Inclusion and Equality


EYFS: 1.6, 1.7, 2.3, 3.20, 3.27, 3.28, 3.67, 3.73


Statement of intent

At Moulton Nursery School & After School Club we take great care to treat each individual as a person in their own right, with equal rights and responsibilities to any other individual, whether they are an adult or a child. We are committed to providing equality of opportunity and anti-discriminatory practice for all children and families according to their individual needs. Discrimination on the grounds of gender, age, race, religion or belief, marriage or civil partnership, disability, sexual orientation, gender reassignment, pregnancy or maternity, ethnic or national origin, or political belief has no place within our setting.


A commitment to implementing our inclusion and equality policy will form part of each employee’s job description. Should anyone believe that this policy is not being upheld, it is their duty to report the matter to the attention of the manager at the earliest opportunity. Appropriate steps will then be taken to investigate the matter and if such concerns are well-founded, disciplinary action will be invoked under the settings disciplinary policy.


The legal framework for this policy is based on:

  • Special Education Needs and Disabilities Code of Practice 2015

  • Children and Families Act 2014

  • Equality Act 2010

  • Childcare Act 2006

  • Children Act 2004

  • Care Standards Act 2002

  • Special Educational Needs and Disability Act 2001.


The setting and staff are committed to:

  • Recruiting, selecting, training and promoting individuals on the basis of occupational skills requirements. In this respect, the setting will ensure that no job applicant or employee will receive less favourable treatment because of age, sex, gender reassignment, disability, marriage or civil partnership, race, religion or belief, sexual orientation, pregnancy or maternity/paternity which cannot be justified as being necessary for the safe and effective performance of their work or training

  • Providing a childcare place, wherever possible, for children who may have learning difficulties and/or disabilities or are deemed disadvantaged according to their individual circumstances, and the nursery’s ability to provide the necessary standard of care

  • Making reasonable adjustments for children with special educational needs and disabilities

  • Striving to promote equal access to services and projects by taking practical steps (wherever possible and reasonable), such as ensuring access to people with additional needs and by producing materials in relevant languages and media for all children and their families

  • Providing a secure environment in which all our children can flourish and all contributions are valued

  • Including and valuing the contribution of all families to our understanding of equality, inclusion and diversity

  • Providing positive non-stereotypical information

  • Continually improving our knowledge and understanding of issues of equality, inclusion and diversity

  • Regularly reviewing, monitoring and evaluating the effectiveness of inclusive practices to ensure they promote and value diversity and difference and that the policy is effective and practices are non-discriminatory

  • Making inclusion a thread which runs through the entirety of the setting, for example, by encouraging positive role models through the use of toys, imaginary play and activities, promoting non-stereotypical images and language and challenging all discriminatory behaviour (see dealing with discriminatory behaviour policy).


Admissions/service provision

The setting is accessible to all children and families in the local community and further afield through a comprehensive and inclusive admissions policy. 


The setting will strive to ensure that all services and projects are accessible and relevant to all groups and individuals in the community within targeted age groups.



Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting should be done by more than one person if possible.


All members of the selection group will be committed to the inclusive practice set out in this policy and will have received appropriate training in this regard.


Application forms will not include questions that potentially discriminate on the grounds specified in the statement of intent.


Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.


At interview, no questions will be posed which potentially discriminate on the grounds specified in the statement of intent. All candidates will be asked the same questions and members of the selection group will not introduce nor use any personal knowledge of candidates acquired outside the selection process. Candidates will be given the opportunity to receive feedback on the reasons why they were not successful.


Although you should no longer ask any health related questions prior to offering someone work in accordance with the Equality Act 2010, the national College for Teaching and Leadership provides further guidance specific to working with children:


Providers have a responsibility to ensure that practitioners have the health and physical capacity to teach and will not put children and young people at risk of harm. The activities that a practitioner must be able to perform are set out in the Education (Health Standards England) Regulations 2003. Providers are responsible for ensuring that only practitioners who have the capacity to teach remain on the staff team.


People with disabilities or chronic illnesses may have the capacity to teach, just as those without disabilities or medical conditions may be unsuitable to teach. Further information on training to teach with a disability is available from the DfE website.


Successful applicants offered a position may be asked to complete a fitness questionnaire prior to commencing the programme. Providers should not ask all-encompassing health questions, but should ensure that they only ask targeted and relevant health-related questions, which are necessary to ensure that a person is able to teach.



It is the policy of Moulton Nursery School & After School Club not to discriminate in the treatment of individuals. All staff are expected to co-operate with the implementation, monitoring and improvement of this and other policies. All staff are expected to challenge language, actions, behaviours and attitudes which are oppressive or discriminatory on the grounds specified in this policy and recognise and celebrate other cultures and traditions. All staff are expected to participate in equality and inclusion training.


Staff will follow the ‘Dealing with Discriminatory Behaviour’ policy where applicable to report any discriminatory behaviours observed.



The setting recognises the importance of training as a key factor in the implementation of an effective inclusion and equality policy. All new staff receive induction training including specific reference to the inclusion and equality policy. The setting will strive towards the provision of inclusion, equality and diversity training for all staff on an annual basis.


Early learning framework

Early learning opportunities offered in the setting encourage children to develop positive attitudes to people who are different from them. It encourages children to empathise with others and to begin to develop the skills of critical thinking.


We do this by:

  • Making children feel valued and good about themselves

  • Ensuring that all children have equal access to early learning and play opportunities

  • Reflecting the widest possible range of communities in the choice of resources

  • Avoiding stereotypical or derogatory images in the selection of materials

  • Acknowledging and celebrating a wide range of religions, beliefs and festivals

  • Creating an environment of mutual respect and empathy

  • Helping children to understand that discriminatory behaviour and remarks are unacceptable

  • Ensuring that all early learning opportunities offered are inclusive of children with learning difficulties and/or disabilities and children from disadvantaged backgrounds

  • Ensuring that children whose first language is not English have full access to early learning opportunities and are supported in their learning

  • Working in partnership with all families to ensure they understand the policy and challenge any discriminatory comments made

  • Ensuring the medical, cultural and dietary needs of children are met

  • Identifying a key person to each child who will continuously observe, assess and plan for children’s learning and development

  • Helping children to learn about a range of food and cultural approaches to meal times and to respect the differences among them.


Information and meetings

Information about the setting, its activities and their children’s development will be given in a variety of ways according to individual needs (written, verbal and translated), to ensure that all parents can access the information they need. 


Wherever possible, meetings will be arranged to give all families options to attend and contribute their ideas about their child’s progress.



Special Consideration for Employees

At Moulton Nursery School & After School Club we recognise that certain employees such as young persons, new and expectant mothers and persons with a disability may require special consideration.


Legal requirements

The setting follows the legal requirements set out in The Management of Health and Safety at Work Regulations 1992 and the Equality Act 2010. Our Health and Safety Policy has regard to any employees requiring special consideration at the commencement of employment and during the course of it. The following procedure is followed.



The manager:

  • Assesses any employee requiring special consideration in conjunction with the individual on induction to the setting or when their condition or disablement comes to light

  • Carries out any risks assessments relating to the occupation of such workers

  • Agrees with the worker any necessary special measures such as training and supervision, arrangements, modifications and medical surveillance

  • Carries out further assessments and reviews at least annually, or if and when any changes to the special circumstances or environment occur.



If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.


Part-time and fixed-term work

Part-time and fixed-term employees should be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.