Diversity, Equality and Inclusion
Introduction
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
- fostering good relations between those with protected characteristics and those without
The public sector equality duty
The public sector equality duty (PSED) 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
- information annually to demonstrate their commitment and compliance to the PSED
- information relating to their employees (for organisations with 150 or more staff) and others affected by their policies and practices
Further information around the Equality 2010 Act can be found at Equality and Human Rights Commission and at Home Office.
The Equality Act 2010 has strengthened and streamlined all previous legislation and has updated and amended the strands of diversity previously covered by anti-discrimination law.
The force aims 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 treated less favourably as than those who are not:
- age
- disability
- gender reassignment
- marriage/civil partnership
- race/ethnicity
- religion/faith
- sex
- sexual orientation
- pregnancy/maternity
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.
Positive action
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 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 merit.
For further information email us regarding positive action and available support through our positive action co-ordinator, please see Join Us and click through to 'recruitment latest position'.
If you have a specific question or enquiry about diversity, equality and inclusion please email us.
