Summary
"The considerations have been produced to assist police forces and stakeholders in the use of positive action initiatives. Its aim is to promote better equality in the workplace and to assist forces in addressing the disproportionate under-representation of Black and Minority Ethnic (BME) officers and other staff who share protected characteristics within the police service." -- Page 4.
Contents
1. Preamble. -- 1.1. Who should read this document? -- 1.2. Introduction. -- 1.3. Highlighting the issue. -- 1.4. Benefits to communities and the police service. -- 1.5. Attraction and sustainability strategies. -- 2. Existing legislation and considerations. -- 2.1. Introduction. -- 2.2. Equality Act 2010. -- 2.3. Public sector equality duty. -- 2.4. Proportionality, objective justification and due regard. -- 2.5. Protected characteristics. -- 2.6. Prohibited conduct. -- 2.7. Positive action. -- 2.8. Section 158 Equality Act. -- 2.9. Section 159 Equality Act. -- 2.10. How to identify if a group is under-represented or disadvantaged within your organisation. -- 2.11. Is it necessary for a police force to take positive action? -- 2.12. When can a police force use positive action? -- 2.13. ‘As qualified as or of equal merit’. -- 2.14. Using the tie-breaker situation. -- 2.15. Positive action in contrast to positive discrimination. -- 2.16. Genuine occupational requirements. -- 3. Advice and considerations. -- 3.1. Introduction. -- 3.2. Recruitment and attraction advice and considerations. -- 3.3. Development and progression advice and considerations. -- 3.4. Other advice. -- 4. Police forces’ case studies. -- 4.1. Introduction. -- 5. External organisations’ case studies. -- 5.1. Introduction. -- 6. Reading list.