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St Thomas Becket Catholic College ACCESSIBILITY PLAN

Person/s Responsible: John Firth

APRIL 2012

Introduction St Thomas a Becket Catholic College aims to develop the potential of every individual by providing the best education through experience of our Catholic, Christian Community within which all members can grow in faith. We are committed to giving all pupils every opportunity to achieve and we do this by taking account of pupils varied life experiences and needs. We offer a broad and balanced curriculum and have high expectations for all our pupils. We seek actively to remove the barriers to learning and participation that can hinder or exclude individual pupils or groups of pupils. This means that equality of opportunity must be a reality for all pupils. The Equality Act 2010 The Act harmonises and replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and ensures consistency in what you need to do to make your workplace a fair environment and to comply with the law. The Equality Act covers the same groups that were protected by existing equality legislation age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity. These are now called protected characteristics. The Act extends some protections to characteristics that were not previously covered, and also strengthens particular aspects of equality law. The Act makes it unlawful to discriminate against, applicants or potential pupils, therefore St Thomas a Becket Catholic College: 1- Acknowledges its duty towards pupils, staff, parents, governors and members of the wider community. 2- Recognises that it is unlawful: To treat a pupil or prospective pupil less favourably for a reason related to protected characteristics than someone to whom that reason was not applied, without justification in doing so. Types of Discrimination: Direct Discrimination: Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have (see perception discrimination below), or because they associate with someone who has a protected characteristic (see discrimination by association below). Discrimination by Association Already applies to race, religion or belief and sexual orientation. Now extended to cover age, disability, gender reassignment and sex. This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.

Perception Discrimination Already applies to age, race, religion or belief and sexual orientation. Now extended to cover disability, gender reassignment and sex. This is direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not actually possess that characteristic. Indirect Discrimination Already applies to age, race, religion or belief, sex, sexual orientation and marriage and civil partnership. Now extended to cover disability and gender reassignment. Indirect discrimination can occur when you have a condition, rule, policy or even a practice in your company that applies to everyone but particularly disadvantages people who share a protected characteristic. Harassment Harassment is unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individuals dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. Harassment applies to all protected characteristics except for pregnancy and maternity and marriage and civil partnership. Employees will now be able to complain of behaviour that they find offensive even if it is not directed at them, and the complainant need not possess the relevant characteristic themselves. Employees are also protected from harassment because of perception and association. Third Party Harassment Already applies to sex. Now extended to cover age, disability, gender reassignment, race, religion or belief and sexual orientation. The Equality Act makes the Governing Body potentially liable for harassment of your employees by people (third parties) who are not employees of your company, such as customers or clients or visitors to College. You will only be liable when harassment has occurred on at least two previous occasions, you are aware that it has taken place, and have not taken reasonable steps to prevent it from happening again. Victimisation Victimisation occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act; or because they are suspected of doing so. An employee is not protected from victimisation if they have maliciously made or supported an untrue complaint. There is no longer a need to compare treatment of a complainant with that of a person who has not made or supported a complaint under the Act. Principles. Compliance with the Equality Act 2010 is consistent with the Colleges aims and equal opportunities policy and the operation of the SEN policy.

The College has developed systems for raising the profiles of such pupils. These include: Regular contact with Parents. Seeking and acting on the advice of relevant outside agencies. Written information about disabilities given to Staff in SEN files. Regular Staff updates in briefings and Staff meetings. Support for vulnerable pupils at break and lunchtimes. Teachers who teach pupils must ensure that the work: Is adapted to cater for the individual pupils needs. Takes account of their pace of learning and the equipment they use. Uses assessment techniques that reflect the individual needs of the pupil, including disapplication and special examination arrangements. Looking to the future the College will: Continue to promote positive attitudes towards inclusion. Continue to improve access to all areas of the College site. Continue to monitor the progress made by these pupils and seek ways to improve the provision we make for them. Monitoring and Review The Human Resources Manager will report annually on the working of this policy, and may suggest amendments at any time to be considered by the Resources Sub-Committee. The Accessibility Plan will be issued on an annual basis to all staff at the start of every academic year and to all new employees during the College Induction Day.

Date submitted to Resources Sub - Committee Head teachers Signature. Name of Head teacher.. Chair of Governing Bodys Signature....
Name of Chair of Governing Body...................

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