Equity, diversity and inclusion

We are committed to representing the diverse communities we serve and run a Positive Action Programme of work to support under-represented communities with their recruitment journey.

Our focus is to support Black, Asian, minority and ethnically diverse groups, LGBTQ+, those with a disability and females, to consider and apply for a career in policing through our Outreach Team.

The team encourage and support applicants through both police officer and police staff roles, running workshops on the application process, pre-assessments and interviews for the recruitment journey as well as signposting to mentoring, coaching and support.

If you are from an under-represented background and interested in finding out more abReasonable adjustments are changes or modifications we can make to ensure you are not disadvantaged.out our Positive Action Programme, a career in policing or working with us, contact our Outreach Team.

All Chief Constables across the country have committed to the National Police Race Action Plan – a collective step toward building an anti-racist police service. The plan sets out a zero-tolerance approach to racism and a commitment to addressing and reforming disparities in how policing is experienced by black communities.

At Avon and Somerset Police, we are fully committed to implementing the actions outlined in the plan. We want to work in partnership with communities to shape a policing service that is fair, inclusive, and trusted by all – especially those from black heritage and racially or ethnically minoritised backgrounds.

We recognise that people from these communities have faced long-standing inequalities and disproportionate outcomes in their interactions with policing. We are committed to listening, learning, and taking meaningful action to change that.

Find out more about our commitment to becoming an anti-racist organisation through our Race Matters initiative and Anti-Racism Strategy 2024-2027 (PDF).

Many of our locations offer multi-faith reflection spaces – ensuring welcoming environments for colleagues who wish to pray, meditate, or take time for quiet reflection during the working day.

We recognise that religious and cultural diversity enriches our workplace. By supporting the observance of significant faith festivals and practices, we not only reflect the communities we serve but also foster a culture of respect, understanding, and inclusion. This diversity of belief and thought strengthens our teams and helps create a more compassionate and connected organisation.

• We are committed to workplace inclusion and creating a fair and inclusive place of work
• We encourage colleagues to feel confident to bring all parts of themselves to work
• We encourage discussions where employees feel safe to share their faith at work and recognise the benefits of religious diversity
• We understand the need to be sensitive to religious practices

The Disability Confident Leader status is the highest level of the UK Government’s Disability Confident scheme. We have achieved this level since 2020. We recognise the need to be an inclusive employer of disabled people but also actively champion disability inclusion in our own communities and workplaces.

In order to achieve the Leader status, we continue to:

• demonstrate inclusive recruitment and retention practices
• actively support disabled and neurodivergent employees
• share best practice and encourage others to become disability confident
• undergo external validation of our approach to disability inclusion

Being a Disability Confident Leader means actively creating an environment where everyone can thrive. It is about challenging stereotypes, removing barriers, and ensuring equal opportunities for people with disabilities.

By fostering inclusion and accessibility, leaders empower individuals to contribute their unique talents, driving innovation and building a workplace that reflects fairness, respect, and diversity.

We recognise the importance of collaborating with diverse and vibrant LGBT+ communities across Avon and Somerset to enhance policing efforts.

It is crucial for us to listen to your experiences and understand the specific issues that affect LGBT+ individuals.

Your insights are invaluable in guiding us towards more inclusive and trauma-informed responsive policing practices, ensuring everyone feels safe and respected.

If you would like more information about providing feedback or becoming involved, register your interest in LGBT+ community and police engagement.

Avon and Somerset Police joined the Bristol Women in Business Charter as a signatory in January 2021, committing to gender equality in the workplace. We are required to report annually on the progress made in specific focus areas and report on Gender Inclusion in the workplace- which includes the Gender Pay Gap.

Our key focus areas include:

• Expanding flexible and part-time work, especially in senior roles
• Supporting career progression for women in lower-paid roles through training
• Providing mentorship and building women’s networks

Independent Advisory Groups (IAGs) help us to tackle issues that may cause concern to local people, communities and businesses. They do this by offering guidance, insight, and where needed, acting as critical friends to the constabulary.

IAG members are volunteers drawn from a diverse range of backgrounds, holding a wide variety of interests, and having a willingness to stand up for their communities.

They are panels of ordinary citizens, representative of their area and the different communities who make up that population, who act as critical partners, advising us on a range of issues and scrutinising particular significant or high-profile incidents. Each IAG has an independent chair.

Visit our equality and diversity publications page to read our plans, reports and statements for:

• Equality annual reports
• Ethnicity pay gap report
• Inclusion, diversity and equality plan
• Race Matters
• UK Supreme Court ruling on the legal definition of a woman

Gender pay gap

The gender pay gap shows the difference in average earnings between all men and women in an organisation. All UK organisations employing 250 or more employees must publicly report on their gender pay gap. Our reports can be found on our Gender Pay Gap page.