Equality Act Statement

Ridgeway Education Trust (RET) is a trust rooted in its community and based on strong shared values of inclusivity, high standards and respectful relationships.  Our mission is to enable all of our children and young people to thrive, especially those who are most disadvantaged, by providing high quality education and care for all.  Our values of ambition, integrity and leading for legacy underpin all that we do, guiding both our everyday behaviours and our decision making.

In line with our mission, the individual schools that make up the trust are all committed to ensuring equality of opportunity in line with the Equality Act 2010.  We recognise that some groups have historically suffered disadvantage within society because of their characteristics; we want to reduce disadvantages, discrimination and inequalities of opportunity, and are committed to promoting diversity of our students, our workforce and the communities in which we work.

We aspire to ensure our pupils achieve their very best.  Where pupils experience barriers to their success, we will work with them to address these in a sensitive and sympathetic way. We will teach our pupils the importance of equality, what forms discrimination can take and the impact discrimination can have.  We will strive to create communities where equality is prioritised, difference is valued and relationships are always based on deep mutual respect.

The Equality Act defines the Protected Characteristics, as they apply to schools, as:

• Age (in relation to staff only)
• Disability
• Gender reassignment
• Marriage and civil partnership (in relation to staff only)
• Pregnancy and maternity
• Race
• Religion, faith or belief
• Sex
• Sexual orientation

We will not discriminate on the grounds of any of the Protected Characteristics, save the very small number of occasions where such discrimination is permitted by law.  Examples of this in schools include arranging pupils into classes based on age, and taking positive action to deal with particular disadvantages affecting pupils of one racial group if this is a proportionate means of dealing with the issue.

As an academy trust and employer, we will not accept:

• Direct or unlawful indirect discrimination
• Harassment
• Victimisation

We are committed to complying with the Public Sector Equality Duty (PSED) and will seek to:

• Eliminate discrimination and other conduct that is prohibited by the Act
• Advance equality of opportunity between people who share a protected characteristic and those who do not share it
• Foster good relations across all characteristics – between people who share a protected characteristic and those who do not share it.

We will have due regard to the Public Sector Equality Duty when making decisions, taking actions and developing policies.  We will publish our equality objectives and information about how we are complying with the Public Sector Equality Duty.

Published Information will be updated annually and objectives will be updated every four years. This information is available on our website.

Roles and Responsibilities

Board of trustees hold ultimate legal and statutory accountability for all aspects of the school’s work, including that related to equality and compliance with the Equality Act.  They ensure that equality, diversity and inclusion are considered whenever reviewing, updating and introducing trust-wide policies.

Local Governing Bodies are responsible for:

• Reviewing and approving the school’s equality objectives;
• Monitoring and reviewing implementation and impact of this policy and the school’s work to achieve its equality objectives;
• Ensuring that the equality information and objectives as set out in this statement are published and communicated throughout the school, including to staff, pupils and parents, and that they are reviewed;
• As a result of these actions and their wider work, fostering equality, diversity and inclusion at school level.

The Headteacher is responsible for:

• Promoting knowledge and understanding of the equality objectives amongst staff and pupils, including through providing relevant training to staff as required;  
• Monitoring progress against these objectives and reporting this back to the LGB;
• Taking appropriate action in any cases of discrimination, harassment, victimisation and bullying;
• Regularly reviewing data related to prejudice-based incidents and taking necessary steps to reduce occurrences of these.

School staff are responsible for:

• Understanding and complying with this Equality Statement and contributing to the school’s work to address its equality objectives;
• Making reasonable adjustments to ensure pupils do not experience discrimination or exclusion;
• Dealing with prejudice-related incidents in line with agreed procedures;
• Challenging bias and stereotyping and promoting an inclusive school ethos.

Parents and carers, pupils and visitors are responsible for refraining from behaviour that constitutes discrimination, harassment, victimisation or bullying; understanding the ethos of the school and complying with the provisions in this statement; and reporting prejudice-related incidents, in line with school expectations and approaches.