Policies

Race Equality Statement:

Portsmouth Primary SCITT will take all necessary steps to tackle racial discrimination by ensuring that formal and informal policies and procedures are not discriminatory, and by promoting equality of opportunity and good race relations between people of different racial groups.w policies page test tubes

The Management Board, the schools involved and all colleagues who manage and support trainees will be proactive in promoting racial equality and good race relations and in t
ackling unlawful racial discrimination through their responsibilities. Portsmouth Primary SCITT aims to ensure that the treatment of trainees, staff and applicants is based solely on merit, ability and potential in recruitment, selection, training, development, assessment and promotion.

RACE EQUALITY POLICY

1. Policy Statement
1.1 Portsmouth Primary SCITT recognises its responsibility to build and establish an environment in which all are treated equally and valued.
1.2 It seeks to encourage, support and value staff and trainees on the basis of their merits, abilities and potential, regardless racial or national origin, religion or belief.
1.3 In achieving these goals, Portsmouth Primary SCITT seeks to create an inclusive environment in which to work and study and to celebrate and value diversity amongst its trainees, staff and the wider community.

2. The Legal Framework
2.1 Legislation designed to eliminate unfair discrimination, promote equality of opportunity and good relations between people from different groups are in place:

  • The Equality Act (2010)
  • The Sex Discrimination Act (1975)
  • The Race Relations Act 1976
  • The Race Relations (Amendment) Act 2000
  • The Disability Discrimination Act (1995)
  • The Protection from Harassment Act (1997)
  •  The Sex Discrimination (Gender reassignment) Regulations 1999

3. What is unacceptable practice?
3.1 Four types of action come under the general heading of unacceptable practice:

  • Direct discrimination – which is treating a person less favourably than others.
  • Indirect discrimination – which occurs when conditions, although applied equally, operate to the detriment of people from a particular group e.g. rules about clothing, which cannot be justified, and result in a group being proportionately disadvantaged.
  • Victimisation – this is the taking of action against people who give information, give evidence or bring proceedings in cases of alleged discrimination.
  • Harassment – which is the use of threatening, abusive or insulting behaviour or language thus causing people to feel threatened or intimidated.

4. Who has responsibility?
4.1 All staff and trainees have responsibility for their own actions and to ensure that neither by commission or omission do their actions infringe policy.
4.2 The Principal has a particular role in promoting equality and good race relations.
4.3 The Principal is responsible for the collection of sufficient and appropriate information to monitor and evaluate progress in implementing equality of opportunity and good race relations.

5. Admissions and Recruitment
5.1 Portsmouth Primary SCITT ensures that admissions procedures are clear and consistently applied with a concern for prospective trainees’ abilities and potential to gain from higher education.

6. Student Placements
6.1 Portsmouth Primary SCITT actively pursues its commitment to equality and diversity, seeking assurance that students undertaking placements as part of their study programme will be treated fairly and equitably by host organisations who share our equality and diversity values.

7. Leadership and Management
7.1 We are committed to tackling racist incidents and support trainees who are victims of racism during their training.
7.2 Portsmouth Primary SCITT will take appropriate action against staff or trainees who may be discriminating unlawfully for reasons of race, national origin, religion or belief.
7.3 The SCITT Management Consortium Group is responsible for:

  • ensuring compliance with the Race Relations Act 1976 as amended by the Race Relations (Amendment) Act 2000.
  • investigating any incidents of discrimination in Partnership schools. Advice will be taken from Portsmouth LEA and the University of Portsmouth.
  • ensuring the policy is working in practice
  • monitoring the success of the policy
  • identifying and remedying any failures of the policy

7.4 The SCITT Executive Committee is responsible for:

  • the day-to-day implementation of the policy
  • reporting any failures to the SCITT Management Consortium Group

7.5 Procedures
7.5.1 Stage 1
1. Any accusation of failure of the policy shall be raised with the Principal.
2. The complainant will be invited to discuss the complaint with the Principal and a member of the SCITT Executive Committee. The complainant will be required to submit a written version of the complaint at this meeting.
3. If after discussion the staff consider that there is insufficient evidence the process should then be terminated.
7.5.2 Stage 2
1. If the matter is referred to this stage of the process a meeting of three members of the SCITT Quality assurance Risk Committee will be convened. All members of this panel should be independent of the enquiry to date.
2. The panel should interview:

  • The complainant
  • Any relevant members of the partnership

3. The panel must decide whether there is evidence of discrimination and any further action to be taken. The panel will use its discretion in the light of the seriousness of the offence to decide on the consequences.

8 Publishing Policy
8.1 This policy will be available to all Partnership schools and copies given to trainees.

To be reviewed annually.

EQUALITY OPPORTUNITIES POLICY

1. Policy Statement
1.1 Portsmouth Primary SCITT is committed to equal opportunities for staff, trainees and prospective trainees in its admissions, in all aspects of teaching and assessment and in its provision of trainee services.
1.2 It seeks to encourage, support and value staff and trainees on the basis of their merits, abilities and potential, regardless of gender, racial or national origin, disability, religion or belief, sexual orientation, age or family circumstances.

2. The Legal Framework
2.1 Legislation designed to eliminate unfair discrimination and promote equality of opportunity is in place:
 The Equality Act (2010)
 The Sex Discrimination Act (1975)
 The Race Relations Act 1976
 The Race Relations (Amendment) Act 2000
 The Disability discrimination Act (1995)
 The Protection from Harassment Act (1997)
 The Sex Discrimination (Gender reassignment) Regulations 1999

3. What is unacceptable practice?
3.1 Four types of action come under the general heading of unacceptable practice:
 Direct discrimination – which is treating a person less favourably than others.
 Indirect discrimination – which occurs when conditions, although applied equally, operate to the detriment of people from a particular group e.g. rules about clothing, which cannot be justified, and result in a group being proportionately disadvantaged.
 Victimisation – this is the taking of action against people who give information, give evidence or bring proceedings in cases of alleged discrimination.
 Harassment – which is the use of threatening, abusive or insulting behaviour or language thus causing people to feel threatened or intimidated.

4. Who has responsibility?
4.1 All staff and students have a responsibility for their own actions to ensure that neither by commission or omission do their actions infringe policy.
4.2 The Principal has a particular role in promoting equal opportunities.
4.3 The Principal is responsible for the collection of sufficient and appropriate information to monitor and evaluate progress in implementing equal opportunities.

5. Admissions and Recruitment
5.1 Portsmouth Primary SCITT ensures that admissions procedures are clear and consistently applied with a concern for prospective trainees’ abilities and potential to gain from higher education.

6. Student Placements
6.1 Portsmouth Primary SCITT actively pursues its commitment to equality and seeks assurance that trainees undertaking placements as part of their study programme will be treated fairly and equitably by host organisations.

7. Leadership and Management
7.1 The SCITT Management Consortium Group is responsible for:

  •  Ensuring the policy is working in practice
  • Monitoring the success of the policy
  • Identifying and remedying any failures of the policy

7.2 The SCITT Executive Committee is responsible for:

  • The day-to-day implementation of the policy
  • Reporting any failures to the SCITT Management Consortium Group

7.3 Procedures
7.3.1 Stage 1
1. Any accusation of failure of the policy shall be raised with the Principal.
2. The complainant will be invited to discuss the complaint with the Principal and a member of the SCITT Executive Committee. The complainant will be required to submit a written version of the complaint at this meeting.
3. If after discussion the staff consider that there is insufficient evidence the process should then be terminated.
7.3.2 Stage 2
1. If the matter is referred to this stage of the process a meeting of three members of the SCITT Quality Assurance Risk Committee will be convened. All members of this panel should be independent of the enquiry to date.
2. The panel should interview

  • The complainant.
  • Any relevant members of the partnership

3. The panel must decide whether there is evidence of discrimination and any further action to be taken. The panel will use its discretion in the light of the seriousness of the offence to decide on the consequences.

8 Publishing Policy
8.1 This policy will be available to all Partnership schools and copies given to trainees.

To be reviewed annually.

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