Equality Objectives and Public Sector Equality Duty Report

The Equality Objectives and Public Sector Equality Duty Report is

a cornerstone of the Learning Community Trust’s commitment to fostering an inclusive and equitable environment across its academies.

Grounded in the Equality Act 2010, this report ensures that LCT actively eliminates discrimination, advances equality of opportunity, and nurtures positive relations among all individuals, regardless of protected characteristics.

Its importance lies not only in legal compliance but in its alignment with the Trust’s mission to empower every learner and staff member. By embedding equality into recruitment, admissions, curriculum design and daily practice, the Trust upholds its vision of developing compassionate, resilient and inspirational young people who can flourish in a diverse and ever-changing global community. These objectives reflect LCT’s values, ensuring that every policy and decision contributes to a culture where fairness and opportunity are not just ideals, but lived realities

Equality Act 2010

The Equality Act 2010 requires public sector bodies to have due regard to the need to:

eliminate unlawful discrimination, harassment and victimisation

advance equality of opportunity between people who do and do not share a protected characteristic

foster good relations between people who share a protected characteristic and those who do not share a protected characteristic.

The Act applies to the Learning Community Trust and its academies as employers and providers of public services.

The duty to comply with the Act is referred to as the ‘public sector equality duty’.

There are nine ‘protected characteristics’ which are:

disability

gender reassignment

marriage and civil partnership

pregnancy and maternity

race

religion or belief

sexual orientation.

We must also carry out specific duties under the Act:

To publish information each year which shows how we comply.

To publish objectives which set out how we will meet the requirements of the act at least every four years and report annually on our progress against these.

To ensure this information is accessible to the public on our website.

How we comply with the public sector equality duty

The following is a non-exhaustive list of some of the ways we comply the public sector equality duty:

We ensure when designing, reviewing and updating our policies and procedures we adhere to the requirements of the Equality Act 2010.

We have policies and procedures in place to tackle unlawful discrimination, harassment and victimisation among staff and pupils.

We ensure that key policies around staff recruitment, promotion, pay and pupil admissions do not discriminate against anyone.

We make reasonable adjustments to support staff and pupils with disabilities to ensure they have the same access to opportunities as everyone else.

We ensue staff receive relevant equality and diversity training.

We educate and teach pupils about equality, diversity, religion, sex, and other cultures as part of our timetabled curriculum and enrichment experiences.

We encourage a range of network groups and clubs that are open to all staff and pupils to foster good relations between people who share a protected characteristic and those who do not share a protected characteristic.

How We Comply with the Public Sector Equality Duty – Learning Community Trust

The Learning Community Trust (LCT) is committed to upholding the principles of the Equality Act 2010 and ensuring that equality, diversity and inclusion are embedded across all aspects of our work. We recognise our legal and moral duty to eliminate discrimination, advance equality of opportunity, and foster good relations between people who share a protected characteristic and those who do not. Our compliance with the Public Sector Equality Duty (PSED) is reflected in the following practices:

Policy Development and Review: All Trust and academy-level policies are designed, reviewed and updated with due regard to the requirements of the Equality Act 2010. This includes assessing the impact of proposed changes on individuals with protected characteristics and ensuring that equality considerations are central to decision-making.

Anti-Discrimination Measures: We maintain robust policies and procedures to prevent and address unlawful discrimination, harassment and victimisation. These include our Bullying and Harassment Policy, Disciplinary Policy, and Dignity at Work Policy, which are actively implemented and monitored across all settings.

Fair and Inclusive Recruitment and Progression: Our recruitment, promotion and pay practices are regularly reviewed to ensure they are inclusive and do not disadvantage any group. We monitor workforce data to identify and address disparities.

Reasonable Adjustments: We make reasonable adjustments to support staff and pupils with disabilities, ensuring they have equitable access to learning, employment and enrichment opportunities. This includes physical adaptations, assistive technologies, and personalised support plans.

Staff Training and Development: All staff receive mandatory training on equality, diversity and inclusion. We also offer ongoing CPD opportunities to deepen understanding of societal issues and equip colleagues to foster inclusive environments.

Curriculum and Enrichment: Pupils are taught about equality, diversity, religion, sex and culture through a broad and balanced curriculum. Enrichment activities are designed to promote understanding, respect and celebration of difference.

Equality Objectives

The objectives below describe our activities in seeking to advance the aims of the public sector equality duty, facilitating the elimination of discrimination, equality of opportunity and the fostering of good relations between people who share protected characteristics and those who do not.

OBJECTIVE 1: We will seek to promote equality in relation to access, success, progression and outcomes for pupils with relevant protected characteristics.

Key Activities:

Conduct termly analysis of pupil progress and attainment data disaggregated by protected characteristics (e.g. SEND, EAL, FSM, ethnicity, gender) to identify gaps and inform targeted interventions.

Embed inclusive curriculum design that reflects diverse identities and experiences, ensuring representation across subjects and enrichment activities.

Implement the LCT Enrichment Passport Trust-wide to ensure all pupils access at least 10 enrichment opportunities annually, promoting cultural capital and aspiration.

Ensure reasonable adjustments are consistently applied for pupils with disabilities, including differentiated teaching, assistive technologies, and adapted environments.

Strengthen pastoral support through inclusive, responsive teams and specialist roles to ensure pupils feel safe, valued and supported.

Monitor exclusions, attendance and destinations data to ensure equitable outcomes and readiness for next stages.

OBJECTIVE 2: We will seek to be an inclusive workplace that attracts a diverse range of candidates, creating an environment in which colleagues are treated with respect.

Key Activities:

Ensure that recruitment creates a diverse workforce including volunteers, trustees, and governors that reflects its local community.

Audit recruitment materials and platforms to ensure inclusive language, imagery and accessibility, aligned with LCT’s values of respect and unity.

Introduce an application processes alongside inclusive shortlisting protocols to reduce unconscious bias.

Develop and embed CPD pathways that include modules on inclusive leadership, cultural competence, and respectful dialogue around societal issues.

Launch Trust-wide staff surveys to gather insights on inclusion, belonging and psychological safety, with clear feedback loops and action plans.

Establish collaborative professional networks and centres of excellence to support inclusive practice and staff development across roles and settings.

Monitor internal promotions and leadership progression through a talent pathway tracker to ensure equitable access to career development.

OBJECTIVE 3: We will nurture safe, open, and equitable working and learning environments for all.

Key Activities:

Publish clear guidance on acceptable language and behaviours, supported by training and awareness campaigns across all academies.

Facilitate structured forums and restorative practices for pupils and staff to explore identity, lived experiences and current issues in a safe and respectful manner.

Implement multiple mechanisms for reporting concerns (e.g. anonymous channels, safeguarding leads, pastoral teams) with transparent follow-up processes.

Deliver training on recognising and addressing discrimination, harassment and microaggressions, tailored to different roles and settings.

Promote inclusive access to CPD, job opportunities and leadership roles, with clear communication and equitable selection processes.

Embed equality, diversity and inclusivity into curriculum content and teaching practices, ensuring all learners feel seen, respected and valued.