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Our ambition is to be the most attractive force in the country for a career in policing, as a police officer or as a member of staff.
Not only do we aim to attract and keep people with the best skills and highest potential, we want to attract people into policing who may not have considered a career with us before. We want our people to be representative of all our different communities across Merseyside so that communities feel we are part of them, and them of us.
To help us achieve this we have a dedicated Inclusion, Wellbeing and Engagement team who work to create an inclusive workplace where each person who works for Merseyside Police feels comfortable and safe to be who they are at work. As part of the Inclusion, Wellbeing and Engagement Team, our Outreach team encourage people from diverse communities to build their career with our force. They also provide support and guidance throughout the job application process to candidates from underrepresented groups. So whether they are joining the organisation for the first time or going for an internal promotion, our force aims to ensure there's fairness across the board so that opportunities are available to all.
Watch this short film to hear from Cyril, Louisa and Kate, as they share more about their journeys within our force so far and how much the support they have received matters to them.
We listen to our people and respect them as individuals each with their own voice, experiences, skills and ideas. We embrace these as we know that teams with a range of perspectives solve problems better and we want our colleagues to feel included, because everyone needs to be their true self at work and we need that authenticity so you can harness your unique talent.
Jobs in policing are like no other – they are founded in the trust we place in each other and the pride we take in serving our communities. Our One Team ethos at Merseyside Police really works and makes us a better, more effective force. It’s built on us all working together and it goes without saying that we can achieve more if we work together in a culture of inclusivity and respect.
Merseyside Police are proud to announce we are a member of Inclusive Companies.
We recognise that although the diversity of our staff is improving, we are not fully representative yet and we are striving to address this imbalance through positive action.
Positive action simply means steps an employer can take which seeks to level the playing field for under-represented groups by providing advice, guidance and support where required, whilst still maintaining the high standards for recruitment and promotion and stipulating that selection is based purely on the required skills and abilities of the candidate for the role.
The Equality Act 2010 protects people from being treated less favourably because they have a protected characteristic. It also allows positive action to be used when there is under-representation within an organisation. Government guidance on the Act can be found here.
To help us identify where we have underrepresentation within our force, we regularly use our data and local census area data to identify groups/communities that we can focus on.
Achieving a representative police service is vital for reasons of legitimacy and public confidence. Positive action seeks to achieve this aim by redressing the balance of disadvantage of under represented groups. Merseyside Police recognises that a diverse workforce brings with it many advantages such as:
Who is eligible for Positive Action?
The Equality Act, allows positive action to be used when there is under-representation. Within Merseyside Police the following groups/communities are currently under-represented.
What is Available?
We recognise everybody is an individual and has different needs therefore the Inclusion, Wellbeing and Engagement team offer a variety of initiatives such as providing appropriate advice, encouragement and support throughout the recruitment process specifically for people who are underrepresented within the organisation.
To enable or encourage members of that group to:
Positive Action Myths
There are often many misconceptions around Positive Action and it can sometimes be viewed negatively by those who do not fully understand its purpose. It is essential to understand that every candidate who is successful during a recruitment process has always achieved this on their own merit and not by receiving positive action support.
For clarity purposes Positive Action does not