We monitor the diversity of our workforce against our community profile to identify gaps in our workforce mix.
Encouraging more of our staff to register in confidence details about their race, gender, sexual orientation, religion or beliefs and whether or not they classify themselves as having a disability is a current priority for the force.
This will assist us to better understand the diversity of our workforce with the aim of introducing measures to help us recruit and retain a workforce representative of our local community.
Our internal and external engagement framework includes individuals who represent as far as practicable the views of groups underrepresented within our organisation.
Members of our Gay Police Association, Disability Support Association and Black and Minority Ethnic Police Association are instrumental in helping us understand the diverse needs of our workforce. Their feedback is translated into actions and drives our Recruitment, Retention and Progression Improvement Plan. Implementation of this plan helps us to recruit and retain a more balanced and representative workforce.
We also work members of our Strategic Independent Advisory Group and with external organisations such as MESMAC. Disability North, CREST etc. to improve the way we promote our policing services to our diverse community and inform them of career and employment opportunities with Northumbria Police.