Valuing difference and inclusion

At Lancashire Constabulary, we are proud to hold several accolades for our work to develop as a diverse and inclusive organisation.

Ranked 12th in the Inclusive UK Employers Awards 2019/20

We have also been placed 12th in the Inclusive UK Employers Awards for 2019/20. This prestigious award scheme rewards organisations for harnessing a diverse workforce and excelling in equality and inclusion across all strands of diversity. We are now the top police force in the country within the top 50.

Awarded ‘Police Force of the Year’ for 2018 by the National Black Police Association

The ‘Police Force of the Year’ and ‘Excellence in Race Equality Leadership’ awards were presented to our former Deputy Chief Constable, Sunita Gamblin, by the National Black Police Association at its 2018 conference. These recognise our work on equality, diversity and inclusion across the force.

The NBPA works to place fairness at the heart of the police agenda by pursuing initiatives for progressing minority officers and staff. These include mentoring schemes, leadership programmes, and women in policing projects supported by the National Institute for Leadership and Empowerment.

The NBPA has a high profile within the Home Office and Government Strategic Committees and is influential amongst policing stakeholders and decision-making groups.

Our commitment to inclusion

We know that engaging with our communities and listening to your views is fundamental to building trust and confidence. We strive to be active leaders in diversity by promoting good practice and supporting the organisations we work with, taking those values and beliefs back into the wider community.

We encourage our staff and leadership to share their life experiences and use these to guide decision-making and influence new ideas. We aim to increase our understanding of the vibrant backgrounds and lifestyles of the individuals that shape our organisation.

The Equality Act 2010

The Equality Act 2010 represents the culmination of years of debate about how to improve British equality law. It offers individuals stronger protection against discrimination. It gives employers and businesses greater clarity about their responsibilities. It also sets new expectations that public services must treat everyone with dignity and respect.

The act also places a duty on all public authorities, in exercising their functions, to have due regard to the need to achieve the objectives set out under S149 of the act.

These duties are:

• eliminate discrimination, harassment, victimisation, and any other prohibited conduct under the act
• advance equality of opportunity between people who share relevant protected characteristics and people who do not share it
• foster good relations between people who share a relevant protected characteristic and those who do not

The broad purpose of the duty is to ensure that the advancement of equality and good relations between our diverse communities are at the forefront of our day-to-day business.

To ensure that work and progress on equality is visible and transparent, we are obligated to comply with ‘specific duties’ as set out in Section 153 of the Equality Act 2010:

• publish information to show compliance with the Equality Duty (annually)
• set and publish one or more equality objectives that it thinks it needs to achieve to further any of the aims of the general duty. This should be carried out at least every four years

Equality objectives

As a public body, we are required to set and publish equality objectives every five years.

Our Joint Diversity, Equality and Inclusion strategy 2021-2026 below sets our objectives for the next five years. It illustrates our approach, structured in three strategic themes:

• our communities
• our organisation
• our partners

Our equality objectives are:

• we will provide a fair, responsive and effective service to every Lancashire community
• we will develop a diverse workforce which is reflective of our communities, where all staff feel valued, can thrive as individuals, and achieve their full potential irrespective of background, culture or protected characteristics
• we will work with our partners to develop joint strategies which enable a more tailored, effective and equitable approach to public service provision in all Lancashire communities

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