Equality Policy

This policy is based on the Equality, Diversity and Cohesion Policy of Kirklees LA.

This school policy reflects the consensus of opinion of the whole teaching staff and has the support and agreement of the governing body.  This document was approved at the Summer Term 2010 meeting of the governing body.

The implementation of this policy is the responsibility of all members of staff.  Senior staff member responsible – Mrs K Woods

Aims

  • To create a fair and just school community, that promotes social inclusion, community cohesion and equality, respects diversity and challenges and acts upon discrimination and inequality, including bullying.
  • Crowlees School will provide education for all, acknowledging that the society within which we live is enriched by diversity.
  • We will strive to ensure that the culture and ethos of the school reflects the diversity of all members of the school community, where everyone is equally valued and treats one another with respect and fairness. Pupils are provided with the opportunity to experience, understand and celebrate diversity.
  • We will not tolerate harassment of any kind. We are committed to combating all forms of discrimination.
  • We intend to reflect Kirklees’ diversity at all levels of our organisation and we aim to be an inclusive employer that positively values the contribution of all employees.
  • We will work towards eliminating all discrimination, on the grounds of race, gender, gender reassignment, disability, sexuality (including sexual orientation), age, religion, and belief. We believe that all pupils, employees and other service users should be treated with dignity and respect at all times and we will not tolerate bullying, harassment or victimisation of any groups or individuals.

School Actions

We will:

  • Promote equality, for example by assessing the impact of our policies on different groups.
  • Challenge and eradicate discrimination, for example, by acting quickly to deal with all bullying of all forms and against any group or individual for any particular reason, such as racist bullying.
  • Give a high profile to rights and responsibilities by promoting human rights, justice and fairness throughout the curriculum and wider school community.
  • Develop, implement, monitor and report equality work throughout the school community as part of our business planning, school improvement, and inspection processes.
  • Work in partnership with, and consult, pupils, parents, staff, stakeholders and the wider community to develop good practice and lead the equality agenda within our community.
  • Review and audit all our equality, diversity and cohesion activities
  • Accept the findings of the Stephen Lawrence Inquiry Report, with particular respect to the Macpherson definition of ‘institutional racism’, which is:

“The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture, or ethnic origin. It can bee seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people”.

  • Acknowledge the Stephen Lawrence Enquiry definition of a racist incident is “any incident which is perceived to be racist by the victim or any other person”
  • Also recognise that all pupils also experience harassment and bullying and in tackling these issues in school use the same definition that such an incident is perceived to be harassment or bullying by the victim or another person, until proven otherwise.
  • Strive to be a “listening school”. We listen to all our school community members including pupils, parents, staff, visitors, wider community members, stakeholders and partners.
  • Continue to develop preventative measures to deal with discrimination including promoting human rights and equality through the Citizenship Curriculum and in particular focusing on the “rights of the child”, the “right to education” and the “right to be safe”.
  • Make sure our SEN policy and procedure supports children and parents through the full function of the school.
  • Maintain strong partnerships with parents, governors and the wider community to promote equality, diversity and community cohesion. The schools engagement with partners is central to our overall strategy.
  • Monitor staff in post, all applicants, short listed candidates and candidates appointed.
  • Recognise that staff have rights as employees to work in a supportive, safe and harassment free environment and that staff have individual and collective responsibility to value and respect each other’s contributions.
  • Promote an environment where standards of conduct are of the highest level and to ensure that no one is harassed, bullied or victimised.
  • Ensure that in planning, delivering and monitoring strategies and policies, equality and diversity issues are considered at the outset of that work and that we will consult with pupils, parents, staff, partners where appropriate and the wider community.
Review

This policy will be reviewed within the school’s development plan as an area of major or minor focus on a 3 yearly cycle.