You cannot safeguard effectively without considering anti-discriminatory practice.
Statutory guidance makes reference to nuances that professionals need to consider regarding complexities around their safeguarding practices, including developing cultural competencies.
Adhering to the Equality Duty is a legal requirement.
S. 149 Equality Act 2010
(a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
(b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
(c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
In Bristol we strive to use the Bristol Childrens Charter and the Equality Charter to help set minimum expectations for the children and families we work with.
You may also have equalities statements included in your own setting's values statements.
Whilst equality is the dominant term used, we strive to work to the principals of equity and social justice. This can include recognising that systemic forms of discrimination may require reasonable adjustments to be made to ensure equal opportunity.
To ensure transparency, and to assist in the performance of this duty, the Equality Act 2010 (Specific Duties) Regulations 2011 require settings to:
• publish information to demonstrate how they are complying with the equality duty (to reviewed on an annual basis);
• prepare and publish one or more specific and measurable equality objectives (to be reviewed at least every four years).
For additional guidance please see the Equality Act Guidance and Technical Guidance from the Equality Human Rights Commission.
Essential reading:
Additional Reading: