Agenda and minutes

Apologies were received from Roy Blackwell.

There were no declarations.

An election for Chair was conducted.  Dawn Elliott, being the only Trustee willing to serve, was elected Chair for the 2021/22 academic year.

To agree the Terms of Reference.

Trustees discussed the terms of reference for the People, Equalities and Inclusion Committee.

RESOLVED, that the terms of reference for the People, Equalities and Inclusion Committee be approved.

To consider the achievements to date, including:

-          Set up of central HR May 2018

-          Diversity Policy Statement in HR Policies

-          COLAT Recruitment & Selection Policy – Equality of Opportunity for roles, ability to positively discriminate based on gender and ethnicity

-          In the past 12 months HR have managed seven grievances/complaints regarding racism

-          Principal/Headteacher presentation regarding Equality Act

-          Staffing ethnicity data collated on SIMs and EPM data bases

-          Leadership ethnicity data collated

-          Publish Gender Pay Gap report, no requirement yet to publish ethnicity pay gap data

-          Key HR Policies still to develop: Protection from Harassment at Work, and Equality & Diversity Policy

Trustees considered the achievements of the City of London Academies Trust in the areas of people, equalities and inclusion to date and the following points were noted:

• The CoLAT Central Team had a well-established Human Resources function which had embedded best practice people, equalities and inclusion processes across the Trust.  This included the annual publishing of a gender pay gap report which was a legal requirement, and the development of policies and statements which supported equality of opportunity and the building of a diverse workforce across the Trust.  Future areas of development included improved data collection of leadership and staff information to support the Trust in achieving its people, equalities and inclusion aspirations.  It was also planned to develop further HR policies in a number of key strands including Protection from Harassment at Work and an Equality and Diversity Policy.

• In considering the achievements to date, the Chair observed that the Public Sector Equalities Duty was very broad.  It was likely that the initial focus of the People, Equalities and Inclusion Committee would be the Trust’s duty to its staff, but going forward, it may be the Committee would review how individual academies were meeting the requirements of the Public Sector Equalities Duty to their students with a view to ensuring a consistent approach was being taken by academies across the Trust.  A Trustee noted that over the past three years, the Trust had expanded in size by 25%; however, HR resourcing remained the same and additional resources might need to be agreed to drive necessary change.

RESOLVED, that the achievements of the City of London Academies Trust in the areas of people, equalities and inclusion to date be noted.

To consider the Equality of Opportunity statement.

Trustees considered a draft Equality of Opportunity Statement for the Trust and the following points were made:

• The draft Equality of Opportunity Statement outlined the Trust’s vision to build and support strong, sustainable, and cohesive academies within local communities through inclusive policies, processes and employment.  The Statement captured the role of the People, Equalities and Inclusion Committee in providing strategic direction on equality and inclusion and ensuring the Trust’s compliance with the Public Sector Equality Duty, including monitoring and reviewing its provision to give fair and equal access to all.  The Statement also outlined the Trust’s commitment to promote equality of opportunity to the Trust’s employees and students as well as develop community relations with relevant partners, voluntary sector agencies, contractors and those who delivered services on the Trust’s behalf.

• A Trustee underlined the need to include the vision for governance in the Equality of Opportunity Statement and this was supported by the Committee which agreed the following amendment:

“COLAT People, Equality and Inclusion Committee provides strategic direction on equality and inclusion, including its consistent implementation by the Board of Trustees, and ensures compliance with the Public Sector Equality Duty.”

In response to a suggestion from another Trustee, the Chair confirmed that the Equal Opportunities Statement would be developed over time to become a more personalised statement of the Trust’s aims but at present it served as a clear statement of the Trust’s vision and commitment in the area of equal opportunities.

RESOLVED, that the Equality of Opportunity Statement be agreed, subject to the above amendment.

To discuss Equality and Diversity in the workplace.

Trustees considered principles of equality and diversity in the workplace and how this was applied by the Trust and the following points were made:

• The Equality Act 2010 legally protected people from discrimination in the workplace and wider society across a range of protected characteristics comprising age, disability, gender reassignment, marriage and civil partnerships, pregnancy and maternity, race, religion or beliefs, sex and sexual orientation. The Equality Act 2010 had also introduced a single equality duty on public bodies which required them to eliminate conduct prohibited by the Act, advance equality of opportunity and foster good relations across all characteristics.  The CoLAT Central Team had actively responded to this duty by designing policy, practice and training that aimed to eliminate discrimination, harassment and victimisation, by making reasonable adjustments for staff and students and by acting on and analysing any complaints to challenge and develop practice.  A number of actions had also been taken to advance equal opportunities including the establishment of the People, Equalities and Inclusion Committee, data collection and monitoring and an Equal Opportunities Statement and Policy.  The Trust also took an active role in fostering good relations across its family of academies by promoting education and understanding, ensuring materials were representative of the diversity of the Trust’s population and that all materials were inclusive in image, language and intent.

• The Chair emphasised the need to consider the extent to which the Trust’s staffing demographic reflected the communities its academies served, providing positive role models for success.  Data collection on protected characteristics would be key to capturing a clear picture of the Trust’s current position which, once analysed, would identify areas where decisions could be taken regarding the need to enhance representation by recruitment and development opportunities at all levels across the Trust.  A Trustee noted that it would

To review the purpose of the Committee.

There were no questions.

There was no other business.

To consider the date of the next meeting.

Trustees discussed the date of the next meeting of the Committee.

RESOLVED, that two meetings of the People, Equalities and Inclusion Committee be scheduled for the Summer 2022 term.

RESOLVED, That the public be excluded and that Trustees move into private session.

There were no questions.

There was one item of other business.