SV ACADEMY EQUALITY, DIVERSITY AND INCLUSION (EDI) POLICY

Promoting dignity, fairness, inclusion and equal opportunity

1. Statement of Intent

SV Academy is committed to providing a welcoming, safe, inclusive and respectful education and working environment in which students, staff, parents/carers, visitors and partners are treated with dignity and fairness.

We value diversity and seek to remove barriers that prevent people from participating, learning, progressing or contributing fully. Unlawful discrimination, harassment and victimisation will not be tolerated. Concerns will be taken seriously and addressed through the appropriate safeguarding, behaviour, employment or complaints procedure.

This policy applies across SV Academy, including compulsory school-age / statutory and commissioned provision and Post-16 provision. Equality does not always mean treating everybody identically. Lawful and proportionate differences in treatment, including reasonable adjustments and positive action where permitted by law, may be necessary to achieve fair access and participation.

2. Aims

• Promote equality of opportunity, dignity, respect and inclusion throughout Academy life.

• Prevent and respond to unlawful discrimination, harassment and victimisation.

• Identify and reduce barriers to learning, participation, progression and employment.

• Provide reasonable adjustments for disabled people where required by law.

• Promote respectful relationships between people from different backgrounds and with different protected characteristics.

• Ensure curriculum, careers, pastoral support and enrichment prepare students for life in modern Britain.

• Use proportionate evidence and student/staff voice to identify patterns of disadvantage and improve practice.

• Make fair, transparent and evidence-based decisions in admissions, enrolment, education, behaviour, employment and service delivery.

3. Legal and Regulatory Framework

SV Academy will have regard to current legislation and guidance, including, as applicable:

• Equality Act 2010.

• Human Rights Act 1998.

• Children and Families Act 2014 and the SEND framework.

• Education (Independent School Standards) Regulations 2014, as amended, including the requirement not to discriminate unlawfully against pupils.

• Department for Education Independent School Standards guidance (April 2026).

• Department for Education Equality Act 2010: advice for schools.

• Equality and Human Rights Commission technical guidance for schools in England and subsequent updates.

• Keeping Children Safe in Education 2026.

• Relationships Education, Relationships and Sex Education (RSE) and Health Education statutory guidance in force from September 2026.

• SV Academy policies on safeguarding, behaviour, SEND, accessibility, admissions, enrolment, safer recruitment and complaints.

SV Academy is an independent school. Independent schools are subject to the Equality Act duties that apply to schools. The Public Sector Equality Duty does not automatically apply to every private function of an independent fee-paying school. Where SV Academy carries out a function of a public nature, including where this is relevant to commissioned activity, the Academy will consider any applicable public-sector equality obligations.

4. Protected Characteristics and Who is Protected

The Equality Act applies differently depending on the legal relationship involved. Staff must therefore avoid assuming that the same list of protected characteristics applies in exactly the same way in every context.

4.1 Pupils and prospective pupils

Under the schools provisions of the Equality Act, pupils and prospective pupils are protected in relation to:

• Disability.

• Gender reassignment.

• Pregnancy and maternity.

• Race.

• Religion or belief.

• Sex.

• Sexual orientation.

Age and marriage/civil partnership are not protected characteristics under the Equality Act schools provisions for pupils. This does not prevent SV Academy from treating students respectfully and fairly in relation to age, family status or other personal circumstances.

4.2 Employees, applicants for employment and other contexts

In employment, and in other contexts where the relevant Equality Act provisions apply, the full set of nine protected characteristics may be relevant: age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation.

5. Forms of Unlawful Conduct

Depending on the circumstances, unlawful conduct may include:

• Direct discrimination - treating a person less favourably because of a protected characteristic.

• Indirect discrimination - applying a provision, criterion or practice that disadvantages a protected group and cannot be objectively justified where the law permits justification.

• Discrimination arising from disability - treating a disabled person unfavourably because of something arising in consequence of disability, unless the treatment is objectively justified.

• Failure to make reasonable adjustments for a disabled person where the legal duty applies.

• Harassment where the statutory definition applies, and other discriminatory or prejudicial conduct which SV Academy may address under its behaviour, safeguarding or employment procedures.

• Victimisation - subjecting someone to a detriment because they have done, or are believed to have done, a protected act such as raising an equality complaint.

• Discrimination because of association with a person who has a protected characteristic, or because a person is perceived to have a protected characteristic, where covered by law.

6. Leadership and Responsibilities

6.1 Directors / Proprietor

• Hold overall responsibility for ensuring the Academy complies with applicable equality law and the Independent School Standards.

• Approve this policy and receive assurance about significant equality risks, complaints and improvement priorities.

• Ensure appropriate resources are considered where equality or accessibility barriers require action.

6.2 Executive Headteacher

• Provides strategic oversight of equality, diversity and inclusion across compulsory school-age and Post-16 provision.

• Ensures EDI is considered in Academy strategy, curriculum intent, quality assurance, commissioning and policy development.

• Reviews significant or systemic equality concerns and ensures appropriate improvement action is taken.

• Provides senior escalation where an equality issue cannot be resolved through normal operational arrangements.

6.3 Headteacher

• Leads day-to-day implementation of this policy.

• Ensures staff apply equality requirements consistently in teaching, behaviour, attendance, admissions, student support and wider Academy life.

• Ensures allegations of discriminatory behaviour are addressed promptly and appropriately.

• Works with the SENCO, DSL and other leaders to remove barriers and implement support or reasonable adjustments.

6.4 SENCO, DSL and other leaders

• The SENCO coordinates relevant SEND support and works with leaders on reasonable adjustments and accessibility.

• The DSL considers whether discriminatory behaviour, hate incidents, sexual harassment, child-on-child abuse or other concerns also raise safeguarding issues.

• Managers and curriculum leads monitor implementation within their areas and challenge discriminatory practice.

• All staff must model respectful behaviour, follow this policy, challenge inappropriate conduct and report concerns.

7. Equality in Admissions, Enrolment and Access to Provision

Admissions and enrolment decisions will be made in accordance with the Academy Admissions and Enrolment Policies and must not unlawfully discriminate against an applicant or student.

• Compulsory school-age / statutory and commissioned placements will be considered against the purpose of the placement, registered provision, capacity, safety, needs and commissioning arrangements.

• Post-16 applicants will receive fair and impartial information, advice and guidance about programme suitability and progression.

• SEND, disability, race, nationality, religion or belief, sex, sexual orientation, gender reassignment, pregnancy or maternity will not be used unlawfully to refuse or restrict access.

• Reasonable adjustments and accessibility needs will be considered as early as possible.

• Students who are refugees, asylum seekers, looked-after children, care leavers or otherwise vulnerable will be treated with dignity and supported according to need; decisions will not be based on stereotypes or assumptions about background or status.

• Where a placement cannot safely or appropriately meet a young person's needs, the decision and reasons will be documented and communicated through the appropriate admissions/commissioning route rather than framed as an equality-based refusal.

8. Equality in Curriculum, Teaching and Personal Development

SV Academy will provide a curriculum which promotes respect, enables students to encounter different perspectives in an age-appropriate way and prepares them for the opportunities, responsibilities and experiences of adult life.

• Curriculum materials should avoid unnecessary stereotyping and should reflect diversity appropriately to the subject and context.

• Teaching about protected characteristics will be factual, age-appropriate, respectful and consistent with current statutory guidance.

• Contested political or social issues will be handled in line with legal requirements on political impartiality and the Academy curriculum.

• Students will be taught to challenge prejudice, discriminatory language, harassment and bullying safely.

• Reasonable adjustments, adaptive teaching and appropriate support will be used to improve access without unnecessarily lowering expectations.

• Careers information, advice and guidance will be impartial and will challenge limiting stereotypes about education, training and employment.

9. Disability, SEND and Accessibility

SV Academy recognises that SEND and disability overlap but are not identical. A student may be disabled without having SEND, may have SEND without meeting the Equality Act definition of disability, or may fall within both frameworks.

• Reasonable adjustments will be considered and implemented where required.

• Staff should focus on barriers and functional impact rather than relying only on diagnostic labels.

• Behaviour, attendance or engagement concerns will be considered in context where disability or SEND may be relevant.

• Access arrangements for assessments and examinations will be considered in line with awarding-body requirements.

• Physical and information accessibility will be managed through the separate Equality, Disability and Accessibility Policy and Accessibility Plan.

10. Respecting Different Protected Characteristics

10.1 Race, ethnicity and nationality

Racist language, stereotyping, hostility or unequal treatment because of race, colour, nationality, ethnic or national origins will be challenged. SV Academy will promote respectful understanding of different cultures and backgrounds while maintaining high expectations for all students.

10.2 Religion or belief

Students and staff will be treated fairly in relation to religion or belief, including qualifying philosophical beliefs and lack of belief. Requests relating to religious observance, dress or practice will be considered lawfully, proportionately and with regard to safeguarding, health and safety, curriculum and operational requirements.

10.3 Sex and gender reassignment

Sex and gender reassignment are separate protected characteristics under the Equality Act. SV Academy will apply current law and statutory guidance, taking safeguarding, privacy, dignity and the rights of all students into account. Decisions involving records, facilities, sport, safeguarding or individual support will be handled carefully and on the basis of the current legal framework rather than assumptions or stereotypes.

10.4 Sexual orientation

Homophobic or biphobic bullying, harassment and discriminatory treatment are not acceptable. Students will receive age-appropriate education about respectful relationships and the law in accordance with current statutory guidance.

10.5 Pregnancy and maternity

A student will not be unlawfully disadvantaged because of pregnancy or maternity. The Academy will work with the student, family, commissioner and relevant professionals to support safeguarding, education, attendance and continuation or return to learning.

11. Behaviour, Bullying, Harassment and Hate Incidents

SV Academy does not tolerate discriminatory bullying, harassment, victimisation, hate incidents or targeted abuse. Conduct may occur face to face, in writing, through social media, messaging, images, symbols or other online activity.

• Staff should intervene safely and proportionately when discriminatory behaviour occurs.

• Incidents will be recorded through the appropriate behaviour, safeguarding or staff-management system.

• The impact on the person targeted will be considered, alongside context, intent, age, SEND and any safeguarding factors.

• Restorative or educational responses may be used where appropriate, but serious or repeated conduct may lead to formal sanctions.

• Potential crimes or safeguarding concerns will be referred to the police, local authority or other agencies where appropriate.

• Malicious, false or discriminatory allegations will also be addressed fairly under the relevant Academy procedure.

12. Student Wellbeing, Voice and Belonging

EDI is part of safeguarding, pastoral support and personal development. Students should be able to raise concerns and contribute to improving the Academy environment.

• Student voice will be sought proportionately through reviews, surveys, tutorials, student leadership and other appropriate mechanisms.

• Pastoral and safeguarding staff will consider the impact of discrimination, bullying, isolation or prejudice on wellbeing and attendance.

• Support will be offered according to need and may include mentoring, safeguarding support, reasonable adjustments or referral to external services.

• Confidentiality will be respected, but information will be shared where necessary to safeguard a student or meet another lawful obligation.

13. Recruitment, Employment and Staff Development

SV Academy is an equal opportunities employer and will make employment decisions lawfully and fairly. Selection and progression decisions will be based on relevant skills, qualifications, experience, conduct, performance and suitability for the role, subject to lawful exceptions and safeguarding requirements.

• Recruitment materials and processes will avoid unlawful discrimination.

• Reasonable adjustments will be considered for disabled applicants and employees.

• Safer recruitment checks will be applied consistently and proportionately.

• Harassment, victimisation and discriminatory treatment in employment will be addressed under the relevant staff procedures.

• Lawful positive action may be considered where the statutory conditions are met; this is distinct from unlawful positive discrimination.

• Staff will receive equality and inclusion training appropriate to their role and responsibilities.

14. Parents, Carers, Visitors, Contractors and Partners

SV Academy will seek to make communications, meetings, events and services reasonably accessible and respectful. Contractors, visitors and commissioned partners are expected to comply with Academy expectations on equality, safeguarding and professional conduct while on site or working with students.

Where a parent/carer or visitor requires an adjustment to access a meeting, information or service, they should inform the Academy as early as practicable so that suitable arrangements can be considered.

15. Monitoring, Evidence and Improvement

SV Academy will use proportionate information to identify whether groups or individuals are experiencing barriers or unequal outcomes. Monitoring is for improvement and assurance, not for making assumptions about individual students or staff.

• Student achievement and progress.

• Attendance and persistent/severe absence.

• Behaviour, sanctions, suspensions/exclusions and restrictive interventions where relevant.

• Safeguarding, bullying and hate/discrimination incidents.

• Admissions, enrolment and destinations.

• SEND, reasonable adjustments and accessibility issues.

• Complaints and student/parent feedback.

• Recruitment, staff development and employment issues where proportionate and lawful.

Equality information will be handled in accordance with data-protection law. Small-number data and sensitive personal information will not be published or circulated in a way that creates an unnecessary risk of identification.

16. Equality Impact in Decision-Making

For significant policy, curriculum, premises or service changes, leaders should consider equality impacts before implementation. This need not be a bureaucratic exercise, but there should be enough evidence to show that foreseeable barriers and discriminatory effects were considered.

17. Reporting Concerns and Complaints

Students, parents/carers, staff and visitors are encouraged to raise equality concerns promptly. Concerns may be reported to a trusted member of staff, the Headteacher, Executive Headteacher, DSL or through the Academy Complaints and Compliments Policy, depending on the nature of the issue.

• Safeguarding concerns must be reported immediately through safeguarding procedures.

• Staff employment concerns should be raised through the appropriate management, grievance, whistleblowing or dignity-at-work route.

• No person will be subjected to victimisation for raising a genuine equality concern or supporting another person who does so.

• Records will distinguish, as far as possible, factual information, professional opinion, findings and actions taken.

18. Training and Communication

All staff are expected to understand the parts of equality law and Academy policy relevant to their role. Training and updates may include protected characteristics, reasonable adjustments, discriminatory bullying, inclusive teaching, safeguarding, recruitment and responding to complaints.

Students will be taught about equality, respectful relationships, protected characteristics and British values through an age-appropriate curriculum and wider personal-development programme.

19. Related Policies

• Equality, Disability and Accessibility Policy and Accessibility Plan.

• SEND Policy / SEND Information arrangements.

• Safeguarding and Child Protection Policy.

• Behaviour, Rewards and Sanctions Policy.

• Anti-Bullying Policy.

• Curriculum Policy.

• Admissions Policy and Enrolment Policy.

• Safer Recruitment and DBS Policy.

• Information Sharing and Confidentiality Policy.

• Complaints and Compliments Policy and Procedure.

• Staff Code of Conduct.

20. Monitoring and Review

The Headteacher will oversee day-to-day implementation and report significant themes or concerns to the Executive Headteacher. The Executive Headteacher will provide strategic oversight and ensure material equality issues are considered through Academy improvement and quality-assurance processes.

The Directors / Proprietor will receive appropriate assurance that the Academy is meeting applicable equality obligations. This policy will be reviewed annually and sooner where legislation, statutory guidance, case law, inspection requirements or SV Academy provision changes materially.

21. Contact

Questions or concerns about equality, diversity or inclusion may be raised with the Academy through the Headteacher or Executive Headteacher.

Email: head@streetvibes.org

Telephone: 0203 031 8240

22. Key External Guidance

• Department for Education - Equality Act 2010: advice for schools

• Equality and Human Rights Commission - Technical guidance for schools in England

• Department for Education - Independent School Standards guidance

• Department for Education - Keeping Children Safe in Education

• Department for Education - RSE and Health Education statutory guidance

Policy reviewed and revised: September 2026 | Next scheduled review: September 2027