Kent Police

Diversity and
Inclusion
Strategy
2018-2021

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Introduction
Our people
Colleagues,

At Kent Police diversity and inclusion means we value and celebrate differences to encourage a
workplace and culture where we can all thrive, regardless of:
Positive action
• age • sex
• disability • sexual orientation
Our communities • gender reassignment or gender identity • marriage and civil partnership
• race • pregnancy and maternity, or
• religion or belief • any other relevant attribute
Leadership This means all individuals are supported, respected and engaged; they have a voice and are able
to develop skills and talent in line with our values.

Development and We offer advice to employees and senior leadership through staff support groups for race,
progression disability, gender, LGBT, Christians, carers, Gypsy/Traveller and new/expectant parents. Our
groups encourage positive role models and networking at all levels. Infinity Principles
We have no boundaries to inhibit our
Who is responsible for We have made substantial progress, but we can do more. I want to build on what we are already
thinking, creativity and aspirations.
delivering this strategy? doing and ensure my Infinity Principles run through everything we do. They should be a core
part of who we are and what we deliver and build on the Mission, Vision, Values and Priorities
To achieve an organisational design
and ‘Do the right thing’. True diversity will enrich our organisation.
that continually evolves and can flex
Staff associations we need diversity in our workforce
Diversity and inclusion should be natural and second nature. If we do it well it shouldn’t be noticeable
to underpin:
at all. It should just feel right and be business as usual. That is what I want to see in our force.
• leadership
Public sector By setting out this strategy we will continue to evolve our organisation to ensure the service provided • personal responsibility
equality duty to victims, witnesses, the most vulnerable and communities is first class. • adaptability
• resilience
Glossary and links
Success will be evidenced by
improved service delivery and an
enhancement in our outstanding
Chief Constable Alan Pughsley QPM culture here at Kent Police.

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
To achieve an organisational
Infinity Principles design that continually
evolves and can flex we
Our people We have no boundaries to inhibit our need diversity in our
thinking, creativity and aspirations. workforce to underpin:
• leadership
Success will be evidenced by
Positive action • personal responsibility
improved service delivery and an
enhancement in our outstanding • adaptability
culture here at Kent Police. • resilience

Our communities
Chief Constable’s Infinity Principles build on

Leadership

Development and
progression Kent Police Mission
‘Provide a first class service protecting and Do the right thing
serving the people of Kent’

Who is responsible for Vision of the Chief Constable and Police

delivering this strategy? and Crime Commissioner Our culture is made up
of our common principles,
‘Our joint vision is for Kent to be a safe place for people to live, work and
visit. By protecting the public from harm, we will allow our communities
to flourish and by working with the public and partners, we will provide a
first class policing service that is both visible and accessible. We will retain
neighbourhood policing as the bedrock of policing in Kent. We will be there
behaviours and attitudes.
when the public need us and we will act with integrity in all that we do.’
Staff associations Kent Police Values Kent Police Priorities Our principles are to: Our behaviours and
• We will put the public first • Put victims and witnesses first. • feel valued and supported. attitudes are to:
and deliver a service to be • Tackle crime and anti-social behaviour.
proud of. • have direction and visible • put victims and witnesses first.
• Provide visible, local policing at the leadership.
• We will serve with integrity heart of our policing model. • enjoy coming to work.

Public sector and professionalism.

• We will treat everyone
• Protect the public from harm and
ensure an effective response to
• be acknowledged and
recognised.
• focus on quality.
• be honest, act with integrity,
equality duty
with fairness, respect and those who are most vulnerable in our • be engaged with and listened to.
dignity. embrace the code of ethics.
communities. • be trusted.
• We will be innovative, • be proud and work hard.
• Deliver an efficient and effective service • be selfless.
use resources wisely and that represents value for money. • do the right thing.
operate as one team. • be open.
• Meet our national policing
• We will act with humility, commitments.
compassion and courtesy.

Glossary and links • We will listen, learn and

strive to improve.
• Develop and support our committed
workforce.

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Our people
Our people Increasing the diversity of the workforce will give the force a broader range of skills, knowledge and experience. This will
enable us to deliver a more effective policing service that meets the needs of our diverse communities; built on our Mission,
Vision, Values and Priorities, ‘Do the right thing’, our People and Learning Strategy, and the Police and Crime Commissioner’s
Positive action Safer in Kent Plan.

We will strive to achieve:

Our communities • Increased diversity of applicants.

We will achieve this by:

Leadership • Developing Kent Police as a positive employer,
which our communities wish to work with to help
keep Kent safe.
Development and
progression • Providing targeted and positive support to
applicants from under-represented groups who
wish to join the force.
Who is responsible for • Improving the candidate experience through
delivering this strategy? developing our recruitment and selection
processes to engage with individuals who
demonstrate a wide range of skills and talent.
Staff associations
• Working with external partners to attract diverse
applicants.
Public sector • Reviewing our selection processes to ensure
equality duty we identify the very best candidates who can
demonstrate their skills on a level playing field.
• Working to continue to raise awareness of
Glossary and links ‘unconscious bias’ during all of our recruitment
and selection processes.

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Positive action
Our people Kent Police strives to build a workforce representative of the public it serves.
Consistent with its Mission, Visions, Values and Priorities, the force knows
that policing succeeds when local people engage their skills and talents to
Positive action solve local problems with officers and staff. We are, therefore determined
to capitalise on the rich diversity within Kent by recruiting, developing and
retaining higher numbers of people from our under-represented communities.

Our communities
We will achieve this by:
• one-to-one support
Leadership • outreach community events
• pre-application workshops
• buddy scheme support
Development and
progression • engagement with faith leaders
• engagement with specialist media
Who is responsible for • ongoing support for unsuccessful
delivering this strategy? candidates
• succession planning for retention,
progression and promotion
Staff associations
• use of existing workforce to
promote Kent Police as an
employer of choice
Public sector
equality duty • analysis of data

Glossary and links

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Our communities
Our people Kent has a diverse population situated within urban and rural settings
with established and emerging communities. Kent Police understands
the need to engage effectively with our communities, to foster good
relationships and develop confidence in policing in Kent.
Positive action

Our aim:
Our aim is to identify and engage with all who live, work or travel
Our communities
through Kent, including diverse and emerging communities.

We will ensure the delivery of a first class service for all communities
Leadership and will work with our partners to protect vulnerable people and provide
appropriate access to policing services for all who require them.

Development and We will achieve this by:

progression
• Community Liaison Officers embedded and working within our
diverse communities, encouraging closer engagement.
Who is responsible for • Specialist Police Officers and Police Community Support Officers
delivering this strategy? working with the most vulnerable, including young people, those with
mental health issues, those at risk of sexual or other exploitation such
as modern slavery and those affected by serious road traffic collisions.
Staff associations
• The Independent Police Advisory Group acting as a critical friend to
Kent Police with representation from our diverse communities.
Public sector • Independent Critical Incident Advisors being called upon to advise
equality duty Kent Police on critical incidents involving our diverse communities.
• Consultation with Staff Support Group members from diverse
communities to enhance our service delivery.
Glossary and links
• Engagement with all of our lay visitors, including Independent
Custody Visitors.

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Leadership
Our people We will identify those who demonstrate future leadership capability with a focus on individuals from under-represented groups. This will
enable us to enhance diversity of thinking and our culture.

Remember everyone is a leader.

Positive action
We want to:
Our communities • Increase the visibility of our role models from under-represented groups.
• Ensure all senior leaders, managers and supervisors play a part in driving our strategic objectives and the Chief Constable’s
Infinity Principles.
Leadership
We will achieve this by:
• Highlighting the ‘Be the best you can be’ strategy to officers
Development and and staff so they are able to access practical support in
progression improving their leadership (Develop You, Develop Me,
coaching etc).
Who is responsible for • Using our integrated People and Learning Strategy, we will
delivering this strategy? attract, develop and support our people.
• Communicating and promoting this strategy with every
member of the workforce. In addition this will be published
Staff associations on our external website.
• Providing the opportunity to engage with the force
Public sector Diversity and Inclusion Board and demonstrate how they
equality duty are supporting and developing their people at a local level
against the strategy.
• Balancing the operational demands with the wellbeing of our
Glossary and links staff. We will support the workforce in managing resilience
and psychological wellbeing within the organisation.

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Development and progression
Our people
Developing our officers and staff will ensure we
have a highly skilled workforce who feel valued
and motivated.
Positive action
We will strive to:
• Continually improve career progression for all,
Our communities including those from under-represented groups.

We will achieve this by:

Leadership
• Developing our leaders to enable them to
better understand difference; allowing them
to support, mentor and assist their staff.
Development and
progression • Encouraging applicants, officers and staff to
declare their protected characteristics. This
will support the identification of both real and
Who is responsible for perceived barriers to progression for under-
delivering this strategy? represented groups.
• Having an ongoing and structured
conversation with our officers and staff about
Staff associations their development needs, and readiness for
promotion and progression.
• Embedding succession planning to effectively
Public sector
ensure we support and foster the widest
equality duty
diversity of leadership.
• Using ‘Develop You’, our internal lateral and
Glossary and links promotional progression programme, to
continue and enhance our people to maximise
development for all.

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Who is responsible for delivering this strategy?
Our people
Diversity and inclusion is everybody’s responsibility.

Diversity is not a project. It is fundamentally linked to our culture and values, our Infinity Principles and the Code of Ethics.
Positive action This strategy will enrich our core purpose of protecting and serving the people of Kent.

Senior leadership team • Act as role models for the rest of the force.
Our communities • Provide long-term strategic direction.
• Ensure diversity and inclusion remains a high priority.
• Report on their individual team’s progress with the strategy to the Diversity and Inclusion Board.
Leadership
• Be well versed in the legislation and policy so it is applied correctly.

Development and
progression
Who is responsible for
delivering this strategy?
Staff associations
Public sector
equality duty
Glossary and links
Officers, staff and volunteers
Diversity and Inclusion Board
• Ensure they provide an environment where diversity and inclusion is seen as business as usual.
• Use every opportunity when engaging with the public to highlight Kent Police as an employer of
choice ensuring every contact counts.
• The Diversity and Inclusion Board will provide strategic oversight, governance and co-
ordination. The board will also be asking senior leaders to demonstrate how they have put this
strategy into practice.
• The Diversity and Inclusion Manager will be responsible for the day-to-day management of
the strategy and its implementation, reporting to the Head of HR and to the Diversity and
Inclusion Board.
• The Diversity and Inclusion Board will be accountable for ensuring Kent Police achieves our
strategic aims in line with the requirements of the Equality Act 2010 and discharges our Equality
Objectives under the Public Sector Equality Duty.
• We will also work with the National Police Chiefs’ Councils Workforce Plan.

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Staff associations
Our people
Our staff support groups are crucial in providing a forum for unique networking opportunities and a means of
peer support between staff.

They also enable us, as an employer, to engage directly with the needs of all staff – providing a critical friend
Positive action
where needed. With this engagement we can recognise which policies may impact on diverse communities and
staff, what changes can be made to improve staff experiences, and help build trust and confidence for all.

Our communities Our staff support groups include:

T P OL I C
• Kent Minority Ethnic Police Association EN

E
• Kent Police LGBT+ Network

•
•
Leadership

K
LG
BT
• Crystal Clear (disability and carer support)

R
NETWO

• Kent Network of Women (gender and parental support)

Development and
progression • Christian Police Association
• Gypsy Roma and Traveller Police Association
Who is responsible for
delivering this strategy? Professional bodies:
• Police Federation
Staff associations • Unison
• Superintendents’ Association
• National Police Chiefs Council
Public sector
equality duty • Independent Police Advisory Group

Glossary and links

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Public sector equality duty
Our people Eliminate unlawful discrimination, harassment and victimisation
and other conduct prohibited by the Act.

Advance equality of opportunity between people who share a

Positive action protected characteristic and those who do not.

Foster good relations between people who share a protected

characteristic and those who do not.
Our communities
Kent Police have identified overarching Equality objectives to
further the aims of the Equality Duty:
• Increase the number of officers with protected characteristics to
Leadership
be more reflective of the economically active population in Kent.
• Ensure the retention and progression of staff across the
Development and organisation in specialist roles and management positions in
progression order to achieve representation that is reflective of our diverse
communities and a workforce that can meet the needs of our
communities.
Who is responsible for
• Ensure positive action and strong equality monitoring is built
delivering this strategy?
into all selection processes for specialist posts reflecting Kent
Police’s values.
Staff associations • Identify and engage with diverse and emerging communities
in Kent to reduce threat, risk and harm to members of the
community and to the most vulnerable in society which will
Public sector support the delivery of a first class policing service.
equality duty • Offer Develop You to new officers and staff from diverse
backgrounds as part of the induction process.
• Increase the number of officers and staff self-declaring their
Glossary and links diversity status to identify real and perceived barriers to
progression for under-represented groups.

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 Kent Police Diversity and Inclusion Strategy 2018-2021

Introduction
Glossary
Our people Develop Me: Kent Police online learning management system for officers and staff; offering self-tutoring, easy
management monitoring and enabling colleagues to manage their own professional development.
Develop You: Kent Police’s development and progression framework encompassing both lateral and promotional
development for all officers and staff.
Positive action
Positive action: When an employer takes steps to help or encourage certain groups of people with different
needs, or who are disadvantaged in some way, to access work or training. Positive action is lawful under the
Equality Act.
Our communities
Be the best you can be: The ‘Be the best you can be’ learning and development strategy aims to engender a
leadership approach that allows everyone to achieve their best. It is driven by the core values in policing of social
responsibility, transparency, impartiality and integrity.
Leadership
Culture Board: The purpose of the Culture Board is to continue the development of a culture in Kent Police
which is consistent with the shared Mission, Vision, Values and Priorities of the Chief Constable and Police and
Crime Commissioner. There is a relentless focus on quality of service and putting victims and witnesses first.
Development and Officers and staff are encouraged to be confident in doing the right thing and putting quality of service at the
progression heart of all they do.

Who is responsible for Links

delivering this strategy?
• Code of Ethics
• Community Liaison Officers
Staff associations • Independent Police Advisory Group (IPAG)
• Kent Police Statutory Duty Report
Public sector • Police and Crime Commissioners Safer in Kent Plan
equality duty • Recruitment
• Supporting our people
Glossary and links

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