ST MARGARET WARD CATHOLIC ACADEMY
RACIAL EQUALITY POLICY
Policy for Promoting Racial Equality
This policy attempts to reflect the general and specific duties of schools as detailed in the Race Relations Act of 1976 and as amended by the Race relations (Amendment) Act 2000. This policy must be read in conjunction with other relevant school policies such as:
Racist incidents in the school are very rare, however the local area has experienced continuing racial tension over the last few years. Therefore St Margaret Ward is especially mindful of the potential for racist incidents and is determined to stamp out such unacceptable behaviour.
“It is the responsibility of every school to prepare young people for the reality of an ethnically and culturally diverse society”
OFSTED (1993) Guidance on the Inspection of Schools, London, HMSO
We seek to be a friendly, welcoming school with a secure, orderly and peaceful atmosphere of respect for everybody, their belongings and the environment. In this way, everyone, irrespective of race, colour, ethnic origin or citizenship feels welcome and valued. By ensuring there is an atmosphere of discipline and order (with high standards of behaviour), we can create a dynamic learning environment in which students have a desire to be educated. With an emphasis on positive achievement, students will have the opportunity to exercise responsibility. We want students to have a pride in their work, their appearance, and above all, in their school.
We place a high priority on team- work both in our school and in our partnership with parents and the local community and the diocese.
Our school is committed to tackling racial discrimination and promoting equality of opportunity and good race relations across all areas of school activity, including:
observance in relation to student attendance, including provision to
cover missed work.
The school will seek to:
All staff will ensure that they:
Particular care will be taken to identify support needed for groups who are disadvantaged, such as travellers, asylum seekers or students whose first language is not English. These methods of assessment will be closely monitored.
The Governing Body will
The Head Teacher will
(Vice Principal for Inclusion) will:
Personal Development and Pastoral Care
The school will
The school will:
Staff recruitment and professional development
The school will:
Partnerships with parents and the community
The school will:
Racist behaviour can be defined as any hostile or offensive act or expression by a person of one racial group against a person of another racial group, or incitement to commit such an act, where there is an indication that the motivation is racial dislike or hatred. Incidents of racist behaviour may be physical or verbal, they may involve a large or small number of people and those harassed may be from either the majority or minority communities.
The following list contains examples of racist behaviour, all of which constitute a breach of institutional regulations and should be acted upon by members of staff:
a) Physical assault or the threat of it.
b) Racist name-calling, joke making, face pulling and gesture.
c) Any expression of racial prejudice or deliberate misinformation on racial or ethnic distinctions.
d) Racist graffiti.
e) Distributing racist literature.
f) Wearing badges or insignia belonging to political organisations known to promote racial prejudice.
g) Expressing slogans known to be associated with racist organisations.
Action to be taken by staff at St Margaret Ward Catholic College when dealing with incidents of racist behaviour:
1. Incidents of racial harassment by people attending St Margaret Ward may be observed or heard by members of staff, may be reported to members of staff by either the person harassed or by other young people or may be directed at members of staff.
2. When those harassed in such incidents are young people, they should be withdrawn from the situation. Referral should be made to the Vice Principal (in charge of Inclusion), Year Team Managers or another suitable member of staff if unavailable.
3. The member of staff who has either observed the incident or has been informed by a pupil about the incident should immediately complete a racist incident form (to be found in the staffroom and reprographics)
4. Referral should be made to Vice Principal (in charge of Inclusion), Inclusion Manager or year Team Manager if they are unavailable. A Serious Incident Sheet should be completed and forwarded to the year team. A copy of this form will be kept on record.
Dealing with the pupils involved:
1. Support should be offered to the pupil who has been racially harassed through either a suitable member of the Teaching Staff or Pastoral Support Team. During this time the pupil should be given the opportunity to discuss whether they would like the incident formally pursued by the school. The results of this conversation should be passed on to Mrs Pritchard or relevant Assistant Vice Principal.
2. The person committing the harassment should be given a clear indication of why the behaviour is objectionable and unacceptable. However, on the first occasion (s)he should then be dealt with according to normal procedures. However, if there were to be a reoccurrence of such an incident the pupil in question will face a fixed term/permanent exclusion from the school (see exclusion policy).
3. Incidents which occur outside the school premises (i.e. distribution of racist literature at the school gates) will lead to the police being immediately informed.
This policy will be evaluated by the Staff, Senior Management Team and Governors in January 2016