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.
We are not fully representative yet and we are addressing this imbalance through a variety of initiatives.
Positive Action is a range of lawful actions an employer may use to address disadvantages in employment and promotion for under-represented groups who have a protected characteristic.
Protected characteristics, as identified in the Equality Act 2010 are:
- Marriage/civil partnership status
Positive action is often confused with positive discrimination, which means employing someone just because they come from an under-represented group. The selection procedure itself is no different, and is based solely on merit. ‘Positive action’ does not seek to remove competition and Lancashire Police will take the best applicants.
We treat all applicants in accordance with legislation currently in place.
Workforce Representation Team
At Lancashire Police we have a workforce representation team that helps us to achieve a diverse workforce. This team actively seeks to ensure our workforce represents the communities serve so that we can bring more understanding to our decision making and prioritising. We have 3 workforce representation co-ordinators who work in communities to raise awareness of our organisation, breaking down barriers and talent spotting for future police employees. This team offers support and guidance for individuals in accordance with the Equality Act 2010.
If you are eligible and would like support from our workforce representation team, just complete and return the form below to firstname.lastname@example.org.
Disability Confident Employer
As a Disability Confident Employer we have committed to undertake the following core actions:-
- Actively looking to attract and retain disabled people
- Providing a fully inclusive and accessible recruitment process
- Offering an interview to disabled people who meet the minimum criteria for a job
- Flexibility when assessing people so disabled job applicants have the best opportunity to demonstrate that they can do the job
- Proactively offering and making reasonable adjustments as required
- Supporting employees to manage their disabilities or health conditions
- Ensuring managers are aware of how they can support staff who are sick or absent from work
Find out more about our valuing difference and inclusion approach here.