St Philip’s C of E Primary Academy
Public Sector Equality Duty Statement 2018/19:
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.
Oppose all forms of prejudice which stand in the way of fulfilling legal duties for all aspects of equality
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.
Staff are expected to:
We will consult widely:
People affected by a policy or activity should be consulted and involved in the design of new policies, and in the review of existing ones. Where possible, we consult and involve all including those of a protected characteristic.
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
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 CE Primary Academy.