Equal Opportunity Policy

Belfast Royal Academy is committed to securing equality of opportunity through the creation of an environment in which individuals are treated on the sole basis of their relevant merits and abilities. The School is committed to ensuring that within the framework of the law, the School is free from unlawful discrimination on the grounds of race, ethnic or national origin, religion or political opinion, gender, marital status, sexual orientation, disability or membership of the Travelling Community.

 

 

 

2.1. The School aims to ensure that all our pupils achieve their full potential and that all decisions are taken without reference to irrelevant or discriminatory criteria. In seeking to achieve this goal, the School aims not to discriminate on any of the grounds stated at 1.1 in affording terms of education and providing benefits, facilities and services for pupils.

 

2.2. Admission decisions will be made on the basis of fair and objective criteria. The School’s selection procedures are reviewed from time to time to ensure that they are appropriate for achieving our objectives and for avoiding unlawful discrimination. The School aims not to discriminate against a person either directly or indirectly.

 

2.3. This policy will be made readily accessible. Any breach of this policy or any action by a pupil which might amount to unlawful discrimination on any of the grounds stated at 1.1 against any other pupil, visitor or member of staff may result in disciplinary action being taken against the pupil.

 

 

 

3.1. The School aims to ensure that staff members achieve their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria. It is unlawful to discriminate against a person, directly or indirectly in the field of employment.

 

3.2. Recruitment and employment decisions will be made on the basis of fair and objective criteria.

 

3.3. Recruitment publicity must positively encourage applications from all suitably qualified and experienced persons. When advertising for job vacancies or promotions, the School will, as far as reasonably practicable:

 

Ensure advertisements are not confined to those areas or publications which would exclude or disproportionately reduce the number of applicants due to an unlawful discriminatory ground.

 

Avoid prescribing any unnecessary requirements which would exclude a higher proportion of a particular group

 

Avoid prescribing any requirements relative to marital status

 

Where vacancies may be filled by promotion or transfer, they will be published to all eligible employees in such a way that they do not restrict applications from employees on unlawful and discriminatory grounds.

 

3.4. Personnel and job specifications will be limited to those requirements which are necessary for the effective performance of the position. All applications will be processed in the same way. The staff and Governors responsible for short-listing, interviewing and selecting candidates will be clearly informed of the selection criteria and the need for their consistent application.

 

3.5. Interviews will be conducted on an objective basis against specific   selection criteria which will be consistently applied to all applicants.

 

3.6. The religious composition of all non-teaching staff and all applications for non-teaching staff positions will be monitored in accordance with Fair Employment legislation.

 

3.7. Where applications for promotions are being considered, the assessment criteria will be examined to ensure that they are not discriminatory.

 

3.8. The School will from time to time review the selection criteria and personnel procedures to ensure that they do not include requirements or conditions, which constitute or may lead to unlawful discrimination.

 

3.9. The School acknowledges that it is unlawful to victimise individuals who have made allegations or complaints of discrimination, for example by disciplining them as a direct result of their complaints or the fact that they have provided information.

 

 

 

4.1 All employees must familiarise themselves with this policy. Any breach of this policy or any action by an employee which might amount to unlawful discrimination on any of the grounds set out at 1.1 of this Policy may result in disciplinary action being taken against the employee.

 

As an example, a discriminatory practice might include:

 

Discrimination in the course of employment against fellow employees or job applicants, for example in selection decisions for recruitment, promotion, transfer or training.

 

Inducing or attempting to induce other employees, unions or management to practice unlawful discrimination.

 

Victimising individuals who have made allegations or complaints of discrimination or provided information about such discrimination.

 

4.2. Anyone who believes that he or she may have been disadvantaged on discriminatory grounds is entitled to raise the matter through the School’s Grievance Procedure. Any allegations of discrimination will be dealt with promptly and seriously.