St Philip’s C of E Primary Academy
Public Sector Equality Duty Statement
This statement describes how the Governing Body of St Philip’s C of E
Primary Academy intends to fulfil its responsibilities, under the Public Sector
Equality Duty, with regard to its workforce.
We will have due regard to the need to:
Eliminate unlawful discrimination, harassment, victimisation and any
other conduct prohibited by the Equality Act;
Advance equality of opportunity between people who share a protected
characteristic and people who do not share it; and
Foster good relations between people who share a protected
characteristic and those who do not share it.
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
Assess whether you are discriminating unlawfully when carrying out
any of our functions.
Identify what the key equality issues are for our organisation.
Benchmark our performance and processes against those of similar
organisations, nationally or locally.
Consider taking steps to meet the needs of staff who share relevant
Identify if there are any actions we can take to avoid discrimination
and harassment, advance equality of opportunity or foster good
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.
We will work towards developing an equality profile of staff to help us to
understand key equality issues in our workforce, including any evidence of
pay gaps or ‘occupational segregation’ i.e. staff with certain protected
characteristics being over-represented in particular roles, for example, women
as cleaners, or at certain grades. 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.
Publication of Equality Information
We will collect and use enough workforce information to effectively meet the
general equality duty. Where relevant and proportionate, we will publish on
our website some information about the impact of our employment functions
on people with the different protected characteristics in order to demonstrate equality in action here at St Philip’s Church of England Primary Academy.