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Section 158 and 159 of the Equality Act 2010 enables us as an organisation to address disproportionate representation within an organisation. The Act seeks to promote equality of opportunity and inclusion. It provides a number of lawful steps that can be taken to minimise disadvantages faced by underrepresented groups or to support employers to meet their needs. Ensuring our constabularies are equitable not just equal.
Watch our video: All Together Better - Positive Action
Positive action enables us to recruit a wider pool of talented people making us more representative of the communities we serve. It will help us to build better trust, confidence and strengthen engagement with the public. This is about being more effective in protecting our communities from harm and build on our existing achievements protecting vulnerable people and bringing criminals to justice.
Positive action enables us to be a more transparent organisation that values difference and promote diversity within our workforce. Understanding the disadvantages that some underrepresented groups face and putting in practises for support is paramount to our strategic equality, diversity and inclusivity ambitions.
Positive action is sometimes confused with positive discrimination. Positive discrimination would mean individuals are recruited or promoted solely based on them identifying with a protected characteristic. Positive action is the described levelling of the playing field for candidates from unrepresented groups facing disadvantages.
The constabulary's positive action work should blend into our commitment to delivering a more diverse and inclusive police force that truly represents our communities, the use of positive action initiatives should help those underrepresented across our organisation. Our positive action team are working hard to promote DEI throughout the constabularies and county, trying to push the constabularies as equitable and inclusive employers.