Positive action is about creating a level playing field and the same starting point for everyone.
The Equality Act 2010 says employers can, in some situations, take steps to help certain disadvantaged groups access employment or training.
Positive action is when an employer takes steps to help or encourage certain groups of people with different needs, or who are under-represented or disadvantaged in some way, access work or training. For example, an employer could organise an open day for people from a particular ethnic background if they’re under-represented in the employer’s workforce. This wouldn’t be unlawful discrimination under the Act.
Section 158 of the Equality Act 2010 allows employers to use the positive action general provisions giving individuals from under-represented groups the opportunity to access support and training, in preparation for and throughout the recruitment process, to overcome disadvantages when competing with others.
Positive action is often confused with positive discrimination. Positive action does not mean people will be recruited simply because of their gender, ethnicity or sexual orientation. This is ‘positive discrimination’ which is unlawful.
Our diversity strategy
Nottinghamshire Police is committed to ensuring that all of the communities we serve and our staff and volunteers who deliver that service, have the right to be treated with dignity and respect.
We are committed to achieving the highest standards of service delivery, decision making and employment practice. Equality for our communities and for our workforce is an important part of this commitment.
By understanding the different needs of our communities and staff, this will improve engagement and provide both officers and staff with the skills to deliver a more confident and professional service.
Demonstrate positive action to recruit, retain and develop officers and staff from diverse communities.
Ensure our staff numbers to be reflective of the community we serve.
Who it applies to
People with a protected characteristic who may suffer some sort of disadvantage because of that characteristic or are disproportionately under-represented. These characteristics include:
marriage and civil partnership
pregnancy and maternity
religion or belief
Nottinghamshire Police aim to recruit talented people with as diverse a range of skills and experience we can, which can make a real difference to all the communities that we serve.
Recruiting from the widest pool of people will mean we recruit individuals who can speak other languages, understand other cultural and minority groups, other lifestyles, religions and beliefs and are willing to use those skills to the benefit of the community and the organisation.
A more diverse workforce will build trust and confidence across communities, will improve engagement and sharing of information and provide both officers and staff with the skills to deliver a more confident and professional service.
Nottinghamshire Police is currently under-represented from black and minority ethnic backgrounds including Eastern European and Chinese communities, from those with disability, from women and from the LGBTQ+ communities.
We are very keen to encourage applications from these groups and to support them through every stage of the process.
Our support networks
We are proud of our Diversity, Equality and Inclusion Network and the individual support networks formed, each representing a protected characteristic, to provide support, assistance, information and guidance to both police officers and police staff and their families with both personal and professional issues. The networks providing support and help to these under-represented groups include:
neurodiversity (including dyslexia, autism etc.)
If you are from a group that is underrepresented in policing and would like support for your application then please contact our recruitment team.