Our vision is to have an inclusive workplace open to and supportive of a diverse workforce. One that encourages all employees to develop their talents, create and add value to the organisation and deliver a superior service to the communities we serve. Supporting and nurturing our staff will create a better police service that thrives through diversity and will create a better police service for our communities.
We employ almost 6,000 people in a variety of departments: police officers, HR, Forensics, Finance, Health Services, Contact Centre, Business Support and numerous administration roles – amongst many others. There is a huge variety of roles and developing skills and moving between departments is encouraged. We also have many volunteer support roles across the departments as well as the Volunteer Police Cadets for people aged 13-18 and the Special Constabulary – voluntary police officers who give up their own time to serve their communities.
Well-Being and Support
There are many opportunities to develop and learn. We offer training to all staff and job related qualifications. Our key focus is on the well-being of our staff and we have numerous support networks in place for our workforce:
- Well-being ambassadors
- Staff Support Networks (disability, black & Asian, LGB and T, Women, Christian police association)
- Chaplains (who reflect the diversity of beliefs & non-belief)
Diverse workforce and Inclusivity
Our ambition is to develop an evolving culture that is inclusive of our staff that recognises and embraces difference. Through recruitment and developmental processes we will ensure that our workforce reflects the communities we serve.
We welcome applications and expressions of interest from anyone with a disability and all people with a disability are progressed through the application form stage of the process to the next stage as long as they meet the essential criteria for the post that they are applying for. We have been awarded the ‘Two Tick’ symbol by Jobcentre Plus. It is given to employers who can demonstrate that they are positive about employing disabled people.
As a Constabulary, we have a public sector duty to maintain a representative workforce and we firmly believe that the best way to serve is by having a workforce that reflects those we serve. We use a variety of positive action methods to encourage applications from under-represented communities (such as presentations on the police, skills reviews, application guidance and similar initiatives).
We ensure that we have as many support mechanisms in place for our staff, including: hearing loops, prayer rooms and quiet rooms, flexible working, accessible buildings, religious clothing for officers, mentoring schemes, open forums, support for families and carers and a public holiday policy (allowing re-allocation of Christian bank holidays to alternative religious dates).
Our rates of pay are extremely competitive and all police staff are placed on an incremental pay scale on appointment. Pay rises are subject to Union and Home Office negotiation and are typically introduced every 12-18 months. Annual leave is competitive: 24 days plus 8 bank holidays minimum, rising to 30 days plus 8 bank holidays after 10 years’ service.