Equal opportunities policy

LSE Nursery is committed to the principle of equal opportunity in the nursery and employment of it's staff in general.

Accordingly, our employment policies for recruitment, selection, training, development and promotion are designed to ensure that no job applicant or employee receives less favourable treatment on the grounds of race, colour, nationality, ethnic or national origin, disability, trade union membership or non-membership, sex or marital status. The objective of this policy is to ensure that individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.

At the nursery we value and respect all racial origins, religions, cultures and languages. Each child is valued as an individual, without racial or gender stereotyping. We endeavour to provide access and facilities for children with special educational needs. All play equipment is selected to show positive images of all races, cultures and disabilities and to avoid racial or sexist stereotyping

Every child should be encouraged to develop and learn without prejudice.

Equal Opportunities should be fully integrated into the Nursery by activities and displays positively reflecting the History and Culture of living in a multicultural society.

All play activities must reflect non sexist and non racist attitudes. Role playing situations, books, posters, story telling, food & cooking activities, dressing up, jigsaws, music etc. should all be used to emphasise our non racist and non sexist attitudes.

LSE Nursery has declared itself an "Equal Opportunities Employer" and all staff must make every effort to make this declaration a reality.Our good practice enables children to develop positive attitudes to differences in race, culture, language and gender.

Management has the primary responsibility for the successful implementation of the policy by:

  • Not discriminating in the course of employment against fellow employees or job applicant.
  • Not inducing or attempting to induce others to practise unlawful discrimination.
  • Bringing to the attention of employees that they will be subject to disciplinary action for failure to adhere to the policy.
  • Reporting any discriminatory action to the HR Departure .

 

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