Public Sector Equality Duty
The public sector Equality Duty (PSED), part of the Equality Act, came into force in April 2011. It requires organisations to eliminate unlawful discrimination, advance equality of opportunity, and foster good relations.
The duty has a key role to play in making sure that fairness is at the heart of public bodies’ work and that public services meet the needs of different groups. It covers a range of public bodies, including academies, schools, NHS organisations, government departments, local authorities, and police authorities.
The duty replaces the three former duties that required government departments, local authorities and other public bodies to take into account gender, race and disability equality both as employers and when making policy decisions and delivering services. The duty standardises this requirement and also extends it to cover age, marriage and civil partnership, religion or belief, sexual orientation, pregnancy and maternity and gender reassignment.
The General Equality Duty
Section 149(1) of the Equality Act 2010 puts various requirements on academies when exercising their functions. The general duty requires academies to have due regard to:
- eliminate discrimination, harassment and victimisation and other conduct prohibited under the Act
- advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
- foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
Having ‘due regard’ means consciously thinking about the three aims of the PSED as part of the process of decision-making. This means that consideration of equality issues must influence the decisions reached by academies, such as:
- how they act as employers
- how they develop, evaluate and review policy
- how they design, deliver and evaluate services
- how they commission and procure from others.
A copy of the Trust’s Single Equalities Policy, including our Equality Objectives 2023-27, can be downloaded by clicking on the link to the Equalities Policy here.
Gender Pay Gap Equality Act Duty
The mean gender pay gap is the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. The median gender pay gap is the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. Nexus MAT does not award bonuses to any staff. Gender pay gap reporting does not mean that organisations have to report on equal pay.
Equal pay is about differences in the actual earnings of men and women doing equal work. Nexus MAT is an equal pay employer, using nationally agreed pay frameworks.
To view the Trust Gender pay gap reports please view here.