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Equality, diversity and inclusion

Avon and Somerset Police is an equal opportunity employer committed to building a team that reflects the communities we serve. We actively encourage applications from all backgrounds.


We are on a journey to become the most inclusive police force in the country. Below are steps we are taking, to help us realise our ambition.

Our Outreach Team

We have a dedicated team of Outreach workers, whose mission is to transform and challenge our recruitment process.

The team’s focus is to identify and remove barriers that may prevent individuals from under-represented communities from joining Avon and Somerset Police. This includes individuals who are:

  • from ethnic and religious minority backgrounds
  • LGBTQ+
  • disabled, or have long-term health conditions
  • neurodiverse
  • from various socio-economic backgrounds
  • women

When completing your job application on our recruitment system, you can indicate if you would like our Outreach Team to contact you.

Reasonable adjustments

If you are neurodivergent, have a disability or a long-term condition or are part of an under-represented community, you can apply for reasonable adjustments during the interview process or once in your role. Read about the types of adjustments we offer and why they might be helpful.

Support networks

We have a diverse range of support services and networks. They serve as a critical friend to the organisation, championing policy and practice improvements that enhance the working lives of everyone within the force.  

A list of support services and networks, can be found on our why work for us page.

Further steps for positive action

Below are further steps we are taking to promote quality, diversity and inclusion in our force.

Police Race Action Plan

Avon and Somerset Police have fully committed to implementing the actions in the National Police Race Action Plan.

Published in May 2022 by the National Police Chief’s Council and the College of Policing, the plan aims to improve policing for Black people.

All Chief Constables in the country have signed up to the plan, which will move policing towards being anti-racist, taking a zero-tolerance approach to racism, and explaining or reforming the disparities in how we police Black communities.

Find out more about our commitment to becoming an anti-racist organisation through our Race Matters initiative.

Religious beliefs and diversity in the workplace

We are on a journey to become the most inclusive police force in the country. Below are the steps we are taking, and will continue to take, to help us realise our ambition:

  • 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

Many of our locations have multi-faith reflection areas and rooms for staff who want to pray, meditate or quietly reflect in the workplace.

Religious diversity enables our workplace to attract and retain a workforce that reflects the society we operate in. It brings a rich experience to understand and support significant religious festivals to colleagues of different faiths, along with diversity of thought.

National Equality Standard (NES) accreditation

In April 2020, Avon and Somerset Police became the first police force in the UK to achieve the accreditation for the National Equality Standard (NES).

Backed by the Home Office, Equality and Human Rights Commission (EHRC), and Confederation of British Industry (CBI), the NES sets clear benchmarks for equality, diversity, and inclusion, which organisations are independently assessed against.

The assessment process involved the assessment of seven key areas within the organisation:

  • Core components
  • Talent
  • Business
  • People
  • Leadership
  • Relationships
  • Review and measurement

We were successfully able to renew our latest assessment to secure full accreditation for the next three years, and will continue to implement NES recommendations to drive ongoing annual improvements.

Working with independent critical partners

Independent Advisory Groups

Independent Advisory Groups (IAGs) encourage the active involvement of people from diverse groups to provide independent personal views that help build trust and improve policing in Avon and Somerset.

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.

IAGs help us tackle issues that may cause concern to local people, communities and businesses. They do this by offering guidance, insights, and where needed, acting as critical friends to the Constabulary.

Bristol Women in Business Charter

In January 2021 Avon and Somerset Police became signatories to the Bristol Women in Business Charter.

The Charter acknowledges and supports Bristol businesses to create gender-equal workplaces. We are dedicated to promoting gender equality for all women in the workforce, and recognise the need for ongoing support to achieve this goal.

Our efforts focus on key objectives, such as:

  • promoting and expanding flexible and part-time working opportunities, particularly in senior roles
  • encouraging and supporting women in lower-paid positions to advance within the organisation through training and continuous development
  • providing mentorship and fostering women’s networks to support women where they are underrepresented

We report on each of these objectives each year.

LGBT+ community and police engagement

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.


Contact our Outreach Team

If you have thought about a career in the police but are unsure what steps to take, or are from an under-represented background and would like to know more about how we promote equality, diversity and inclusion, email our Outreach Team.

Ready to join us?


We are proud to be…

Disability confident leader logo

Part of the Disability Confident employer scheme – we have been assessed as a Disability Confident Leader, challenging, changing and leading attitudes towards Disability and Neurodiversity, to remove barriers for disabled people in our organisation, to ensure provision of opportunities to fulfil individual potential and realise aspirations.


National Equality Standard logo

Fully certified by the National Equality Standard (NES) and to have achieved the NES compliant accreditation for best practice in Equality, Diversity, and Inclusion in the workplace.
n the police, but are unsure what steps to take, contact our Outreach Team for further information.


 


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