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 Diversity, Equality and Inclusion team who work to 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.

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.

What is Positive Action?

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.Government guidance on the Act can be found here.

Why do we need it?

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:

  • Putting our community first - a diverse workforce will help us to understand the diverse needs of our communities and be able to adapt accordingly.
  • Multi-cultural organisations are better positioned to serve multi-cultural communities, by overcoming language and cultural barriers.
  • Increased Productivity - Staff perform better in an organisation that is truly reflective and values diversity and well-being.
  • Diversity of staff enables diversity of thought thereby providing more adaptability in terms of problem solving by offering a wider array of possible solutions.

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.

  • Females (police officer roles only)
  • Ethnic minorities
  • Disabled (if you have a disability which would still allow you to fulfil the role)
  • Gay/lesbian/bisexual
  • Transgender
  • Minority religions, e.g. Muslim, Hindu, Jewish, Sikh

What is Available?

We recognise everybody is an individual and has different needs therefore the Positive Action Team (PAT) 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.

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

  • Provide unfair advantage to any groups
  • Remove competition for jobs
  • Give anybody specific answers

If you have a protected characteristic as outlined above and you are interested in working for Merseyside Police we would love to hear from you, please declare your interest here and a member of the Diversity, Equality and Inclusion Team will contact you.