Welcome to Budbrooke Primary School

Equality Statement

Budbrooke Primary School is committed to equality and valuing diversity and actively supports practices that promote genuine equality of opportunity for all staff and young people.

 

Budbrooke Primary School is committed to promoting a positive and diverse culture in which all staff and young people are valued and supported to fulfil their potential irrespective of their age, disability, race, religion, belief, sex or sexual orientation.

 

We recognise our obligations under the Equality Act 2010 and are committed to promoting the equality and diversity of all those we work with especially our employees, pupils, young people and visitors. We oppose all forms of unlawful and unfair discrimination, bullying and harassment and will make every effort to comply with the requirements of the Act and its subsequent provisions.

 

The following groups have been identified as key recipients in terms of the provision of this statement:

  • Are being looked after or on the edge of Care
  • Have Special Educational Needs / Learning Difficulties and Disabilities
  • Are excluded or at risk of exclusion from school
  • Are from an ethnic group, including those from Gypsy, Roma, Traveller background
  • Have English as an additional language
  • Are missing in education
  • Have Ill health, including hospitalisation, affecting attendance at school
  • Are Not in Education, Employment or Training (NEET)
  • Have drug or alcohol abuse

 

The categories of people covered by the schools provisions include prospective, current and former pupils.

 

  • Are young carers
  • Are offending or at risk of offending
  • Have mental health issues
  • Are in receipt of free school meals
  • Live in areas of deprivation
  • Are gender questioning or going through transition
  • Are Lesbian, Gay or Bisexual

 

This policy and all associated procedures apply to all staff (including volunteers and students on placement), young people and visitors and should be read in conjunction with the following policies:

 

  • Anti-Bullying Policy
  • Responding to prejudice related incidents
  • Complaints Policy
  • Online Safety Policy
  • Health and Safety Policy
  • Behaviour Policy
  • Educational Visits Policy
  • Privacy Policy
  • Safeguarding and Child Protection Policy
  • Whistle Blowing Policy

 

Failure to comply with these policies and procedures may result in disciplinary action.

Discriminatory treatment, bullying or harassment of staff or young people by visitors will also not be tolerated.

 

Compliance

 

Compliance with the Equality Act 2010 is the responsibility of all members of staff. Budbrooke Primary School does not condone any act of direct discrimination, indirect discrimination, harassment or victimisation. Any breach of this policy may lead to disciplinary action.

 

Definitions

 

The Equality Act covers nine protected characteristics upon which discrimination is unlawful:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex and
  • sexual orientation

For further information on types of unlawful discrimination see Appendix 1.

 

Roles and responsibilities

 

The designated senior member of staff with overall responsibility for all equality and diversity matters at Budbrooke Primary School is the Headteacher. For further information on the roles and responsibilities of the Designated Person see Appendix 2.

 

It is the responsibility of all staff to:

  • Treat colleagues, young people and visitors with dignity and respect; and avoid behaving in any manner that may give rise to claims of discrimination, harassment or victimisation;
  • Support and participate in any measures introduced to promote equality and diversity;
  • Actively challenge discrimination and disadvantage in accordance with their responsibilities;
  • Report any issues associated with equality and diversity in accordance with this policy.

 

It is important to appreciate that an employee is personally responsible for their own acts of discrimination, harassment or victimisation carried out during their employment, whether or not the employer is also liable. Any attempt to instruct, cause or induce another person to discriminate, harass or victimise a third person will also amount to unlawful discrimination and any employee doing so will be subject to disciplinary action.

 

Duty to make reasonable adjustments

 

We will actively seek to make reasonable adjustments, where there is a need to ensure that a disabled person has the same access to everything as a non-disabled person, as far as is reasonable. We will take positive and proactive steps to remove, reduce or prevent the obstacles faced by a disabled individual, as far as is reasonable. For further information, visit the Equality and Human Rights Commission website at: www.equalityhumanrights.com

 

Admissions policy

 

Our admissions criteria are defined under the admissions policy and are applied consistently to every young person, irrespective of any protected characteristic.

 

Curriculum delivery

 

The curriculum is crucial to tackling inequalities for pupils including gender stereotyping, preventing bullying and for raising attainment. The principles of equality and diversity are embedded in our academic and social curriculum.

 

Positive and proactive steps will be taken to prevent discrimination against, or victimisation of, any young person in the provision of education or access to any benefit, facility or service including educational trips, work experience and leisure activities.

 

Exclusion policy

 

The decision to exclude a child for a fixed period or permanently is a last resort. Our exclusion criteria are defined under the exclusion policy and are applied consistently to every young person, irrespective of any protected characteristic.

 

Recruitment and selection

 

All employees, whether part-time, full-time, temporary or permanent will be treated fairly and equally.

 

We will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Selections will be made on the basis of aptitude, ability and/or merit, where appropriate.

 

Where appropriate, Budbrooke Primary School will endeavour to make all reasonable and effective adjustments during the recruitment and selection process. Where recruitment and selection is carried out by a third party, on behalf of Budbrooke Primary School, we will take all reasonable steps to ensure they adhere to the principles of this policy.

 

Reporting and recording incidents of discrimination and harassment

 

All incidents of discriminatory treatment, bullying and harassment must be reported to senior staff and recorded as soon as is reasonably possible (and in any event within 24 hours of the incident). All bullying-related incidents (confirmed or otherwise), will be addressed in accordance with our Anti-Bullying Policy.

 

Complaints and grievances

 

If an individual believes that they have been discriminated against, harassed or victimised, they are asked to follow our complaints or grievance procedure.

 

Implementation, monitoring, evaluation and review

 

The designated senior member of staff with overall responsibility for the implementation, monitoring and evaluation of the ‘Equality and Diversity Policy’ is the Headteacher.

 

The designated member of staff is also responsible for ensuring that all young people, staff, parents/carers and placing local authorities are aware of our policy. Additional support would also be provided to any parent or significant person, wishing to know more about the policy and procedures outlined above. A copy of this policy document is available for inspection on the premises during office hours and an electronic copy is posted on our school website.

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