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Public Sector Equality Duty

What is the Public Sector Equality Duty?


The single Public Sector Equality Duty (PSED) came into effect in April 2011 as a result of the Equality Act 2010. It requires public bodies to promote equality and replaced three pre-existing duties relating to disability, race and gender equality.  The PSED applies to all maintained and independent schools, including academies, and maintained and non-maintained special schools.


    Protected Characteristics

    The Department for Education (DfE) has published non-statutory advice that sets out schools' obligations under the PSED.

    Paragraph 5.1 explains that the PSED extends to the following protected characteristics:

    • Race
    • Disability
    • Sex
    • Age
    • Religion or belief
    • Sexual orientation
    • Pregnancy and maternity
    • Gender reassignment


    Three Main Elements

    Paragraph 5.1 of the document explains that the PSED has three main elements. In carrying out their functions, public bodies are required to have due regard to the need to: 

    • Eliminate discrimination and other conduct that is prohibited by the Equality Act 2010
    • Advance equality of opportunity between people who share a protected characteristic and people who do not share it
    • Foster good relations across all characteristics, and between people who share a protected characteristic and people who do not share it


    Due Regard

    Paragraph 5.4 of the DfE's advice says that 'due regard' has been defined in case law and means giving "relevant and proportionate consideration to the duty".

    For schools, this means:

    • Decision makers must be aware of the duty to have due regard when making a decision or taking an action, and must assess whether it may have implications for people with particular protected characteristics
    • Schools should consider equality implications before and at the time that they develop policy and take decisions, not as an afterthought, and they need to keep them under review on a continuing basis
    • The PSED has to be integrated into the carrying out of the school’s functions, and the analysis necessary to comply with the duty has to be carried out seriously, rigorously and with an open mind


    Specific Duties

    The PSED introduces secondary legislation in the form of specific duties. The duties require schools to: 

    • Publish information to demonstrate how they are complying with the PSED. This information must include, in particular, information relating to people who share a protected characteristic
    • Prepare and publish equality objectives


    Schools are required to update this published information at least annually and to publish objectives at least once every four years.


    What does our school do to eliminate discrimination?

    • We have set a clear vision and values which expect all our staff to act in a non-discriminating manner and be mindful to avoid actions that will be deemed as such to the public and our wider community.
    • We have up-to-date and ratified policies which set out a clear message that discrimination is not tolerated: staff code of conduct, behaviour, anti-bullying, safeguarding and child protection. 
    • We understand that it is unlawful to fail to make reasonable adjustments to overcome barriers to using services caused by disability and one of our equalities objectives addresses this. 
    • The governing body and school leaders involved in recruitment will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Another one of our equalities objectives addresses this. 
    • Through a structured PSHE curriculum offer, assemblies, workshops and visits, equalities will be discussed with and taught to the children, exemplifying the British Values and school values that we believe in. 



    Roles and Responsibilities



    The governors as a whole are responsible for:

    • Making sure the school complies with the relevant equality legislation
    • Monitoring progress towards the equality objectives and reviewing annually.



    The Headteacher will:

    • Implement the school’s stated equality objectives
    • Ensure that equality objectives and access plans are written, and that they are readily available to governors, staff, pupils and parents
    • Ensure all staff know their responsibilities and receive training and support in carrying these out
    • Take appropriate action in cases of harassment and discrimination, including prejudice-related incident
    • Enable reasonable adjustments to be made in relation to disability with regard to students, staff, parents/carers and visitors to the school.


    All staff within the school will:

    • promote an inclusive and collaborative ethos in their classroom
    • plan and deliver curricula and lessons that reflect the principles of this policy
    • deal with any prejudice-related incidents that may occur
    • Be able to recognise and tackle bias and stereotyping
    • support pupils in their class for whom English is an additional language
    • keep up-to-date with equalities legislation relevant to their work.


    Information and resources:

    We ensure that our inclusion principles are known to all staff and governors and, as appropriate, to all pupils and their parents and carers.


    Religious observance:

    We respect the religious beliefs and practice of all staff, pupils and parents, and comply with reasonable requests relating to religious observance and practice.


    Staff development and training:

    We ensure that all staff receive appropriate training and opportunities for professional development, both as individuals and as groups or teams. 


    We take seriously our obligation to report regularly to the local authority about the numbers, types and seriousness of prejudice-related incidents at our school and how they are dealt with.