Equality and diversity
We are committed to maintaining an empowered and inclusive workplace, and improved services for all. To achieve this, we put people of different backgrounds, cultures and experiences at the heart of all we do:
- We have introduced a more inclusive method of recruiting.
- We are a silver standard Stonewall employer, we continue to commit to being a LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi and queer people.
- We're a signatory of the Business in the Community Race at Work Charter, composed of five calls to action for leaders and organisations across all sectors.
- As a Disability Confident employer, we are also dedicated to removing the barriers for disabled people to thrive in the workplace.
- Our Staff Networks are constantly working to make us the leaders of inclusive employment, from our Allyship Programme to Welsh Language Standards and our Know the Line Policy.
People who use our services
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:
- make reasonable adjustments in the way we deliver our services to your disability
- treat you with courtesy and respect
- 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 we will 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.
Where we identify that an investigation will have a significant impact on public confidence, or where community involvement could benefit our investigation, we will consider setting up a community reference group.
These groups are made up of local community members and organisations that draw upon their specialist knowledge and insight in order to assist the investigation. Read more about the work we do to engage with different communities.
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. Our job descriptions identify the key skills, experience and qualifications needed for each role. During recruitment, we do not consider any factors that are not directly relevant to a person’s ability to do the job. We select new staff without bias and access to opportunities is based purely on merit.
You can find out more about information about the backgrounds of our staff in our staff diversity information.
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.
Ethnicity pay gap
You can also read our Ethnicity Pay Gap report and view the corresponding data.
We are dedicated to increasing the scale of our Equality and Diversity initiatives by constantly seeking new ways to create an environment for all to develop and thrive. Here at the IOPC, we are increasing our support for groups under-represented at management level to access development programmes, and are increasing our scale of stakeholder engagement. We are also launching operational-wide training for staff on recognising discrimination within our investigations.
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. These networks play a vital role in supporting our people and are involved in all aspects of our work, helping us to be more responsive to and representative of our communities.
We are committed to the Business in the Community - Race at Work Charter, we are a Stonewall Diversity Champion, and we are also a Disability Confident Employer.
Read our Annual Apprenticeship report here