Equality Duty

Introduction

This document describes how the Governing Body of Gorseland Primary School intends to fulfil its responsibilities under the Public Sector Equality Duty with regard to its workforce. The Equality Objectives will be part of the School Development Plan.

We will have due regard to the need to:

  •          Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Equality Act;
  •          Advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
  •          Foster good relations between people who share a protected characteristic and those who do not share it.

We will collect and use equality information to help us to:

Identify key issues;

  •          Understand the impact of our policies, practices and decisions on people with different protected characteristics, and thereby plan them more effectively;
  •          Assess whether you are discriminating unlawfully when carrying out any of our functions;
  •          Identify what the key equality issues are for our organisation.
  •          Benchmark our performance and processes against those of similar organisations, nationally or locally.

Take action

  •          Consider taking steps to meet the needs of staff who share relevant protected characteristics;
  •          Identify if there are any actions we can take to avoid discrimination and harassment, advance equality of opportunity or foster good relations;
  •          Make informed decisions about policies and practices which are based on evidence about the impact of our activities on equality;
  •          Develop equality objectives to meet the specific duties;
  •          Have due regard to the aims of the general equality duty by ensuring that staff have appropriate information for decision-making.

We will work towards developing an equality profile of staff to help us to understand key equality issues in our workforce, including any evidence of pay gaps or ‘occupational segregation’ i.e. staff with certain protected characteristics being over-represented in particular roles. In addition, we note that it is likely to be useful to collect and consider information, appropriately disaggregated, about:

  •          recruitment and promotion
  •          numbers of part-time and full-time staff
  •          pay and remuneration
  •          training
  •          return to work of women on maternity leave
  •          return to work of disabled employees following sick leave relating to their disability
  •          appraisals
  •          grievances (including about harassment)
  •          disciplinary action (including for harassment)
  •          dismissals and other reasons for leaving.

Publication of Equality Information

We will collect and use enough workforce information to effectively meet the general equality duty. Where relevant and proportionate we will publish on our website some information about the impact of our employment functions on people with the different protected characteristics in order to demonstrate compliance with the general equality duty.

Equality Duty Compliance Document

Analysis 2015/2016

Our workforce is 8 males and 77 females.

There was 15 fixed term exclusion in 2015/2016.

There were 1 incidents of a racist or bullying nature in 2015/2016.




Equality Objectives

Objective 1: To monitor and analyse pupil achievement by race, gender and special educational need or disability and act on any trends or patterns in the data that require additional support for pupils.

Data is analysed by the Deputy Head Teachers and Inclusion Lead for each cohort. Any areas causing concern are then addressed and steps put into place with any groups or individuals requiring intervention.

Objective 2: To raise levels of attainment in core subjects for vulnerable learners. For vulnerable learners (FSM) to achieve national average levels in Reading, Writing and Maths.

Termly Data analysis includes comparisons for vulnerable learners. Progress and attainment for this group was good in 2016 and showed improved performance from 2015. The group of children eligible for pupil premium achieved at above national average in all areas in the 2016 SATs.

Internal data shows children eligible for pupil premium have differing barriers to making progress in line with those not eligible for pupil premium.

Objective 3: To raise levels of parental and pupil engagement in learning.

The inclusion team have a range of ways to ensure that pupils and parents are supported across different aspects of school life:

• Pupils with Education and Health Care Plans have termly meetings throughout the year, with an additional Annual Review meeting to ensure that sufficient resources are being directed appropriately and the pupil can make progress.

Outside agencies such are regularly involved with certain pupils to advice with EHCPs and work directly with pupils to ensure best possible outcomes.

• The Attendance Officer works closely with our Local Authority Educational Welfare officer monthly to ensure that the correct families have been targeted in terms of raising attendance and punctuality levels, in the first instance this would usually be a phone call and if necessary escalated to an attendance meeting to look at ways to support improved attendance.

• We have a pastoral team that works closely with all parents that need support with attendance.

With regard to assessment the following data is taken from Raise-on-line to show attainment of the various groups within our school population.

RWM by Groups RoL


You can find our Equality Duty Policy here