INTRODUCTION

The Equality Act 2010 brings together all the legal requirements on equality that the private, public and voluntary sectors need to follow. It affects equality law at work and in delivery all kinds of services.

The Equality Act 2010 replaces all the existing equality law including:

• The Equal Pay Act 1970
• The Sex Discrimination Act 1975
• The Race Relations Act 1976
• The Disability Discrimination Act 1995

Whether at work as an employee or in using a service, the message (or purpose) of the Act is that everyone has the right to be treated fairly at work and when using services.

The Act protects people from discrimination on the basis of certain characteristics and they vary slightly according to whether the person is at work or using a service.

There are NINE ‘protected characteristics:

• Age
• Disability
• Gender reassignment
• Marriage or Civil Partnership
• Pregnancy and Maternity
• Race
• Religion or belief
• Sex (gender)
• Sexual orientation

Equality of opportunity is a fundamental aspect of the ethos of Westward School. It is the responsibility of the proprietors, Headteacher and all personnel involved in the school to provide leadership in the development and implementation of effective policies to promote equality of opportunity.

PURPOSE

We aim to ensure that every student is given an equal opportunity to achieve their full potential. In addition, everyone is entitled to learn, in a supportive environment.

To meet these aims, we are committed to:

• Equal access and treatment for everyone
• Being responsive to changing needs
• Educating and informing students about the issues in this policy
• Avoiding prejudice
• Promoting mutual respect, regardless of differences
• Working to an agreed code of conduct which can be modified, monitored and evaluated in accordance with current best practice in the area of equal opportunities

OBJECTIVES

• To promote a positive self-image and to respect their individuality, providing for all according to their needs
• To ensure equality of opportunity permeates the whole course and ethos of bodyhealththerapies
• In delivering the curriculum, to ensure it contains non-stereotypical images in order to overcome preconceived ideas of gender, ethnic origin, culture or religion
• To promote inclusivity
• To ensure that we are sensitive to the needs of all
• To acknowledge the richness and diversity of all in Britain
• To develop a positive attitude to equal opportunity by the management, teaching staff and all who participate in the courses

THE LAW

Unlawful discrimination occurs when one person receives less favourable treatment because of their having one or more protective characteristic.
The law is extensive and complex especially when the implications of the Human Rights Act also feature in considerations. Accordingly, we will provide general guidance on matters which require clarification whilst ensuring professional guidance is sought when specific reference is needed to the Equality Act 2010 and relevant EU legislation.
DIRECT AND INDIRECT DISCRIMINATION
In most cases, the nature of less favourable treatment will be clear and common sense will dictate the necessary action to take.
Where doubt exists, then reference should be made to bodyhealththerapies management.

MANAGEMENT AND STAFF

Bodyhealththerapies values diversity. lecturers, tutors, administration staff, will be reflective of the community and we support providing staff that are the most suitable candidate and appointed on professional criteria, with recruitment carried out ensuring procedures are adhered to and in a manner consistent with the requirements of the Equality Act 2010.

SUCCESS CRITERIA

The measurement of equal opportunities in practice requires a variety of criteria to be assessed, of both a quantitative and qualitative nature. Key areas for consideration are;
• The level of complaints will be reviewed frequently if unsatisfactory trends are evident
• Attendance records, evaluations forms and feedback forms will be examined in this respect
Our aim is to have a zero incidence of, and tolerance for, discriminatory behaviour. Bodyhealththerapies will exude a confident, progressive approach to the aims set out in this policy, actively demonstrating the benefits of equality for all.

MANAGEMENT AND ORGANISATION

• To review all policies to ensure that each area, whether a whole issue or a short course, takes account of the specific ways in which equal opportunities applies
• To monitor academic achievement by analysing test results and other relevant pupil data scores, including LEA information, by sex, race and ethnicity.
ETHOS
• To plan a programme of courses which includes opportunities to challenge prejudice, question stereotyping and enhance understanding of our multicultural society.
• To encourage adults from a broad spectrum of society to participate, particularly to demonstrate role models which are non-traditional for their sex, ethnicity or disability.
• To devise courses that are accessible for all and adaptable.
• To encourage an understanding of the ways in which language can be used to stereotype and undermine confidence.
• To make clear sexist and racist abuse are not acceptable
• To ensure that course handouts, videos, and publications reflect the commitment to equal opportunities and are free from gender or cultural bias
• To make all visitors feel welcome.

CLASSROOM PRACTICE AND DELIVERY

• To ensure equal access to resources and equipment
• To ensure equal opportunities for talking and listening in whole class discussion, group work and paired work
• To divide tutor time equitably
• To create an environment in which cooperation is central and in which students will work in a range of grouping contexts comfortably and with purpose

CURRICULUM PLANNING AND DESIGN
• To review the taught curriculum and actively seek opportunities to address the issues of equal opportunities
• To be aware of, and challenge, bias and stereotypical viewpoints within our teaching and language.
• To be aware of the balance of male/female, disabled/able-bodied and ensure we address providing provision, resources and handouts that can be adapted to the needs of the students abilities .

• To monitor assessment procedures to ensure that they are fair non -judgmental, non-biased , show favour to one than the other and clearly shows how decisions have be made that students understand .

RESOURCES
• To prepare and select resources which are free from cultural or gender bias wherever possible
• Where their use is unavoidable, to employ biased resources as a means of provoking discussion of equal opportunities.

Last updated
August 2023