Equality, Diversity & Inclusion
To enable the delivery of effective frontline policing, Sussex Police seeks to recruit, develop and retain from the widest pool of talent. For these reasons the force actively encourages individuals from under-represented groups to consider applying.
In which areas are Sussex Police under-represented?
We have made great strides to becoming a truly representative force, however there are still some areas we continue to focus on including:
- Black, Asian and Global Majority Police Officers and Staff
- Female Police Officers
- Faith and Religions from Muslim, Sikh, Jewish, Christian, Hindu backgrounds.
We value the differences that people bring from all backgrounds and communities, regardless of age, sex, ethnicity, sexual orientation, gender identity or gender expression, disability or religious beliefs. We believe that as an organisation we'll benefit from the variety of thinking, approach and skills that diversity can bring and all of which helps us to deliver a better policing service. Sussex Police has a strong commitment to promoting equality and diversity and being an inclusive employer, with an aim of employing a workforce that represents and reflects the diverse communities it serves.
Sussex Police are wholly committed to building an anti-racist police service by creating equality of opportunity and preventing inequality of protection.
Being anti-racist means that we are proactively challenging racism and actively changing the policies, behaviours and beliefs that perpetuate racist ideas and actions at an individual and organisational level.
We promise to challenge injustice, ensure fairness and to uphold anti-racist principles, within our organisation and communities. We pledge to act with courage, take responsibility for our actions and have a zero-tolerance approach to racism. Read our full anti-racism statement.
The vision at Sussex Police is to have a workforce who understands why diversity, equality and inclusion are fundamental to improving trust, confidence and legitimacy in policing.
This is important to creative an inclusive culture which is embedded into everything we do; to deliver a policing service that recognises the individual needs of the people we serve; to engage effectively with communities; and to attract, recruit and retain a diverse workforce which is representative of the communities we serve.
We are actively working on a range of activities to increase representation through a bespoke mentoring scheme which is aimed at prospective applicants and provides them with an insight to careers in policing, different routes of joining and selection processes.
At Sussex Police, our Race Equality Network voted on which terminology we feel best describes the Ethnic diversity of many of its members. The term ‘Black, Asian and Minority Ethnicity’ also known as ‘BAME’ is still often used nationally, however we have settled with ‘Black, Asian and Global Majority’.
If you are from Black, Asian and Global Majority background - Positive Action is here to help you
Our team utilises legislation under S.158 Equality Act 2010 to support under-represented groups. The support may vary case-by-case but could include:
- Eligibility review and tailored advice to bridge any eligibility gaps.
- Greater knowledge of policing, both experienced and theoretical.
- Review of the competencies and values framework as set out by the college of policing.
- Understanding of the stages of application
You will still need to successfully pass the application process as all officers are required to, but with our support you will gain the confidence to get the best out of yourself.
Our team regularly reviews and refreshes what availability we offer, and whom it is available to under Positive Action in line with legislation.
For more information, please email the Positive Action Team at [email protected]
I’m thinking of joining, but I have some questions/concerns. Can I chat to someone about joining the force from a Black, Asian and Global Majority background?
Yes! At Sussex Police, you can have an authentic, and honest conversation with our staff who have lived experience about any issues around joining and working for Sussex Police.
Examples of what you may wish to ask about:
- What impact has joining the police has had on family life and friendships?
- Perhaps you would like to speak to someone about internal culture.
- What’s your experience and treatment been like in the force?
- Can I wear a headscarf?
- Is there somewhere to pray?
- Will I see and speak to other individuals like me?
Cultural Change and Awards
Significant work over many years has been ongoing at Sussex Police to drive our force culturally to make sure our force is:
- Trusted by our communities.
- Acting with integrity and ethics.
- Aware and adaptable to the different needs of our communities.
- Tackles disparity in all its forms to deliver a fairer, safer Sussex.
Some of the key areas that Sussex Police focuses on include our commitment to:
- VAWG (Violence against Women and Girls)
- National Police Race Action Plan
- Gypsy, Roma and Traveller
- Disability and Neurodiversity
- HeForShe
- LGBT+
- Religion and Belief
- Armed Forces Covenant
Some of the Awards which we have earned in the process of our commitment to cultural change include:
Our Staff Networks
Sussex Police has a number of staff support networks. Working closely with Unison and the Police Federation, the role of the support groups is to represent the views and needs of their members, ensuring that these are appropriately addressed and actioned. All Staff Networks are structured with an appointed Chair and executive committee. They represent members at organisational board meetings and provide colleagues with a wide range of professional support, awareness and guidance. Working collaboratively with Staff Networks provides rich insights on important issues, which enables Sussex Police to ensure organisational policies and procedures are well informed, inclusive and effective.