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Equality Statement

Equality Duty Statement and Objectives

Review frequency: Every four years and publish information annually

Approval: Governing body

DFE Statutory policies for schools

Advice on the policies and documents that governing bodies and proprietors of schools are required to have by law September 2014


1. Mission statement

2. Mainstreaming equality into policy and practice

3. Equal Opportunities for Staff

4. Equality and the law

a. Race

b. Disability

c. Gender

d. Sexual orientation

e. Community cohesion

5. Consultation

6. Roles and Responsibilities

7. Tackling discrimination

8. Review of progress and impact

9. Publishing the plan

10. Action Plan


1. Mission Statement


Every child matters at Kirkby Church of England Primary School. It is our vision that each child fulfils their potential, regardless of their background or circumstances in a safe, stimulating and caring environment. We aim to develop a love of learning inspired by quality teaching, foster high aspirations and encourage positive self esteem, enabling children to leave our school prepared for their future as citizens who will lead happy and rewarding lives.

“Proud to be the best that I can, a seeker of knowledge, secure in a diverse and changing world”


Kirkby Church of England Primary School is a caring community, with children, governors, parents and staff working closely together to fulfil our aims. At Kirkby Church of England we are committed to ensuring equality of education and opportunity for all pupils, staff, parents and carers receiving services from the school, irrespective of race, gender, disability, faith or religion or socio-economic background. We aim to develop a culture of inclusion and diversity in which all those connected to the school feel proud of their identity and able to participate fully in school life.


The achievement of pupils will be monitored by race, gender and disability and we will use this data to support pupils, raise standards and ensure inclusive teaching. We will tackle discrimination by the positive promotion of equality, challenging bullying and stereotypes and creating an environment which champions respect for all. At Kirkby Church of England, we believe that diversity is a strength, which should be respected and celebrated by all those who learn, teach and visit here.


2. Mainstreaming equality into policy and practice


As well as the specific actions set out beneath this plan, the school operates equality of opportunity in its day to day practice in the following ways.

Teaching and learning

We aim to provide all our pupils with the opportunity to succeed, and to reach the highest level of personal achievement. To do this, we will:

 



Admissions and exclusions


Our admissions arrangements are fair and transparent, and do not discriminate on race, gender, disability or socio-economic factors. Admissions to the school are coordinated by the Local Authority admissions team.


Exclusions will always be based on the school's Behaviour Policy. We will closely monitor exclusions to avoid any potential adverse impact and ensure any discrepancies are identified and dealt with.


3. Equal opportunities for staff                                                                                                      


This section deals with aspects of equal opportunities relating to staff at Kirkby Church of England Primary School.


We are committed to the implementation of equal opportunities principles and the monitoring and active promotion of equality in all aspects of staffing and employment.


All staff appointments and promotions are made on the basis of merit and ability and in compliance with the law. However we are concerned to ensure wherever possible that the staffing of the school reflects the diversity of our community.


Employer duties;


As an employer we need to ensure that we eliminate discrimination and harassment in our employment practice and actively promote equality across all groups within our workforce.


Equality aspects such as gender, race, disability, sexual orientation, gender re-assignment and faith or religion are considered when appointing staff and particularly when allocating Teaching and Learning Responsibilities (TLR) or re-evaluating staff structures, to ensure decisions are free of discrimination.


Actions to ensure this commitment is met include:


4. Equality and the law


The equality objectives in Section 10 below address our duties under current equality legislation, up to and including the Equality Act 2010.

The action plan at the end of this Equality Plan outlines the actions Kirkby Church of England Primary will take to meet the general duties detailed below.


4a. Race Equality


This section of the plan reflects the general and specific duties of schools as detailed in The Race Relations Act 1976 and as amended by The Race Relations (Amendment) Act 2000.


The General Race Equality Duty requires us to have due regard to the need to:


4b. Disability


This section should be read in conjunction with the school's Special Educational Needs Policy and Accessibility Strategy.

Definition of disability


The Disability Discrimination Act 2005 (DDA) defines a disabled person as someone who has 'a physical or mental impairment which has a substantial or long-term adverse effect on his or her ability to carry out normal day-to-day activities'.


The DDA 2005 has also extended the definition of disability as follows:


4c. Gender Equality


The Gender Equality Duty 2006 places a general and specific duty on schools to eliminate unlawful discrimination and harassment on the grounds of gender and to promote equality of opportunity between female and male pupils and between women and men and transgender people.

Under our general duty we will actively seek to:


4d. Sexual Orientation


The Equality Act 2006 made provision for regulations to be introduced to extend protection against discrimination on grounds of religion or belief to sexual orientation.


The Equality Act (Sexual Orientation) Regulations 2007 came into force on 30 April 2007, and they make discrimination unlawful in the area of goods, facilities and services on grounds of sexual orientation. For schools this means admissions, benefits and services for pupils and treatment of pupils.


4e. Community cohesion


The Education and Inspections Act 2006 inserted a new section 21(5) to the Education Act 2002, introducing a duty on the governing bodies of state schools to promote community cohesion. Community cohesion encompasses promoting good relations between pupils from different races, faiths / beliefs and socio-economic backgrounds. The duty came into force on 1 September 2007.


5. Consultation and involvement


It is a requirement that the development of this plan and the actions within it have been informed by the input of staff, pupils and parents and carers. We have achieved this by using the following to shape the plan:



6. Roles and Responsibilities


The role of governors


7. Tackling discrimination


Harassment on account of race, gender, disability or sexual orientation is unacceptable and is not tolerated within the school environment.


All staff are expected to deal with any discriminatory incidents that may occur. They are expected to know how to identify and challenge prejudice and stereotyping; and to support the full range of diverse needs according to a pupil's individual circumstances.

Racist and homophobic incidents and other incidents of harassment or bullying are dealt with by the member of staff present, escalating to a senior leader / headteacher /learning mentor where necessary. All incidents are reported to the headteacher and racist incidents are reported to the governing body on a termly basis.


What is a discriminatory incident? Harassment on grounds of race, gender, disability, sexual orientation or other factors such as socio-economic status, can take many forms including verbal or physical abuse, name calling, exclusion from groups and games, unwanted looks or comments, jokes and graffiti.

A racist incident is defined by the Stephen Lawrence Inquiry Report (1999) as: 'any incident which is perceived to be racist by the victim or any other person'.


Types of discriminatory incident


Types of discriminatory incidents that can occur are:


Responding to and reporting incidents


It should be clear to pupils and staff how they report incidents. All staff, teaching and non-teaching, should view dealing with incidents as vital to the well-being of the whole school.


Our procedure for responding and reporting incidents is outlined below:


8. Review of progress and impact


The Plan has been agreed by our Governing Body. We have a rolling programme for reviewing our school policies and their impact. In line with legislative requirements, we will review progress against our Equality Plan annually and review the entire plan and accompanying action plan on a four year cycle.

We make regular assessments of pupils' learning and use this information to track pupil progress.  As part of this process, we regularly monitor achievement by ethnicity, gender and disability, to ensure that all groups of pupils are making the best possible progress, and take appropriate action to address any gaps.


9. Publishing the plan


In order to meet the statutory requirements to publish a Disability Equality Scheme and Gender Equality Scheme, we will:


9. Action Plan


Click here for Action Plan




pdf SEN Info