The Board of Trustees at St Francis Catholic School has a legal responsibility to ensure that the principles of equal employment opportunity are followed.
All policies and procedure documents and manuals of St Francis Catholic School will support in action and principle the foundation of this policy.
The Board of Trustees requires that all activities, procedures and policies of St Francis catholic school will demonstrate in action and principle the catholic character of this school.
tate Sector Act 1988
Human Rights Act 1993
Employment Relations Act 2000
Health, Safety and Employment Act 1992
State Sector Amendment Act 1989
Collective Employment Contract.
Ensuring equal employment opportunities for all people working in St Francis Catholic School is a shared responsibility.
An equal employment opportunity (strategy) is not just about recruitment practice, but is also about enabling existing staff to contribute fully.
The Board of Trustees at St Francis catholic School recognise that our community and workforce is becoming increasingly diverse and remain committed to recognising and responding to this diversity.
School Charter, specifically containing:
- Three year Strategic Plan,
- Annual Action Plans
- Religious Education Curriculum Plan
- Self review Plan
- Teacher performance Management plan
- Pastoral Care plan
Other terms used to describe equal employment opportunities include:
- Valuing diversity
- Managing diversity
- Best practice
- Employment equity
- Employer of first choice
- Valuing our people.
Equal employment opportunity is a requirement in this school and reflects our Christian commitment to social justice.
St Francis Catholic School recognises that all principles of equal employment opportunity are integral to strategic planning. It is vital that the schools need will define priority issues, which will then aid the development of an equal employment opportunity strategy relevant to St Francis Catholic School.
The Board of Trustees will ensure that this strategy is put in to place, and will ensure it’s compliance with that strategy, and report the extent of its compliance in the schools annual report.
The Board of Trustees recognises that implementing an equal employment opportunity (strategy) will result in the following benefits:
- Improving educational outcomes for students
- Smooth and efficient running of the school
- Effective Risk management
This policy is implemented through the application of all associated documents stated above.
Boards of trustees have a statutory responsibility to be a good employer and to meet the needs of staff belonging to groups that are disadvantaged in the workplace. The State Sector Act 1988 defines these groups as Maori, other ethnic groups, women and people with disabilities.