We are committed to understanding the diverse communities of Lancashire and we understand that we can only succeed in this by recognising and responding to the needs of the people we serve. We know that this is fundamental to enable engagement, to build trust and confidence and allow us to deliver the highest quality of service that we can.
Our approach is structured with three strategic themes: OUR COMMUNITIES, OUR PEOPLE and OUR SERVICE. The plan supports and enables a cultural shift within Lancashire Police, moving away from the traditional term ‘Equality’ and developing a more inclusive environment that values difference by emphasising the values, beliefs and behaviours of all our staff.
In the past, Equality has implied sameness and this is not reflective or a true representation of how our communities experience the everyday world. By valuing difference and embracing inclusion, we can respect, nurture and value the diversity of our communities.
Lancashire has a vibrant and dynamic population, influenced by immigration, globalisation and education, all of which influence and change concepts of inclusivity. This ever changing face of Lancashire provides us with an exciting opportunity to employ people and work with people from a wide variety of backgrounds. We must be active leaders in the field of diversity, promoting good practice and providing support to our partners, taking those values and beliefs back into the wider community.
Key to achieving this is our commitment to encourage all of our staff and our leadership to share their experiences and use open thinking to create new perspectives, give guidance and new direction and to increase understanding. Representatives from across the whole spectrum of our staff and communities will be encouraged to challenge the status quo. This will lead to a police service that values difference and that fosters an understanding service to the people of Lancashire. Likewise, this will provide a welcoming and open service that leads in the field of diversity, establishing us as the go-to employer of choice for all communities.
We will continually improve the relationship with every community in Lancashire, to enhance and develop the confidence and trust our communities have in the police. Lancashire Constabulary will strive to ensure a greater understanding of the needs and expectations of our communities and we will ensure that our engagement activities meet the needs of all communities, including seldom-heard groups, allowing communities to have a greater say and direct influence on policing in their community. We will provide opportunities for communities to have a greater understanding of policing.
To develop and evolve an organisational culture that is fully inclusive, recognises, embraces and values difference. Lancashire Constabulary will broaden our diversity approach to ensure we capture ALL aspects of difference. We will deliver a consistency of approach and thinking across our people through our values, beliefs, behaviours and practices. Lancashire Constabulary will continue our work to make us an employer of choice, where our people recognise our culture and are proud to serve. We will develop our recruitment processes and leadership development framework to ensure we are more reflective of the communities we serve.
We will develop policing with the consent and co-operation of communities. Consent is vital and should not be taken for granted. For the police to earn and keep that permission, the public need to have confidence in the police and in the service that is provided. Lancashire Constabulary is committed to providing a policing service which will improve public confidence and trust in all communities and increase their satisfaction. We will positively develop and influence service delivery and provide clarity of message across the Constabulary and our communities. We will provide positive experiences and outcomes within our organisation and our communities.
- The Diversity and Equality Board sits within the Constabulary’s People Board which will be held bi-monthly. The Diversity Plan links directly to specific elements within the People Plan and the work undertaken within the Diversity Plan will be reported back to the People Board.
- There are three further sub groups within the Constabulary Diversity structure:
- The Diversity and Equality Delivery Group (DEDG) will be chaired by the Force Operational lead Chief Superintendent, and consist of Diversity Champions from all Divisions.
- The Strategic Hate Crime and Cohesion Group chaired by the Hate Crime lead Chief Inspector.
- And the Diversity and Equality Practitioners Group (DEPG) which will ensure consistency of implementation across the county, and provide feedback, learning and best practice response to the DEDG.
Valuing Difference & Inclusion Group
DCC Sunita Gamblin Chair
Ch Insp Ian Mills Hate Crime Lead firstname.lastname@example.org
PC Aieysha Bana Diversity PC email@example.com
Denise Chapman Valuing Difference & Inclusion Coordinator firstname.lastname@example.org
PS Heidi Litrizza-Ball email@example.com
PC Stuart Rutlidge firstname.lastname@example.org
Zahid Dudhia Link worker email@example.com
Nagina Ali Link worker firstname.lastname@example.org
PS Darrell Shuck email@example.com
PC Ian Ashton firstname.lastname@example.org
Renee Hilton Link worker email@example.com
TDI Mark Saunders firstname.lastname@example.org
DS Nick Hodgeson email@example.com
PS Ben Hodgkinson firstname.lastname@example.org
DC John Banks email@example.com
DC Shanaz Kone firstname.lastname@example.org
PC Pete Lang email@example.com
PC Carley Gaynor firstname.lastname@example.org
PC Dave Hall email@example.com
Nuressa Mumith Link worker firstname.lastname@example.org
Fatima Chandia Link worker email@example.com
Mayjabeen Hussain Link worker firstname.lastname@example.org