Equality, Diversity and Inclusion (EDI) Annual Report 2023-24: HTML version
Foreword
As we reflect on the past year, I am delighted to share Lincolnshire Police’s Annual Equality, Diversity and Inclusion Report 2023/24.
This report encapsulates our commitment to fostering an inclusive workplace where diversity is celebrated and every voice can be heard. We recognise that achieving true equality and inclusion requires steadfast dedication and I extend my heartfelt thanks whose commitment and unwavering passion continues to drive us forward. Your contributions and perspectives are invaluable.
Together we are making significant strides in reaching our seldom heard communities and listening to what they have to say, improving representation in our governance and learning from public feedback. This report not only highlights our achievements but serves as a reminder of the work that lies ahead. We remain committed to learning, listening and evolving. An inclusive environment where diversity can thrive not only enriches us as an organisation but ensures our communities have confidence to reach out to us when needed. Thank you to everyone who has contributed to the work detailed in this to our communities, partners and workforce, report and for their ongoing support. We look forward to continuing to work collaboratively with you all.
Julia Debenham
Deputy Chief Constable
Disability Confident – Leader Status
In November of 2023 Lincolnshire Police were proud to announce that we had met our target and achieved Level 3 Leader status in the UK Government’s Disability Confident Scheme.
Disability Confident is creating a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain, and develop disabled people.
It was developed by employers and disabled people’s representatives to make it rigorous but easily accessible, particularly for smaller businesses. The Disability Confident Scheme recognises organisations that actively engage in and promote disability inclusion, ensuring that individuals with disabilities are supported and empowered within the workforce and that its services are accessible to the community.
Reaching Level 3 Leader status signifies Lincolnshire Police’s comprehensive approach to inclusivity. We have implemented policies and initiatives to create a workplace that not only accommodates but also celebrates the diverse abilities and talents of its team members.
“We are immensely proud to have achieved Level 3 Leader status in the Disability Confident Scheme. This accomplishment reflects our dedication to creating an environment where everyone can thrive and contribute to the safety and well-being of our community.”
Deputy Chief Constable Julia Debenham.
The Disability Confident Scheme’s Level 3 Leader status acknowledges organisations that actively engage with disabled individuals, promote a positive culture of inclusivity, and continually seek to improve disability employment and access to service practices. Lincolnshire Police has demonstrated leadership in these areas, setting an example for other organisations to follow.
In addition to meeting the core criteria for Level 3 Leader status, we have developed an accessibility working group, introduced Video Relay services for BSL (British Sign Language) users in the community, disability-related workshop sessions, dyslexia assessments for staff, officers and volunteers, and established partnerships with disability-focused organisations. These initiatives ensure that we not only comply with legal requirements, but go beyond to create a workplace that values and supports everyone.
As we continue our commitment to inclusivity, achieving Level 3 Leader status in the Disability Confident Scheme is part of our ongoing efforts to build a diverse and dynamic workforce that is “skilled, diverse and confident and who feel supported and cared for”.
To find out more about the scheme please visit the Disability Confident Scheme web page.
Dyslexia Assessments
The force received national recognition at the Inclusive Companies awards and was shortlisted for the award of ‘Diversity Team of the Year’.
Over 1000 submissions were made for these awards and Lincolnshire Police featured as one of eight teams shortlisted, with extremely tough competition from some very large organisations such as HSBC.
Our in-house Dyslexia Assessment Team have supported over 130 officers and staff in force since it was launched in January 2023, providing comprehensive reports on workplace adjustment recommendations, 365 accessibility features and discussions with line managers to implement supportive changes. They have also supported the wider force to make training inputs more accessible and raised awareness around these 365 features that can help all of us all with efficiencies and planning of work. In addition, there is fast-tracked screening and support for those undergoing promotion exams and board processes to ensure they have the best possible chances of success.
The team is made up of officers and staff led by Hayley Measures in the EDI Team and 11 assessors who have completed 139 referrals so far across the force. We proactively offer all staff the opportunity to self-refer as well as join our well-supported Neurodiversity Network as a member or an ally. As a member of Neurodiversity in Business, we also offer access to a whole host of resources via our Neurodiversity Hub.
999 awareness of interpretation services
Dialling 999 at any time is a daunting prospect, but calling for help when English is not your first language can be a barrier to seeking prompt help. We want to help everyone who calls our emergency 999 line to get help quickly and it’s important no time is lost due to language barriers.
That’s why we have a system to connect you to a translator in your chosen language if English is not
your first language.
If you need to call us in an emergency, you should:
- Call 999.
- When the operator answers they will ask you what service you need. Say police, ambulance or fire. You will be transferred to the service you need.
- When the call connects say “Help” and the language you speak. For example “Help, Polish”.
- We will then quickly call an interpreter to help. The line may go quiet for a short time. Please don’t hang up.
- You will then be connected to a translator in your chosen language. You can now report your emergency.
- We have created some easy-to-read posters in several languages which are available to download
Inclusive Companies
Compiled by Inclusive Companies, the list acknowledges and ranks businesses which are most consistent throughout the whole tenure of their organisations and encompass all types of diversity. Now in its seventh year, it has become the definitive cross-industry index, harnessing both best practice and innovation with the goal of driving inclusion for all.
Lincolnshire Police has featured for the second year running and in 2023 was ranked 38 in The Inclusive Top 50 UK Employers List 2023/24. Lincolnshire Police’s position reflects the high standard to which they operate. As well as addressing areas of improvement, Lincolnshire Police have developed and delivered high impact initiatives to actively implement solutions. This long-awaited league table of the most inclusive employers finally shines a light on best practice across all strands of diversity including age, disability, gender, LGBT+, race, faith and religion.
Now well-established, its Inclusive Top 50 UK Employers that draws attention to those employers who are working very hard to be truly inclusive.
The way the organisations are assessed means that they have avoided the all too common ‘peaks and troughs’ of awareness, usually brought on by a life affirming event or, all too often, a tragedy which makes its mark on society and the public consciousness.
Read more about our submission on the Inclusive Companies website
Our commitment to digital accessibility
Around one in five people in the UK have a long-term illness, impairment or disability that may impact on their ability to understand a message. They might be unable to see or hear, have a cognitive impairment, or otherwise have difficulties accessing information. Many may use assistive technology such as screen readers or special equipment.
Others may have temporary or situational circumstances such as a short-term injury, or software or hardware limitations. Someone in a noisy environment might rely on captions on a video. And most of us use a smart phone to access the web, so we would all benefit from content being optimised for smaller screens.
Accessibility is about making our content universally easier to use and ensuring it can be accessed and understood by the widest possible audience.
Good accessibility benefits everyone. We should aim to make our content accessible to everyone regardless of whether they have an impairment or not. It is the right thing to do.
There is also legal requirement for public sector bodies regarding accessible online content. The Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018 was introduced to ensure that public sector websites and mobile apps work for everyone.
That is why the Lincolnshire Police Corporate Communications department, have made a commitment to creating accessible content to the public across our website and social media channels.
They have committed to:
- Making our content and services as accessible as possible to the widest possible audience, regardless of technology or ability.
- Continually improve the user experience for everyone and apply relevant accessibility standards across our content.
- Continuously develop our own professional knowledge on accessibility to adapt to changes in technology and industry best practice.
Our accessibility strategy outlines this commitment and what steps we are taking to achieve it.
Development of New Leadership Pathway (February 2024)
The pathway is available to all members of the workforce.
In February 2024 Lincolnshire Police launched a Leadership Development Pathway, which is designed for all members of the workforce, striving to foster leadership at all levels. This initiative not only promotes inclusivity, but also empowers people to shape your own professional leadership journey.
What is the Pathway?
The Pathway is an interactive document, encouraging people to explore the courses available and provide information on content and forms of assessment where required. It clearly maps out where the course links with future leadership development, enabling everyone to explore pathways which align with their career aspirations. It is designed to enhance leadership competencies across the workforce. The courses within the Leadership Development Pathway offer a diverse range of leadership skills.
Two of our policing family have been shortlisted in the British Association of Women in Policing awards 2023
Emma Dodsworth and Mel Standbrook were announced as runners-up and were invited to the final’s ceremony in June.
The awards were hosted by the BAWP in recognition of hardworking staff and officers across the country.
They are broken down into a few categories: bravery, coaching and mentoring, community service, excellence in performance, inspirational women, leadership, lifetime achievement, officer of the year, police staff member of the year, police volunteer and special recognition.
Emma was shortlisted as a runner-up for Excellence in Performance for her role in a gruelling and complex investigation of a horrific assault that saw Emma pursue justice and safeguarding of an elderly victim. Mel was shortlisted as a runner-up in the Community Service category. Mel who has served as a police officer for 21 years has a passion for both education and policing. She has brought the two together to deliver a highly impactful programme in Lincolnshire schools, equipping young people with the skills to protect them from becoming victims or perpetrators of crime.
Ten of our policing family were nominated for the awards.
Scrutiny Panels
Scrutiny is an integral part of ensuring that Lincolnshire Police maintains policing standards and delivers fair and equitable policing services, responsive to its communities.
Our scrutiny panels allow members of the public to hold the Chief Constable and police officers to account, by reviewing real incidents of police body-worn camera footage and providing feedback on the use of policing powers, tactics, and procedures. By engaging with the public through scrutiny panels, we seek to increase public understanding, legitimacy, confidence, and trust in policing.
Over the last 12 months we have:
- Trialled online scrutiny panels to increase diversity and accessibility of our panels
- Introduced anonymous digital feedback forms
- Invited attendees to voluntarily disclose equality data
- Trialled confidentiality agreements in place of full vetting
- Invited under-represented communities to take part
- Received 395 individual feedback forms
- Created a scrutiny panel website to provide guidance and reports.
Stop and search panel feedback
Overall panel feedback was very good, with feedback provided on how officers interact with members of the public. On some occasions, they felt the grounds for a stop should have been clearer on proformas and noted that officers didn’t always wear gloves.
Feedback describes panels as insightful, informative and interesting.
Stop and Search Panel Ratings
- Excellent 68
- Very good 130
- Good 65
- Requires improvement 32
- Unacceptable 2
Use of force panel feedback
Most respondents described the officers as calm, professional, polite, patient, respectful, and caring.
Only one respondent rated ‘requires improvement’, stating the officer was slightly rude. Additional comments, views, thoughts, and questions from the panel can be given on the feedback form. Some members of the panel queried why a suspect was handcuffed prior to a caution. This was discussed after feedback had been submitted, by the police facilitator, who explained what the officer’s rationale may have been regarding positioning of the suspect, intelligence, and officer safety. Positive praise was given to an officer who was described as very caring, as they considered the welfare of an animal at the property. One incident in which Taser was used, required a suspect to lay onto the ground. There was mixed feedback from the panel on this, with some querying why that was the case and others saying it was dealt with professionally.
Use of Force Panel Ratings
- Excellent 36
- Very good 43
- Good 15
- Requires improvement 1
The panel's perception of the police
Following participation at the online trials, free text comments were enabled on feedback forms. The following
comments were made on perception of the police and whether panels will help improve public trust and confidence:
“Didn't change my perception, just gave me more knowledge towards confirming my perception.”
“I do believe that the police sometimes do use their power in the wrong way and I have personal experiences due to personal matters and I do believe that they use that power to talk down to people and do what they like. Although I do know this is not every police officer and I will never have that view on all police but it does stay in my mind. I
also do have a certain opinion due to seeing things on social media and hearing people’s experience”
“Saw police officers being patient and calm and well conducted, change on perception of police in a whole”
“I believe the more diverse the panel the better feedback the police will get. This is definitely the way forward”
“For the general public, I also think it offers a good insight into why the police have to use the force that they do when out in the field, and consider whether what they are doing, is the right thing - which could help the stereotyping that
surrounds the police force.”
“I think it may change people’s perceptions of the police if they are aware of the full circumstances”
“I think more people should take this panel as it gives you a broader knowledge of what it’s really like to be in the police force and how they deal with criminal activity”
“Absolutely - especially for minority groups, young people or people with negative experiences or perceptions of the police generally.”
“I passionately believe that these panels will only increase the public’s understanding of policing in Lincolnshire.”
“Helps wider understanding on stop and searches, and does not shut the public out”
“Really great idea and a great way of allowing both the public and the police to understand each role”
“It was a lot more polite and considerate than I expected - it was interesting to hear other people’s opinions and how they perceive things differently”.
Violence Against Women and Girls
We are committed to tackling VAWG (Violence Against Women and Girls) and making our County the safest place to live, work and visit.
Detective Superintendent Suzanne Davies is the force lead for VAWG and is committed to working with colleagues, partners, and survivors with lived experience to deliver a lasting and real change to the daily lives of women and girls.
We have a dedicated section on our website, that details our priorities and lists all the latest initiatives and projects.
VAWG Voices
VAWG Voices is an Independent Advisory Group, that creates a safe space for women to speak openly, have challenging, constructive and reflective conversations, with an aim of influencing how we design and deliver our service to the public and become more inclusive as an employer.
Over 30 women from across Lincolnshire attended the first meeting of VAWG Voices.
Speak Out Now
Within Lincolnshire Police, there is no place for those who abuse their position. We are committed to rooting out and challenging sexist and misogynistic behaviours and have highlighted the issue though our internal #SpeakOutNow campaign.
Posters and a video have been distributed across the force showing real examples of the experiences of staff within our organisation.
A further video is being created and planned for release in the summer.
StreetSafe
StreetSafe is an online tool, and now also an app, which you can use to indicate areas you have not felt safe and the reasons for that.
We have created social media graphics and posters to promote the initiative and held a week-long road-show in December to engage with the public and promote use.
You can use StreetSafe online or download the App from the Google Play Store or the Apple App Store.
Survivor stories
It is important for us to listen to the voice of survivors and incorporate this into training and awareness raising materials for our staff.
We would also like to give survivors of VAWG offences an external platform to share their experiences, in a bid to raise awareness and encourage others to come forward.
If you would like to share your experience with us, please email [email protected]
Read one of our survivor stories here.
You’re Right, That’s Wrong
This is a campaign, developed by Leicestershire Police, launched in Lincolnshire in March.
The campaign calls on men to act when they see or hear public place harassment towards women or misogynistic attitudes.
This is a call to action, to challenge and change behaviour.
Men, aged 18 – 25, were targeted using Facebook, Instagram, and Snapchat.
Find out more about ‘You’re right, that’s wrong’
Community-led cultural awareness
In support of the Police Race Action Plan, we have been working with Pastor Vera Icheke, an external volunteer, who has been working closely with the force on the Police Race Action Plan.
Whilst growing in diversity, according to Census 2021 data, Lincolnshire is 96% White and therefore our reach into our Black communities has been fairly limited previously. Since the launch of the Police Race Action Plan in 2022, Pastor Vera Icheke has been working hard with the force to connect our Black African communities with policing. This has resulted in Pastor Vera Icheke expressing an increased level of confidence and trust in policing from her church community. Aided by a monthly Sunday surgery, established by local PCSO, Denise Carter. Pastor Vera Icheke has voluntarily supported our Student Officer and PCSO initial training.
Every cohort since November 2022 has undergone a ‘community led’ input into Policing Black Communities. Pastor Vera Icheke gives an informative, open and lived experience account of Lincolnshire’s Black African Community and how police officers can tailor their approach where necessary, to ensure continued trust and confidence. This workshop has had significant positive feedback over the last few cohorts, an average rating of 9/10 and the latest cohort rated their confidence in engaging with Black communities after the session as 4.7/5 (increase from 3.7 at the start of the session).
Staff networks
Who are staff networks for?
Members (officers and staff) include individuals who have lived experience or identify with the group for personal reasons (themselves or family members), peers who want to gain a better understanding and/or are allies who support the network's aims and objectives.
What do staff networks do?
The collective goal of all the staff networks and associations are to ensure the force promotes a working environment which includes and values all individuals, recognising and celebrating the positive benefits that our diversity bring.
This is achieved by:
- Providing support and advice to anyone within the force as and when they need it on anything related to the network subject area.
- Representing staff and officers to challenge the status quo and influence force policy, procedure, and practice to improve the working environment and conditions champion change and improvement – empowered to introduce initiatives
- Encouraging awareness and facilitate knowledge and understanding of the network topics
- Connecting with dedicated champions/ambassadors to ask questions, act as a listening ear when needed and to find out more information on where to go for further support both internally and externally.
- Liaising and collaborating with partner agencies and community networks to complement and strengthen the support the networks can provide
- Welcoming new recruits who identify with any of the networks and provide a safe space for them to seek any additional support they may require
All are passionate about wanting to ensure Lincolnshire police attract, recruit and retain officers and staff, providing support and development throughout their careers and by making the workplace inclusive and representative of the community we serve.
Networks aim to support each other and work collaboratively on joint objectives to pool resources and share knowledge and experience.
Networks will share success stories and lived experiences both internally and from external sources.
Menopause Group
Menopause friendly organisation
We are proud of how far we have come with the Menopause Network and have had great feedback from our workforce since becoming a menopause friendly employer. We are working towards being accredited, delivering more awareness, more training and doing more listening. There is a clear criteria that we need to meet and knowing that we are working towards this accreditation, is reassuring to our colleagues. We are committed to ensuring menopause is a subject we all feel comfortable discussing. The more awareness we have, the better we can support our colleagues, friends, and family.
Line manager menopause and peri-menopause online sessions
Sessions are being delivered as part of the work the menopause champions are doing to assist line managers in how best to understand the menopause, so that they can confidently have good conversations and know where and how to offer signposting for support.
The areas covered are:
- Menopause and peri-menopause facts
- Symptoms and health
- Managing the menopause
- How to have a conversation about the menopause as a line manager
- Reasonable workplace adjustments and managing performance.
- Followed by Q&A session.
Other things we have done this year are, develop a survey for the members to make sure we are doing what they want and to see what the biggest issues for them are. As part of our menopause friendly accreditation, we are also developing a Menopause policy
Women’s Inclusive Network - WIN
Lincolnshire Police’s WIN set up, coordinated, and delivered a regional Women's Inclusive Conference held on the 23 June. Inputs at the conference included:
- Sgt from Metropolitan Police talking about her personal experiences of perinatal mental health. She has developed national guidance on how line managers and peers can support colleagues impacted by perinatal mental health.
- Susan Ritchie, who has worked with a range of individuals and organisations to help mid-career leaders create the impact, presence, and visibility they need to advance their careers and make a difference and combat the dreaded imposter syndrome and confidence issues.
- Kal Ratcliffe, a nutritionist, and gut health expert, helps women struggling with digestive issues including IBS by supporting gut health through natural solutions following her own experiences of gut and fertility health.
- A DS from Kent Police gave a presentation and Q&A introducing Women of Colour in the policing network and the part individuals and forces can play in supporting their 5C strands; Cultural Change, CPD (Continuing Professional Development), Communications, Confidence and Expression, Characteristics & Intersectionality.
- A firearms officer from Nottinghamshire Police, an author, and a father of three, shared his and his family’s experiences of being diagnosed with neurodiverse conditions and how he has changed some internal processes to ensure they are inclusive. He was highly inspirational and an excellent speaker and writer.
- Alexis Powell-Howard shared her passion for therapeutic approaches and how effective they can be to help people and organisations. A twice TEDx and professional speaker and the Managing Director of Fortis Therapy, (the Mental Health Consultancy of the Year) and presented the Oscar Kilo film ‘Purpose’ and the host of their podcast called ‘Keeping the Peace.’
Family Support Network
Enhancements to adoption leave
Enhancements to the force’s adoption leave were introduced mid 2023. Previously, the adoption leave procedure mirrored the maternity leave statutory entitlements for leave before and just after the adoption takes place, however hearing the journeys of parents who have adopted it is clearly a very different and emotional journey for adoptive parents. These enhancements recognise this and include:
- Both adopting parents will now be eligible to receive five days paid leave for attending pre-adoption appointments (previously two unpaid appointment times for the secondary adopter.
- Adoption support leave to be extended by two weeks paid leave, in recognition of the settling-in period required for the adopted child and family.
- Flexi time/build-up of TOIL where possible to allow for adopters to attend social worker appointments / panel meetings etc.
- One days paid leave to mark the celebration day (the day that the court officially recognises the adoption as being official).
Paid phased return to work following maternity, adoption and shared parental leave.
In July 2023, all officers and staff returning from long term parental leave are offered a phased return to work on full pay over a 28-day period. This is to help parents transition back to work and the child(ren) gradually get used to their new routines.
Breastfeeding Network
Through education the new breast-feeding network provide Support for families with their feeding journey.
Carers Support Network
Due to the retirement of key members of the Network a new chair and deputy have been appointed who are seeking to re-invigorate the group. They are actively seeking new membership particularly from staff who are currently under- represented.
With the introduction of the Carers Bill, we will be seeking additional enhancements to the baseline provisions outlined in legislation.
- SPOCs (Single Point of Contact) – Local force Carers SPOCs, to ensure a more local/meaningful approach to support is available, to those requiring assistance
- Awareness – Raising the Carers Support Network profile and support on offer incorporating National Carers Week, Internal Media, and publications.
- Partners – The network is working with our partners to enhance the provision to our workforce, creating wider opportunities and sharing learning.
Neurodiversity Staff Network
Now that the internal dyslexia screening and workplace needs assessment process is embedded within the force, the Neurodiversity Network has been exploring how the force can better support staff and officers with other neurodivergent conditions through screening and workplace needs assessments.
The network has been working nationally to increase support for neurodivergent officers and staff who present information at court and what adjustments can be made through the criminal justice process for giving evidence in court.
Focus on the next 12 months will involve continuing to raise awareness of neurodiversity, peer support and working nationally with other forces to improve accessibility features of police systems.
LGBT+ Staff Network
LGBT+ staff network has actively participated in events and collaborating with other organisations.
This year those have included:
Network Membership:
- The LGBT+ staff network currently has 40 members. This demonstrates a growing interest and engagement within the organisation and
- Highlight the importance of having a supportive and inclusive network for LGBTQ+ employees.Participated in
PRIDE Events:
- Last year, the network members attended PRIDE in Lincoln. This shows our commitment to visibility, celebration, and advocacy.
- This year, we plan to participate in both Lincoln Pride and Skegness Pride. Emphasising the network’s dedication to supporting LGBTQ+ communities in different locations.
Collaboration with other organisations
The network is actively working with several external partners:
- Fire: The collaboration with the fire is contributing to the promotion diversity and inclusion.
- EMAS (East Midlands Ambulance Service): Highlighting joint efforts to create an inclusive environment.
- RAF (Royal Air Force): Met with local LGBT/EDI networks to share learning and good practice.
- Visibility and Advocacy: The network have supported advocacy across the force including communications for PRIDE history month.
- The network’s presence at PRIDE events contributes to raising awareness of the support available for people in the police service but promotes LGBTQ+ visibility but also promotes Lincolnshire Police as an inclusive organisation and an employer of choice.
Positive action initiatives to support underrepresented groups with Sergeant and Inspector promotions
- Study leave time has increase from 8 to 16 hours
- All now have free access to Blackstone's resources for study support
- Dedicated intranet pages for transparent comms on process and what to expect
- Encouragement for people with neurodivergent conditions to seek any adjustments they may require for the board.
- Mock boards and familiarisation events for anyone interested in going for promotion.
The following are also being or have been implemented which will help with concerns around
uncertainties of what the process entails (an area of most concern for women going for promotion
as identified in national research data from NPCC (National Police Chiefs Council) ad CoP (College
of Policing):
- Board questions will be forward facing to ensure those who have only recently passed their exams are in a good position to pass based on what they would do
- The presentation/briefing exercise will be given in advance of the day
- Briefing sessions will be held by panel members for all applicants to attend – this will be recorded for those who are unable to attend
- Looking at bias awareness training for panel members in advance of the training for panel members.
- Promotion panel members have created a short blog about themselves so that candidates could find out a little bit about panel members.
Partnership work
Boston Neighbourhood Team have been working on a project to map hotspots of crime and feelings of safety, this work has been called Operation Plotting and has been done in collaboration with the University of Lincoln. Prior to Operation Plotting a survey went out to the Boston community members in eight different languages.
Focus groups were set up by the university to link policing in with the community. They were commissioned by Lincolnshire Police to be independent and to help bridge that gap between the police and some members if the community.
From funding which has been allocated to Boston, the borough council are about to employ a Community Engagement Worker who we hope will have an impact in Boston in respect of inclusion.
Staying Safe Working Group
The staying safe working group, which is a subgroup of the Lincolnshire Learning Disability Partnership Board have been looking at safeguarding leaflets.
The EDI (Equality, Diversity, and Inclusion) Team have worked with the group to who have promoted awareness of what life is like living with a disability, have helped with training, and who have given feedback on the Pegasus scheme.
Due to this feedback the scheme is being improved so that it is easier for people to use, the staying safe working group will be a key stakeholder in this work.
Independent Advisory Group
What does the Independent Advisory Group (IAG) do?
The Independent Advisory Group (IAG) is a strategic group that seeks to improve two-way communications between Lincolnshire Police and the diverse communities of the county As independent advisors and critical friends of the police the group offers advice on the impact of police activity across the county. IAG members help to resolve policing problems and advise on proposed operations while building public confidence, improving local policing performance and accountability.
While the IAG is frequently consulted before policing policies and procedures are implemented, its role is not one of scrutiny. What it aims to provide is a safeguard against those policies and procedures disadvantaging any section of the community through a lack of understanding, ignorance, or mistaken belief.
The IAG provides a forum for an open dialogue between its members and the force’s senior management team. Its aim is to contribute positively to the effectiveness of policing across the county and to increase the trust, confidence, respect, and partnership which exists between the force and the communities it serves.
For the IAG to be effective it is important that it includes a diverse membership which is both broadly representative of the population of Lincolnshire and which can fulfil the full range of activities it is established to undertake.
To achieve this, we will periodically run specific recruitment campaigns. However, expressions of interest are welcome at any time from people who believe they can contribute effectively to the work of the IAG. We are especially interested in receiving applications from individuals who can represent the views of minority and underrepresented groups.
Contact us for an application form by writing to [email protected] or at:
Lincolnshire Police IAG - Expression of Interest
C/O Staff Officer to the Chief Constable
Force Executive
Lincolnshire Police HQ
Deepdale Lane
Nettleham
Lincoln
LN2 2LT
Training inputs and CPD (Continued Professional Development)
One of the EDI team’s goals was to increase skills and confidence in EDI within the force. This is done by creating and delivering training inputs to various teams within the force. Some with a general EDI focus, but this can be more specific based on the need for input. Between October 2023 and March 2024, 371 people attended EDI related training across the force.
Student Officer
This is the second year of the new EDI input on the Student Officer course, the EDI skills and knowledge facilitator designed and co-delivered a full day input on Valuing Difference and Inclusion, and half day input on Neurodiversity. This year the inputs have been developed further based on feedback from previous cohorts, including making the sessions more interactive. The input has also been updated to include information on Upstanding.
Professionalising Investigation Programme
Training was also delivered to the PIP2 (Professionalising Investigation Programme) course on Neurodiversity, to help investigators understand how to tailor their approach.
CPD (Continued Professional Development)
This year EDI team created and delivered CPD inputs to response. These sessions covered work done in the force relating to EDI and Response, the Police Race Action Plan, discussions around community approach, accessibility tools such as Sign Live, Pegasus, and the Herbert Protocol, accurate recording of equality data and officer hate crime. Sessions included a lot of discussion and interaction, and they were regularly reviewed and updated based on feedback from officers.
Leadership Training
Inclusive Leadership and Neurodiversity training has been included into FLL (First Line Leaders) and MLL (Midline Leader) programmes. These inputs give supervisors and leaders confidence to approach EDI within their teams, tailor support to their Officers and understand their responsibilities in building inclusive workplaces.
External Training
EDI training is delivered by a mixture of staff from Learning & Development and EDI team. Both teams underwent EDI train the trainer training to make content more interactive and engaging.
Anti-Racism
The Race, Religion and Belief Delivery Group in force is made up of department leads across the force and are responsible for leading the roll out of the Police Race Action Plan. The delivery group took part in Anti Racism training to understand more on language, impact and historic trauma.
Diversity Data
Equality and Diversity Data Equality data is available on our internal workforce, and externally including victim information based on age, gender and ethnicity. We are committed to improving this data across all protected characteristics and to that end we will be continuing to work on improving equality monitoring data within our workforce and police systems by explaining to the public the importance of collecting such data to understand the makeup of our victims and any associated vulnerabilities or risks.
Understanding the makeup of our victims also helps us to identify and tailor our approach that may be required.
We are pleased that our internal overall workforce is almost a 50% gender split, with our Chief Officer Team at 70% female and 30% male. Our gender balance for police officers has also improved with over 35% female, an increase from 34% in 2022.
We have seen an increase in workforce equality data disclosure in all protected characteristics.
Our workforce diversity data is available online at Workforce diversity Police.uk
Gender Pay Gap reporting (Annual Report)
For Lincolnshire Police, this is our seventh Gender Pay Gap Report and we remain committed to ensuring fairness and inclusivity in the treatment of all of our workforce, regardless of their protected characteristics.
We are pleased to report that we have seen positive results and a reduction of 1.31% in our Mean pay gap this year, along with an increase in the proportion of the female workforce across all quartiles; particularly in the upper-middle and upper quartiles.
This year, additional analysis has been undertaken to break down the gender pay gap for our officer and staff workforce separately due to the potential impact of the different pay and grading structures, and to allow further consideration of specific areas of targeted activity.
This analysis has demonstrated that the pay gap is significantly lower when considering the officer and staff workforce separately. For police staff we have a 0.36% Mean pay gap, with over 25% of our Female Staff workforce employed at a Senior Grade. For officers, the mean pay gap is currently 3.92%.
See the full gender pay gap report
Professional Standards Department
Recorded complaints – 01/04/2023 to 31/03/2024
The following figures are based on the data received when a complaint is recorded in Professional Standards.
We strive to ensure that diversity data is captured, a national project to develop a browser-friendly online National Complaints Form has been introduced. From 01 Feb 2020 the completion of these fields via our on-line reporting tool was mandatory with a ‘prefer not to say’ option and from April 2022 additional fields have been added. This has improved self-reporting by complainants and helped us to identify any disproportionality.
Ethnicity
| Type | Jan – Dec 2019 |
Jan – Dec 2020 |
Apr 21 – Mar 22 |
Apr 22 – Mar 23* |
Apr 23 – Mar 24* |
|---|---|---|---|---|---|
| White | 363 | 625 | 675 | 731 | 711 |
| Black | 8 | 16 | 11 | 19 | 21 |
| Asian | 4 | 4 | 9 | 10 | 16 |
| Other | 3 | 4 | 18 | 12 | 18 |
| Declined or unknown | 289 | 361 | 417 | 387 | 423 |
| TOTAL | 667 | 1,010 | 1,130 | 1,159 | 1,189 |
*Since February 2020, the complaint regulations changed meaning all expressions of dissatisfaction must be recorded, which has resulted in an increase in complainants.
Complainant ethnicity is requested on our on-line form and internal complaints form, but the complainant can choose not to declare and it’s not automatically collected if they complain via letter or a direct email.
Gender
| Gender | Jan – Dec 2019 |
Jan – Dec 2020 |
Apr 21 – Mar 22 |
Apr 22 – Mar 23* |
Apr 23 – Mar 24* |
|---|---|---|---|---|---|
| Male | 390 | 604 | 583 | 652 | 617 |
| Female | 270 | 387 | 528 | 483 | 509 |
| Transgender | 1 | 5 | 2 | 1 | - |
| Company | 2 | 0 | - | - | - |
| Declined or unknown | 4 | 14 | 17 | 23 | 63 |
| TOTAL | 667 | 1,010 | 1,130 | 1,159 | 1,189 |
Age
| Age | Jan – Dec 2019 |
Jan – Dec 2020 |
Mar 21 – Apr 22 |
Apr 22 – Mar 23* |
Apr 23 – Mar 24* |
|---|---|---|---|---|---|
| 0-19 | 17 | 31 | 25 | 43 | 32 |
| 20-29 | 78 | 105 | 134 | 119 | 140 |
| 30-39 | 117 | 178 | 217 | 232 | 210 |
| 40-49 | 122 | 180 | 184 | 213 | 181 |
| 50-59 | 113 | 180 | 211 | 211 | 214 |
| 60 + | 83 | 137 | 163 | 190 | 193 |
| No data | 137 | 199 | 196 | 151 | 219 |
| TOTAL | 667 | 1,010 | 1,130 | 1,159 | 1,189 |
No data figures include where the complainant has not provided this information or prefers not to.
Disability
| Disability | Jan – Dec 2019 |
Jan – Dec 2020 |
Mar 21 – Apr 22 |
Apr 22 – Mar 23* |
Apr 23 – Mar 24* |
|---|---|---|---|---|---|
| None | 50 | 22 | 15 | 9 | 22 |
| Mental Health | 10 | 15 | 15 | 8 | 2 |
| Physical | 7 | 6 | 6 | 3 | 3 |
| Prefer not to say | 6 | 5 | 6 | - | 3 |
| Other | 3 | 5 | 1 | 4 | 2 |
| Learning Difficulties | 1 | 2 | 2 | - | 1 |
| Sensory | 1 | 0 | 2 | 1 | 2 |
| Unknown or no data | 589 | 958 | 1092 | 1136 | 1158 |
| TOTAL | 667 | 1,013* | 1,139* | 1161* | 1193* |
*Complainants may report more than one disability.
The number of reported mental health disabilities does not reflect the number of complainants who appear to struggle with mental health issues. However, this is not a mandatory field; the information captured is self- reported and so reliant on the complainant’s desire to divulge the information.
Faith
| Faith | Jan – Dec 2019 |
Jan – Dec 2020 |
Mar 21 – Apr 22 |
Apr 22 – Mar 23* |
Apr 23 – Mar 24* |
|---|---|---|---|---|---|
| Baptist | 0 | 0 | 0 | 0 | 0 |
| Buddhist | 0 | 1 | 5 | 5 | 3 |
| Christian | 44 | 170 | 229 | 263 | 242 |
| Church of England | 6 | 6 | 6 | 12 | 11 |
| Hindu | 1 | 0 | 0 | 1 | 2 |
| Jehovah’s Witness | 0 | 0 | 0 | 0 | 0 |
| Jewish | 0 | 3 | 1 | 4 | 2 |
| Islamic/Muslim | 0 | 3 | 6 | 8 | 9 |
| Methodist | 0 | 0 | 0 | 0 | 0 |
| Non-conformist | 0 | 0 | 0 | 0 | 0 |
| None | 91 | 207 | 319 | 355 | 338 |
| Other | 6 | 18 | 16 | 17 | 12 |
| Prefer not to say | 15 | 60 | 99 | 86 | 148 |
| Roman Catholic | 2 | 10 | 9 | 0 | 0 |
| Sikh | 1 | 0 | 2 | 2 | 0 |
| Spiritualist | 0 | 0 | 0 | 0 | 0 |
| Salvation Army | 0 | 0 | 1 | 0 | 0 |
| Unknown or no data | 501 | 532 | 437 | 406 | 422 |
| TOTAL | 667 | 1,010 | 1,130 | 1,159 | 1,189 |
Sexual orientation
| Sexual orientation | Jan – Dec 2019 |
Jan – Dec 2020 |
Mar 21 – Apr 22 |
Apr 22 – Mar 23* |
Apr 23 – Mar 24* |
|---|---|---|---|---|---|
| Gay/Lesbian | 5 | 9 | 24 | 20 | 18 |
| Heterosexual | 238 | 432 | 590 | 665 | 641 |
| Bisexual | 0 | 13 | 16 | 22 | 19 |
| Other | 1 | 6 | 4 | 4 | 2 |
| Prefer not to say | 14 | 57 | 102 | 108 | 132 |
| Unknown or no data | 409 | 493 | 394 | 340 | 377 |
| TOTAL | 667 | 1,010 | 1,130 | 1,159 | 1,189 |
Discriminatory Behaviour Allegations Recorded
We use the IOPCC Guidance on Discrimination when dealing with cases of this kind to ensure we fully understand the complainant’s concerns and complaint in full. A set of questions are asked and from this each allegation is recorded separately to ensure the complaint handler specifically addresses each point and provides a full rationale for police action. Following handling, these are assessed by an appropriate authority to ensure that there has been no discrimination demonstrated by our officers or staff.
| Discriminatory Behaviour | Jan – Dec 2019 |
Jan – Dec 2020 |
Mar 21 – Apr 2022 |
Mar 23 – Apr 2022 |
Mar 23 - Apr 2024 |
|---|---|---|---|---|---|
| Discriminatory Behaviour | 12 | 16 | 18 | 16 | 19 |
These allegations relate to any discriminatory behaviour, a breakdown of the category of discrimination (as identified by the complainant) is given below:
| Type | Jan – Dec 2019 |
Jan – Dec 2020 |
Mar 21 – Apr 22 |
Apr 22 – Mar 23* |
Apr 23 – Mar 24* |
|---|---|---|---|---|---|
| Disability | 0 | 3 | 1 | 4 | 0 |
| Gender | 0 | 1 | 2 | 0 | 0 |
| Religion or Belief | 0 | 3 | 0 | 0 | 0 |
| Race | 10 | 8 | 10 | 10 | 14 |
| Mental Health | 2 | 0 | 0 | 0 | 0 |
| Age | 0 | 1 | 0 | 0 | 0 |
| Other | 0 | 0 | 1 | 1 | 2 |
| Sex | 0 | 0 | 4 | 1 | 3 |
| TOTAL | 12 | 16 | 18 | 16 | 19 |