At Ivy Bank, we welcome our duties under the Equality Act 2010. The general duties are:
- eliminate discrimination
- advance equality of opportunity
- foster good relations
We understand the principal of the act and the work needed to ensure those with protected characteristics are not discriminated against and are given equality of opportunity. A protected characteristic under the act covers the groups listed below:
- Gender reassignment
- Maternity and Pregnancy
- Religion and belief
- Sexual orientation
- Marriage and civil partnership
In order to meet our general duties listed above, the law requires us to do some specific duties to demonstrate how we meet the general duties. These are to:
- publish equality information - to demonstrate compliance with the general duty across its functions. We will not publish information that can specifically identify any child.
- prepare and publish equality objectives.
To do this we have used the monitoring information gathered by school on admissions, attendance, attainment, exclusions and general involvement to determine our focus for our equality objectives.
Aspire Educational Trust's Strategic Business Plan 21/22
Diversity - Aspire's overarching objective
- To ensure all our schools are inclusive, tolerant and providing equal opportunities for all.
- To ensure that the correct language is used across all for the schools so that everyone feels valued and included.
Key strategies to secure success -
Elements of diversity are embedded within the sections below. In addition, specific strategies include:
- INSET day in September linked to diversity - workshops to run for ALL staff around disability, race and sexual orientation.
- Follow up work across the year celebrating diversity both in our Trust and in the wider world.
- KS to issue a 'diversity calendar' for all schools within the Trust
Success criteria and KPI's:
- Staff and children have a greater understanding of 'diversity' and what it is like to live in a diverse community.
- Staff able to identify any unconscious bias and have the opportunity to explore ways to overcome these and promote a climate of equality across the Trust.
- Staff confident that the language they are using is appropriate.