The Equality Act 2010 places a legal duty on public bodies, including the Office of the Police and Crime Commissioner (OPCC) to rid their organisation of discrimination, harassment, and victimisation, actively fostering an environment which promotes equal opportunities. It covers nine protected characteristics, ensuring everyone is protected against unfair treatment.
The protected characteristics:
marriage and civil partnership
pregnancy and maternity
religion or belief
Equality and Diversity - our commitment
We recognise and value difference among all individuals and are committed to enhancing the levels of mutual confidence and understanding existing between our Office and our wider community.
We want to ensure that everyone, regardless of their gender, race, religion/belief, disability, age, or sexual orientation receives a policing service that is responsive to their needs.
We aim to promote and deliver true equality both internally with our own staff and the Force and externally to the people of Humberside in how we deliver a fair and equitable service. We aim to make significant moves to improve the way we conduct our business in relation to equality and diversity issues.
We are committed to eliminating discrimination and encouraging diversity amongst our workforces. Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.
Providing equality and fairness
We aim to provide equality and fairness for all in our employment and not to discriminate on grounds of gender, marital status, race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, religion, or age. We oppose all forms of unlawful and unfair discrimination.
All volunteers, employees, whether part-time, full-time, or temporary, will be treated fairly and with respect. Selection for employment, promotion, training, or any other benefit will be based on aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
We gather anonymised demographic data from recruitment campaigns through asking applicants to complete a monitoring form. We assess the results periodically and proactively address any concerns.
Monitoring Force Performance
The OPCC regularly scrutinise Wiltshire Police Equality and Diversity (E and D) performance reports and data, attending force governance boards to monitor progress. Where challenge or support is required the OPCC is committed to driving change.
Wiltshire Police Annual Reports
Wiltshire Police is legally required to publish an annual update on the equality information currently held in relation to the nine protected characteristics under the Equality Act 2010.
Please see the force Equality, Diversity and Inclusion web page on this link.
Please see the latest Wiltshire Police Equality, Diversity and Inclusion annual reports and objectives.
An equality impact assessment (EIA) is a way of assessing the effectiveness of a proposed policy and highlighting any implications associated with its use.
The purpose of the Equality Impact Assessment is to improve the way in which the OPCC develops policies and functions by making sure it is delivered to ensure that, wherever possible, equality is promoted.
We gather anonymised demographic data from recruitment campaigns through asking applicants to complete a monitoring form. We assess the results every six months and proactively address and concerns.