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Barnby Road Academy

‘Where everyone is able to achieve their best’

Equality Objectives

EQUALITY INFORMATION AND OBJECTIVES

 

 

Last Reviewed: June 2019 Next Review: June 2020
Committee Responsibility: Strategic & Personnel       Approved on:           June 2019              
Approved By: Trustees and Governing Body

 

 

1. Aims

Our school aims to meet its obligations under the public sector equality duty 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 our funding agreement and articles of association.

 

3. Roles and responsibilities

The governing 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, and that they are reviewed and updated at least once every four years
  • Delegate responsibility for monitoring the achievement of the objectives on a daily basis to the headteacher

 

The equality link governor is Jane Brown. They will:

  • Meet with the designated member of staff for equality every term and other relevant staff members, to discuss any issues and how these are being addressed
  • Ensure they’re familiar with all relevant legislation and the contents of this document
  • Attend appropriate equality and diversity training
  • Report back to the full governing board regarding any issues

 

The headteacher will:

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

 

The designated member of staff for equality, Corrina Beckett, will:

  • Support the headteacher in promoting knowledge and understanding of the equality objectives amongst staff and pupils
  • Meet with the equality link governor every term to raise and discuss any issues 
  • Support the headteacher in identifying any staff training needs, and deliver training as necessary

 

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 governors are regularly reminded of their responsibilities under the Equality Act, for example during meetings.

 

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

 

The school has a designated member of staff for monitoring equality issues, and an equality link governor. They regularly liaise regarding any issues and make senior leaders and governors aware of these as appropriate.

 

5. Advancing equality of opportunity

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

  • Removing or minimising disadvantages suffered by people which 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 (e.g. enabling Muslim pupils to pray at prescribed times)
  • 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 attainment data each academic year showing how pupils with different characteristics are performing
  • Analyse the above data to determine strengths and areas for improvement, implement actions in response and publish this information
  • Make evidence available identifying improvements for specific groups (e.g. declines in incidents of homophobic or transphobic bullying)
  • Publish further data about any issues associated with particular protected characteristics, identifying any issues which could affect our own pupils

 

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 and personal, social and health (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 school council 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
  • We have developed links with people and groups who have specialist knowledge about particular characteristics, which helps inform and develop our approach

 

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 boys and girls

 

8. Equality objectives

Objective 1: Undertake an analysis of recruitment data and trends with regard to race, gender and disability by July 2020, and report on this to the staffing and pay sub-committee of the governing board.

 

Why we have chosen this objective: We have a high percentage of white, British female staff.

 

To achieve this objective we plan to: Analyse recruitment data after each process and collate after a two year period.

 

Progress we are making towards this objective: School Business Manager informed and collate data ready for analysis.

 

Objective 2: Train the Head of Upper and Lower School, who are involved in recruitment and selection, on equal opportunities and non-discrimination by the end of the next academic year. Training evaluation data will show that these staff have a good understanding of the legal requirements.

 

Why we have chosen this objective: To ensure that all senior members of staff involved in recruitment are trained to ensure equal opportunities and non-discrimination are in place.

 

To achieve this objective we plan to: Head of Upper and Lower School to enroll on Safer Recruitment training.

 

Progress we are making towards this objective: Training currently being investigated.

 

9. Monitoring arrangements

The headteacher and governing body will update the equality information we publish at least every year.

This document will be reviewed by headteacher and governing body at least every 4 years.

This document will be approved by the governing body.

 

10. Links with other policies

This document links to the following policies:

  • Accessibility plan
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