Gender Equality Scheme

The Gender Equality Duty (GED)

The Government introduced the Equality Act 2006 with the purpose of ensuring that people are treated fairly and equally (i.e. are not subject to discrimination). Within this Act a Gender Equality Duty was established, with effect from 06 April 2007. This legal Duty places a requirement on public bodies to be proactive and to promote gender equality within their service delivery and employment. The Duty requires the promotion of equality between men and women to eliminate unlawful sex discrimination and harassment.

Ethos, Vision and Values

Burleigh Community College is committed to ensuring equal treatment of all its employees, students and any others involved in the college community, regardless of gender. We will ensure that males and females are treated equally in all procedures, practices or aspects of Burleigh Community College.

This policy should be read alongside the college’s policies on Equal Opportunities, Race Equality and Disability Equality.

Burleigh Community College will not tolerate harassment of people based on their gender or transgender status.

Strategic Priorities

· To provide information to all staff on the Gender Equality Scheme

· Create timescale for impact assessment of policies and procedures

· Report the results of consultation and impact assessment to Governors

General Duty

We will actively seek to:

· Eliminate unlawful discrimination and harassment

· Promote equality of opportunity between males and females.

The Specific Duty

The production of this Gender Equality Scheme provides us with a framework for integrating gender equality into all aspects of college life and demonstrates how we are seeking to meet the specific duty.

Our policy proposals are:

· Consider the need to include objectives to address the causes of any gender pay gap in formulating the overall objectives

· Gather and use information on how the college’s policies and practices affect gender equality in the workforce and in the delivery of services

· Consult parents, Governors and Students and take account of relevant information in order to determine　the gender equality objectives

· Assess the impact of　our current and proposed policies and practices on gender equality

· Implement the actions set out in the scheme within three years

· Report against the scheme every year and review the scheme at least every three years.

Our key actions are as follows:

· To ensure that all the policies and procedures concerning equal opportunities for employees are reviewed and amended appropriately if necessary (e.g. appointments, pay and conditions of service, performance management, disputes, capability and discipline procedures);

· To review the Staff Handbook to ensure that Burleigh Community College’s Equal Opportunities objectives and procedures are fully explained;

· To ascertain from staff whether Burleigh Community College is perceived by them as being the equal opportunity employer it aspires to be;

· To involve all members of the Governing Body in discussions about the development of the Gender Equality Scheme;

· To use this policy together with the Equal Opportunities Policy to eliminate harassment and discrimination;

· To collect information on gender with regards to both students and staff and use this information to improve the provision of services;

· To ensure that boys and girls have the same access to the curriculum, including the opportunities to develop skills for independence;

· To offer all students regardless of their gender the opportunity to participate in extra curricular activities and trips;

· To monitor student achievement by gender. Any trends or patterns in the data that may require additional action which will be examined and acted upon;

· To offer students of both sexes encouragement to participate in college life. This can be shown through representation in college events and the Student Council (Student Voice);

· To offer students of both sexes the same opportunities to participate in physical activity, both during and outside of college hours;

· To monitor bullying and harassment of students and use this information to determine future policy;

· To ensure that stereotypes in terms of gender are actively challenged;

· To ensure the college environment is as accessible and welcoming as possible to visitors of both sexes; and

· To encourage parents of both sexes to participate in their child’s education e.g. attending parents’ consultation events and Annual Reviews.

Information, performance and evidence

Burleigh Community College will gather information about our performance in relation to gender equality under the following headings:

· Student achievement

· Learning opportunities

· Admissions, transitions, exclusions

· Social relationships/bullying

· Employing, promoting and training male and female staff

Along with careful review of all existing and new policies and procedures, this information will be used to assess the impact of policies, procedures and practices of Burleigh Community College on gender equality and improving these where necessary.

Reviewing/Monitoring

Annual Reporting

The School Principal will report annually to the Governing Body on the actions that Burleigh Community College has taken or intends to take to meet the gender equality duty. The annual summary report will provide an opportunity to monitor　progress towards our gender equality objectives and to review the actions set out in our action plan to ensure that they continue to be the best way to meet　our gender equality objectives.

Burleigh Community College will review the gender equality scheme at least every three years and publish a revised scheme, in consultation with stakeholders, to determine priorities for the next three years.