External Auditing

We are audited by a variety of organisations, including Her Majesty’s Inspectorate of Constabularies (“HMIC”). HMIC identify key (diversity-related) areas against which we are measured and assessed. If we cannot demonstrate appropriate progress the key areas, recommendations are made by HMIC and we will also be scrutinised on a continued basis by the HMIC until we have achieved appropriate progress in the key areas. We are benchmarked against other police forces of a similar size and type to our force.

Equality Advisory Groups

The EAG is a Force-wide group (whereas IAGs are based in BCUs and departments) which engages in critical dialogue with both senior officers and stakeholders on diversity-related matters between the Force and its communities on a strategic level. The EAG is made up of members of Equality Groups and senior employees of the Force. The EAG engages in quarterly themed meetings with the Force. The EAG’s role is to scrutinise, challenge and advise the Force on a spectrum of issues. The Force holds an annual themed conference for all EAG and IAG members to come together and explore, consult or obtain advice on key issues in depth. The EAG also scrutinises the way in which the Force impact assesses its policies. The terms of reference of the EAG can be requested on from the Diversity Unit.

Equality Impact Assessments

In order to eliminate any form of unlawful discrimination and to promote equality, all policies are evaluated to assess whether they could have an adverse impact on any equality group. The process is explained in Equality Impact Assessment.

Reality checks

The Diversity Unit carries out an annual internal audit on diversity issues. These “Reality Checks” involve members of the Diversity Unit accompanied by members of the Avon and Somerset Police Authority and, on occasions, members of Equality Groups to interview staff on districts and departments within the Force. The questions asked in the interview are tailored for the districts and departments and relate to our diversity-related objectives.

If the interviews demonstrate that the district or department follows best practice in a diversity-related area, the Diversity Unit will take steps to ensure that the best practice is disseminated across the Force, if appropriate. Conversely, if the interviews demonstrate that the district or department is not achieving the desired minimum standards they will receive recommendations on how they can improve their diversity-related practices, which will be monitored by the Diversity Unit.

Diversity Group

The Diversity Group is made up of internal stakeholders in the Force (such as representatives from the Staff Associations and Support Groups and members of staff who can make strategic decisions which will affect the Force diversity agenda and vision. The Diversity Group examine, monitor and challenge any diversity-related practice, policy or procedure and assist to set the direction and priorities of the force. The Diversity Group also monitor the Force’s Diversity Action Plan.

Disability Independent Advisory Group (“DIAG”)

The DIAG is made up of groups and individuals who can advise on the needs of the disabled communities in the Force area. The DIAG meet with the Force on a regular basis and provide an effective feedback on disability equality issues which enables the Force to prioritise its actions in this regard.