Equality and Diversity
The Equality Act 2010, places a legal duty on public authorities to take account of the need to get rid of unlawful discrimination, harassment and victimisation as well as to promote equal opportunities and encourage good relations between everyone. The duty also applies to the PCC.
The act covers nine protected characteristics, which cannot be used as a reason to treat people unfairly. Every person has one or more of the protected characteristics, so the act protects everyone against unfair treatment.
The protected characteristics are:
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- religion or belief
- sexual orientation
The Commissioner will monitor the Force’s progress with regard to equality and diversity issues on a regular basis via an exceptions-based reporting system. The Force holds a Strategic Diversity Board on a quarterly basis, chaired by the Deputy Chief Constable. The Office of the Police and Crime Commissioner (OPCC) work closely with the Force on equality and diversity issues and is represented at the Board meeting.
National and local equalities reports
The Commissioner considers local and national reports to help gain a good understanding of our communities in Humberside including the extent of inequality and disadvantage. This helps us when we are making decisions and settings priorities. A selection of resources is provided below:
Equality and diversity policy - Our Commitment
Our Office values
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 different groups within 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 workforce. 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 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 on the basis of 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.
Equality profile of OPCC
In order to understand our staff demographics we annually undertake a voluntary staff survey, the findings of which can be viewed HERE
The equality profile of the OPCC is as follows (as of May 2022):
- Number of staff in OPCC: 20
- Percentage of women: 60%
- Percentage ethnic minorities: 0%
- Percentage with disability: 15%
The office comprises 19 full time members of staff and 1 part-time member of staff.
View the OPCC organisation structure chart
Equality monitoring data – recruitment
We also gather anonymous demographic data from recruitment campaigns. We ask everyone who applies for a position within the organisation to fill in a monitoring form. We look at the results and assess if there are any concerns or issues that the PCC needs to address, or if there are areas for improvement (for example in advertising coverage).
Equality Impact Assessments
An equality impact assessment (EIA) is a way of systematically and thoroughly assessing, and consulting on, the effects that a proposed policy is likely to have on people, due to factors such as their ethnicity, disability and gender. It can also be used as a way of estimating the likely equality implications of existing functions or policies on people from different backgrounds.
The purpose of the Equality Impact Assessment process is to improve the way in which the Commissioner develops policies and functions by making sure there is no discrimination in the way that they are designed, developed or delivered and to ensure that, wherever possible, equality is promoted.