Public Sector Equality
On April 5, 2011 the Public Sector Equality Duty (The Equality Duty) came into force in England, Scotland and Wales. This duty replaces the existing race, disability and gender equality duties.
The 3 aims of the General duty are:
Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act. By removing or minimising disadvantages suffered by people due to their protected characteristics.
Advance equality of opportunity between people who share a protected characteristic and those who do not. By taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
Foster good relations between people who share a protected characteristic and those who do not. By encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.
To meet the requirements, the school will:
Review our procedures regularly and will
Evidence equality within policies and practice
Engage with protected individuals/groups as necessary
Prepare and publish equality objectives at least every 4 years
As part of this duty we have reviewed our Equality Policy and Plan with all stakeholders. You can read this document here:
Our school has considered how well we currently achieve these aims with regard to the eight protected equality groups: race/disability/sex/gender reassignment/age/pregnancy and maternity/religion and belief/sexual orientation.
In compiling this equality information we have:
Identified evidence already in the school of equality within policies and practice and identified gaps
Examined how our school engages with the protected groups, identifying where practice could be improved
Analysed our effectiveness in terms of equality
SUMMARY OF EQUALITIES EVIDENCE ACTION
There are occasional racist incidents in school, often with very young children. The evidence tells us that we should continue to address this issue, related to all minority ethnic groups, through the use of circle time and PSHE. Incidents are logged on our safeguarding system so we have a record.
The evidence tells us that pupils with disabilities achieve their full potential in the school. We will continue to address this issue on a case by case basis and make the necessary adjustments to our practice when needed.
There are occasional issues with regard to one gender out performing another depending on the subject. This can vary for different year groups. Evidence is monitored and intervention programmes are used if individuals fall behind in particular curriculum areas.
The issue will be discussed in PSHRE and assemblies with regard to society as a whole.
PREGNANCY AND MATERNITY
Recommended policies from Essex HR are followed and risk assessments for pregnant staff are carried out.
RELIGION OR BELIEF
The Essex Scheme for RE is followed and a variety of religious beliefs are studied throughout the school. There is a collective act of worship each day, although assembly on a Thursday is broadly Christian in character. Parents are given the option to withdraw their children from Religious Education or religious Assemblies.
The evidence does not show that this is an issue within Felsted Primary and any parents/visitors are not discriminated against with regard to their sexual orientation.
The school follows Essex HR policies with regard to employment so it is not envisaged that this is an issue.
We engage with a variety of groups through the following actions:-
Inviting speakers to talk to the children in lessons and assemblies
Holding special events involving certain groups
Research into specific groups where these groups are not easily accessible
School trips which include linking with a variety of groups
The school believes a way forward will be to communicate with more diverse groups through initiatives and training with other schools.