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Corporate Plan 2021-22 part two: Diversity, Equality and Incusion

Diversity, equality and inclusion -our strategic ambitions and intent

The Cambridgeshire Ethics, Diversity, Equality and Inclusion Statement of Intent aims to embed ethics, diversity, equality and inclusion in all aspects of police decision-making.

It aims to create a workforce that is truly representative of the diverse communities we serve; to better understand the barriers to developing a representative workforce at all levels; and to protect vulnerable people, create safe communities, and value everyone in our workforce, while being compliant with the Equality Act 2010 and Public Sector Equality Duty 2011.

We will adopt the approach of the NPCC Diversity, Equality and Inclusion Strategy 2018-2025, and Policing Vision 2025 -while moving towards the Policing Vision 2030-and continue to use the Police Code of Ethics to promote, reinforce and support the highest standards in policing.

This approach complements and supports the Cambridgeshire Constabulary corporate plan and aligns to the Constabulary’s annual STRA(Strategic Threat and Risk Assessment) business planning cycle and environmental scanning.

The associated delivery plan will establish a robust research and evidence base to inform activity aligned to the Constabulary’s organisational priorities and reinforce the core Constabulary values of Fairness, Integrity, Diligence and Impartiality.

Cambridgeshire Constabulary aims to be an organisation that:

  • Values difference, both in terms of the diversity of physical representation, but also in the diversity of our thinking, to better enable us to make decisions, ultimately building trust and confidence within our communities
  • Understands and promotes the benefits of having a diverse and inclusive workforce where all staff have a sense of belonging
  • Has a bold ambition to deliver the necessary changes needed to recruit, develop and retain officers and staff from under-represented groups
  • Has a workforce that is representative across all ranks, grades and specialisms which reflects the communities we serve
  • Has policies and procedures which help to remove barriers to development and progression
  • Embraces positive action in order to achieve these goals
  • Has created an environment that engages staff from across the organisation including those who are from under-represented groups
  • Is open to constructive feedback and takes seriously those issues raised and is committed to learning from experience
  • Achieves all of these goals in-line with the requirements of the Equality Act 2010 and the Police Code of Ethics

 

Cambridgshire Constabulary Equality Objectives 2021 - 2025

We will:

  • Achieve a positive shift in our workplace culture where people, no matter their background and circumstances, feel confident to disclose their protected characteristics
  • Attract, engage, develop and retain a workforce that is representative of the communities it serves
  • Understand our communities by developing effective engagement strategies that enable interaction with diverse groups, fostering strong relations that build trust and confidence
  • Work with our partners to implement strategies to explain, where necessary reduce, and where possible eliminate disparity and enhance public service
  • Understand the impact of our policies and practices on people with different protected characteristics by conducting equality analysis and take steps to remove or minimise disadvantages

Cambridgeshire Constabulary will adopt the approach of the NPCC Diversity, Equality and Inclusion Strategy 2018-2025 and accompanying toolkits: Our Organisation, Our Communities and Our Partners, to inform activity within the Ethics, Diversity, Equality and Inclusion Delivery Plan, and support delivery against the equality objectives.

Our leadership

  • Chief Officers and senior leaders will provide visible leadership to ensure our staff, our partners and our communities witness our personal commitment to diversity, equality and inclusion.

Our organisation

We will:

  • Better understand the composition of our workforce through better data collection, collation and analysis across the nine strands of diversity
  • Put in place better strategies that enable formal and informal engagement with our staff and support networks, to ensure we better understand how we can continue to develop an inclusive organisational culture that promotes and embeds diversity and equality
  • Develop our staff to better understand diversity, equality and inclusion and the positive outcomes of creating an inclusive culture where people, no matter what their background, feel confident
  • Maximise our transparency and scrutiny

Our communities

We will:

  • Better understand the composition of our communities through better data collection, collation and analysis across the nine strands of diversity
  • Increase public confidence by dealing effectively with all reported hate crimes and incidents, recognising that failure to dosohas a detrimental impact on the confidence those communities have in the police
  • Develop good effective engagement strategies that enable interaction with all communities, fostering strong relationships that build trust and confidence
  • Continue to scrutinise our interactions with the public to guard against disproportionality

Our partners

We will:

  • Better understand the partnership landscape working closely with partners to put in place systems that enable the collection,collation and analysis of data and information that identifies disparity in service delivery across the nine strands of diversity
  • Work with our partners to develop strategies that enable more effective public service provision across our communities
  • Work with our partners to implement whole system strategies to explain, where necessary reduce, and where possible eliminate disparity and enhance public service

Outcome:

Policing with the consent of all communities

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