Disability Policy

Disability Policy

1. General Statement

Tower College is committed to securing equality of opportunity through the creation of an environment in which individuals are treated on the sole basis of their relevant merits and abilities. This commitment is shared by pupils, staff and governors.

We oppose all forms of unlawful or unfair discrimination on the grounds of disability and aim to ensure equal treatment for everyone in all aspects of school life. For these purposes the school will apply the definition of disability as provided for in the Disability Discrimination Act 1995.

2. Prohibition on Disability Discrimination

We will not tolerate any form of discrimination against anyone on the grounds of any disability, physical or mental, that they may have.

Harassment of anyone on any such grounds whether inside or outside of the classroom will be treated as discrimination and may include the following conduct:

  1. Physical harassment including gestures;
  2. verbal or written (including electronic communication) abuse, intimidation, derogatory comment, insults, threats and jokes;
  3. visual displays of offensive material including posters and graffiti;
  4. refusing to co-operate with others on the grounds of their disability;
  5. isolation or exclusion from social activities;
  6. making offensive remarks about anyone’s disability.

3. Informal Procedure

An individual or group who has been subjected to any form of discrimination on account of their disability may wish to try and resolve the problem informally before or instead of invoking the formal procedure.

Anyone subjected to discrimination is encouraged to try to settle the matter by a direct approach to the individual, group or member of staff involved.

If such an approach is impractical or unsuccessful the incident should be reported to a member of senior management who will consider with the individual or group how the problem may best be resolved on an informal basis.

4. Formal Procedure for dealing with any incident of discrimination or harassment.

At any time during such process and/or if any informal approach proves unsuccessful in resolving the issue, the individual or group may invoke the formal procedure.

  1. Any such incident must be reported to the Principal.
  2. Any such incident will be recorded in a special file.
  3. The Head of the appropriate Department, acting as the Investigating Officer, will interview, within 72 hours of the complaint, the individual or group against whom it was committed. Written signed statements will be taken at the interview.
  4. The Investigating Officer will then interview the individual (s) who is (are) alleged to have committed the alleged offence (including members of staff if appropriate). Written signed statements will be taken at the interview.
  5. Parents/guardians of all pupils involved in the incident will be informed.
  6. The Investigating Officer will prepare a report for consideration by the Principal who will decide on the suitable sanction, if any, to be imposed.
  7. Victims or witnesses of harassment/discrimination will receive appropriate support, counselling and protection from any retaliation.

5. Sanctions

If a pupil or group of pupils is considered to have committed a breach of this policy then the Principal will apply an appropriate sanction, which will be recorded in the special file and in the pupil’s personal file.

Members of staff with pastoral responsibility for pupil (s) will be informed.

Parents of the pupil (s) will be informed.

Appropriate sanctions may include the following:

  1. perpetrators of verbal abuse will be given school detention or a punishment essay.
  2. perpetrators of physical harassment may be suspended or expelled;
  3. repeat offenders of any type of abuse may be suspended or expelled.

Where breaches of this policy are committed by members of staff, the sanctions to be applied are contained in the Contract of Employment.

6. Training

The Principal will ensure that the appropriate training will be made available to all members of staff to ensure that they are kept fully aware of their responsibilities in respect of equal opportunities and discrimination on grounds of disability.

Similarly the Principal will ensure that pupils are aware of the school’s attitude to disability discrimination, and the conduct expected of pupils.

7. Monitoring/Evaluation

This policy will be kept under review and will be evaluated at least annually.

An analysis of incidents will be undertaken with a view to informing or amending practices or procedures.

Where discrimination has been found to have taken place those involved will be monitored to ensure there is no repetition.

8. Provision of information

This school welcomes and encourages the open and frank exchange of information between the school, parents, staff and pupils about the disability of any pupil or any concerns about harassment or discrimination of any pupil in an attempt to create an environment to enable the pupil to maximise his or her abilities. New parents in particular are encouraged to provide as much information as possible about a disabled pupil.

The school is happy to accept such information on a confidential basis if necessary.

R J Oxley (Miss), on behalf of the Governors, 1st September 2007.