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Equality Statement

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: 

  • promote an inclusive and collaborative ethos in their classroom
  • challenge and deal with any prejudice-related incidents that may occur
  • identify and challenge bias and stereotyping in the curriculum
  • keep up-to-date with equalities legislation relevant to their work.


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

    more effectively.

  • Assess whether you 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


  • 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 CE Primary Academy.