The aim of this policy is to ensure that Raunds Park Infant School promotes equality and eliminates sexual discrimination and harassment. It is our duty to give due regard, proportionality and relevance to the need to eliminate unlawful discrimination and harassment on the grounds of sex and promote equality of opportunity between women and men, including boys and girls. It applies to all members of the school community and, in conjunction unction with all the school's equality policies and procedures, is central in meeting our school aims.
The policy clarifies the role that the school has in demonstrating gender quality and fairness in all aspects of its work.
This includes:
- policy making; – the treatment of pupils; – treating men and women employees equitably through our employment practices such as recruitment, training, promotion and flexible working.
We recognise that.men, women, boys and girls are not starting from an equal-footing and identical treatment will not always be appropriate to tackle gender inequality. It is important that all have the very best opportunities regardless of gender.
We acknowledge that we also have an obligation to eliminate discrimination and harassment towards current and potential trans-sexual staff and service users.
Gender Equality Scheme (GES)
Our Gender Equality Scheme identifies when and by whom all our practice and policies will be reviewed and assessed for GE issues. Areas for development will be prioritised in an ongoing programme of evaluation and improvement. All policies will be reviewed by the Governing Body at least once within a five year cycle and, at specific times in the year, all our work will be reviewed by identified personnel.
Our scheme will be drawn up in consultation with employees, service users, unions and other stakeholders. We will also take into account any information already known about GE issues through monitoring of current policies and practices. Consideration will also be given to the need to assess and address the causes of any gender pay gap and to set appropriate objectives.
The GES will be implemented within three years of its publication and reviewed at least every three years.
Responsibility for the Policy
Responsibility for promoting and managing equality and diversity within the school rests with the Governing Body. The Headteacher is responsible for day to day management issues. All members of the school community will have responsibility for following policy and promoting GE. The school will also work in partnership with others, for example, the Local Authority and its HR Department for personnel related issues. The school's policy and GES will be available on its web site to meet the GED and to demonstrate how the school will promote GE in all aspects of its work.
Any intentional infringement of the policy is treated as a serious matter. Action may be taken by the school against any member of staff, using the most appropriate procedures, where there is sufficient evidence to support it. Such action may include the use of conciliation, mediation, competency or disciplinary procedures.
Individuals who believe that they have been unfairly discriminated against under the terms of the Policy may direct a complaint to the Headteacher in line with the school's complaints policy.
The policy will apply to all staff and pupils. Parents, visitors, contractors and any other persons connected to the school are expected to comply with the GE policy.
Practice Guidelines
The following sections detail the steps the school adopts to develop and implement fair policies in relation to staff and pupils. This complies with its commitment to promote and manage equality and diversity.
Employment
Recruitment and Selection
Good practice is pursued in the area of staff recruitment and selection to ensure equality of opportunity for all applicants. Job vacancies are advertised in line with National Policies. Positive action will be taken where necessary. In the event of a complaint of discrimination. from either internal or external applicants for vacancies, the Governor or Headteacher leading the selection is expected to detail the criteria on which the selection decision was founded and demonstrate that the successful applicant was the one who most closely met the criteria. Training, Development, Promotion and Career Progression
It is the policy of the school to provide appropriate training and development for all its employees in line with the school's developmental needs and the performance management of its employees. (See Staff Development Policy) The needs of the job, individual ability and performance are the only appropriate criteria considered in an employee's annual Performance Management cycle. In addition, those responsible for undertaking PM interviews ensure that no employee has any reason to believe that unlawful discrimination has been an element in any decision. Similarly those on part-time, temporary and fixed term contracts receive equal consideration, subject to appropriate opportunities arising.
Probation
Where probationary requirements are applicable to an appointment, their implementation, including orientation, training, monitoring, guidance and recommendation for permanent appointment is managed fairly and without discrimination.
Grievance
The school ensures that any grievance relating to discrimination is treated seriously and promptly. Staff who believe that they have been discriminated against can pursue the matter by raising a complaint, in accordance with the grievance procedure applicable to their post.
Discipline
Failure to comply with or conform to the Policy is treated as a serious disciplinary matter. Dismissal and Redundancies School employees who have been delegated responsibility for identifying members of staff for dismissal on the grounds of redundancy do not unlawfully discriminate.
Pupils
Selection and Admission of Pupils
The school's admissions policy does not use gender as a criterion for admission Pupil progress The school states in its Aims and Vision Statements a range of opportunities and ambitions for all its pupils and the community. The school will use every opportunity to ensure its practice is not discriminatory and then review that it has not been discriminatory by scrutinising the outcomes that the school achieves (e.g.: performance in KS I SATs) for differences that may be significantly impacting on pupils because of their gender. Any actions will be identified in the Gender Equality Scheme.
Discipline and behaviour
In respect of their conduct, staff and pupils are expected to behave courteously, and not to engage in behaviour that is, or is likely to be, prejudicial to the good order or to the reputation of the school and its rules. Analysis of incidents and any patterns that might be related to gender will be identified and included in the GES. All staff are responsible for ensuring that incidents of sexist behaviour are dealt with, recorded and referred to the relevant member of SMT.
Monitoring the Policy
The school monitors information relating to:
- all groups of pupils
- attainment, achievements and progress
- incidents relating:p pupils in school
- all activities that relate to staff recruitment and selection, and to career development and opportunities for promotion
- all engagements with the school by members of the community
- Z:I
pupil participation, exclusions, rewards, sanctions, bullying and sexist behaviour , admissions and attendance etc.
- the content of the curriculum
" Pupils' personal and social development and pastoral care, taking into account the outcomes of the Every Child Matters agenda.
- Staff recruitment, training and promotion
- any other useful data
The Headteacher reports on the results of this assessment and monitoring on an ongoing basis in the Headteacher's reports. The Policy, along with any associated codes of practice and procedures, will be subject to regular review to ensure that the school's commitment to promoting and managing equality and diversity is actively pursued to meet its GED.