Equality and diversity

The College has produced a Valuing Difference and Inclusion strategy to replace the 2009 version of the Equality strategy.

We work with forces to support their delivery of effective and responsive policing to diverse communities and promote equality of opportunity for the people they employ.

Public Sector Equality Duty

In its commitment to demonstrate good practice, the College abides by the principles of the Equality Act 2010 public sector Equality Duty in shaping policy, delivering services and supporting the police service.

To demonstrate how we pay due regard to the general Equality Duty's aims, we monitor our policies and provide equality analysis to determine the impact of existing or proposed policy on all groups. We analyse employee monitoring data and publish this in the College's annual report, in line with our business planning cycle. We use stakeholder reports and recommendations, along with a proportionate use of  equality analysis, to assist our progress in delivering equality outcomes.

The College has developed a Workforce summary report to help us comply with the public sector equality duty. It includes a diversity analysis of our workforce data as well as setting out our equality objectives.

Under the Equality Act 2010 (Specific Duties) Regulations 2011, police forces are listed bodies (under schedule 19) and comply with the non-devolved general and specific duties under the Equality Act 2010. We work with forces to support them in meeting their equality duties.

Independent advisory groups advice 2015

Independent Advisory Groups (IAGs) have been used by constabularies for over a decade. There was concern amongst some forces that the original IAGs had morphed far beyond the initial concept. For other police forces IAGs have stagnated or have ceased to be relevant. We brought together practitioners from across the country to re-design the IAG concept and develop new advice that would allow police forces to regain control of IAGs. This advice is also based on outcomes from extensive consultation with IAG members. Read the advice.

Positive Action Guidance

The Equality Act 2010 includes a mechanism which allows organisations to address disadvantage or inequality experienced by, or under-representation of, people who share a protected characteristic. This mechanism is known as positive action. We have produced guidance on positive action to help forces in recruitment and to support their workforce. The guidance takes the reader step by step through the legislation and includes examples of effective practice. 

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