Equality, diversity and inclusion within Durham Constabulary
The Police and Crime Commissioner and all at Durham Constabulary are fully committed in the exercise of all of our functions to give due regard to the following in respect of both our staff and the people we serve:
- Eliminating unlawful discrimination, prejudice, harassment and victimisation
- Improving equality of opportunity between those with protected characteristics and those without, and
- Fostering good relations between those with protected characteristics and those without
The public sector equality duty which is set out in Section 149 (1) of the Equality Act 2010 outlines the specific legislative requirement of the Force to publish information that evidences how we are fulfilling our requirements around equality and diversity.
The general PSED aims to embed equality consideration into the day to day work of relevant public authorities so that they proactively address and tackle discrimination and inequality, ensuring a positive contribution to making society fairer.
The specific requirements of the PSED require relevant public bodies to:-
- Publish equality objectives every four years.
- Publish information annually to demonstrate their commitment and compliance to the PSED.
- Publish information relating to their employees (for organisations with 150 or more staff) and others affected by their policies and practices.
Our force equality objectives can be viewed via our Plan on a Page (POAP) strategy document (see below).
Further information around the Equality 2010 Act can be found on the Equality and Human Rights Commission website www.equalityhumanrights.com and Home Office website www.homeoffice.gov.uk/equalities
The Equality Act 2010 has strengthened and streamlined all previous equality legislation and amongst other things has updated and amended the strands of diversity previously covered by anti-discrimination law. The aim of the Force is to provide targeted, specialist support to members of staff (police officers, police staff and special constables) regardless of gender, rank or grade who are considered to have a protected characteristic as defined by the Act i.e. a person associated with or a member of one of the following groups who are treat less favourably as than those who are not:
- Gender Reassignment
- Marriage/Civil Partnership
- Sexual orientation
We welcome applications from anyone who considers themselves to have a protected characteristic as defined by the Equality Act 2010. We are committed to recruiting a workforce that reflects the communities we serve and protect.
To here view the force's report on the Gender Pay Gap.
Our force takes part in ‘positive action’, which aims to increase recruitment applications from under-represented groups. People with language skills, different cultures or backgrounds are encouraged to apply to join our organisation. We are committed to building our relationships with minority communities and encouraging them to join our policing family.
In terms of recruitment and selection no protected characteristic will be seen as a bar from anyone wishing to apply to be a member of the organisation or for those already working within the organisation to progress. All applications will be considered on their own merit.
For further information in respect of positive action and available support through our positive action Co-ordinator, please view the 'Join Us' section of this website and click through to 'Recruitment latest position'.
Our positive action Co-ordinator can be contacted by emailing Positive.Action@durham.police.uk
Read our Equality, Diversity and Inclusion Workforce Report for 2023
Read our Equality, Diversity and Inclusion Statement of Commitment
Read about our Equality, Diversity and Inclusion Recruitment and Selection
View our Equality, Diversity & Inclusion Plan on a Page 2020-2025
View our Inclusion Charter
Alternatively if you have a specific question or enquiry around Equality, Diversity & Inclusion (EDI) please send an email to:
The DE&I Team via DEI@durham.police.uk