The Trinity Catholic School is committed to providing equality of opportunity and tackling discrimination, harassment and intimidation, and disadvantage.
We will not tolerate less favourable treatment of anyone on the grounds of gender, age, race, colour, nationality, ethnic or national origin, disability, sexual orientation, religious or other beliefs, disadvantage or any other justified reason and we will actively promote equality of opportunity.
We aim to develop a culture of inclusion and diversity in which all those connected to the school feel proud of their identity and able to participate fully in school life.
We will tackle discrimination by the positive promotion of equality, challenging bullying and stereotypes and creating an environment which champions respect for all. We engage with a range of groups and individuals to ensure that those who are affected by a policy or activity are consulted and involved in the design of new policies, and in the review of existing ones.
We believe that diversity is a strength, which should be respected and celebrated by all those who learn, teach and visit here.
The Trinity Catholic School will fulfil its duties under current legislation, such as the 2010 Equality Act, the 1976 Race Relations Act, the 1970 Equal Pay Act and directives from the Equality and Human Rights Commission.
Principles – How we are eliminating discrimination
The Governing Body aims to provide an environment that will promote equality of opportunity for all staff including:
- eliminating unlawful direct and indirect discrimination;
- guaranteeing that no-one receives less favourable treatment on grounds of their ethnic origin, colour, disability, creed, marital status, nationality, race, religion, culture, gender or sexual orientation;
- eradicating bullying, harassment, prejudice, human stereotyping and unfair discrimination;
- valuing, celebrating and learning from the diversity of students and staff.
The role of the Headteacher
- It is the Headteacher’s role to implement the school’s Equality Policy.
- It is the Headteacher’s role to ensure that all staff are aware of the Equality Plan, and that teachers apply these guidelines fairly in all situations.
- The Headteacher promotes the principle of equal opportunity when developing the curriculum, and promotes respect for other people and equal opportunities to participate in all aspects of school life.
- The Headteacher treats all incidents of unfair treatment and any incidents of bullying or discrimination, including racist incidents, with due seriousness.
- The Headteacher consults with those affected by inequality and amends the school’s equality objectives in the light of their findings. This information is then shared with the governing body.
The role of all staff: teaching and non-teaching
- All staff will ensure that all pupils are treated fairly, equally and with respect, and will maintain awareness of the school’s Equality objectives
- All staff will challenge any incidents of prejudice, racism or homophobia, and record any serious incidents, drawing them to the attention of the Headteacher.
- Teachers support the work of ancillary or support staff and encourage them to intervene in a positive way against any discriminatory incidents.
We are improving equality of opportunity for people with protected characteristics by developing knowledge and understanding of equality and diversity both within and outside the curriculum.
Our staff will ensure that:
- teaching methods include and engage all students;
- teaching resources motivate and are sensitive to different groups, cultures and backgrounds;
- prejudice, stereotypes and unfair discrimination inside and outside the classroom are challenged effectively;
- teaching strategies are reviewed and updated regularly to take account of knowledge and good practice in relation to equality and diversity;
- provide opportunities for students to celebrate cultural diversity;
- inclusivity is promoted for all extracurricular activities including residential stays and school visits (selection criteria, where applied, must be transparent and no pupil can be denied access to any such activity because of special educational need or inability to pay).
- they examine critically their own assumptions and attitudes towards different groups.
Any act of unfair discrimination in word or deed will be challenged as unacceptable, and a warning will be given. Such incidents will be recorded whether they occur within the school buildings, grounds or elsewhere on school business, and may lead to disciplinary action. Any recurrence of such language or behaviour will lead to disciplinary action.
Racist symbols, slogans and other offensive insignia are prohibited in the School except where presented in a controlled way as part of teaching about racism or history. The display of such materials will otherwise be regarded as unfair discrimination and dealt with accordingly.
Harassment on account of race, gender, disability or sexual orientation is unacceptable and is not tolerated within the school environment.
All staff are expected to deal with any discriminatory incidents that may occur.
They are expected to know how to identify and challenge prejudice and stereotyping; and to support the full range of diverse needs according to a pupil’s individual circumstances.
Racist and homophobic incidents and other incidents of harassment or bullying are dealt with by the member of staff present, escalating to pastoral, academic and the leadership team as necessary. All incidents are reported to the Headteacher and bullying, discriminatory and racist incidents are recorded and reported to the governing body (or sub committee) on a termly basis.
What is a discriminatory incident?
Harassment on grounds of race, gender, disability, sexual orientation or other factors such as socio-economic status, can take many forms including verbal or physical abuse, name calling, exclusion from groups and games, unwanted looks or comments, jokes and graffiti.
Types of discriminatory incident
Types of discriminatory incidents that can occur are:
- Physical assault against a person or group because of their colour, ethnicity, nationality, disability, sexual orientation or gender;
- Use of derogatory names, insults and jokes;
- Racist, sexist, homophobic or discriminatory graffiti;
- Provocative behaviour such as wearing racist, sexist, homophobic or discriminatory badges or insignia;
- Bringing discriminatory material into school;
- Verbal abuse and threats;
- Incitement of others to discriminate or bully due to victim’s race, disability, gender or sexual orientation;
- Discriminatory comments in the course of discussion;
- Attempts to recruit others to discriminatory organisations and groups;
- Ridicule of an individual for difference e.g. food, music, religion, dress etc;
- Refusal to co-operate with other people on grounds of race, gender, disability or sexual orientation.
Commitment to our students
Racist and discriminatory incidents will be dealt with efficiently and effectively in accordance with the relevant Policy or Procedures.
- We will make any reasonable adaptations to ensure that all students have access to and can make use of our facilities and resources.
- We will maintain a positive ethos and environment that reflects the community we serve.
- We will help students to understand prejudice and discrimination and how to take a stand against these. In this way we will prepare our students for life in a diverse multi-cultural society.
The responsibilities of our students
All students will respect the gender, race, age, nationality, ethnic or national origin, disability, sexual orientation, religious or other beliefs of other school members.
All students will respect the rights of others to study, learn and work without prejudice or discrimination.
No student will subject anyone in the school to physical violence, verbal abuse or bullying, sexual comments or harassment.
All students should feel able to speak out against any discrimination and to notify staff.
Admissions and exclusions
Our admissions arrangements are fair and transparent, and do not discriminate on the grounds of race, gender, disability or socio- economic factors.
Exclusions will always be based on the school’s Behaviour Policy. We will closely monitor exclusions to avoid any potential adverse impact and ensure any discrepancies are identified and dealt with.
We will ensure that no employee receives less favourable treatment and that appropriate support is provided so that all employees can fulfil their potential.
The Headteacher ensures that all appointment panels give due regard to this policy, so that no-one is discriminated against when it comes to employment or training opportunities.
Personnel records are confidential in accordance with employment and data protection legislation. However, any employee is entitled to see, check and if necessary correct personal data held in their own personnel record.
Where staff have physical disabilities, we will seek to ensure that:
- Reasonable and affordable arrangements are made to ensure they can take full advantage of the generally available entitlement.
We will collaborate with specialist services and agencies to provide coherent, integrated support.
Equality objectives 2017 – 2019:
We aim to provide all our pupils with the opportunity to succeed, and to reach the highest level of personal achievement. To do this, we will:
- Collect data around behaviour – internal and external exclusions and analyse it to improve the ways in which we provide support to individuals and groups of pupils
- Monitor the achievement of pupils by race, gender and disability and we will use this data to support pupils, raise standards, remove barriers to learning and ensure inclusive teaching with the aim of eliminating any gaps in attainment, progress or success. This will apply to all vulnerable groups in the school as identified by RaiseOnline and include socio-economic background.
- Monitor the attendance of pupils by race, gender and disability and we will use this data to support pupils, raise standards, remove barriers to learning and ensure inclusive teaching with the aim of eliminating any gaps in attainment, progress or success.
Monitoring of this Policy
The Headteacher is responsible for monitoring and reporting on the implementation of this policy.
All staff are responsible for promoting this policy throughout the school
The policies and procedures listed below support the school’s implementation of this Policy:
• Complaints procedures
• Special Educational Needs
• Health and safety
• Safer recruitment
• Staff Conduct policy (Code of Conduct)
• Accessibility policy
• Pupil Premium
Review of this Policy
The policy will be reviewed every two years or sooner if legislation requires changes to the current Policy.
This policy was written and adopted on: 6th March 2017
It has been approved by Mrs S Spieglehalter on behalf of the Governing Body and by Mrs S Wilkinson on behalf of the Senior Leadership Team.
It is due for review in two years on: 6th March 2019