Equality and diversity
We are committed to being an organisation where everyone feels respected, supported, and empowered to be their true authentic self. In both our role overseeing the police complaints system and as an employer, we strive to ensure fair treatment for all, embracing the richness of different identities, backgrounds, and lived experiences.
Supporting you to use our services
We are passionate about creating an inclusive and respectful experience for anyone who interacts with us. Our service standards outline what you can expect from our organisation when coming into contact with us. When providing you with our service, you can expect us to:
- always treat you with courtesy and respect
- make reasonable adjustments to meet your individual needs
- follow up any comments or concerns you raise about the service we deliver
- think about the impact of our strategies and policies on the people affected by them and take all reasonable steps to involve them in the development and consultation process
We have developed guidance for the police on how to deal with allegations of discrimination. The guidelines were developed following consultation with voluntary and community groups, policing stakeholders, the Equality and Human Rights Commission and Discrimination Law Association.
They set the standards that hold police forces to when we make decisions about reviews and appeals. They are also the standards that complainants, families and other interested parties should expect when allegations of discrimination are made against the police. Find out more about our research and other work involving race discrimination.
When an investigation could significantly impact or affect public confidence or when community perspectives could strengthen our approach, we consider forming a community reference group. These groups bring together local voices and organisations to offer valuable insight and knowledge, in order to assist the investigation. Read more about the work we do to engage with different communities.
Welsh language standards
Find out about our commitment to meet Welsh Language Standards.Requesting information
Learn about how you can request information about our work, as well as details on how we manage personal data.Reasonable adjustments
Read our reasonable adjustments policy for service users.Our staff
Our employees can expect to be treated fairly and without discrimination. We treat one another with dignity and respect in a fair and consistent manner, and inappropriate behaviour is not tolerated.
In the sections below, you can read our ethnicity and gender pay gap reports and find out more about staff diversity, our staff networks and support services.
Our recruitment and selection procedures ensure that we recruit the best person for the job. We use anonymous recruitment by removing personal details such as name, gender, and education to minimise bias. Salaries are published for all roles to promote transparency and pay equity. Interview panels are diverse and candidates are asked about any adjustments they may need to ensure a fair and supportive experience.
We’re proud to be a ‘Disability Confident’ employer, meaning we’ve taken real steps to break down barriers, welcome disabled colleagues, and make sure everyone has the ability to thrive in their roles.
We have six staff networks, which cover the nine protected characteristics set out in the Equality Act 2010, as well as Welsh speakers: Age, Enable, Pride LGBTQ+, Race, Religion and Belief; Sex and Family; and Welsh Language.
We empower our staff networks to support staff members to connect, share experiences, and help shape an inclusive workplace culture. Their work can involve reviewing policies, supporting with reverse mentoring and leading on inclusion reviews.
They also organise events around different awareness campaigns, such as Black History Month, Pride, International Women’s and Men’s Days, Mental Health Awareness Week, menopause awareness, Ramadan, South Asian History Month and the International Day of People with Disabilities.
Every staff member takes part in equality, diversity and inclusion training, helping everyone to understand what inclusion means to us, what we expect from each other, and how to confidently challenge behaviour that doesn’t align with our values. We also train staff members to recognise and address discrimination in investigations, ensuring our practices are fair, informed, and accountable.
Using Equality Impact Assessments, we carefully consider inclusion in decisions that impact our staff members, service users and stakeholders. These assessments help us to understand the impact on people and ensure any changes or new practices are fair and inclusive. To strengthen this process, we actively involve our staff networks and mentors, drawing on their diverse perspectives and experiences to help us make more informed decisions.
Each staff member also has an objective relating to equality, diversity and inclusion (EDI), which is regularly discussed during one-to-one sessions with their manager. Staff members choose an area of EDI they’d like to explore or get involved in, whether through learning, action, or reflection.
We share our gender pay gap report annually. We also choose to voluntarily publish our ethnicity pay gap data, even though this is not a legal requirement. This reflects our commitment to transparency and our determination to understand and address disparities across our organisation.
Gender pay gap
The figures set out below were calculated using the standard methodologies set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Gender Pay Gap report 2024 and Data Tables 2024
Gender Pay Gap report 2023 and Data Tables 2023
Gender Pay Gap report 2022 and Data Tables 2022
Gender Pay Gap report 2021 and Data Tables 2021
Ethnicity pay gap
Ethnicity Pay Gap report 2021 and Data Tables 2021
Our data for previous years is available on our National Archives site.