Introduction

There are a number of statutory duties that must be met by every school in line with legislation from the Race Relations Amendment Act 2000, Public Sector Equality Duty 2011 and Equality Act 2010.

Our school is committed to developing a Single Equality Statement and Principles that incorporates the existing Disability, Race and Gender Schemes together with new actions covering Community Cohesion, Age Religion or Belief and Sexual Orientation.

In our inclusive approach we focus on the well-being and progress of every child and where all members of our community are of equal worth.

We believe that the Equality Act provides a framework to support our commitment to valuing diversity, tackling discrimination, promoting equality and fostering good relationships between people. It also ensures that we continue to tackle issues of disadvantage and underachievement of different groups. 

Key Principles

We recognise that treating people equally does not necessarily involve treating them all the same. We recognise that our policies, procedures and activities must not discriminate but must take account of diversity and the kinds of barriers and disadvantages that staff, parents/carers or pupils may face in relation to their protected characteristics:

Disability – we recognise that adjustments may need to be made and this will be carried out through evaluation of needs.

Gender (including transgender) – we recognise that girls and boys, men and women have different needs.

Religion and belief – we note that reasonable requests in relation to religious observance and practice may need to be made and complied with.

Ethnicity and race – we note that all have different experiences as a result of our ethnic and racial backgrounds.

Age – we value the diversity in age of staff, parents and carers.

Sexual orientation – we respect that individuals have the right to determine their own sexual identity and that they should not experience disadvantage as a result of their preference.

Marital status – we recognise that our staff, parents and carers may make their own personal choices in respect of personal relationships and that they should not experience disadvantage as a result of the relationships they have.

Pregnancy and maternity – we believe that our staff, parents and carers should not experience any unfair disadvantage as a result of pregnancy or having recently given birth. 

Key approaches

Skellingthorpe Saint Lawrence Primary School approaches equality by:

• Valuing all learners regardless of disability, ethnicity, culture, national status, national origin, gender or faith
• Recognising, respecting and valuing difference and understanding diversity is a strength. We strive to remove barriers and disadvantages people may face  
• Fostering positive attitudes and relationships between people with different backgrounds, gender, cultures, faiths, abilities and ethnic origins
• Fostering a shared sense of cohesion and belonging. We want all members of our school community to feel a sense of belonging within the school and wider community and to feel that they are respected and able to participate fully in school life 
• Observing good equalities practice for our staff. We ensure that policies and procedures benefit all employees and potential employees in all aspects of their work, including recruitment and promotion, and in continuing professional development
• Having the highest expectations of all our children. We expect that all pupils can make good progress and achieve to their highest potential
• Working to raise standards for all pupils
• Eliminating discrimination, harassment and victimisation
• Encouraging everyone in our school community to gain a positive self-image and high self esteem

Addressing prejudice and prejudice related bullying

The school is opposed to all forms of prejudice. We will ensure that prejudice related incidents in relation to staff and pupils are recorded and dealt with appropriately.

Roles and responsibilities

The Governing Body is responsible for ensuring that the school complies with legislation, and that these principles and procedures are implemented, and that arrangements are in place to deal with any concerns or unlawful action that arises

The Headteacher and Inclusion Leader are responsible for implementation on a day-to-day basis, ensuring that all staff are aware of their responsibilities and given appropriate training and support for taking appropriate action in any cases of unlawful discrimination, harassment or victimisation.

All staff are expected to work in accordance with the statement and principles outlined here in order to:

• Promote an inclusive and collaborative ethos in their practice
• Deal with any prejudice-related incidents that may occur
• Plan and deliver relevant curricula and lessons in accordance with this statement
• Support pupils in their class who have additional needs