Skip to content ↓
  • slideshow image

Public Sector Equality Duty

The Public Sector Equality Duty requires public bodies and others carrying out public functions to have due regard to the need to eliminate discrimination, to advance equality of opportunities and foster good relations. This ensures that public bodies consider the needs of all individuals in their day to day work - in shaping policy, in delivering services, and in relation to their own employees. The duty applies to all nine areas of discrimination listed in the Equality Act 2010.

  • age
  • disability
  • gender reassignment
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation
  • marriage and civil partnership

Note: For marriage and civil partnership, the PSED only requires employers to have due regard to the need to eliminate unlawful discrimination.

At Bawdsey C of E Primary School, we are committed to ensuring equality of education and opportunity for all pupils, staff, parents and carers receiving services from the school, irrespective of race, gender, disability, faith or religion or socio-economic background. We aim to develop a culture of inclusion and diversity in which all those connected to the school feel proud of their identity and able to participate fully in school life. The achievement of pupils will be monitored by race, gender and disability, and we will use this data to support pupils, raise standards and ensure inclusive teaching. (Due to the small numbers of the cohorts we will not publish this data, but it will be available for a school inspection.) We will tackle discrimination by the positive promotion of equality, challenging bullying and stereotypes and creating an environment which champions respect for all. At Bawdsey, we believe that diversity is a strength, which should be respected and celebrated by all those who learn, teach and visit here.

As a Church school, our curriculum places an emphasis on spiritual, moral, cultural, social and emotional development. Differences and diversity are celebrated. We promote understanding and respect for others through our Christian values, Worship, curriculum and school rules. Bawdsey is a welcoming, inclusive school, in which we ensure that all children have an equal opportunity to participate and succeed.

Vision: We have God’s World in our hands

At Bawdsey CEVC primary school our children know that they have God’s world in their hands, they look beyond their quiet peninsula home to understand and make an impact on the whole, diverse world. We want the children to be resilient, caring and courageous advocates who explore and know they are equal with others.

Our motto is.

‘We have God’s world in our hands.’

Our key parable is,

‘The Good Samaritan.’

The key learning from the parable is about looking beyond differences to help those in need.

Equality objectives

Objective 1: To widen pupils’ experiences of people with different abilities, cultures and religions.

Why we have chosen this objective: We have limited diversity within the school and the pupils need to be aware of these differences in the wider world and also know they are equal with others as in our vision.

To achieve this objective, we plan to: Have a rolling plan of experiences where the children experience the wider world, religions, cultures and the arts. Improve PSHE (personal, social, health education) and RSE (relationship and sex education) planning to help have tasks which widen children’s understanding and experiences. Continue good quality RE (Religious Education) work to widen children’s understanding of different religions. Ensure worship also targets diversity and equality. Improve books and resources which represent diversity.

Progress we are making towards this objective: We have ensured the curriculum planning addresses this. We will be making sure a long-term plan of other experiences will be planned and implemented. We have purchased a PSHE scheme to be using to cover all points to enable improved experiences of diversity and equality. In September 2022 we are looking to bring in the 'No Outsiders' resources and ideals started by Andrew Moffat. 


Objective 2: To have in place a reasonable adjustment agreement for all staff with disabilities by July, to meet their needs better and ensure that any disadvantages they experience are addressed.

Why we have chosen this objective: We have staff with different needs, and we need to ensure we have everything in place to support these members of staff.

To achieve this objective we plan to: Make sure risk assessments and personal plans are in place along with support that may be needed. (Like using occupational health referrals).

Progress we are making towards this objective: We have assessed the needs of employees with different needs.


Objective 3: To ensure admissions allow us to show we are upholding the equality principles (including with flexi-schooling families). Again this upholds our equal with others aim from the Vision.

Why we have chosen this objective: We have a number of families historically that join the school wanting a flexi-schooling offer.

To achieve this objective, we plan to: Have a flexi-schooling statement alongside our admission policy which allows families to have this offer if it helps their child to support that different medical or mental health need.

Progress we are making towards this objective:The flexi-schooling statement is being reviewed by the Children's committee to check it is inline with the Ethos of the school and the Full Governing Body.


Objective 4: Train all members of staff and governors involved in recruitment and selection on equal opportunities and non-discrimination by the beginning of the next academic year. Training evaluation data will show that 100% of those attending have a good understanding of the legal requirements.

Why we have chosen this objective: Presently only the Executive Headteacher has a safer recruitment training which involves equal opportunities' information.

To achieve this objective, we plan to: Have the Senior teacher and Chair of Governors trained in safer recruitment and the Office Manager to have an update in Single Central Record training.

Progress we are making towards this objective: We have booked the Chair of Governors on the training,