Gender Equality Policy
Background and context
The Gender Equality Scheme aims to promote equality of opportunity between men and women and boys and girls.
The Equality Act 2006 amends the Sex Discrimination Act to place a statutory duty on all public authorities to have due regard to the need
- To eliminate unlawful discrimination and harassment
- To promote equality of opportunity between men and women
This statutory duty applies to all of the School’s functions including
- Policy making
- Service provision
- Employment matters
- Goods and services which are contracted out
At this school we will continuously strive to ensure everyone is treated with respect and dignity. Each person will be given fair and equal opportunities to develop their full potential with regard to gender, ethnicity, cultural and religious background, sexuality or disability.
We will actively promote gender equality in our day to day work. We will foster among all members of the Math community positive attitudes and a commitment to an education for equality.
We will monitor, evaluate and review all that we do in order to promote continuous improvement, for example, by identifying and removing all practices, procedures and customs which are discriminatory and replacing them with practices which are fair to all irrespective of gender.
We will ensure this policy is brought to the attention of all who work and learn in the School.
Roles and Responsibilities
The Governing Body will assess and monitor the impact of this policy by receiving reports from the Headteacher by nominating a member of the Governing Body as the designated Governor for gender equality.
The Headteacher will implement the policy and ensure all staff are aware of the policy and understand their roles and responsibilities in relation to it, offering training and support where appropriate.
In addition the Headteacher will oversee an Action Plan which will assess and monitor the impact of the policy and report the outcomes to the Governing Body.
Gender equality co-ordinator
The School will appoint a Gender Equality Co-ordinator who will be a member of the Senior Management Team and who will be responsible for policy development, monitoring, evaluating, maintaining and updating an action plan.
All members of staff will familiarise themselves with the policy understanding its implications for teaching and learning and managing pupil behaviour. They will be required to implement the School’s action plan.
Pupils through curriculum and extra curricular opportunity and activity, through actions and words, will be made aware of their responsibilities under the policy.
The policy will be implemented through the Gender Equality Action Plan and reviewed regularly as part of the School’s Policy Review Cycle.
Gender Equality Action Plan
This plan details the activities which will be undertaken to ensure the effective implementation of the Gender Equality Plan.
- The School will gather information (through consultation with relevant parties and conducting impact assessments) on how existing school policies and practices affect gender equality in the workforce and impact upon teaching and learning practices. Action will be taken to address any significant inequalities identified.
- The School will monitor the gender pay gap (though it abides by national and local pay agreements and uses the Local Authority job evaluation scheme to decide salary levels for non teaching staff) and move to address significant inequalities where identified.
- An annual report on actions taken or intended to meet the gender equality duty will be provided for the Governing Body.
- The Gender Equality Policy will be reviewed as part of the School’s Policy Review Cycle, but at least every three years
- In accordance with guidance issued by the Local Authority the School will do its best to ensure that when it procures goods and services from external suppliers it has taken the gender duty into account
In respect of:
Departmental schemes of work will be monitored by the Deputy Headteacher to ensure they comply with this policy. Teaching methods and styles will take account of this policy
Heads of Department will provide guidance and examples of good practice in relation to the above.
Pupils of the School are expected to comply with the School’s dress code. Girls in the Sixth Form may wear trousers but boys may not wear skirts.
The School’s procedures for managing, rewarding and disciplining of pupils will be monitored to ensure they are fair and applied equally to all pupils irrespective of the pupil’s gender
The School will monitor exclusion rates in respect of a pupil’s gender.
The School will monitor pupil attainment according to gender as part of its routine monitoring procedures. Remedial action, when determined, will be taken as necessary to reduce any identified underachievement which can be attributed directly to a gender issue.
The School will promote gender equality in respect of school sport wherever possible making alternative provision in this boys school where appropriate. The School will adhere to guidelines issued by national sports organisations in respect of “mixed” games such as rugby and football etc.
Sixth Form tutor groups will reflect the gender balance of the School.
Staff Recruitment and Career Development
The School will monitor all applications ensuring everyone involved in the recruitment procedure will adhere to the sentiments expressed in this policy.
The School will ensure that opportunities for professional development are available to all, irrespective of gender, race, ethnicity or sexual orientation.
Parents, Governors and Community Partnership
The School will ensure there is no discrimination in respect of the use of its premises.
The School’s Gender Equality Co-ordinator will ensure the action plan is regularly reviewed and updated as necessary, reporting on its implications to the Headteacher. He / she will take the necessary action to monitor and evaluate the action plan’s effectiveness and implementation.
Governors’ Committee 26th January 2009
Full Governing Body 16th March 2009
This policy has been assessed with regards to its relevance to race and diversity equality. As a result of this assessment, it has been graded as having a high potential impact on diversity.