UN Convention on the Rights of the Child linked Articles:
Article 13 (freedom of expression) Every child must be free to express their thoughts and opinions and to access all kinds of information, as long as it is within the law.
Article 14 (freedom of thought, belief and religion) Every child has the right to think and believe what they choose and also to practise their religion, as long as they are not stopping other people from enjoying their rights. Governments must respect the rights and responsibilities of parents to guide their child as they grow up.
Article 23 (children with a disability) A child with a disability has the right to live a full and decent life with dignity and, as far as possible, independence and to play an active part in the community. Governments must do all they can to support disabled children and their families.
Equality Statement and Objectives
At Dulverton Primary School we have due regard to:
- eliminate unlawful discrimination, harassment, victimisation and any other conduct 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 between people who share a protected characteristic and those who do not share it.
We are committed to ensuring equality of education and opportunity for all pupils, staff, parents and carers, irrespective of race, gender, disability, belief, religion or socio-economic background. In order to further support pupils, raise standards and ensure inclusive teaching, we have set ourselves the following objectives:
- To regularly monitor and analyse pupil achievement and progress by ethnicity, gender, economic background (PPG) and disability and act on patterns in the data that require additional support for pupils
- Focus on those arriving in school as low attaining, particularly with speech and language needs
- Build a curriculum which reflects modern Britain and all of its diversity
The Senior Leadership Team and Governors at Dulverton Primary School regularly review the progress we are making to meet our equality objectives with regard to the protected groups (ethnicity, disability, gender, gender reassignment, age, pregnancy and maternity, marital status, sexual orientation, religion and belief and sexual orientation) under the Equality Act (2010).
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 we are discriminating unlawfully when carrying out any of our functions;
- Identify what the key equality issues are for our organisation.
- Assess performance
- 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.
- Ensure that the equality information and objectives as set out in the Equality Policy are published and communicated throughout the school, including to staff, pupils and parents, and that they are reviewed and updated at least once every four years
We will work towards developing an equality profile of staff to help us to understand key equality issues in our workforce. 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
- return to work of women on maternity leave
- return to work of disabled employees following sick leave relating to their disability
- grievances (including about harassment)
- disciplinary action (including for harassment)
- dismissals and other reasons for leaving.
We will collect and use enough workforce information to effectively meet the general equality duty.