Equal Opportunities and Diversity Policy
REVIEW SHEET
| Version Number | Version Description | Date of Revision |
| 1 | Original | November 2016 |
| Updates have been made annually, but no detailed breakdown is evident. From April 2024 updates will be completed annually in September of each year, or sooner when changes are made to relevant government legislation. Update details will be outlined in the version description section, | ||
| 2 | Full update & changes made Addition of stating Equality ActAddition of links to part 3 of KCSIE in recruitmentMore details given to our intentions in the introductionIdentification of the protected characteristics plus specific needs of our learnersIndividual sections regarding different needs (Staff, students, families, others)Addition of linked policies | June 2024 |
| 3 | Full August 2026 review: corrected protected characteristics; clarified Alternative Provision/service-provider position; added discrimination, harassment and victimisation; strengthened reasonable adjustments, learner access, employment equality and sexual-harassment prevention; updated KCSIE reference; added reporting and monitoring. | August 2026 |
Introduction
Educla is committed to equality of opportunity, inclusion and respect for all learners, staff, applicants, parents/carers, visitors, contractors and professionals who use or work with our service. We aim to remove unnecessary barriers, prevent unlawful discrimination and create an environment in which people are treated fairly, safely and with dignity.
Equality does not always mean treating everybody in exactly the same way. Different people may need different support, communication methods or reasonable adjustments in order to participate and achieve. Decisions will therefore be based on individual need, evidence, safety and the requirements of the role or service.
Legal and Guidance Framework
This policy is informed principally by the Equality Act 2010 and current Equality and Human Rights Commission (EHRC) guidance. Educla also takes account of safeguarding, SEND, employment and education guidance where these interact with equality duties, including Keeping Children Safe in Education 2026 from 1 September 2026.
Educla is an Alternative Provision. The Equality Act applies in different ways to employment, education, services and public functions. This policy does not assume that every statutory duty applying specifically to maintained schools, academies or public authorities automatically applies to Educla; the relevant duty will be identified according to the activity and Educla’s legal role.
Protected Characteristics
The nine protected characteristics under section 4 of the Equality Act 2010 are:
• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation
The protection attached to each characteristic varies according to context. Educla also considers disadvantage arising from SEND, care experience, socio-economic circumstances, EAL, trauma and other individual vulnerability. These are not automatically protected characteristics in themselves, but may overlap with disability or other legal protections and are important to inclusive practice.
Forms of Unlawful Conduct
• Direct discrimination – treating someone less favourably because of a protected characteristic.
• Indirect discrimination – applying a provision, criterion or practice that disadvantages people sharing a protected characteristic and cannot be objectively justified where the law requires justification.
• Discrimination arising from disability – unfavourable treatment because of something arising from disability, where it cannot be justified.
• Failure to make reasonable adjustments for disabled people where the legal duty applies.
• Harassment – unwanted conduct related to a relevant protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
• Sexual harassment – unwanted conduct of a sexual nature with that purpose or effect.
• Victimisation – subjecting someone to a detriment because they have raised, supported or been involved in an equality complaint or other protected act.
Bullying or prejudicial behaviour may also breach Educla policy or safeguarding expectations even where it does not meet the legal definition of discrimination or harassment.
Our Equality Commitments
• Treat people fairly, respectfully and with dignity.
• Maintain high expectations while providing individualised support and reasonable adjustments where required.
• Challenge racism, sexism, homophobia, biphobia, transphobic abuse, disability discrimination, religious prejudice and other discriminatory or degrading behaviour.
• Promote an environment in which learners and staff can raise concerns without fear of retaliation.
• Use accessible communication and consider language, literacy, sensory, communication and SEND needs.
• Review policies and practices where evidence suggests that an individual or group may be disadvantaged.
• Use lawful positive action where appropriate to address disadvantage, particular needs or under-representation.
Reasonable Adjustments and Accessibility
Educla will anticipate and respond to barriers that may place disabled learners, staff or service users at a substantial disadvantage. Reasonable adjustments are considered individually and may include changes to communication, teaching methods, timetables, the physical environment, equipment, working arrangements or the way a service is delivered.
A diagnosis is not always required before adjustments can be considered, and a diagnosis does not automatically determine a particular adjustment. Decisions will consider need, disadvantage, effectiveness, practicality, safety, resources and any relevant awarding-organisation or qualification rules.
Staffing and Employment
Educla will provide equality of opportunity in recruitment, employment, training, allocation of work, development, promotion and other employment practices. Decisions will be based on legitimate role requirements, safer recruitment requirements and the individual’s skills, experience, suitability and merit.
• Job descriptions and person specifications will contain requirements that are necessary and justifiable.
• Recruitment advertising will be inclusive and will not unlawfully discourage applicants with protected characteristics.
• Any occupational requirement must have a lawful basis.
• Reasonable adjustments will be considered throughout recruitment and employment for disabled applicants and workers.
• Health or disability information will only be requested or used where lawful and relevant.
• Safer recruitment and safeguarding checks will follow Educla’s Safer Recruitment Policy and relevant KCSIE requirements.
Educla has a positive legal duty to take reasonable steps to prevent sexual harassment of workers. This requires a proactive approach to identifying risks, including risks involving third parties, taking preventative action, providing clear reporting routes and responding promptly to concerns.
From 1 October 2026, employment law strengthens these protections so that employers must take all reasonable steps to prevent sexual harassment and introduces additional protection concerning harassment by third parties. Educla will ensure its employment and anti-harassment arrangements reflect those provisions when they come into force.
Learners – Access, Attainment and Development
Educla promotes ambitious, individualised learning and aims to ensure that protected characteristics, disability, SEND or personal circumstances do not create unnecessary barriers to education, qualifications, enrichment, work experience or progression.
• Curriculum materials and teaching approaches should promote respect and avoid unnecessary stereotyping or discriminatory assumptions.
• Learners should have equitable access to subjects, qualifications, assessments, trips, enrichment and work experience, subject to legitimate safety, qualification and commissioning requirements.
• Reasonable adjustments and appropriate access arrangements will be considered for disabled learners and learners with identified needs.
• Assessment and qualification decisions must follow awarding-organisation rules and must not discriminate unlawfully.
• Learner voice should be encouraged, including feedback about accessibility, discrimination, harassment and barriers to participation.
• Reduced programmes must be based on individual educational, safeguarding or health needs and must not be used as an informal exclusion or discriminatory response.
Learner Welfare, Safeguarding and Behaviour
Equality and safeguarding frequently overlap. Prejudice-based bullying, sexual harassment, discriminatory abuse, online abuse and targeted harassment may be safeguarding concerns as well as behaviour or equality matters. Staff must follow the relevant Safeguarding, Child-on-Child Abuse, Anti-Bullying and Behaviour policies.
SEND, disability, communication needs, trauma or dysregulation should be considered when responding to behaviour. These factors may explain or influence behaviour but do not mean harmful behaviour should be ignored. Responses should be proportionate, individualised and focused on safety, learning and preventing recurrence.
Parents, Carers, Families and the Wider Community
Educla aims to make communication and involvement accessible to parents, carers and families. We will consider reasonable adjustments and alternative communication methods where needed, including support for disability, literacy, communication or English-language needs.
• Families should be able to raise questions or concerns without discrimination or victimisation.
• Meetings, reports and key information should be made accessible where reasonably possible.
• Known accessibility needs should be considered when arranging meetings, events and visits.
• Personal information about protected characteristics will be handled in accordance with data-protection requirements.
Visiting Professionals, Contractors and Third Parties
Professionals, contractors and visitors are expected to behave consistently with Educla’s equality, safeguarding and professional conduct expectations. Discriminatory, harassing, threatening or degrading behaviour will not be accepted. Educla will consider appropriate action where third-party conduct affects a learner or member of staff.
Complaints, Concerns and Reporting
Anyone who believes they have experienced or witnessed discrimination, harassment, sexual harassment, victimisation or another equality concern should report it through the most appropriate route. Depending on the circumstances this may include a manager, the DSL, the complaints procedure, grievance procedure, whistleblowing procedure or allegations/low-level concerns procedure.
Safeguarding concerns must be acted upon immediately and must not be delayed while an equality, employment or complaints process is considered. No person will be treated unfavourably for raising a genuine concern or supporting another person who raises one.
Monitoring and Review
Senior leaders will keep this policy and associated practice under review. Educla may use complaints, safeguarding information, learner and staff feedback, recruitment information, accessibility issues and incident patterns to identify barriers or recurring equality concerns. Any monitoring of personal data will be proportionate and handled in accordance with data-protection law.
This policy will be reviewed at least annually and sooner where there is a significant change in legislation, statutory guidance, case law or Educla’s provision.
Linked Policies
• Safeguarding and Child Protection Policy
• Behaviour Policy
• Child-on-Child Abuse Policy
• Anti-Bullying Policy
• Code of Conduct / Staff Behaviour Policy
• Safer Recruitment Policy
• Reasonable Adjustments Policy
• Curriculum Policy
• Complaints Policy
• Grievance Procedure
• Whistleblowing Policy
• Data Protection Policy
• Supporting Pupils with Medical Conditions Policy