

The Interim Executive Board and Head Teacher will update the equality information we publish, described in sections 4 to 7 above, at least every year.

This document will be reviewed by the Interim Executive Board and Head Teacher at least every 4 years. This document will be approved by the Interim Executive Board and Head Teacher.