Equal Opportunities


Previous:        July 2012

Revised:          March 2019               


A POLICY FOR EQUAL OPPORTUNITIES (including Racial Equality policy)


I have come that you may have life and have it to the full.





God is at the centre of everything we do


We recognise that we live in a multi-racial and multi-cultural society in which people of all races, religions and abilities have the right to participate as full and equal members of society.

We need to prepare our children to take part in this multiracial and culturally diverse society.



At St Edmund Campion Nursery we are committed to:


  • Meet the needs of all pupils regardless of their ethnicity, religion, gender or ability


  • Provide equal access for all pupils to resources and opportunities


  • Provide resources and learning experiences which celebrate the rich mix of society


  • Actively promote race equality and good race relations by helping to develop within every member of the school community a respect and tolerance of the uniqueness of each person


  • Comply with current legislation in relation to equal opportunities as is relevant in a Catholic school


  • Make all members of our community aware that any discrimination will not be tolerated


In addition we need to take the following into account:

  • the provision of goods, facilities and service to the public
  • the provision of access to these goods, facilities and services
  • the employment of staff

In the context of the relevant legislation relating to:

  • Gender (Sex Discrimination Act 1975)
  • Race, colour, nationality, ethnic or national origins (Race Relations Act 1976 and Race Relations (Amendment) Act 2000)
  • Disability (Disability Discrimination Act 1995 and amendments)
  • Sexual orientation and religion or belief (Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Religion or Belief) Regulations 2003)
  • Pay (Equal Pay Act 1970)


The Equality Act 2010 protects people from less favourable treatment because of their sex or gender, race, colour, ethnic or national origin, disability, sexual orientation, religion or belief, age or because they are pregnant or on maternity leave.  These are known as “protected characteristics”. The Equality Act 2010 also promotes equal pay between men and women.


Relationship to other School Policies


Reference should be made to the Pay policy in relation to equal opportunities for staff members. The School’s Mission Statement as well as the policies for Behaviour Management, Child Protection and Special Needs also apply to this policy.

We recognise that we do legally distinguish based on religion at admissions but all applications to the school are treated fairly and with greatest respect and with due regard for our admissions policy criteria.



Cultural Diversity


We will promote this through:

  • Understanding of the world diversity.
  • Celebrating the children and their families language, traditions and origin.
  • All members of staff share with the children their cultural background


This will be supported by:

  • Promotion of our Mission Statement
  • The teaching of PSED and Circle Time discussions
  • Monitoring assessment development data.
  • Regular monitoring and updating of this policy and policies which relate to it eg Pay Policy.
  • Monitoring and recording all incidents of racism and racial harassment and taking action to address any breakdown in procedures
  • Giving the pupils opportunities to discuss issues of gender, race, religion and ability; helping them to develop strategies for countering  them


Dealing with Harassment and Racial Discrimination


Unacceptable  harassing or discriminatory behaviour, either verbal or physical, in relation to a person’s “protected characteristics” gender, race or ability is considered unacceptable and needs to be dealt with in a consistent way by staff members. Pupils, no matter how young, need to be fully aware that this is not acceptable and will not be tolerated. In most cases an expression of disapproval from the teacher should be enough to eradicate such behaviour, however involvement of senior teachers or the headteacher should be considered in cases where no change has been affected.  Sanctions as laid out in the behaviour policy may need to be applied.  It may be necessary to contact both sets of parents to explain the action taken.

Children or staff who have been harassed in this way need to be assured that this behaviour is not condoned in our school and will not be tolerated. A written record should be kept of these incidents on an incident report form.  These will be kept in a special file, which can be found in the head’s office.  This will support the LEAs monitoring procedures.

Roles and Responsibilities


It is the responsibility of the head and governors to ensure that everyone associated with the school/ nursery is kept informed about this policy and procedures and abides by them.   The policy will be reviewed regularly.  When reviewing other policies it will be necessary to ensure that racial equality is promoted where appropriate.

The staff are responsible for implementing the policy on a day-to-day basis and for informing the head when unacceptable incidents occur.

All members of the school community should be sensitive to issues arising and take responsibility for dealing with and reporting any incidents.

The teachers are responsible for analysing pupils’ developmental achievements for ethnicity and gender.

It is the head’s responsibility to keep the governors and the LEA informed termly, of all racist incidents and will take overall responsibility for implementation of this policy.  The reporting to governors of racist incidents will take place through the head’s report to governors.  Developmental achievements will be reported to the Governors at the Nursery Committee meetings, e.g. SEN .

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