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Checklist of key issues to be included in a Race Equality Policy
This section has been compiled by Laura Mitchell, Principal Equality Officer, City of Edinburgh Council Education Department with assistance from CERES . CERES is grateful to the CRE (Scotland) for their advice.
Please note that this document was produced in 2002 and has not been updated. So where there is a reference to School Boards, this should now read ‘Parent Councils’, ‘the Scottish Executive’ is now ‘the Scottish Government’ and HMIE have now produced HIGIOS 3. All education authorities in Scotland now have a a policy or action plan in place and these can be viewed in the section on local authorities. This nevertheless is a useful archive document
[PUPILS] [STAFFING] [OTHER BODIES] [SCOPE OF THE POLICY] [RESPONSIBILITIES] [TRAINING & PROFESSIONAL DEVELOPMENT] [BREACHES OF THE POLICY] [RACIST INCIDENTS] [ACTION PLAN] [RELATIONSHIP TO OTHER POLICIES] [MONITORING & REVIEW] [DISSEMENINATION]
Examples of issues that could be included in a Race Equality and/or other policies are set out below. The checklist is not intended to be exhaustive, and it is likely that the scope of questions will vary between institutions.
(a) Attainment, progress and Assessment
- Progress and attainment trends are monitored and reviewed in terms of racial equality, and taking account of variations between different ethnic groups.
- All pupils are encouraged to achieve the highest standards.
- The school/local authority has identified actions to address the attainment disparities between students of different racial groups.
(b) Behaviour and discipline
- The policy and procedures for managing pupil behaviour are reviewed to ensure that they are fair to all groups of pupils.
- Behaviour patterns and trends are subject to regular and systematic monitoring.
- The use of praise/reward systems and sanctions (including exclusions) are monitored as part of the behaviour policy.
(c) Attendance
- Attendance patterns are monitored by racial group and data is used to target intervention to particular groups of students.
(d) Curriculum
- Racial equality and cultural diversity implications are taken into account in the organisation and delivery of the curriculum.
- Curriculum resources are developed to ensure that they are reflective of the ethnic and cultural diversity of the population.
- The curriculum is reviewed in terms of its appropriateness and relevance to all students.
(e) Personal and Social Development and pastoral care
- The pastoral and guidance support programmes take account of ethnic and religious differences, and recognises the particular experiences and needs of students from all groups, including travellers, refugees and asylum seekers.
- Careers education and guidance provision encourages all students to fulfil their potential and does not make assumptions about individual abilities/interests or dispositions.
- Work experience opportunities and take up are monitored by racial group.
- Pupils' involvement in out of school activities, school trips, etc is monitored
- The school talks to students to find out their needs and opinions.
(f) Teaching and learning
- The school has created a learning environment (within and outside the school) in which pupils feel valued and where all can contribute fully.
- Staff have received training to enable them to take account of diverse cultural and linguistic backgrounds and to challenge racist stereotyping.
- Students are encouraged to highlight and challenge racial discrimination.
(g) Racial harassment
- Arrangements are in place for reporting and recording racist incidents or racial harassment, supporting victims and dealing with perpetrators. These policies and procedures are reviewed regularly.
- The numbers of incidents of racial and of other forms of harassment or bullying are monitored by racial group.
(a) Recruitment and retention
- All jobs are advertised to encourage the widest pool of applicants and to ensure fair and equal treatment.
- Staff involved in recruitment and selection and appointments receive regular racial equality and equal opportunities training to ensure the avoidance of unlawful discrimination.
- Steps are taken to encourage applications for jobs from all sections of the community.
- All job appointment processes are monitored at the application and appointment stages by racial group.
- Staff leavers are monitored by racial group, whilst taking account of their reasons for leaving.
(b) Pay and rewards
The profile of staff in post is monitored by racial group, and in order to take account of:
- distribution by seniority/grade;
- full-time/part-time status;
- permanent/temporary contract;
- length of service.
(c) Training and professional development
- Take up of professional development opportunities is monitored by racial group.
(d) Staff Development and Review
- The operation of the staff development and review process is subject to routine monitoring by racial group.
- Performance objectives set recognise and take account of race equality implications.
- The staff development and review process is analysed to ensure that it does not discriminate on grounds of racial group, ethnicity or colour.
(e) Consultation
- Staff are consulted with on the implementation of the policies.
(f) Grievance and disciplinary
- The use/outcomes of the grievance and disciplinary procedures are monitored with regard to racial equality.
- The number of incidents of racial and other forms of harassment of staff are monitored by racial group.
- Arrangements for reporting racial incidents, supporting victims and dealing with perpetrators are reviewed regularly.
(a) School Boards
- School Boards regularly review the Race Equality Policy.
- School Boards encourage representation from all racial groups.
- Members of School Boards are trained in race equality matters
(b) Parents/Carers
- Parents/carers are encouraged to be involved in supporting their child's learning.
- Attendance at parents' meetings is monitored by racial background.
- Information is presented in an accessible way, including the use of translations and other formats where appropriate.
- Parents/carers are consulted on the implementation of policies.
- Complaints from parents are monitored by racial groups.
(c) Wider community
- External bodies commissioned to undertake work on behalf of the local authority or school are required to demonstrate their commitment to equal opportunities and racial equality.
Model Policy for Race Equality in a Local Authority
(This can also be adapted for use in individual schools)This model Race Equality Policy provided for use in Scottish local authorities has been adapted from one produced for schools and colleges in England and Wales by the NASUWT. This model policy has also drawn from the CRE's Code of Practice and Guide for education authorities and schools.
The model policy has been developed, specifically, with reference to the provisions of the Race Relations (Amendment) Act 2000 and its Code of Practice. It has been developed in order to:
- save schools and local authorities hours of work in the framing of a written policy, which is compliant with the legislative requirements;
- allow school and local authority managers to focus their efforts where it is most needed namely, in bringing about change and improvement.
We recognise and welcome the legal duties contained in the Race Relations (Amendment) Act 2000 as it applies to this authority. In particular, we:
- celebrate the diverse nature of our society;
- are committed to ensuring race equality in all areas of our work;
- are determined to tackle racism in all its forms.
We are opposed to all forms of racism, including those forms directed against individuals and groups on the grounds of their colour, racial group, ethnic, cultural, religious, linguistic or national origins, traveller and refugee status, and asylum seekers.
In order to realise its commitment to race equality, we will take all steps necessary to:
- promote equality of opportunity;
- promote good relations between persons of different racial groups;
- eliminate unlawful racial discrimination.
This policy covers all aspects of the work of the local education authority including:
(a) pupils
- attendance;
- teaching, learning and curriculum matters;
- progress, attainment and assessment;
- personal and social development and pastoral care;
- behaviour, discipline and exclusions;
racial harassment.
(b) staff
- recruitment and retention;
- pay and rewards;
- training and professional development;
- performance management;
- consultation and involvement;
- grievance and disciplinary matters.
(c) other bodies
School Board matters;
- parental consultation and involvement;
- collaboration with external bodies;
- contracting arrangements.
(a) Local Education Authority
Responsibility for this policy and its effective implementation rests with the local authority. The local authority will:
- adopt and review the race equality policy;
- review all other local authority policies covered within the scope of the race equality policy;
- monitor and evaluate the operation and impact of the race equality policy;
- monitor and review the race equality impact of other policies;
- provide the resources and support structures needed to ensure the effective implementation of the policy.
A senior member of staff will be appointed to oversee the effective implementation of the race equality policy and to report on issues.
(b) Headteachers
Under the terms of this policy, the local authority may choose to delegate the day-to-day responsibility for the management of the policy to the headteacher/principal of each establishment. The headteacher/principal may be given such responsibilities as deemed appropriate to:
- ensure the effective implementation of the policy;
- communicate the policy and its implications to staff, pupils, parents and other bodies;
- organise the delivery of relevant training for staff;
- monitor and report on the operation of the policy;
- take any remedial actions as required.
(c) Staff
The race equality policy applies to all staff.
Some staff may, from time to time, be given specific responsibilities for the implementation of aspects of the policy, such as the investigation of reported incidents of racism or racial harassment.
(d) Pupils
The race equality policy applies to all pupils. All pupils are expected to comply with the race equality policy.
(e) Parents/carers and other persons
All parents, visitors, contractors and any other persons are expected to comply with the race equality policy.
TRAINING AND PROFESSIONAL DEVELOPMENT
We will review the training and development needs of staff and school board members as part of the annual process of reviewing the race equality policy. At least one member of senior staff from each school will be expected to undertake training to ensure that they are aware of the content of the race equality policy and its implications for the work of the school.
The training and development needs of staff will be considered as part of the arrangements for staff development and review procedures. Professional development opportunities for all staff will made available through the local authority.
Breaches of the policy will be dealt with in accordance with the disciplinary provisions of the local authority.
Racist behaviour will not be tolerated and will be dealt with through the relevant established procedures.
All staff in schools are responsible for ensuring that incidents of racist behaviour are recorded and referred to the relevant member of the senior management.
We will monitor and report on the number of racist incidents across the authority on a regular basis.
We will draw up an action plan for the implementation of the race equality policy. The action plan will form part of the Service Improvement Plan and will include details of:
- race equality objectives;
- timescale for implementing each objectives;
- success criteria;
- resources available;
- monitoring and review arrangements;
- lead person(s).
RELATIONSHIP TO OTHER POLICIES
The race equality policy applies across all other policy areas, as defined within the scope of this policy. All other policies will be reviewed to ensure that they include explicit race equality objectives.
We will undertake regular ethnic group monitoring of pupils and staff for the purpose of evaluating the impact of the race equality policy.
We recognise the complex and sensitive nature of ethnic group data, and respect the rights of individuals to define their own ethnic group and to choose whether or not to disclose information about their ethnic group. We will also ensure that information about an individual's ethnic group is treated in confidence and strictly for the purpose of monitoring the operation and impact of the race equality policy.
Ethnic group information will be recorded on the basis of each individual's self-identification. Such information will be treated as sensitive and confidential, and its collection and use will comply with the provisions of the Data Protection Act 1998.
We recognise that some individuals may be reluctant to record their ethnic group and others may refuse to do so. That is their right. No attempt will be made to lobby individuals to provide the ethnic group data to the school/local authority; or to amend the ethnic group as recorded by an individual pupil/parent or members of staff; or to classify the ethnic group of individuals where they have failed or refused to do so.
We will develop and review our arrangements for the collection of ethnic group information in accordance with national guidelines and use the data provided to monitor the operation and impact of the race equality policy.
The race equality policy will be subject to an annual review.
All other policies will be reviewed in accordance with the terms set out in each policy. Reviews of other policies will consider the race equality impact of the same.
We will publicise information about our race equality policy.
Information about the implementation of the policy will also be included in the Annual Report.
[PUPILS] [STAFFING] [OTHER BODIES] [SCOPE OF THE POLICY] [RESPONSIBILITIES] [TRAINING & PROFESSIONAL DEVELOPMENT] [BREACHES OF THE POLICY] [RACIST INCIDENTS] [ACTION PLAN] [RELATIONSHIP TO OTHER POLICIES] [MONITORING & REVIEW] [DISSEMENINATION]