Equality and Inclusion is the golden thread that runs throughout everything Hampshire Constabulary does. The actual responsibility for ensuring that equality and inclusion issues are considered, met and where required improved rests with every member of staff, which includes officers, staff, special constables, police community support officers and volunteers.
Police forces have made real progress in addressing fairness, equality and human rights matters over recent years. We remain committed to keeping these issues at the heart of everything we do.
The Equality Act 2010 brought in a general equality duty, requiring public authorities, in the exercise of their functions, to have due regard to the need to:
- Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Act.
- Advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it.
- Foster good relations between people who share a relevant protected characteristic and those who do not share it.
Here in Hampshire and the Isle of Wight we have been working towards these objectives for many years and we will continue to do so. On this site you will find the results and progress of our work and see any areas that have been identified as requiring additional action. Many of these improvements have come about as a result of feedback from the residents of our two counties. We believe by listening to what the concerns are and working together we will meet our obligations under the Equality Act and achieve our aim of providing an excellent service to all our communities.
What is the Two Ticks symbol?
The Two Ticks positive about disability symbol is awarded by Jobcentre Plus to employers who have made commitments to employ, keep and develop the abilities of disabled staff.
What commitments does Hampshire Constabulary make?
Hampshire Constabulary is proud to be accredited under the Two Tick scheme following our commitment to:
- guarantee an interview to any disabled candidate who meets the minimum criteria for the job
- develop disabled staff
- support and retain employees who become disabled train and develop staff so everyone helps make these commitments work
- annually review and improve the commitments
For more information, visit the Job Centre website.
Click on the links below to access the required information:
- Introduction to Equality and Inclusion within Hampshire Constabulary
- Equality Information and the Equality Duty
- Equality data
- Stop and Search
- Victim Satisfaction
- Accessibility of Contact
- Mental Health
- Domestic Abuse and Honour Based Violence
- Human Resources
- Mental Health (Staff and Officers)
- Equal Pay Audit
- Learning and Development
- Force Policies and Procedures
- Force Change Programme
- Appendix 4a. - Stop and Search Equality Impact Assessment
- Appendix 5a. - Victim Satisfaction Data
- Appendix 6a. - Accessibility of Contact Data
- Appendix 7a. - Professional Standards Data
- Appendix 9a. - Detention - Bail Equality Impact Assessment
- Appendix 11a. - Human Resources Data
- Appendix 15a. - Force Policies and Procedures
- Appendix 16a. - Force Change Programme - Finance, Business and Facilities Review Equality Impact Assessment
- Appendix 16b. - Force Change Programme - Primary Equality Impact Assessment
- Appendix 17a. - Procurement Strategy 2010-2015
- Appendix 17b. - Procurement Pre-Qualification Questionnaire
- Appendix 17c. - Procurement General Terms and Conditions
- Appendix 17d. - Procurement Pre-Contract Meeting Suggested Agenda
- Appendix A. Engagement Plans