Public Sector Equality Duty 2026

(to be reviewed August 2027)

Statement of Intent

Colne Park High School recognises that certain groups in society can be disadvantaged because of unlawful discrimination they may face due to their race, sex, disability, gender reassignment, marriage/civil partnership, religion/belief, sexual orientation or age.

We actively review our policies and procedures to ensure compliance with the Public Sector Equality Duty (PSED).

Legal framework

This policy has due regard to all relevant legislation and statutory guidance including, but not limited to, the following:

Human Rights Act 1998
Equality Act 2010
The UK General Data Protection Regulation (GDPR)

This policy operates in conjunction with the following school policies:

Admissions Policy
Complaints Procedures Policy
Staff Equality Diversity and Inclusion Policy
Data Protection Policy

The Equality Act 2010 provides a modern, single legal framework with three broad duties:

Eliminate discrimination harassment and victimisation
Advance equality of opportunity
Foster good relations

For the purpose of this policy, the Equality Act 2010 will be referred to as ‘the Act’. The school fully understands the principles of the Act and the work needed to ensure that those with protected characteristics are not discriminated against and are given equal opportunities. Protected characteristics, under the Act, are as follows:

Age
Disability
Race, colour, nationality or ethnicity
Sex
Gender reassignment
Maternity and pregnancy
Religion and belief
Sexual orientation
Marriage and civil partnership

The Act makes it unlawful for the responsible body of a school to discriminate against, harass or victimise a student or potential student:

In relation to admissions.
In the way it provides education for pupils.
In the way it provides pupils access to any benefit, facility or service.
By excluding a pupil or subjecting them to any other detriment.

The responsible body for the school is Apex Collaborative Trust.

The school’s liability not to discriminate, harass or victimise does not end when a student has left the school, but will apply to subsequent actions connected to the previous relationship between school and student, such as the provision of references on former students or access to “old students” communications and activities.

The school will promote equality of opportunity for all staff and job applicants and will work in line with the Staff Equality, Diversity and Inclusion Policy.

Principles and Aims

We see all students and potential students, and their parents, as of equal value, regardless of any protected characteristic. Our policies, procedures and activities will not discriminate but must nevertheless take account of differences in life-experience, outlook and background, and in the kinds of barriers and disadvantages which people may face in relation to any protected characteristic.

The school will:

Promote race equality and have due regard to eliminating unlawful racial discrimination, promoting equality of opportunity and good relations between people of different racial groups.
Promote disability equality, ensuring equality of opportunity, eliminating unlawful discrimination and disability-related harassment and encouraging participation by disabled people in public life.
Promote gender equality by eliminating unlawful discrimination and harassment, and promote the equality of opportunity amongst individuals of all genders.

Transgender people are explicitly covered by the PSED. For the purposes of this policy, the term ‘transgender’ refers to an individual whose gender expression or identity is different from that traditionally associated with the sex they were assigned at birth. The school will respect the confidentiality of those seeking gender reassignment and will provide a supportive environment within the community.

The school is opposed to all forms of prejudice and recognises that children and young people who experience any form of prejudice-related discrimination may fare less well in the education system. The school will ensure that all staff comply with the appropriate equality legislation and regulations. The school’s Admissions Policy will not discriminate against any protected characteristic in any way.

The school will:

Ensure staff are aware of their responsibilities, given necessary training and support, and report progress to the relevant committee of the Board of Trustees.
Ensure recording and reporting of incidents related to equality and diversity are robust and that data informs school policy.
Foster positive attitudes and relationships, a shared sense of cohesion and belonging, and ensure this is promoted in our policies, procedures and activities.
Observe good equalities practice in staff recruitment, retention and development, and ensure all policies and procedures benefit all employees and potential employees regardless of any protected characteristic, and with full respect for legal rights relating to pregnancy and maternity.
Reduce and remove inequalities and barriers that already exist.
Engage with a range of groups and individuals to ensure that those who are affected by a policy, procedure or activity are consulted and involved in the design of new policies, and in the review of existing ones.
Ensure policies, procedures and activities benefit society as a whole, both locally and nationally, by fostering greater social cohesion, and greater participation in the public life of everyone, regardless of any protected characteristic.
Ensure staff promote an inclusive and collaborative ethos in the school, challenging inappropriate language and behaviour, responding appropriately to incidents of discrimination and harassment, and showing appropriate support for pupils with additional needs, maintaining a good level of awareness of issues surrounding equality.

Our Equality Objectives

For more details on our approach to equality, view our full Equality Information and Objectives Policy.

Addressing prejudice-related incidents

The school is opposed to all forms of prejudice. The school will ensure that students and staff are aware of the impact of prejudice. The school will address any incidents immediately and, where appropriate, report them to the Trust.

Complaints procedures

The school aims to resolve all complaints at the earliest possible stage and is dedicated to continuing to provide the highest quality of education possible throughout the procedure. Any person, including a member of the public, is able to make a complaint about the provision of facilities or services that the school provides.

The school will adhere to the Complaints Procedures Policy to ensure a straightforward, impartial, non-adversarial process, that allows a full and fair investigation, respects confidentiality and delivers an effective response and, appropriate redress. If a complaint has completed the school’s process and the complainant remains dissatisfied, they have the right to appeal, as outlined in the Complaints Procedures Policy.

The school works to develop good professional relationships between colleagues; however, we understand that sometimes conflicts may arise. Through maintaining open communication, we want our employees to feel able to raise any grievances so that appropriate and effective solutions can be put in place. Grievances raised by staff members will be processed in accordance with the Trust’s Grievance Policy.

Curriculum

All pupils will be entitled to access a broad and balanced curriculum and to teaching and learning opportunities which meet their needs, including extra support where this has been identified as a statutory need.

When planning the curriculum, the school will take every opportunity to promote and advance equality. When teaching the curriculum, the school will promote equality and will not subject individuals to discrimination. The school will develop an appropriate curriculum for all pupils in all vulnerable groups and will ensure PSHE lessons are designed for pupils to develop their knowledge of the world and the importance of equality.