Equality Information

Equality Objectives

1. Narrowing Attainment Gaps

• Objective: To narrow the attainment gap between boys and girls, and between pupils from different ethnic backgrounds or those with SEND (Special Educational Needs and Disabilities).

  • Actions: Track and monitor achievement and progress by group; provide targeted support and interventions.

2. Inclusive Access to Curriculum and Activities

• Objective: To ensure all pupils have access to the full range of curriculum, clubs, trips, and events, regardless of background or need.

  • Actions: Review participation data; adapt activities to remove barriers; ensure representation from all groups.

3. Promoting and Valuing Diversity

• Objective: To ensure all pupils are aware of, appreciate, and value diversity.

  • Actions: Ensure curriculum displays and resources represent a range of backgrounds; celebrate cultural events; include diverse role models in lessons.

4. Improving Attendance for Vulnerable Groups

• Objective: To reduce disproportionate absence among disadvantaged pupils, those with SEND, or EAL (English as an Additional Language).

  • Actions: Monitor attendance data; provide support for families; work with external agencies if needed.

Public Sector Equality Duty Statement 2024-25

This statement describes how the Governing Body of Lady Royd Primary School intends to fulfil its responsibilities, under the Public Sector Equality Duty, with regard to its workforce.

We will have due regard to the need to:

• Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Equality Act;
• Advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
• Foster good relations between people who share a protected characteristic and those who do not share it

We will collect and use equality information to help us to:

• Identify key issues.
• Understand the impact of our policies, practices and decisions on people with different protected characteristics, and thereby plan the more effectively.
• Assess whether you are discriminating unlawfully when carrying out any of our functions.
• Identify what the key equality issues are for our organisation

Assess Performance

• Benchmark our performance and processes against those of similar organisations, nationally or locally

Take Action

• Consider taking steps to meet the needs of staff who share relevant protected characteristics.
• Identify if there are any actions we can take to avoid discrimination and harassment, advance equality of opportunity or foster good relations.
• Make informed decisions about policies and practices which are based on evidence about the impact of our activities on equality.
• Develop equality objectives to meet the specific duties.
• Have due regard to the aims of the general equality duty by ensuring that staff have appropriate information for decision-making

We will work towards developing an equality profile of staff to help us to understand key equality issues in our workforce, including any evidence of pay gaps or ‘occupational segregation’ i.e. staff with certain protected characteristics being over-represented in particular roles, for example, women as cleaners, or at certain grades. In addition, we note that it is likely to be useful to collect and consider information, appropriately disaggregated, about:

• recruitment and promotion
• numbers of part-time and full-time staff
• pay and remuneration
• return to work of women on maternity leave
• return to work of disabled employees following sick leave relating to their disability
• grievances (including about harassment)
• disciplinary action (including for harassment
• dismissals and other reasons for leaving

Publication of Equality Information

We will collect and use enough workforce information to effectively meet the general equality duty. Where relevant and proportionate, we will publish on our website some information about the impact of our employment functions on people with the different protected characteristics in order to demonstrate equality in action at Lady Royd Primary School.

Consulting and Involving Our School Community

At Lady Royd Primary School, we are committed to promoting equality and eliminating discrimination by actively consulting and involving those affected by inequality in our decision-making processes. We recognise that the voices of pupils, parents, carers, staff, and the wider community are essential in shaping a fair and inclusive environment for all.

How we consult and involve our community:

• Pupil Voice: We regularly seek feedback from our pupils through the School Council, focus groups, and pupil surveys. This ensures that children’s experiences and perspectives directly inform our policies, curriculum, and school improvement plans.
• Parent and Carer Engagement: We consult parents and carers through questionnaires, parent forums, and informal discussions. We value their input and use it to identify and address any barriers to equality and inclusion.
• Staff Involvement: Our staff are involved in the development and review of policies through meetings, working groups, and anonymous surveys. All staff are encouraged to share their views and contribute to our ongoing work to advance equality.
• Community Links: We engage with local community groups and representatives to ensure our approach reflects the diversity and needs of the wider community we serve.
• Responding to Feedback: We act on the feedback we receive by making adjustments to our curriculum, environment, and support systems, and we communicate these changes to all stakeholders.

Through these ongoing consultation processes, we ensure that those affected by inequality have meaningful opportunities to influence the decisions we make. This helps us to create a school where everyone feels valued, respected, and able to achieve their full potential, in line with our ASPIRE values and our commitment to the Public Sector Equality Duty

Gender Pay Gap

Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. The results must be published on the employer’s website and a government website.

The report shows the information calculated for BDAT and is available on the BDAT website by following this link;

Gender Pay Gap Report - Bradford Diocesan Academies Trust

Trustee and Governor Diversity Data Report

To read the BDAT Trustee and Governor Diversity Data Report, please click on the following link;

Trustee-and-Governor-Diversity-Report.pdf