Equality
Equality and Diversity at Summerfield Primary School
At Summerfield Primary School we actively promote equality of opportunity for all staff, governors, pupils and parents, creating a harmonious learning community where all can succeed. We are committed to ensuring equality of opportunity for all pupils, staff, parents and carers irrespective of age, race, gender, disability, belief, sexual orientation 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 or ability to participate fully in school life. We tackle discrimination through the positive promotion of equality, by challenging bullying or stereotypes and by creating an environment which champions respect for all. At Summerfield Primary School, we believe that diversity is a strength which should be respected and celebrated by all stakeholders of the school.
As a school we welcome our duties under:
- The Equality Act 2010 to eliminate discrimination, advance equality of opportunity and foster good relations in relation to the protected characteristics of; age (4-11); disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion and belief; sex; sexual orientation
- The Public Sector Equality Duty (PSED) to assess the impact of our policies and practices on staff and pupils and take action to remove any obstacles identified, having due regard to:
- Eliminating unlawful discrimination, harassment and victimisation.
- Advancing equality of opportunity between people who share a protected characteristic and people who do not share it.
- Fostering good relations across all protected characteristics between people who share a protected characteristic and people who do not share it.
In fulfilling our statutory duties we are guided by the following seven principles:
- All members of the school and wider community are of equal value
- We recognise and respect diversity
- We foster positive attitudes and relationships, and a shared sense of cohesion and belonging
- We will ensure that the recruitment, retention and ongoing development of staff is undertaken in a fair and equitable manner to support our school’s vision and values
- We aim to reduce and remove inequalities and barriers that already exist
- We consult widely
- We feel that the community as a whole should benefit
The seven principles stated above means that school displays a commitment to upholding our values of respect, care and potential. There are nine officially protected characteristics, and we ensure they are not discriminated against, wherever possible. Where appropriate, we identify practical objectives and specific actions to challenge discrimination against:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race
- religion or belief
- sex
- sexual orientation
Policies
For more information please see the following:
PUBLIC SECTOR EQUALITY DUTY
What is the Public Sector Equality Duty?
The single Public Sector Equality Duty (PSED) came into effect in April 2011 as a result of the Equality Act 2010. It requires public bodies to promote equality and replaced three pre-existing duties relating to disability, race and gender equality.
The PSED applies to all maintained and independent schools, including academies, and maintained and non-maintained special schools.
Protected Characteristics
The Department for Education (DfE) has published non-statutory advice that sets out schools' obligations under the PSED.
Paragraph 5.1 explains that the PSED extends to the following protected characteristics:
- Race, disability, sex, age, religion or belief, sexual orientation, pregnancy and maternity, gender reassignment
Three Main Elements
Paragraph 5.1 of the document explains that the PSED has three main elements. In carrying out their functions, public bodies are required to have 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, and between people who share a protected characteristic and people who do not share it
Due Regard
Paragraph 5.4 of the DfE's advice says that 'due regard' has been defined in case law and means giving "relevant and proportionate consideration to the duty".
For schools, this means:
- Decision makers must be aware of the duty to have due regard when making a decision or taking an action, and must assess whether it may have implications for people with particular protected characteristics
- Schools should consider equality implications before and at the time that they develop policy and take decisions, not as an afterthought, and they need to keep them under review on a continuing basis
- The PSED has to be integrated into the carrying out of the school’s functions, and the analysis necessary to comply with the duty has to be carried out seriously, rigorously and with an open mind
Specific Duties
The PSED introduces secondary legislation in the form of specific duties. The duties require schools to:
- Publish information to demonstrate how they are complying with the PSED. This information must include, in particular, information relating to people who share a protected characteristic
- Prepare and publish equality objectives
Schools are required to update this published information at least annually and to publish objectives at least once every four years.
What does our school do to eliminate discrimination?
We have set a clear vision and values which expect all our staff to act in a non-discriminating manner and be mindful to avoid actions that will be deemed as such to the public and our wider community.
We have up-to-date and ratified policies which set out a clear message that discrimination is not tolerated: staff code of conduct, behaviour, anti-bullying, safeguarding and child protection.
We understand that it is unlawful to fail to make reasonable adjustments to overcome barriers to using services caused by disability and one of our equalities objectives addresses this.
The governing body and school leaders involved in recruitment will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Another one of our equalities objectives addresses this.
Through a structured PSHE curriculum offer, assemblies, workshops and visits, equalities will be discussed with and taught to the children, exemplifying the British Values and school values that we believe in.
Ways we improve equality of opportunity and involve individuals affected by inequality
