The Act says it is unlawful to discriminate against anyone who has a protected characteristic. This covers the same groups that were protected previously - age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity - but extends some protections to groups not previously covered, and also strengthens particular aspects of equality law.
Your policy must show that your nursery is aware of discrimination and that you are putting the equal opportunities principle into practice.
Statement of intent
The statement needs to convey the importance of the equal opportunities policy to the nursery, and your commitment to ensure that it works in practice.
Objectives
This can include how you can make your building more accessible to those with disabilities and/or to employ a broader representation from different groups.
Procedures and Implementation
It is good practice to outline the specific steps you are going to take to put your objectives into action, and identify timescales and who will be responsible.
Monitoring
State how you will keep a check that the policy is being implemented. Wherever necessary, take positive action if it is not considered to be fully effective.
Reviewing
Decide how often progress checks will be made - monthly, quarterly, annually?
Responsibility
Be clear about any specific responsibilities you assign to people for implementation and monitoring. Every employee has a duty to conduct themselves in a way which does not discriminate against any other employee.
Breach of policy
Outline the procedures for dealing with complaints of discrimination. Employees also need to understand the consequences they may face.
Training
Train all staff to increase awareness of all protected characteristics, legal issues, and their role and responsibilities.
- Jane Lane gives a detailed analysis of the Act and its implications in the next Nursery Management supplement on 19 March.