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Equality Statement

Public Sector Equality Duty Statement 2023-24

This statement describes how the Governing Body of St John’s CE Primary School 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 the 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 relations.
  • 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 John’s CE Primary School.

The Equality Information and Objective Policy can be found on the policies page by clicking here.

Gender Pay Gap

Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. The results must be published on the employer’s website and a government website.

The report shows the information calculated for BDAT and is available on the BDAT website here.

Trustee and Governor Diversity Data Report

To read the BDAT Trustee and Governor Diversity Data Report, please click here.

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