ANTI-DISCRIMINATION (INCLUDING ANTI – RACISM, GENDER) POLICY
Stakeholders:
All at St Monica’s including, the Board, the wider school community and stakeholders.
*SMDS denotes St Monica’s Diocesan School.
St Monica’s Diocesan School:
St Monica’s Diocesan School, as a Christian based school aligning itself with Christian
principles, believes that discrimination of any form, including racism and injustice, are
unethical and unacceptable. We believe all people are created equal by God and that it is
our responsibility to promote a culture that ensures human dignity, respect and equal
treatment for all members of our community. As a school, we are committed to the South
African Constitution and believe that through education, we play a critical role in building a
united and democratic South Africa that is intentional about healing the divisions of the
past and establishing a society based on democratic values, social justice and
fundamental human rights for all. As such, we recognise, value and promote diversity. The
aim of this policy is to create unity, fairness and a safe, healthy and respectful school
environment conducive for inspired learning and teaching, where each person can feel
that they belong, are recognised for their uniqueness and all can develop and serve to
their fullest potential.
Aims and Objectives:
St Monica’s Diocesan School rejects discrimination of all forms, including racism, gender-
based violence, sexual orientation, xenophobia etc. and is committed to fighting this and to
transformation*. St Monica’s Diocesan School values diversity and is committed to
promoting a safe, caring, diverse and non-racist, respectful environment for all students,
parents and staff based on equality, justice, personal dignity and mutual respect.
At St Monica’s Diocesan School, we aim to provide a safe, secure, caring, supportive and
diverse environment where we strive:
To prevent and eliminate any harassment*, or conduct of discrimination* by any
member of the school community against another, as St Monica’s Diocesan School is
a school which believes in belonging and respecting others, without undermining
another’s dignity.
To promote an environment of mutual respect for, acceptance, understanding and
appreciation of racial, cultural, gender and other differences, thereby creating a
respectful environment free from discrimination.
To treat in a dignified and fair manner everyone within the SMDS community
irrespective of race, gender, sex, ethnic or social origin, colour, sexual orientation, age,disability, religion, pregnancy, family responsibility, HIV status, belief or political
opinion, culture, language, birth or any other arbitrary ground.
To create an awareness among staff, students and the SMDS community at large of
the unacceptability of the use of any speech targeted at a specific group, including
racial slurs, “hate speech”, disparaging or derogatory comments based on racial or
cultural stereotyping, or any form of discrimination as in number 3 above, by all
members of St Monica’s Diocesan School.
To inform parents and the school community of SMDS’s expectations and to foster
productive partnerships, to ensure an environment free from discrimination, racism and
other forms of social injustice.
To establish appropriate and accessible intervention for students and staff to address
allegations of unfair discrimination, irrespective of culture, race, sexual orientation,
gender, etc.
To model practices and policies free of discrimination, racism, cultural or gender-based
practices to the staff and students and to offer opportunities for education and training
in such.
To enable all staff and students not to be subjected to a fear of bullying, harassment*
or victimisation because of their diversity* as a result of gender, race, ethnic origin,
culture, language, sexual orientation or disability.
To oversee all transformation and diversity initiatives designed to redress past and
present unfair discrimination and safeguard and endeavour to prevent any future unfair
discrimination, including racism.
*“Diversity” means understanding that each individual is unique and recognises
individual differences. It includes the exploration of these differences in a safe, positive and
nurturing school environment and moving beyond simple tolerance to embracing and
celebrating the rich dimensions of diversity contained within each individual.
* ‘Harassment’ means any conduct which is persistent or serious and demeans, humiliates
or creates a hostile or intimidating environment, or is calculated to induce submission by
actual or threatened adverse consequences, by virtue of a person’s race, gender, sex,
ethnic or social origin, colour, sexual orientation, age, disability, religion, pregnancy, family
responsibility, marital status, HIV status, conscience, belief, political opinion, culture,
language, birth or on any other arbitrary ground. Harassment is a form of discrimination.
* ‘Transformation’ means a profound re-orientation from past values and practices to a
future defined by non-racialism, non-sexism and social relationships based on greater
observance of human rights and equity. Transformation involves understanding the
strategic, educational and moral imperatives for transformation, a fundamental change at a
personal and school level and seeing transformation as a strategy for creating excellent,
relevant and socially just schools.
* ‘Unfair Discrimination or Discrimination' means any act or omission, including a policy,
rule, practice, condition or situation which directly or indirectly:
imposes burdens, obligations or disadvantage on; or
withholds benefits, opportunities or advantages from any person on one or more of
the following grounds: race, gender, sex, ethnic or social origin, colour, sexual
orientation, age, disability, religion, pregnancy, family responsibility, marital status,
HIV status, conscience, belief, political opinion, culture, language, birth or on any
other arbitrary ground where discrimination based on that other ground
causes or perpetuates systemic disadvantage;
ii. undermines human dignity;
iii. adversely affects the equal enjoyment of a person's rights and freedoms
in a serious manner.
It is not discrimination to take affirmative action measures consistent with
the purposes of the Employment Equity Act 55 of 1998 (as amended) or to
distinguish, exclude or prefer any person on the basis of an inherent
requirement of a job.
It is not discrimination to take measures designed to protect or advance
persons or categories of persons disadvantaged by prior discrimination or
the members of such groups or categories of persons as referenced in the
Promotion of Equality and Prevention of Unfair Discrimination Act 4 of
2000 (as amended) (the Equality Act).
Principles of Policy:
St Monica’s Diocesan School takes collective and individual responsibility to adhere to the
principles, procedures and measures set out in this policy. All employees, whether fixed
term, or part-time, and students, from the Pre- Primary to Matric, together with all coaches,
visitors and stakeholders whilst on the St Monica’s Diocesan School property, are subject
to this policy and must comply with it.
This policy also applies to all students, staff and other stakeholders when they are
representing the school off the St Monica’s Diocesan School premises.
While the principles of this policy are applicable to the whole of the St Monica’s Diocesan
School community, appropriate procedural variations will apply to different stakeholders
and students in the different phases of the school without detracting from the intention and
spirit of this policy.
St Monica’s Diocesan School strives to affirm and celebrate each and all students
by developing their individual talents, attributes and abilities, and by helping them to
learn ways to meet their fundamental human needs better.
St Monica’s Diocesan School thus commits to educate and address all forms of
discrimination, including racism, bulling, harassment, victimization and vilification
from its environment, so as to build a socially inclusive environment.
There will be rigorous and prompt investigation of any allegations of discrimination,
particularly with regard to racism and gender based violence, and such will be
viewed extremely seriously. If these allegations are substantive, the alleged will
face disciplinary action. Unsubstantiated frivolous and malicious allegations of any
kind shown to be discriminatory will be viewed extremely seriously, and the person
making such allegations may face disciplinary action. Breach of this policy will
initiate a disciplinary process, which could include restorative justice, disciplinary
action or conflict resolution.
In view of the fact that any allegations of discrimination are viewed as serious and
can be damaging to the careers and reputation of the persons against whom such
allegations are made, it is incumbent on the person making the allegation to ensure
that such allegations are with substance and are not frivolous fabrications borne
from any direct personal conflict or disputes between the parties. Unsubstantiated
allegations of the aforementioned nature will be dealt with seriously in a similar
manner as would be the case for any other disciplinary offence.
St Monica’s Diocesan School commits to provide appropriate support to victims and
witnesses of discrimination including access to the school registered staff in the
phase Care Teams, as well as the Headmaster, for support.
St Monica’s Diocesan School shall ensure that complaints reported under the policy
and procedures herein, are handled with confidentiality and handled in such a way
that the identities of those involved is kept confidential. Any subsequent disciplinary
enquiry, or measures, will also be handled with the utmost confidentiality.
All staff members are encouraged to promote equality and sensitivity to diversity
among students and themselves. This should also be promoted in their work in all
respective sections of St Monica’s Diocesan School.
Reporting and dealing with incidents:
St Monica’s Diocesan School does not tolerate racism, discrimination, gender-
based violence or discrimination, sexism, homophobia, xenophobia, harassment or
slurs of any nature, and will rigorously investigate any allegations of such. Those
found guilty will be dealt with in terms of the school phase’s disciplinary policy and
may vary according to the age, maturity and phase in which the student is.
Should any person feel they are the victim of discrimination, racial slurs,
harassment or victimisation, the matter should be reported to any member of staff,
or student leader.
The responsible person approached by the complainant must report the matter to
either the Head of the Phase or relevant Deputy or management team member.
No member of staff should ignore any form of discriminatory behaviour anywhere at
St Monica’s Diocesan School. Such behaviour must be curtailed and immediately
reported to the relevant person in each phase who will initiate appropriate
procedures to deal with the matter.
The matter will also be dealt with by the Headmaster, Phase Head or his/her/its
delegate and will be dealt with either informally or formally. The decision to move to
an informal procedure is at the discretion of the investigating officer/person.
The informal procedure will be used with discretion when the initial investigation
shows that a formal process would be further injurious to the parties involved.
Should an informal process be followed, both parties, ideally with a witness, are to
sign an affidavit that they are comfortable with the measures and decisions taken
Alternatively, the Phase Head/ Deputy Head must initiate a formal process in line
with the phase code of conduct and disciplinary procedures.
Whilst education may indicate a restorative approach including mediation and
counselling to address / resolve the problem, St Monica’s Diocesan School
acknowledges that there may be occasions when the severity and nature of the
offence may require a more formal process, which may include a punitive approach
and disciplinary action that could include suspension, expulsion and dismissal.
Within forty-eight (48) hours (this needs EXCO discussion as to who would do this
and the time it would take, whether Deputy or Phase Head) of meeting with the
complainant and taking into account the wishes of the complainant for a formal or
informal outcome, the interests of St Monica’s Diocesan School and the rights and
duties of all parties, the group must decide how the complaint will be
addressed.(There need to be back up plans to relieve the person investigating the
complaint as this is time consuming and cannot be delayed.) Options include, but
are not limited to:
A Disciplinary Committee (DC) enquiry and subsequent DC Hearing in the
case of a student being the alleged perpetrator;
A disciplinary enquiry in terms of the Disciplinary Procedure in the case of a
staff member or subcontractor being the alleged perpetrator;
SMDS School management must deal with the complaint in terms of the
Enrolment/Parent contract in the case of a parent being the alleged
perpetrator;
A member of EXCO (or a Discrimination Compliance Officer) with suitable
expertise would deal with the complaint in the case of a visitor to the
campus being the alleged perpetrator;
The Chairman of the Board must deal with the complaint in the case of a
member of the Board being the alleged perpetrator;
Mediation, education, pastoral care and reconciliation and ways in which the
alleged perpetrator and the wider SMDS school community can be educated
and rehabilitated should be sought where possible;
In the first instance explain to the complainant the next step in the procedure and
the possible outcomes of different approaches to dealing with the complaint. They
should endeavour to ensure that the complainant receives appropriate emotional
support and or counselling within one week of the complaint being received. The
complainant should be encouraged to put the complaint in writing using the relevant
complaint form.
It is recognised that in some instances a person may feel offended or hurt by
another’s comments and/or behaviour, but may not want a formal outcome. The
reason for the existence of the informal option is not to delegitimise the seriousness
of the incident, but to offer a procedure that is flexible enough to capture the
nuances of discrimination whilst also normalising complaints and in doing so make
people more comfortable and inclined to lay complaints when they have been hurt
or offended.
Under no circumstance should someone affected by an alleged violation of this
policy feel pressured into taking an informal approach.
Roles and responsibilities:
All employees are required to attend any anti-discrimination, anti-racism, diversity,
transformation and social justice workshops organised by St Monica’s Diocesan School
during their employment to enhance their understanding of and compliance with this
policy. In the light of how many policies need explanation and understanding, it is
recommended that one afternoon every week be put aside for going over such policies. It
should then be compulsory for staff to attend, and for those who can’t, to sign they have
read and understand the implication of the policy under discussion. This is essential before
implementing the policy and needs to be included in any future new staff briefing.
The role of the Transformation Sub-Committee Board Portfolio member is advisory. These
duties include education and engagement, with the permission, support and blessing of
EXCO, with various stakeholder groups, around the subject of transformation, and to aid
the Heads in facilitating change.
Notwithstanding this role, The Headmaster, EXCO remain the custodians of anti-
discrimination at St Monica’s Diocesan School and must take full accountability to ensure
the implementation of this policy. Such accountability to be reflected in their performance
assessments.
The role of the Transformation Sub Committee includes inter alia oversight of all
transformation and diversity initiatives designed to redress past and present discrimination
and safeguard against future discrimination and to monitor compliance with this policy.
Members of EXCO, and the Phase management teams, have the following
responsibilities:
● To monitor the working environment to ensure that the acceptable standards of
conduct are observed at all times. When discrimination is observed in the
workplace, necessary steps should be taken by them to ensure that it is dealt with
appropriately.
● To display the grievance policy in public places, e.g. in the phase staffrooms.
● On receiving a complaint, in certain circumstances, attempt to negotiate and
informal resolution first. No formal enquiry or disciplinary proceeding should be
commenced or pursued while mediation is taking place.
● Prior to, or during the mediation process, the Mediator may terminate the mediation
and report the reason for this to the Phase Head if:
either party withdraws permission for mediation; or
the mediator decides that the dispute is not one appropriate for mediation; or
the mediator decides it will not be possible to reach a fair and appropriate
settlement within a reasonable time frame.
The matter will then be referred to the Phase Head where a formal grievance
procedure will have to be initiated if the complainant so desires.
● If an informal resolution is not appropriate the complainant has the option of lodging
a formal complaint.
● To demonstrate and project appropriate behaviour themselves, including ensuring
that they do not engage in conduct that may breach the policy and procedures set
herein.
● To ensure employees, students and other relevant persons are aware of,
understand and implement the Anti Discriminatory policy and complaints
procedures set out herein. Complaints involving visitors and independent
contractors must be submitted to the relevant administrator who will report such to
the Compliance Office/ designated staff member to deal with complaints raised
under this policy.
● To promote anti-discrimination education, including, among others, anti-racism,
anti-gender-based violence, homophobia etc. at St Monica’s Diocesan School.
All employees and students have a responsibility to:
● Ensure that they do not engage in any discriminatory behaviour, practices and/or
vilification and/or breach of this policy;● Treat all members of the SMDS school community with respect and kindness, to be
polite and well mannered, not to use any offensive language and not to tease, bully
or humiliate any member of our community;
● Report any incident of discrimination;
● Offer support to anyone who is being discriminated against and direct them to
sources of help and advice; and
● Maintain complete confidentiality of information and co-operate during the
investigation of a complaint.
Monitoring Role:
The Phase Head and / or delegated person should:
Maintain records of suggestions, complaints and allegations concerning
discrimination of any kind, including anti-racism, sexism, gender etc.,
Alert EXCO and the Transformation sub-committee about statistical trends
Commitment:
St Monica’s Diocesan School is committed to ensuring that our school sends a strong
message that we stand against discrimination of any form.
SUPPORTING DOCUMENTS
Equality Policy
Parent Contract
Staff Contracts
Code of Conduct for Students
Code of Conduct for Staff
Disciplinary Procedures
SMDS Harassment and Fair Practice Policy
SMDS Misconduct Staff Policy
St Monica’s Guidelines for a Hurt-free school
ANNEXURES
Annexure A:
This Annexure is designed to raise awareness of what could constitute Discrimination
either in person or in any form of communication, including social media.
This section breaks down offences of discrimination. These may include, but are
not limited to, the following:
Verbal abuse and threats;
Written Discrimination (e.g. graffiti);
Provocative behaviour (e.g. wearing discriminatory badges or insignia);
Discriminatory comments in the course of discussions;
Ridicule of an individual’s differences;
Attempts to recruit other individuals into exclusive groups on prohibited
grounds;
Physical assaults;
Any distinction, exclusion, limitation or preference made by a person in
an authoritative position who uses unfair grounds to distinguish, exclude,
limit or prefer certain persons from being part of sporting codes,
education, positions, activities or benefits of any kind meant for any
person within the school environment.
This section breaks down more specific examples of potential offences in the
categories of Discrimination:
On the grounds of race:
We acknowledge that
as an institution we were founded in a context that had been dominated by an
apartheid regime, although SMDS opened its doors to all race groups in 1992.
apartheid, as a crime against humanity was, and is, legally, morally and
theologically indefensible; and
the systemic impact of our colonial and apartheid past has hurt and
marginalized
individuals within the SMDS community.
Consequently, we seek to continue to transform our communal and individual lives
in order to heal the hurt and divisions of our past, and in order to embrace a future
for South Africa shaped by all who live in it, especially the students within our care.
9
Dissemination of any propaganda or idea, which propounds the racial
superiority or inferiority of any person, including incitement to, or participation in,
any form of racial violence;
Engagement in any activity which is intended to promote, or has the effect of
promoting exclusivity, based on race;
Exclusion of persons of a particular race group under any rule or practice that
appears to be legitimate but which is actually aimed at maintaining exclusive
control by a particular racial group;
Inferior treatment of a specific racial group, compared to those from another
racial group;
Denial of access to opportunities, or failing to take steps to reasonably
accommodate the needs of such persons;
Use of derogatory language to undermine a certain racial group;
Making fun of clothes, food or physical appearance of people from a different
cultural context than your own;
Having lower expectations for students of different cultural or racial groups;
Telling or sharing jokes directed against people from particular racial or cultural
groups;
Using insulting language against particular cultural or racial groups;
Making fun of peoples’ accents or names;
Refusing to work or play with or sit next to other people who are from a different
culture or race group or speak a different language;
Telling people to ‘go back where they came from’;
Allocating tasks or classes to teachers or students according to their culture or
background;
Laughing at a racist joke;
Not reporting racist behaviour;
Use religion to block racist behaviour from sight;
Belittling any cultural customs;
Speaking about “African time” to justify the late arrival of black people;
Speaking about people of other races as blocking opportunities for white
people;
Promoting publications online that are opposed to, or insult, others based on
race;
Wearing clothes with slogans that would offend any racial group;
Stating that a member of a particular race group only got to where they are
because of their race;
Naming someone’s racist comment as “just an opinion”;
Justifying someone’s racism by blaming their upbringing/ background;
Believe that friendship with other race groups means you are non-racist; it takes
more than that;
Saying we should just trust and respect each other. If trust is broken many
times, it takes more than this to restore it;
Lecturing people about letting go of the past. They will do that in their own time.
Likewise, any reverse harassment or name calling from black people to Indian,
White or Coloured race groups.
On the grounds of gender:
Parents or guardians, and their children, who choose to seek an education at SMDS, do
so freely and, despite other choices which they could make. SMDS will also continue to work
for the advancement and empowerment of women and the promotion of a society in which
everyone has equal opportunity and is treated with dignity and respect.
We do not abide with:
the denial of fair access to opportunities, or failing to take steps to reasonably
accommodate the needs of such persons;
Gender-based violence and other forms of sexual harassment;
Calling girls or women derogatory and/ or sexual names;
The objectification of girls/women, or boys/men;
Undermining the contribution of women;
The denial of fair access to opportunities, or failing to take steps to reasonably
accommodate the needs of such persons;
Failing to give girls and women equal opportunities, including in school based
activities, sport, staff promotion etc., the exception being where such activity
puts their safety at risk, e.g. playing rugby beyond Foundation Phase Grade 2.
Likewise denying boys an opportunity to participate in previously viewed girls’
sport, or vice versa, unless against the rules of the league for such participation
to occur, which SMDS will then try to oppose.
On the grounds of religion:
Parents or guardians, and their children, who choose to seek an education at SMDS, do
so freely and, despite other choices which they could make, in the belief, common to the
rest of the community, that the faith-based nature of the education offered by St Monica’s
Diocesan School, and its foundational principles, values and ethos, is what they wish for
their children. Accordingly, they must uphold and respect the Christian faith as being at the
heart of the character and life of St Monica’s Diocesan School.
They must accept that every child is admitted to the total SMDS school programme, which
includes curricular, co-curricular and extra–mural programmes and activities of the school,
and not some of them only.
Our Ethos states that we are a Christian based school, and as such we adhere to this,
while respecting every person’s rights to their own religious beliefs. As there are other
faith-based schools in Ethekwini, we support each parent’s rights to choose a school which
affirms their religious beliefs.
As such:
It is compulsory for SMDS students to attend assembly, mentor time (where
applicable), lessons, co-curricular activities, and prize giving.
The student may not be excused from any activity or lesson to which they are
committed on the grounds of religious beliefs.
There is, however, acceptance of other religious beliefs.
No student may be discriminated against on the grounds of his/her/its religious
beliefs.
No student may be called any names as a result of his/her/its religion.
There may not be any hate speech or harassment.
There may also be no discrimination as to the gender of the pastor or priest who
takes any Christian service at SMDS, based on our anti- discriminatory gender
policy.
On the grounds of sexual orientation and homophobia:
SMDS will respect the identity of every student and will work towards making the school an
inclusive place for all who learn here, and will endeavour, in an age and phase appropriate
manner, to continually educate its community accordingly. We need therefore to guard
against creating, reinforcing and perpetuating a very singular and narrow vision of
masculinity, femininity, stereotyped masculinity and/or femininity and homophobia. All
students –irrespective of sexual orientation or identity - have an equal right to a healthy
inclusion within the school community.
As such:
SMDS will consider for admission, all applicants who commit to the principles in
this statement and to participate in our school’s education process and extra-
curricular and co-curricular activities.
To honour the dignity of the human being without ostracisation, discrimination or
any sense of self-superiority.
No student should be diminished, marginalised or valued less, because of
his/her/its sexual orientation or gender identity, as they are entitled to equal
rights.
In a case where a girl/boy/child who currently attends St Monica’s Diocesan
School and no longer identifies as a girl/boy, the school will support, legally
according to the Constitution, the student’s right to find their own identity.
Denying access to any event, function or school activity.
Name-calling, harassment, slurs, e.g., calling a student “gay” or hate speech,
which would infringe on the rights to equality and dignity include calling a
person insulting names because of how they express their gender identity or
sexual orientation or refusing, mocking or belittling someone because of
his/her/its/their sexual orientation.
Failing to support to or understanding the individual and their needs.
No person ought to feel compelled to reveal or discuss their sexual orientation
against their own free will.
No person may treat a student differently because of the manner in which they
express their gender or because of the persons to which they are attracted, or
who purport to identify with the LGBTQIA + umbrella.
Refusing to interact with someone because of his/her/their/its gender identity or
sexual orientation.
*Additional terminology under the LGBTQIA+ Umbrella includes:
“queer” is an umbrella term which may be used to describe expressions of all gender identities
and sexual orientations which are not heterosexual or cisgender.
“sexual orientation” means a person's romantic or sexual attraction to people of a specific
gender or genders. Sexual orientation and gender identity must be seen as separate, distinct
parts of people’s overall identities.
“transgender” means a person whose sense of personal identity and gender is different to what
is generally considered typical for their sex assigned at birth.
“asexual” means a person who does not have sexual attraction to others, or has low or absent
interest in or desire for sexual expression.
“non-binary” means a person who does not only and exclusively identify as a man or a woman.
Non-binary people may identify as being both a man and a woman, somewhere in between, or
as falling completely outside these categories.
“bisexual” means being sexually attracted not exclusively to people of one particular gender.
“plus” “is included in the LGBTQIA+ acronym to encompass a list of other identities and
orientations, ensuring that the term is as inclusive and intentional as possible about
representing different expressions and identities.
On the grounds of disability:
While SMDS respects the rights of each and every individual, SMDS is a mainstream
school and not one for special needs students. Although we do try to facilitate students
with learning challenges where we can offer support through our AEU Unit, we are not
able to facilitate students who have an intellectual disability which would render them to be
disadvantaged by the mainstream education offered at St Monica’s Diocesan School, as
this would not be in their best interests to do so.
We do not tolerate:
Mocking or belittling someone because of his/her/its disability;
Calling such a person derogatory names;
Denying opportunities to someone capable of doing something on the grounds
of their disability;
Failing to prevent barriers to that disability;
Denying access to certain privileges or opportunities;
Commitment:
SMDS remains committed to creating a feeling of belonging for each and every student
and abhors any discrimination of any kind, which will be dealt with accordingly.
POLICY CREATED BY: G. Roberts
FILE LOCATION: Health and Safety/ Code of Conduct
DATE CREATED: 2024
DATE TO BE REVIEWED OR MODIFIED:
BY WHOM: EXCO (every year)
