Our vision is to have an inclusive workplace open to and supportive of a diverse workforce.
The diversity of our staff is improving and we are striving to fully represent the communities we serve. We recognise that supporting and nurturing our staff will help to create a better police service and are using positive action to help us achieve this.
What is positive action?
Positive Action simply means employers can take steps which seek to level the playing field for under-represented groups. This is done by providing advice, guidance and support where required, whilst still maintaining the high standards for recruitment and promotion. The selection process is based purely on the required skills and abilities of the candidate for the role.
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.
Why do we need it?
Equality and Inclusion is absolutely vital to Lancashire Police as we strive to keep our communities safe and feeling safe – we can only be effective in that if our workforce is truly reflective of the communities we serve.
Lancashire Police recognises that a diverse workforce brings a whole host of advantages including:
A diverse workforce will help us to understand the diverse needs of our communities and be able to adapt accordingly.
We will be better positioned to serve our communities by overcoming language and cultural barriers.
Staff are happier in an organisation that is truly reflective, values diversity and well-being allowing staff to truly be themselves at work.
Who is eligible for Positive Action?
The Equality Act, allows positive action to be used when there is under-representation including people who are / from;
- Black and Minority Ethnicities
- Disabled (if you have a disability which would still allow you to fulfil the role)
- Minority religions, e.g. Muslim, Hindu, Jewish, Sikh
What is Available?
We recognise everybody is an individual and has different needs therefore the Workforce Representation Team offer a variety of initiatives such as providing appropriate advice, encouragement and support throughout the recruitment process specifically for people who are underrepresented within the organisation.
If you would like to join our police family and are eligible for Positive Action complete and return the following form.
- Positive Action - Expression of Interest Please note we do not accept speculative CVs for consideration. All applications need to relate to specific roles and must be completed through the online application process on our website.
- If you are interested in working for us, you can create an account and sign up for job alerts.
- Please email [email protected] with all general recruitment queries.
Email address for completed forms - [email protected]
WellBeing 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
We welcome applications from anyone with a disability and we are committed to improving employment opportunities and career development for disabled people, and in recognition of this we have been certified as a 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