Our equality objectives 2020-21

At Cheshire Constabulary, we are working hard to embed equality, diversity and inclusion into our workforce and into the services we provide to the diverse communities we serve. We are proud of the success we have achieved in this important area of work, but we also acknowledge there is still more to be done. This year, our equality objectives are to:

  1. Ensure the perspectives of community stakeholders are used to strengthen our work, particularly through our external DEI Board and Independent Advisory Group
  2. Improve the accessibility of information we provide to local communities, particularly the Deaf community
  3. Review our partnership activities in relation to offences targeted towards people with protected characteristics or perceived vulnerabilities, for example, Hate Crime, VAWG and strengthen the support offered to victims
  4. Strengthen partnership approaches to improving the quality of diversity data in relation to offenders and victims of crime
  5. Deliver effective strategies, such as Positive Action, focusing on attraction, recruitment, retention and progression so that our workforce becomes more representative of the communities we serve
  6. Increase the number of officers and staff who share their diversity data and ensure data is used to strengthen policy development and decision making, through measures such as Equality Impact Assessments 

For more information, please contact the Diversity, Equality and Inclusion Team: equality.diversity.inclusion@cheshire.pnn.police.uk

Our commitment to address the gender pay gap:

  • Attracting women officers to the force will remain a key priority over the coming years.
  • Apply positive action in relation to its recruitment and promotion processes in line with the Equality Act.
  • Introduce a development programme targeted at underrepresented groups to focus on developing knowledge, skills and confidence.
  • Review exit interviews over recent years (specifically women) to ascertain trends in reasons for leaving.
  • Review the reasons for which qualified officers eligible for promotion don’t feel confident to submit applications for available processes.
  • Promotion and fair application of family friendly policies. Examples include shared parental leave and opportunities for part time and flexible working.
  • Ensuring visibility of women in senior roles within the force to demonstrate career paths available to officers when joining the force.
  • Encouraging coaching or mentoring systems for women officers within Cheshire Constabulary and with external forces.
  • Cheshire Constabulary has implemented the Living Wage Foundation hourly rate across all police staff roles and become an accredited Living Wage Employer for the third year running by the recommended £9.30 hourly rate across all police staff roles from 1st April 2020.

    This rate is independently calculated every year to meet the real cost of living. By paying the Living Wage Foundation hourly rate we are ensuring that our employees are earning a salary that is enough for them to live on based on the foundation’s research. This supports the fairness and values of Cheshire Constabulary whilst also demonstrating the business benefits of being a Living Wage Employer.

Gender Pay Gap Report

Cheshire Constabulary is required by law to carry out gender pay reporting under the Equality Act 2010. The legal requirement states that public sector organisations must publish their findings by 30th March each year.

Gender Pay Gap Final Report - March 2020