Equality and diversity
Suffolk is a diverse and dynamic county and we want our workforce to reflect the wide range of people living and working in the county.
We know that we are under-represented in many areas of our workforce, with less people than we would like from minority ethnic groups, lesbian, gay bisexual and transgender people, people with certain faiths and beliefs, and disabled people working with us. Women are also particularly under-represented in our uniformed roles (such as specials, police community support officers and police officers).
We have a huge variety of great and rewarding careers to offer, and everyone with the right skills and attributes should have an opportunity to join us.
An equal opportunity employer
We truly believe in giving everyone an equal chance to work at Suffolk Police, and we will keenly encourage people from diverse backgrounds to join us.
As an equal opportunities employer we take part in the following initiatives:
- ‘two ticks’ positive about disabled people Job Centre Plus scheme, including guaranteed interviews for disabled people who meet the essential criteria for a role
- mindful employer being positive about mental health
- ‘think, act, report’ promoting gender equality in the workplace
Volunteering
As well as having a huge variety of interesting employed roles, we also have a great team of volunteers supporting us. Our volunteers can be either specials, or police support volunteers. These are great opportunities to develop skills and experience, as well as contributing to keeping our county safe. Again, we want and need to improve the diversity of our volunteers.
The Equality Act
As well as being morally right, the law also allows us to try new ways to encourage people from under-represented groups to join, progress and stay with us. This is called positive action.
Positive action is in place to try to balance the effects of historic discrimination, and can be used where there is an under-representation. If, for example, 60 per cent of women were employed in senior positions, we might not have a legal justification to put into place actions to encourage women into those top jobs.
Some people get confused between positive action and positive discrimination. Positive discrimination is about treating people from one particular group more favourably than another; it is not lawful and we don’t do this. Everyone working for us must meet the same high standards and people are appointed on their level of competence and ability to do the job.
Staff support
We support several staff networks which are organised and run by our staff. They provide a confidential and supportive environment where people might share common issues and experiences.
As well as providing support for staff outside of the usual management structure, staff groups also provide a key service to us, as critical friends and to provide strategic input into our workforce and operational strategies.
Personal development and progression
Once you have joined us, as either police staff or as an officer, we are committed to helping you to do the best job you can, and to give you the right opportunities to pursue your career with us.
We know that there are even less people from under-represented groups in more senior roles, and in certain teams. We will encourage people to aspire to want the best and there are different schemes that can help people to progress, such as shadowing, mentoring and coaching and personal development plans.
Diversity monitoring
We ask for information about people’s diverse characteristics from the application stage, and throughout employment. The purpose of collecting this information is so that we make sure that our policies and practices are being fair, and to help us to understand who our workforce is.
As well as collecting statistics, we also ask people about their experiences. This could include a questionnaire about whether you felt you were treated fairly during the recruitment process, or training, and to check that you still feel that way two years later. We don’t ask people to give us their names unless they want to, but we do guarantee that we will listen to what we are told, act on it and learn from it.
Recruitment events and job vacancies
As part of our recruitment campaigns, we often hold open events in partnership with community groups and will update our website and partners about when and where these are.
We will also send information about our vacancies to a wide range of community groups, for them to display and share. You can view our current vacancies here
Contact us
If you are interested in working for us, please feel free to contact us. Whether you're interested in working as an officer or as staff, you can call 01953 425476 or email us.
Useful Resources
Suffolk Constabularies approach to flexible working is to give staff as much agility with their working arrangements as possible whilst still meeting organisational needs.
Our Workforce Data Heading
Our workforce data is currently under review. This section will be updated shortly.
Our Staff Support Networks
A voice for Christians in the workplace. We support Christian officers and staff through holding monthly prayer meetings, offering a verse for the week, being a prayerful listening ear, and providing a national network of friends and support for those that want to get involved. We are also keen to offer support for all staff, regardless of faith or none, with wellbeing related matters by means of our Care for the Family Wellbeing Library and Kintsugi Hope Courses.
Supports disabled officers and staff and those who care for somebody with a disability to prosper in the workplace through its membership. We will challenge any barriers so that policing in Suffolk is an attractive and inclusive profession where diverse talent is encouraged and supported.
Staff Support Network offering confidential Support for LGBT+ Colleagues including: social events, confidential reporting, advice or just someone to talk to. Members do not need to be “out” to join and allies and friends are also welcome.
We seek to improve the working environment and opportunities of ethnic minority police officers, staff and volunteers who work for Suffolk Constabulary. Our aim is to support our organisation with recruitment, retention and progression of ethnic minorities and assist in developing and maintaining relationships with diverse communities across the County of Suffolk.
Supporting Pagan staff and officers, as well as build better relationships with our Pagan communities, by being a voice for their needs and concerns. We are also happy to give guidance on Pagan matters from a policing perceptive where needed.
Providing support, guidance and realisation of the potential to all women who are working within our wide policing family, and working organisationally to support with their recruitment, progression and retention. We appreciate there are a wide variety of issues from health, personal development, culture and work related that uniquely impact upon working women as they progress through their careers. As a network we are able to connect people, share experiences and support each other.
Working in the police poses unique challenges to those who are Buddhist, as well as those who practice mindfulness. The ABP offers support and guidance, and connects you to Buddhist practitioners in police services across the UK. We also provide free access to a library of Buddhist literature.
Association of Muslim Police for Suffolk will actively promote equality, diversity and inclusion and lead on initiatives to facilitate better workplace environments for Muslims as well as an accessible service for staff and officers to learn and engage with the Muslim community within.
Chaplains aim to provide safe, independent and confidential support to all police officers and staff irrespective of faith or none. In this unique role they seek to develop strong links with operational policing, understand the people and the job, and build relationships based upon friendship and trust - a ‘listening ear’ to anyone who needs us, in whatever way that might be.”
Our Support Groups
The Bereavement Peer Support Group aims to provide a safe space for those who have been affected by bereavement to come together and seek social support following a death.
The Cancer Peer Support Group aims to support anyone who has been affected by cancer; whether they are living with cancer, a loved one has been diagnosed, or they have been bereaved by cancer. Understanding that cancer can have a huge impact on anyone's life, we hope that this group can provide a supportive environment for individuals to meet and discuss some of the challenges, questions and experiences they may have had.
Caring for a child with disabilities can be very isolating, with complex educational and healthcare needs to understand and manage on an ongoing basis. The Carers of Children Peer Support Group has been created to bring parents together who might benefit from networking with others in a similar circumstance, to share experiences and support one another. With the added benefit of wellbeing support via Champions and other teams (including the Disability Forum), it is hoped that this group can provide an informal, yet supportive service in the workplace.
This Peer Support Group has been created to encourage people to share experiences, advice and information with their peers in relation to their ongoing symptoms and is open to sufferers of all post-viral fatigue syndromes including Chronic Fatigue Syndrome, ME, and Long Covid.
Feedback from our previous Menopause Masterclasses told us that those going through the menopause found it extremely beneficial having others who were going through the same, or similar, to talk to. Our Menopause Peer Support Group aims to bring together those who wish to share experiences, find out more about the menopause or simply hear from others going through it - all into one place.
The PCOS and Endometriosis Peer Support Group meets monthly on the fourth Tuesday of each month from 10-11am. This group is open to all colleagues with a diagnosed menstrual condition as well as those experiencing symptoms of a menstrual condition such as endometriosis and PCOS in the workplace.
There is an intrinsic link between our home and work lives and in order to be the best we can be at work, we sometimes need support to balance our home life.
The Family Matters Steering Group has been jointly developed by Workplace Health, the FORUM and SAWP after identifying a gap in this area of work. Our vision is to support our people with family matters and to recognise that families matter.
Family Matters has been broken down into four groups;
- New Families
- Fertility
- Carers
- Loss
Each include representatives from HR, UNISON, Federation, Wellbeing and individuals with lived experiences to move projects forward and support our people.
