Valuing Difference & Inclusion

Valuing Difference and Inclusion

At Lancashire Constabulary we’re proud to hold several accolades for our work to develop as a diverse and inclusive organisation.

Lancashire Constabulary placed 36th on Stonewall 2019 Top 100 Employers

Firstly, we are delighted to have been placed 36th on the Stonewall 2019 Top 100 Employers list. We’ve jumped up 38 places since the 2018 list was announced. This is a huge recognition of our work to promote inclusivity and difference across the service, and we are now the number 2 police force, behind Cheshire Constabulary.

Our LGBT staff network, chaired by PC Anna Robinson and vice-chaired by PS James Cooper, were recognised as a ‘Highly Commended Network Group’. This recognises years of continuous improvement, dedication and hard work of all network members over the years.

Stonewall is at the forefront of unprecedented social and legal advancement for lesbian, gay, bisexual, and trans people living in Britain. 445 employers entered for the 2019 index and, with over 92,000 responses including 17,300 who identified as LGBT, it is one of the largest national employment surveys in Britain.

Ranked 21st in the Inclusive UK Employers Awards 2019

Secondly, we have been placed 21st in the Inclusive UK Employers Awards. This is a prestigious award scheme that rewards organisations for harnessing a diverse workforce and excelling in equality and inclusion across all strands of diversity. We are the third of only 4 police forces listed in the top 50.

Awarded ‘Police Force of the Year’ for 2018 by the National Black Police Association

Thirdly, the ‘Police Force of the Year’ and ‘Excellence in Race Equality Leadership’ awards were presented to our Deputy Chief Constable, Sunita Gamblin, by the National Black Police Association at its 2018 conference. These recognise the work we are doing on equality, diversity and inclusion across the force.

The NBPA works to place fairness at the heart of the police agenda by pursuing initiatives for progressing minority officers and staff. These include mentoring schemes, leadership programmes, and women in policing projects supported by the National Institute for Leadership and Empowerment. The NBPA has a high profile within the Home Office and Government Strategic Committees and is influential amongst policing stakeholders and decision making groups. 

Our Commitment to Inclusion

We know that engaging with our communities and listening to your views is fundamental to building trust and confidence. We strive to be active leaders in diversity by promoting good practice and providing support to the organisations we work with, taking those values and beliefs back into the wider community.

We encourage all of our staff and leadership to share their life experiences and use these to guide decision making and influence new ideas. We aim to increase our understanding of the vibrant backgrounds and lifestyles of the individuals that shape our organisation.

The Equality Act 2010

The Equality Act 2010 represents the culmination of years of debate about how to improve British equality law. It offers individuals stronger protection against discrimination. It gives employers and businesses greater clarity about their responsibilities. And it sets new expectations that public services must treat everyone with dignity and respect.

The Act also places a duty on all public authorities, in the exercise of their functions, to have due regard to the need to achieve the objectives set out under S149 of the act. These duties are:

  • Eliminate discrimination, harassment, victimisation, and any other conduct that is prohibited under the Act.
  • Advance equality of opportunity between people who share relevant protected characteristics and people who do not share it.
  • Foster good relations between people who share a relevant protected characteristic and those who do not share it.

The broad purpose of the duty is to ensure that advancement of equality and good relations between our diverse communities are at the forefront of our day to day business.

In order to ensure that work and progress on Equality is visible and transparent; Lancashire Constabulary is obligated to comply with ‘specific duties’ as set out in Section 153 of the Equality Act 2010:

  • Publish information to show compliance with the Equality Duty (annually).
  • Set and publish one or more equality objectives that it thinks it need to achieve to further any of the aims of the general duty. This should be carried out at least every four years.

Gov UK - Equality Act 2010

Equality Objectives

As a public body, we are required to set and publish equality objectives every four years.

Our valuing difference & inclusion strategy 2017-2020 sets out our objectives for the next four years and illustrates our approach, structured in three strategic themes: 

  • Our communities
  • Our people 
  • Our service.

This strategy supports and enables a cultural shift within Lancashire Police, moving away from the traditional term ‘equality’ and developing a more inclusive environment that values difference by emphasising the desired values, beliefs and behaviours of all our staff.

In the past, 'equality' has implied sameness and this is not reflective or a true representation of how our communities experience the everyday world. By valuing difference and being inclusive, we can respect, nurture and value the diversity of our communities.

View our valuing difference & inclusion strategy 2017-2020.