We have a dedicated Diversity Unit which comprises diversity specialists from a spectrum of backgrounds including legal, policing and community-based backgrounds.

The strategic direction which underpins our work in diversity is contained in our Diversity Strategy

The priorities for diversity in the Force and the Diversity Unit are set by the following process:

An example of how this process has been recently applied is described below.

Representative Workforce Project (RWP)

We currently do not have a workforce which fully represents our communities. This project has been set up to recruit, retain and progress employees from Equality Groups.

1. Gathering data, feedback or engaging in consultation

   We gathered data feedback and engaged in consultation with diverse members of the community, employees and past employees.



2. Review evidence

   The evidence gathered in 1 demonstrated that we did not have a workforce representing out communities and there are a variety of reasons for this lack of representation.



3. Diagnosis

   After considering all the data and information referred to above, it became clear that some of the main reasons why we do not have a representative workforce are:

• The public perception of us as an employer in diverse communities that we are not an employer of choice
• We are not taking enough steps to reach and enter into a dialogue with diverse communities
• Possible barriers in the recruitment process for applicants from Equality Groups.
4. Decide necessary and proportional steps

   As a result of the steps followed above, the strategy incorporates the following proportionate steps:

   • Work closely with the Corporate Communications Department to raise our profile as an employer of choice and publicise the things which make us so.
   • Take more steps to engage with the community by for example recruiting outreach workers or working more closely with organisations who have direct links with diverse communities.
   • Reviewing the recruitment processes to ensure they are as user-friendly and do not have an adverse impact on Equality Groups.
5. Action Plan

   The action plan contained the following actions:

• Change our marketing strategy.
• Recruit outreach workers who have or can develop links with our communities.
• Review our application process.
6. Implementation

   Steps we are taking to implement the above include:

   • Our marketing strategy is being reviewed including our participation in publications aimed at equality groups.
   • Outreach workers are working on three districts to encourage members from equality groups to apply for jobs in the Force.
   • The recruitment and application process are being reviewed.
7. Monitoring

The success of this Pathfinder project will be monitored using methods described in the Outcomes section. If the Pathfinder Project is successful, the scope of the project will be expanded in various ways. For example, to include other districts. Conversely, if the project does not achieve its intended outcomes, the reasons for this will feed into the same cycle described above and as a result the draft strategy will be amended.