Gender Pay Gap 2023
5. Equality, diversity, inclusion and Positive Action
Inclusive culture deliver higher levels of performance
Research shows that organisations that have an inclusive culture deliver higher levels of performance. Having inclusion at the core of an organisation helps to promote engagement and supports people feeling valued, this in turn delivers greater performance and improves advocacy, loyalty and retention. At Dorset Police creating an inclusive culture where everyone feels valued and is able to bring their whole selves to work is a key objective and part of our Equality, Diversity and Inclusion (EDI) strategy.
To support the development of this strategy, extensive engagement was undertaken to capture the views and experiences of our colleagues, staff associations, trade unions, staff networks, partners, stakeholders and the communities we serve.
Women make up 51% of our population but only 33% of our Police Officers, whilst representation has increased during recent recruitment we still have work to do and being a more inclusive organisation will help to deliver this change at all ranks, making a positive impact to the gender pay gap.
By listening to feedback from women across our organisation we have developed an annual delivery plan that focuses and tracks actions that will make a difference to improving representation across all ranks, grades and roles. Progress on delivery is regularly shared with internal stakeholders at the EDI Board, and the Women’s Network meetings.
Positive Action Lead
“As the Positive Action Lead I have the privilege of developing and leading on the annual delivery plan to make change happen and move towards closing the gender pay gap.
During the last 12 months I have hosted a number of forums with both officers and staff to understand what they see as the barriers to their progression and what actions and changes would make a difference.
Working with internal stakeholders such as the Women’s Network, HeForShe, Equality, Diversity and Inclusion Team, police staff unions and the police federation we have challenged ways of working and processes that women see as barriers. We now have clear plans in place that will continue to make a difference to women in policing and deliver a positive impact to the gender pay gap.
I am proud to be leading this work and feel confident senior leaders across Devon and Cornwall Police are supportive of making positive changes to support the growth and progression of the talented women within our organisation.
Sarah Birch - Alliance Positive Action Lead
EDI strategy
“Our EDI strategy is based on 4 pillars:
- Represented
- Respected
- Involved
- Protected
Having a workforce that is representative of the communities we serve is critical to the legitimacy of policing. A key part of this is having women represented across all ranks and grades. I have confidence that our action plans will continue to support the delivery of this key strategic objective and move towards closing our gender pay gap.”
Karen Duke-Glover - Legitimacy Manager
Here is some of the support available
- Diversity Support Network
- Dorset Ethnic Police Association
- LGBT Network (Dorset Police)
- Men's Forum
- Mental Health Operational Support
- Police Federation (Dorset Police)
- Women Inspire network