Historically, it has been found that particular groups face disadvantage in joining or progressing through an organisation. These are identified through the Equality Act 2010 as under-represented groups or individuals with a protected characteristic of:
Pregnancy & Maternity
Religion or Belief (including lack of)
Therefore, positive action can be used to reduce this disadvantage, in the form of taking active steps to support those with a protected characteristic through recruitment and throughout their career such as promotion.
To ensure every potential candidate has an equal opportunity of fairness, we offer support and guidance from the start. Whether you are just thinking about a role within Hampshire Constabulary or have already applied, the Positive Action Team are here to assist you.
If you’re interested in one of our roles visit our careers page or to find out more about our support networks, watch our videos below to hear from our colleagues.
*Please note some of our recruitment material is cast using actors. The two films below however, feature serving officers and staff of Hampshire Constabulary.
Our Support Networks
We have a dedicated Equality and Inclusion Team who are here to provide support and guidance on our internal networks, Positive Action, reasonable adjustments and Equality Impact Assessments. We are part of Inclusive Employers which provide us with Equality training and consultancy.
Within the organisation there are a number of support networks for staff and officers to join or go to for advice and support. These include, but not exclusively: Inspire for women, BEAM Network, Gypsy Roma and Traveller network, Disability support network, Police Chaplaincy and Hampshire LGBT network.
Anyone can join any network; it is about sharing skills and experience to learn, develop and challenge.
The Disability Confident campaign aims to remove barriers, increase understanding and ensure that people have opportunities to fulfil their potential and realise their aspirations. We will accommodate requests for reasonable adjustments where possible throughout our recruitment and promotions processes, whilst continuously looking at ways to improve how we recruit, retain and develop disabled people.