Equality Statement and Objectives

Equality Objectives Statement

Learning Partners Academy Trust

Approval Date: March 2026

Next Review: March 2029

Duration: 2026–2029

1. Purpose and Legal Context

Learning Partners Academy Trust is committed to meeting the requirements of the Public Sector Equality Duty (PSED) under the Equality Act 2010 by:

• Eliminating unlawful discrimination, harassment, and victimisation
• Advancing equality of opportunity between people who share protected characteristics and those who do not
• Fostering good relations across all communities

Protected characteristics include: age, disability, gender reassignment, marriage and civil partnership (in employment), pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

2. Equality Objectives (2026–2029)

Objective A: Embed EDI Training Across All Staff

Ensure that 100% of staff (teaching and non-teaching) complete annual Equality, Diversity, and Inclusion (EDI) training by the end of each academic year.

Measures: Training completion records; staff confidence surveys

Responsible Leads: Head of HR, Headteachers

Objective B: Assess Policy Impact on Protected Characteristics

Conduct an Equality Impact Assessment (EIA) for all new and revised policies and procedures, ensuring potential impacts on people with protected characteristics are identified and mitigated.

Measures: EIA log; % of policies assessed; evidence of mitigations

Responsible Leads: CEO, Head of HR, Headteachers

Reference: See Appendix A – EIA Template for standard format and guidance.

Objective C: Improve Accessibility and Inclusion in Communications

Ensure that 100% of schools provide accessible formats for key communications (e.g., admissions, behaviour, safeguarding, SEND information) by the end of the next academic year.

Measures: Accessibility audits; compliance checks; parent feedback

Responsible Leads: Head of HR, Communication Manager, Headteachers

3. Governance and Monitoring

Progress monitored termly by Headteachers, reported to Local Governing Bodies (LGBs), and aggregated for the Executive Committee and Trust Board. Annual equality report published on the Trust website. Oversight by Members, Trustees, and Audit & Risk Committee.

4. Implementation Plan (High-Level Timeline)

Term	Objective A (EDI Training)	Objective B (EIAs)	Objective C (Accessible Comms)
Term 1 (Launch)	Commission EDI training; set completion deadlines; include in induction	Finalise EIA template; train policy owners; integrate into approval process	Conduct accessibility audits; agree standards; create templates
Term 2 (Embed)	Track completion; escalate non-compliance; deliver refresher modules	Complete EIAs for all new/revised policies; start backlog review	Convert core documents; staff training; enable translation routes
Term 3 (Assure)	Achieve 100% completion; analyse survey impact	Backlog EIAs completed for high-impact policies; publish summaries	100% compliance; run spot checks; report accessibility metrics

5. Success Criteria

• Objective A: 100% staff complete annual EDI training
• Objective B: EIAs completed for all new/revised policies; mitigations implemented
• Objective C: All schools meet accessibility standards for key communications

6. Review

Objectives will be reviewed annually, with adjustments made based on progress and feedback.

Appendix A – Equality Impact Assessment (EIA) Template

Policy/Procedure Name:

Policy Owner:

Date of Assessment:

Reviewer:

1. Purpose and Scope – Briefly describe the purpose of the policy and who it affects.

2. Protected Characteristics Considered – Age, Disability, Gender reassignment, Marriage and civil partnership, Pregnancy and maternity, Race, Religion or belief, Sex, Sexual orientation.

3. Assessment of Impact – Positive, Negative, Neutral impacts.

4. Evidence Used – List data sources, consultation feedback, research, or monitoring information.

5. Mitigation Actions – Outline steps to reduce or remove negative impacts.

6. Decision and Sign-Off – Proceed / Amend / Reject; Sign-Off by Policy Owner and Reviewer.

Appendix B – EDI Training Outline

Core Module (All Staff): Introduction to Equality Act 2010 and PSED; Protected Characteristics Explained; Recognising and Preventing Discrimination, Harassment, and Victimisation; Inclusive Language and Behaviour; Reasonable Adjustments for Disability; Reporting and Escalation Procedures.

Role-Specific Modules: Leadership & Governance – Strategic responsibilities under PSED; policy oversight and EIAs. Recruitment Panels – Fair recruitment practices; avoiding bias in selection. Teaching Staff – Inclusive classroom strategies; supporting SEND and EAL learners.

Delivery and Frequency: Annual refresher for all staff; Mandatory induction for new starters within 30 days; Micro-learning updates for policy changes or emerging issues.