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Equality duty objectives


The Public Sector Equality duty (s.149 of the Equality Act 2010)

Requires public authorities, in carrying out their functions, to have due regard to the need to achieve the below: eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010;  advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

To ensure transparency, and to assist in the performance of this duty, public authorities are required to publish:  information to demonstrate their compliance with the public sector equality duty equality objectives, at least every four years; information to demonstrate their compliance with the public sector equality duty; equality objectives, at least every four years

NPCC pledge

  1. We are committed to ensure we better understand the composition of our communities and that having a truly diverse workforce that reflects those communities not only has great benefits for the organisation but also for the public we serve.
  2. We agree there is not a ‘one size fits all’ approach to diversity, equality and inclusion and the local response needs to be tailor made to ensure local needs are addressed. A truly diverse workforce and service provision is one that reflects the nine protected characteristics and goes beyond to value difference.
  3. We recognise and support the priority Government has given to tackling race disparity and commit to ensuring we address those issues in line with that agenda.
  4. We aspire to be an employer of choice for people across our communities.
  5. We will create an inclusive culture where people feel confident to provide information about themselves.
  6. We recognise the legal obligations we have as leaders and are committed to ensuring these are met.
  7. We also recognise the moral basis for diversity, equality and inclusion and how delivery of this strategy and associated toolkits strengthens both the legitimacy of policing and our operational outcomes.
  8. We recognise the importance of having a strong evidence base for our decision making and will continually improve our approach based upon the research undertaken.
  9. We agree that as a police service we sometimes create disparity but also have to deal with the consequence of disparity within other parts of the public sector system. We are committed to understanding disparity within policing and to explaining that disparity. If we cannot, we will reform. Furthermore, we are committed to working with partners to develop a whole system response that will help reduce and ultimately seek to eliminate disparity and create a truly diverse and inclusive service.

Hertfordshire Constabulary’s equality duty objectives 2020-2024 (consistent across BCH)

  • We will achieve a positive shift in our workplace culture where people, no matter their background, feel confident to disclose their protected characteristics.
  • We will attract, engage, develop and retain a workforce that is representative of the communities it serves.
  • We will understand our communities by developing effective engagement strategies that enable interaction with diverse groups, fostering strong relations that build trust and confidence.
  • We will work with our partners to implement strategies to explain, where necessary reduce, and where possible eliminate disparity and enhance public service.
  • We will understand the impact of our policies and practices on people with different protected characteristics by conducting equality analysis and take steps to remove or minimise disadvantages.

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