Equality Statement 2023/24
The Equality Act 2010 requires organisations to publish information that demonstrates they have considered the need to:
- Eliminate unlawful discrimination and other conduct that is prohibited by the Act
- Advance equality of opportunity between people who share a protected characteristic and people who do not (the protected characteristics are age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation.
- Foster good relations between people who share a protected characteristic and people who do not share it.
Equality, Equity, Inclusion and Diversity are all very important to BDMAT. We ensure that we are mindful of equality, and compliant with the legislation in everything we do, including in how we interact with people and within all of our policies and procedures.
EEDI Forum (Equality, Equity, Diversity and Inclusion)
A focus on Equality Diversity and Inclusion are key to ensure all staff are valued and included in the workplace.
We have created an EEDI forum as a space for staff to discuss and develop best practice and ensure BDMATs values can be seen in action.
As a Disability Confident Committed Employer BDMAT are committed to:
- ensuring our recruitment process is inclusive and accessible
- communicating and promoting vacancies
- offering an interview to disabled people
- anticipating and providing reasonable adjustments as required
- supporting any existing employee who acquires a disability or long term health condition, enabling them to stay in work
- at least one activity that will make a difference for disabled people
Employer with Heart
We are committed to the employer with heart charter in order to support parents with premature babies and we agree to:
- Extend maternity leave for mothers who give birth prematurely (before 37 weeks gestation) by the number of days a baby was born prior to their due date. We will pay extended leave at full pay and this may be classed as compassionate leave.
- Give dads the time they need to be with their baby in hospital, receiving at least two weeks’ paid compassionate leave on the birth of their premature baby. Fathers may wish to save or split their paternity leave, being there when their baby comes home from hospital. We understand that plans may change depending upon the baby’s medical needs, that additional compassionate leave may be required and that the date a baby will come home from hospital is rarely set in stone.
- Support parents returning to work following the birth of a premature baby. We understand that returning to work can be a difficult time for parents of premature babies and that babies born too soon can have ongoing medical needs, requiring regular hospital appointments and check-ups. We therefore follow the ACAS best practice guidance, considering formal and informal flexible working patterns and offering additional paid or unpaid leave.
To find out more about employer with heart, please click here
Dying to work charter
We have committed to the dying to work charter:
- We recognise that terminal illness requires support and understanding and not additional and avoidable stress and worry.
- Terminally ill workers will be secure in the knowledge that we will support them following their diagnosis and we recognise that, safe and reasonable work can help maintain dignity, offer a valuable distraction and can be therapeutic in itself.
- We will provide our employees with the security of work, peace of mind and the right to choose the best course of action for themselves and their families which helps them through this challenging period with dignity and without undue financial loss.
- We support the TUC’s Dying to Work campaign so that all employees battling terminal illness have adequate employment protection and have their death in service benefits protected for the loved ones they leave behind.
- Birmingham Diocesan Multi-Academy Trust (BDMAT) is committed to being an equal opportunities employer. As a result, we actively seek applications from underrepresented groups such as from Global Majority groups and LGBTQ+ individuals.
- The appointment of all employees will be made on merit and in accordance with the provisions of employment law, Keeping Children Safe in Education (most current edition) and the Trust’s Equality and Diversity policy.
- We will ensure that people are treated solely on the basis of their abilities and potential, regardless of race, colour, nationality, ethnic origin, religious or political belief or affiliation, trade union membership, age, gender, gender reassignment, marital status, sexual orientation, disability, socio-economic background, or any other inappropriate distinction. BDMAT is a disability confident employer and we are a Stonewall Diversity Champion.
- School leaders should endeavour to have one member of the selection panel from the Global Majority, including for appointments to the BDMAT Central Team. Where the school / Central Team do not have a member of staff / governor / director that is from Global Majority communities they can ask a suitable parent / local representative to attend the process or ask the BDMAT Central Team to help support the process. Wherever possible the representative on the panel should be part of the full process, including developing the recruitment pack and short listing as well as being a part of the interview process.