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Chesswood Junior School

Chesswood Junior School



​​​​​All are expected embrace and welcome difference in themselves and each other to make Chesswood Junior School a truly inclusive community. We don’t seek equality, instead we focus on equity, where we strive to ensure individuals get what they need rather than get the same as others within the context of a welcoming, confident and inclusive culture.

The whole school community fully supports its duty (Equality Act 2010) as a public body to: 

  • • Eliminate discrimination and other conduct that is prohibited by the Act, 
  • • Advance equality of opportunity between people who share a protected characteristic and people who do not share it, 
  • • Foster good relations across all characteristics - between people who share a protected characteristic and people who do not share it.
  • • Support core British Values – democracy; the rule of law; individual liberty; mutual respect & tolerance
  • As a school, we will always act robustly to any behaviour, intentional or reckless, that would put inclusion at risk within our community.

guiding Principles

We are committed to providing equality of opportunity for all by eliminating discrimination. We will do this by ensuring that our practices reflect relevant employment legislation and good practice. Our employment decisions are based upon job related, objective criteria.

We are committed to having a workforce that reflects the diversity within our community where everyone is treated with dignity and respect.


Employee and Volunteer Responsibilities

All employees, irrespective of their role, have a personal responsibility to comply with this policy, associated policies and to abide by the Equality Act 2010, in dealing with each other, managing staff and in their relationships with children, parents, carers, governors and other stakeholders.

In particular, employees, must not:

  • discriminate against colleagues, other workers, job applicants, children, parents, carers, governors or other stakeholders;
  • bully or harass colleagues, other workers, job applicants, children, parents, carers, governors or other stakeholders;
  • encourage or try to encourage another person to treat others unfairly or to practice unlawful discrimination;
  • victimise people who have made allegations or complaints of discrimination or who have provided information about such discrimination.

We will not tolerate any of the above behaviours. Where employees commit an act of unjustified or unlawful discrimination, or allow discrimination to occur without taking appropriate action, then they could be liable to a claim being brought against them as an individual, for example at an Employment Tribunal. The employee could also be liable to disciplinary action for a breach of the County Council’s Standards of Conduct, which could result in dismissal.

Protected Characteristics

The Act protects people from discrimination and harassment based on the following ‘protected characteristics’:

  • Age
  • Disability.
  • Gender reassignment.
  • Marriage and civil partnership
  • Pregnancy and maternity.
  • Race.
  • Religion or belief.
  • Sex.
  • Sexual orientation.

Decision makers in schools must be aware of the duty to have “due regard” when making a decision or taking an action which may have implications for people with particular protected characteristics.



Inspecting Protected Characteristics

No matter what type of school they attend, it is important that all children gain an understanding of the world they are growing up in, and learn how to live alongside, and show respect for, a diverse range of people. When we inspect schools, we assess how well they equip children to do this.

Inspectors will gather evidence on how schools promote equality and pupils’ understanding of the protected characteristics. They will use this evidence as part of evaluating and coming to judgements on 3 main areas:

If inspectors identify at inspection that a school is not teaching about all the protected characteristics, they will always report on this and will explain how (if at all) it has affected the school’s inspection judgements.

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DFE Equality Advice for Schools

Who is this advice for?

This advice is for school leaders, school staff and governing bodies in maintained schools and academies but may also be useful for local authorities and parents.

Key points

 The Equality Act 2010 provides a single, consolidated source of discrimination law. It simplifies the law and it extends protection from discrimination in some areas.

As far as schools are concerned, for the most part, the effect of the current law is the same as it has been in the past – meaning that schools cannot unlawfully discriminate against pupils because of their sex, race, disability, religion or belief or sexual orientation.

The exceptions to the discrimination provisions for schools are all replicated in the current act – such as the content of the curriculum, collective worship and admissions to single sex schools and schools of a religious character.

Schools that were already complying with previous equality legislation should not find major differences in what they need to do.

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