Equality, Governance and Scrutiny

Lancashire Constabulary has a strong governance structure to ensure we continually monitor our progress against our objectives and that equality is integrated into our day-to-day business.

To meet our equality objectives, departments across the organisation are responsible for implementing delivery plans, which are progressed and updated through our internal meeting structure.

A representative from the Police and Crime Commissioner (PCC) also attends our strategic Valuing Difference & Inclusion Board to ensure we comply with equality legislation.

Wherever possible we look to use consultation and engagement mechanisms with the public and the workforce to find out how they feel about our progress towards our objectives.

Valuing Difference & Inclusion Board (VDIB)

This meeting is chaired by our Deputy Chief Constable, and meets regularly to review current equality priorities and objectives as well as looking at national and regional issues to ensure we are better sighted on and responding to the emerging and evolving community needs.

To view the terms of reference for VDIB click here.

Valuing Difference & Inclusion Practitioners (VDIP)

This working group precedes the VDIB and is attended by our diversity specialists situated within each of our 3 divisions. Chaired by the force lead for Equality & Diversity, it ensures implementation of Equality objectives and provides an avenue of feedback from operational processes affecting our communities.

To view the terms of reference for VDIP click here

Staff Associations Group Meeting

Our staff support networks hold regular informal meetings with the members of our Chief Officer team to discuss issues and initiatives that will help support and develop staff within the organisation.

Strategic Hate Crime & Cohesion Group (SHCCG)

To view the terms of reference click here

Hate Crime Scrutiny Panel 

H8 - Hate doesn't belong here!In June 2017, an internal strategic hate crime panel was established. Made up of volunteers, this panel assists in evaluating the response and service delivery to victims of hate crime. Its aims include:

  • Identifying ways in which Lancashire Constabulary can improve its service to victims of hate crime.
  • Encourage open and effective means of consultation between Lancashire Constabulary and members of our local communities.
  • Act as a consultation forum at a strategic level to assist in the development and advancement of policies and processes connected to the hate crime agenda.

To view the terms of reference click here

Best Use of Stop & Search Scrutiny Panel

Best use of Stop and Search SchemeLancashire Constabulary is compliant with the Best Use of Stop & Search Scheme (BUSS).

In April 2014 the home secretary recommended that all police forces should introduce the Best Use of Stop & Search scheme in order to achieve greater transparency, community involvement in the use of stop and search powers and to support a more intelligence-led approach, leading to better outcomes, such as an increase in the stop and search positive outcome ratio.

As part of the BUSS and in accordance with the Police and Criminal Evidence Act 1984 (PACE) Code of Practice A, the home secretary advised that all police forces in England and Wales have the arrangements in place for their stop & search records to be scrutinised by the communities they serve.

Our panel consists of 10 members and meets quarterly at appropriate locations within the county. The panel review a random sample of stop and search forms, identifying any concerns, issues and areas of good practice and learning.

To view the terms of reference click here

For more information on Stop and Search

Transgender Critical Support Group 

Our transgender critical support group was created to critically appraise police policies and procedures which may particularly affect trans communities and to act as a critical friend in all aspects of interactions between the police and trans people.

Our aims are:

  • To work in partnership with Lancashire Constabulary.
  • To increase trust and confidence in policing for trans people
  • To increase awareness of trans communities within the police.
  • To provide constructive comments, suggestions and advice to the Constabulary on ways to improve the quality of service delivery to trans people.

Vier the terms of reference here.

Inclusion Leads Network

Our commitment to the valuing difference and inclusion strategy is moving from strength to strength. However, in order to embed any strategy effectively in an organisation, it needs to be established as “the norm” and should form part of day-to-day business.

Our overall aim is to actively promote Lancashire Constabulary as an ‘employer of choice’ both internally and externally. The outreach engagement work will result in an increasing ‘pipeline’ of people who may never have previously seen the Constabulary as an option. This investment is a key part of journey to our objective of demonstrating proportionate representation to reflect the demographics of our communities as well as our evolving society.

We also need to ensure our existing staff with protected characteristics also feel valued and can access help and support to progress internally.

For Lancashire Constabulary to be an inclusive employer of choice we need to continuously create a working environment that includes everyone and encourages all our staff to develop and progress in line with our code of ethics.

Our organisation’s definition of inclusion is:

“Feeling respected, valued, safe, trusted, having a sense of belonging, being able to be my best self and do my best work.”

As part of this commitment, we have introduced inclusion leads in every department to help us widen the understanding of valuing difference and inclusion across the force. 

The inclusion leads support the following areas: 

  • A departmental focus on ‘workforce monitoring’ and improving data accuracy to enable us to understand our equality data and address disproportionality in all our departments.
  • Increase our understanding of the diverse representation of our workforce and address any identifiable gaps
  • Support developmental opportunities, positive action and awareness days to ensure our organisation is able to attract a diverse workforce
  • Become a single point of contact as an equality and diversity specialist in each department to support staff and line managers
  • Ensure a consistent and sustainable approach to equality and diversity across the force
  • Deliver basic inputs to staff within departments on valuing difference and inclusion


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