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Equal opportunities

We are committed to recruiting a workforce that reflects the communities we serve and protect. 

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 workforce (opens in a new window)

We’re committed to building our relationships with minority communities and encouraging them to join our policing family.

Our workforce diversity statistics are available on Police.UK Workforce Diversity (opens in a new window)

Disability Confident Leader

Disability Confident badge

As a Disability Confident Leader we:

  • have subjected our Disability Confident self-assessment to an external challenge and validation
  • are taking an active leadership role in encouraging and helping other employers on their journey to becoming Disability Confident

The Disability Confident scheme has three levels that are designed to support organisations on their Disability Confident journey. The scheme is intended to inform people we employ, and any other disabled people who might be interested in joining our organisation, that we have a positive approach to employing disabled people.

The scheme was launched by the Department for Work and Pensions (opens in a new window) , which aims to help us successfully employ and retain disabled people. The accreditation is only given to employers who have taken action to evidence they are meeting certain criteria with regard to employment, retention, training and career development of disabled employees.

Through the Disability Confident campaign, the government is working with employers to remove barriers, increase understanding and ensure that disabled people have the opportunities to fulfil their potential. The scheme has three levels;

  1. Disability Confident Committed
  2. Disability Confident Employer
  3. Disability Confident Leader.

As a Disability Confident Employer, we committed to the following core actions;

  • actively look to attract and recruit disabled people
  • providing a fully inclusive and accessible recruitment process
  • offering an interview to disabled people who meet the minimum criteria for the job
  • being flexible when assessing people so disabled job applicants have the best opportunity to demonstrate they can do the job
  • making reasonable adjustments as required
  • encouraging our suppliers and partner agencies to be Disability Confident
  • ensuring employees have sufficient disability equality awareness.

The second part of our commitment is about keeping and developing our people. This is about building a culture within our business where our employees feel safe to disclose any disability or long-term health condition, feeling confident they will be supported as necessary. For this, we have also committed to undertake core actions as follows;

  • promoting a culture of being Disability Confident
  • supporting employees to manage their disabilities or health conditions
  • ensuring there are no barriers to the development and progression of disabled staff
  • ensuring managers are aware of how they can support staff who are sick or absent from work
  • valuing and listening to feedback from disabled staff
  • encouraging and supporting disabled staff networks and creating mechanisms for receiving feedback from them
  • guiding staff to information and advice.

Inclusivity Statement

Everyone at Cambridgeshire Constabulary takes personal responsibility to help create an inclusive workplace, where police officers and staff respect one another, feel valued for their differences and can be themselves. We are committed to providing reasonable adjustments, wherever needed so everyone feels welcome and can flourish.




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