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.
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.
We want to reflect the communities we serve
We strive to create a safe, open and inclusive culture because it’s important to us that our officers and staff can be themselves in the workplace. We have a range of staff networking groups to provide specific support and advice. We are proud members of Stonewall and Disability Confident, and the HeForShe movement.
Times Top 50 Employers for Women
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. All of which helps us to deliver a better policing service.
What is Positive Action?
Positive Action refers to measures under the Equality Act 2010 that promote equality of opportunity. Structures in our society means that not everybody starts from the same position. There may be barriers which prevent people from achieving their potential. The Equality Act empowers us to remove these barriers when they are in connection to a protected characteristic, so that we can work together towards achieving equality. Positive action is about levelling the playing field.
The focus of positive action is to create equality of opportunity. It should not be seen as undermining the principle of meritocracy and does not, if used lawfully, compromise fairness or objectivity in a recruitment or promotion exercise. It does however, ask us to honestly evaluate what and who defines meritocracy and prompts a continual review of our processes to identify and address barriers or needs related to a protected characteristic.
Positive Action at Sussex Police includes:
Reviewing our policies and practices to understand and address criteria which may inhibit progression.
Placing job adverts featuring visible role models to encourage applicants.
Including statements in job adverts to encourage applications.
Encouraging mentoring to support development or progress at work.
Offering shadowing or mentoring to people from under-represented groups.
Encouraging attendance to information sessions on careers in policing.
“Positive action have been really empowering, inspirational and supported me through my journey! The support has continued, the team are always warm and welcoming. It’s always a pleasure to see them”. Parmjit
Women (police officer roles only)
Black, Asian and Minority Ethnic people
Lesbian, Gay and Bisexual people
Trans and Non Binary people
People from Muslim, Hindu, Jewish and Sikh faith communities
There are often misconceptions around Positive Action and it can sometimes be viewed negatively by those who do not fully understand its purpose. It is essential to recognise that every candidate who is successful during a recruitment process has achieved this on their own merit in the selection process.
For example Positive Action does not involve:
Ring-fencing a role to a particular characteristic without legitimate reason.
Recruiting the candidate because they share a protected characteristic over a more highly scoring candidate who does not.
Limiting applications to female applicants only when the role could be performed by either a male or a female.
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.
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 inclusive.
Policing is 24 hours, seven days a week, however we know you have commitments outside work. We’re invested in supporting people in balancing their life with work.
We recognise the benefits of flexible working and are committed to equality of opportunity. We will support opportunities for flexible working within the organisation where practical and suitable to promote a work-life balance and enable the recruitment and retention of a workforce which is representative of the diverse communities we serve.
We offer many part-time and full-time opportunities. Flexible working requests can be submitted following 26 weeks service for staff roles and upon completion of full-time training for Police Officers. Each application for flexible working will be assessed and determined on its own merits, taking into account the needs of the individual balanced with the operational requirements of the force.
Here you will find information about our Diversity, Equality and Inclusion Strategy, independent advisors and reference groups, Equality Champions, Identity Based Mentoring, and our Workforce Diversity data.