Equal Opportunities, Diversity and Inclusion Policy

Legal Framework

This policy has due regard to all relevant legislation and statutory guidance including, but not limited to, the following:

• Human Rights Act 1998
• Special Educational Needs and Disability Regulations 2014
• Education and Inspections Act 2006
• Equality Act 2010
• Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017
• Public Sector Equality Duty (PESD)
• General Data Protection Regulation (GDPR)

This policy also has due regard for non-statutory guidance, including the following:

• DFE (2014) ‘The Equality Act 2010 and schools’

The Equality Act 2010 provides a modern, single legal framework with three broad duties:

• Eliminate discrimination
• Advance equality of opportunity
• Foster good relations

The provision fully understands the principles of the Equality Act 2010 and the work needed to ensure that those with protected characteristics are not discriminated against and are given equal
opportunities.

Protected characteristics, under the Equality Act 210 act, are as follows:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality, and ethnic or national origin)
• Religion or belief
• Sex
• Sexual orientation

The provision oppose and avoid all forms of unlawful discrimination. This includes in:

• Pay and benefits
• Terms and conditions of employment
• Dealing with grievances and discipline
• Dismissal
• Redundancy
• Leave for parents
• Requests for flexible working
• Selection for employment, promotion, training or other development opportunities

The provision will promote equality of opportunity for all staff and job applicants.

The Equality Act 2010 makes it unlawful for the provision to discriminate against, harass or victimise a child or potential child:

• In relation to admissions
• In the way we provide education for children
• In the way we provide children access to any benefit, facility or service
• By excluding a child or subjecting them to any other detriment

Principles and Aims:

The provision will adhere to the requirements of the Equality Act 2010 by not discriminating against employees, children or any individual involved in external agencies the provision may be working with by:

• Encouraging equality, diversity and inclusion in the workplace as they are good practice and make business sense.
• Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
• Taking complaints of bullying , harassment, victimisation and unlawful discrimination by fellow employees, visitors, children, the public and any others in the course of the organisation’s work activities serious.
• Making opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the provision.
• Making decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Reviewing employment practises and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitoring the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation religion or belief, and disability by encouraging equality,
diversity and inclusion, and meeting the aims and commitments set out in this policy.
• Seeing all learners and potential learners, and their parents, as of equal value, regardless of any protected characteristic.
• Ensuring our policies, procedures and activities will not discriminate but nevertheless take account of differences in life experience, outlook and background, and in the kinds of Page 2 of 5 barriers and disadvantages which people may face in relation to any protected characteristic.
• Promoting race, disability and gender equality by having due regard to eliminating unlawful discrimination, promoting equality of opportunity and good relations between people of different groups.
• Understanding transgender people are explicitly covered by the ‘Public Sector Equality Duty’. For the purpose of this policy, the term ‘transgender’ refers to an individual whose gender expression or identity is different from that traditionally associated with the sex they were assigned at birth.
• Respecting the confidentiality of those seeking gender reassignment and will provide a supportive environment.
• Opposing all forms of prejudice and recognising that children and young people who experience any form of prejudice-related discrimination may fare less well in the education system.
• Ensuring staff are aware of their responsibilities.
• Fostering positive attitudes and relationships, a shared sense of cohesion and belonging, by promoting in our policies, procedures and activities.
• Observing good equalities practice in staff recruitment, retention and development, and ensuring that all policies and procedures benefit all employees and potential employees
regardless of any protected characteristic, and with full respect for legal rights relating to pregnancy and maternity.
• Reducing and removing any potential inequalities and barriers that may exist.
• Engaging with a range of groups and individuals to ensure that those who are affected by a policy, procedure or activity are consulted and involved in the design of new policies, and in the review of existing ones.
• Ensuring policies, procedures and activities benefit society as a whole, both locally and nationally, by fostering greater social cohesion and greater participation in the public life of everyone, regardless of any protected characteristic.
• Ensuring staff promote an inclusive and collaborative ethos within the provision, challenging inappropriate language and behaviour, responding appropriately to incidents of discrimination and harassment, and showing appropriate support for pupils with additional needs, maintaining a good level of awareness of issues surrounding equality.

Responsibilities:

The Director will:

• Ensure the provision complies with the appropriate equality legislation and regulations.
• Ensure equal opportunities in the provisions staff recruitment and promotion practises.
• Provide information on appropriate and accessible formats.
• Ensure that the necessary disciplinary measures are in place to enforce this policy.
• Ensure that all staff members receive the appropriate equality and diversity training as part of their CPD.
• Ensure that all parents and visitors 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.

Employees will:

• Be mindful of any incidents if harassment or bullying at the provision.
• Address any minor issued of harassment or bullying and report any major breaches to the Director.
• 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.
• Keep up to date with equality legislation and its application by attending the appropriate training.

Children will:

• Not discriminate or harass any other child or member of staff.
• Report any incidences of bullying or harassment, whether to themselves or to others to a member of staff.

Responding to hate or prejudice based incidents and bullying:

We recognise that hate incidents or prejudice – based bullying behaviour is driven by negative assumptions, stereotypes or misinformation. These are then directed against an individual or group, based on difference (real or perceived), and linked to, for example, racism, sexism, homophobia, transphobia, biphobia, negative views of disabled people or people who practise a religion or follow a faith. We will take action to prevent, challenge and eliminate such behaviour.

We recognise that we as individuals and society often struggle with difference of any kind (perceived or actual), which can result in seizing upon the most visible sign of difference e.g. skin colour or disability.

Through our provision ethos, we want our children to understand better the diversity that exists in society. We want to provide opportunities for them to explore the subtleties and complexities in order to prevent and respond to incidents and situations. We will address the experience, understanding and needs of the victim, the perpetrator, bystanders and the wider provision community through our actions and responses.

We will record all hate incidents and prejudice based bullying. We will use the information to identify trends and patterns, so that we have approaches in place to provide appropriate responses in terms of support for victims and their families, sanctions and support for perpetrators and their families and education for our children and communities.