Aims

Our academy aims to meet its obligations under the Public Sector Equality Duty (PSED) by having due regard to the need to:

• Eliminate discrimination and other conduct that is prohibited by the Equality Act 2010.
• Advance equality of opportunity between people who share a protected characteristic and people who do not share it.
• Foster good relations across all characteristics – between people who share a protected characteristic and people who do not share it.

Legislation and guidance

This information meets the requirements under the following legislation:

• The Equality Act 2010, which introduced the Public Sector Equality Duty and protects people from discrimination.
• The Equality Act 2010 (Specific Duties) Regulations 2011, which require schools to publish information to demonstrate how they are complying with the Public Sector Equality Duty and to publish equality objectives.

Our principles:

Principle 1: All learners are of equal value

We see all learners and potential learners, and their parents and carers, as of equal value:

• Whether or not they are disabled.
• Whatever their socio-economic status.
• Whatever their ethnicity, culture, national origin or national status.
• Whatever their gender and gender identity.
• Whatever their religious or non-religious affiliation or faith background.
• Whatever their sexual identity.

Principle 2: We recognise and respect difference

Treating people equally does not necessarily involve treating them all the same.  Our policies, procedures and activities must not discriminate but must nevertheless take into account differences of life-experience, outlook and background, and the kinds of barrier and disadvantage which people may face, in relation to:

• Disability, so that reasonable adjustments are made.
• Whatever their socio-economic status.
• Ethnicity, so that different cultural backgrounds and experiences of prejudice are recognised.
• Gender, gender reassignment and gender identity, so that the different needs and experiences of girls and boys, and women and men, are recognised.
• Religion, belief or faith background.
• Sexual identity.
• Age.

Principle 3: We foster positive attitudes and relationships, and a shared sense of cohesion and belonging

We intend that our policies, procedures and activities should promote:

• Positive attitudes towards disabled people, good relations between disabled and non-disabled people, and an absence of harassment of disabled people.
• Positive interaction, good relations and dialogue between groups and communities different from each other in terms of ethnicity, culture, religious affiliation, national origin or national status, and an absence of prejudice-related bullying and incidents.
• Mutual respect and good relations between boys and girls, and women and men, and an absence of sexual and homophobic harassment.

Principle 4: We observe good equalities practice in staff recruitment, retention and development

We ensure that policies and procedures should benefit all employees and potential employees, for example in recruitment and promotion, and in continuing professional development:

• Whether or not they are disabled.
• Whatever their socio-economic status.
• Whatever their ethnicity, culture, race, religious affiliation, national origin or national status.
• Whatever their gender and sexual identity, and with full respect for legal rights relating to pregnancy and maternity.
• Whatever their age.
• Whatever their marriage or civil partnership status.

Principle 5: We aim to reduce and remove inequalities and barriers that already exist

In addition to avoiding or minimising possible negative impacts of our policies, we take opportunities to maximise positive impacts by reducing and removing inequalities and barriers that may already exist between:

• Disabled and non-disabled people.
• People of different ethnic, cultural and religious backgrounds.
• Girls and boys, women and men.
• People with a range of socio-economic status.

Principle 6: We consult and involve widely

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 consult and involve:

• Disabled people as well as non-disabled.
• People from a range of ethnic, cultural and religious backgrounds.
• Both women and men, and girls and boys.
• Gay people as well as straight.
• Transgender people.

Principle 7: Society as a whole should benefit

We intend that our policies and activities should benefit society as a whole, both locally and nationally, by fostering greater social cohesion, and greater participation in public life of:

• Disabled people as well as non-disabled.
• People of a range of socio-economic status.
• People of a wide range of ethnic, cultural and religious backgrounds.
• Both women and men, girls and boys.
• Gay people as well as straight.
• Transgender people.

Principle 8: We base our practices on sound evidence

We maintain and publish quantitative and qualitative information about our progress towards greater equality in relation to:

• Disability.
• Ethnicity, religion and culture.
• Gender.
• Socio-economic status.

We formulate and publish specific and measurable objectives, based on the evidence we have collected and published (Principle 8) and the engagement in which we have been involved (Principle 7), in relation to:

• Disability.
• Ethnicity, religion and culture.
• Gender.
• Socio-economic status.

We recognise that the actions resulting from a policy statement such as this are what make a difference.

Click here to view our Equality Information and Objectives.