Public Sector Equality Duty Report 2024 - 2025

Introduction by Assistant Chief Officer Paul Bullen

Northamptonshire Police is an organisation that is for all the communities of the county and strives to be as representative of those communities as it can be. We know there is a journey still to go to achieve that, but we remain committed to breaking down barriers that prevent anyone from being a police officer or staff member, or from receiving service from the organisation that falls below that which we would all want it to.

I am proud of the changes that this document shows we have implemented that have made a difference. Even small changes can impact on individuals and each of the initiatives this document outlines have made a contribution and made a difference in their own way.

The improvements in gender balance are pleasing, although of course there remains much to be done in more senior police officer ranks, and the work outlined in relation to the Police Race Action Plan, amongst other initiatives, are yet to deliver long term and sustainable change.

We remain committed to addressing matters in relation to equality so that every person can bring their whole self to work, and every member of the public receives the very best service from the organisation that we can.

Public Sector Equality Duty Report

Policing is about putting people first; our values and approach commit us to a service of a consistently high quality. Key components of that service are that it is accessible, responsive, and visible and treats people with fairness, respect, and dignity.

The delivery of a quality service is our first and foremost priority. We are in the process of transforming many of the services we provide, and we want to make sure that what we do meets the needs of our different customers.

The Public Sector Equality Duty (PSED)

The PSED came into force on 5 April 2011. It is fundamental to the Equality Act and ensures that all public bodies "play their part in making society fairer by tackling discrimination and providing equality of opportunity for all".

The PSED has three aims. It requires public bodies to have due regard to the need to:

• eliminate unlawful discrimination, harassment, victimisation, and any other conduct prohibited by the Act
• advance equality of opportunity between people who share a protected characteristic and people who do not share it
• foster good relations between people who share a protected characteristic and people who do not share it

The PSED requires us to consider the needs of all individuals - in shaping policy, in designing and delivering services, and in relation to our workforce.

It supports good decision-making by encouraging us to understand how different people will be affected by our activities so that policies and services are appropriate and accessible to all and meet different people's needs. By understanding the effect of our activities on different people, and how inclusive services can support and open people's opportunities, we are better placed to deliver policies and services that are efficient and effective. The PSED therefore helps us to deliver the Government's overall objectives for public services and our aim to have a Police Service fit for the future.

The PSED covers the following protected characteristics:

• Age
• Disability
• Gender reassignment
• Pregnancy and maternity
• Race (this includes ethnic or national origins, colour or nationality
• Religion or belief (this includes lack of belief)
• Sex (gender)
• Sexual orientation

It also applies to marriage and civil partnership, but only in respect of the requirement to have due regard to the need to eliminate discrimination.

What does 'due regard' mean?

It means consciously thinking about the three aims of the Equality Duty as part of the decision-making process. Consideration of equality issues must influence our decisions - such as in how we function as employers; how we develop, evaluate and review policy; how we design, deliver and evaluate services, and how we commission and procure from others.

Having due regard to the need to advance equality of opportunity involves considering the need to:

• remove or minimise disadvantages suffered by people due to their protected characteristics.
• meet the needs of people with protected characteristics.
• encourage people with protected characteristics to participate in public life or in other activities where their participation is low.

Having due regard to fostering good relations involves tackling prejudice and promoting understanding between people who share a protected characteristic and others.

Complying with the Equality Duty may involve treating some people better than others, as far as this is allowed by discrimination law. For example, it may involve making use of an exception or the positive action provisions to provide a service in a way which is appropriate for people who share a protected characteristic.

PSED and decision making

We need to consciously (but proportionately) think about the three aims of the PSED as part of the process of decision-making. The PSED will be one of a number of factors that need to be considered. Its weight, compared to the other factors, will depend on how much that function affects discrimination, equality of opportunity and good relations and the extent of any disadvantage that needs to be addressed.

Understanding our workforce and community is a part of the duty and we commit to providing this data annually. We also share our goals and aims so that you, the public, can gauge our progress. We have also added data that we hold about our victims so we can better understand how we reflect the community we serve, and we will continue to build on this data in future years.

Equality and Wellbeing Impact Assessments (EWIA)

As a public authority, Northamptonshire Police are responsible for making a wide range of decisions which can impact on specific groups and individuals. This includes policy procedures and relevant projects. To ensure the organisation can evidence ‘due regard’ an Equality and Wellbeing Impact Assessment (EWIA) is completed. The EWIA is a way of considering the effect that our proposals may have on diverse groups protected from discrimination by the Equality Act 2010. Completing an EWIA ensures consideration has been given to potential consequences and impacts and that any negative impacts are fully explained, mitigated/reduced or subject to appropriate justification. EWIAs are subject to regular reviews and updated whenever a policy, procedure or project is subject to change. The EWIA supports the three aims of the general duty of the Equality Act 2010 already listed above.

Understanding our workforce consultation:

Is your future with us – recruitment and retention project.

Consultation work has commenced to understand why staff join and leave the organisation. Initial findings have identified a need to review the student officer tutoring process and work has already commenced on this. Further updates will be provided in the 2025 Public Sector Equality report.

The specific duties require public bodies to prepare and publish one or more specific and measurable equality aims which will help them to further the three aims of the Equality Duty. The current Diversity, Equality & Inclusion Strategy 2020-2025 and measurable objectives are set out below:

Diversity, Equality, and Inclusion Strategy 2020 - 2025

Our Aim

Northamptonshire Police aim to be an organisation that is truly representative of the diverse communities we serve. We will be inclusive and outward-looking in our engagement, working with partner agencies and the public to build services that are accessible to all. We aim to be an organisation that inspires the confidence of every community in our ability to deliver fair and effective policing.

We will be an organisation that is free from discrimination, where our staff treat everyone with respect, dignity and according to their needs and in line with our shared values.

Our Strategy

We recognise that we are stronger together. By working with partners, our communities, our support networks, and our staff, we will accept nothing less than becoming an institutionally inclusive organisation. We will achieve our aim by using a strategy which focuses upon two elements.

These two elements are:

Our Communities and Partners

Community Confidence

We will increase the confidence of all communities in Northamptonshire. We will be transparent and open, ensuring that our policing powers are used fairly and effectively, welcoming scrutiny of their use. We will identify any instance of disproportionality in our service delivery and address it. We will take ownership of our mistakes and learn from them, removing any institutional defensiveness.

Working with Others

We will work with communities, partners, independent advisory groups, and critical friends to develop a service that is accessible and responsive. We will learn from others and share best practice to improve our reach as an organisation and the service. We will build lasting relationships which continuously improve and better our organisation.

Understanding our Communities

We will learn to engage with all communities within the county in a manner that best suits them. We will strive to ensure that their voices are heard, and their concerns are listened to and understood. We will ensure that community engagement is a core part of our policing role. We will build stronger independent advisory groups and other scrutiny panels which will help us better understand the impact of our service.

Tackling Prejudice and Hate

Working with our communities we will better understand the prejudice they face and how we can help eliminate it. We will work with partners to improve confidence in reporting hate crimes and incidents, providing better support to victims. We will improve the confidence of all our communities in Northamptonshire by delivering an effective and consistently high standard of investigation.

Our Organisation

Representative Workforce

We will use positive action and engagement to attract, recruit and retain people from a wide range of backgrounds and communities, creating a truly representative workforce. We will create an environment where people feel confident to disclose their protected characteristics and feel safe and valued for who they are. Our communities will see themselves reflected in our workforce.

Developing our Workforce

We will set our workforce up for success by building an environment and structure that provides equality of opportunity for everyone. We will support the development and progression of our workforce to ensure representation at all levels, creating an environment where people can be the best versions of themselves.

Our Culture

We will create a culture where people feel engaged, valued and a part of the organisation, enabling individuals to bring their whole self to work. We will develop a workforce that is motivated, ethical, engaged and takes ownership of issues to achieve success. We recognise that we are all leaders, who have a part to play in creating an institutionally inclusive organisation that will challenge and tackle prejudice and discrimination wherever it is found. Our leaders will be given the skills and knowledge to achieve our aims modelling the behaviours expected of a modern Police Force.

To meet the overall aim of our Diversity, Equality and Inclusion Strategy 2020 – 2025 outlined above, Northamptonshire Police has developed a set of four priorities to focus on in 2024-2025 based on our data, surveys, areas for improvement and DEI peer review.

Our Priorities 2024 - 2025

Training and education

We will complete a bespoke training needs analysis and device a force wide training plan for mandatory learning which will include:

• Police Race Action Plan
• Code of Ethics
• Violence against Women and Girls (VAWG)
• Government Inquiries e.g. Stephen Port, Angiolini, Baroness Casey etc

We will work with other partners and forces to improve our training awareness and sharing best practice to deliver cultural competence.

Understanding & including our communities

All policies for diversity and inclusion and use of police powers are available for public scrutiny and feedback. We will work closely with Independent Advisory Groups to provide dynamic feedback and support for critical incidents.

We are committed to delivering the Police Race Action plan together with black communities of Northamptonshire, with the aim of building trust and confidence with black people in policing.

We will ensure all departments and teams priorities support community engagement activities, with clear objectives of how this supports wider DEI objectives.

Building a representative workforce

We will increase Positive Action offer to include:

• Career Academy to support police officers from under-represented groups that may face barriers in promotion processes

We will undertake internal research entitled 'Is your future with us' to examine the recruitment and retention of current staff to understand barriers, processes or practices that dissuade people from staying within the organisation.

We will continue development of leaders within the organisation, providing clear direction, training and advice that supports managers to assist and develop their own departments and teams in DEI awareness, challenging unacceptable behaviours and providing ethical and professional policing service.

Building an inclusive working environment

To embed the Code of Ethics within the organisation and encourage, listen to, and understand the views of others, seeking to recognise and respond to the physical, mental and emotional challenges that we and other may face.

Increase staff confidence reporting conduct and behaviours that are not aligned to an inclusive working environment, using the Integrity Reporting Line.

Develop ethical and inclusive ways for staff to challenge misogyny and discriminatory behaviour and supporting victims within the workplace and in the community. Increasing Allyship across the force supporting HeforShe force commitment.

To continue to engage with our workforce through informal and formal methods, including through the staff networks, to identify and remove barriers to equality of opportunity and ensure feedback informs change decisions and policy setting.

Positive Action Strategy 2023 - 2025

A Positive Action Strategy was developed in autumn 2020 to support the Diversity, Equality, and Inclusion Strategy in striving to be a fully inclusive organisation where individuals can excel whilst being a true version of themselves.

The end of the Police Uplift Programme represented an opportunity to re-visit Northamptonshire Police’s Positive Action strategy to ensure that it aligned with the broad themes outlined in the People and Culture Strategy 2023 – 2027 and the following ambitions:

• Become an institutionally inclusive organisation.
• Become a truly representative workforce.
• Creating a culture where people feel engaged and valued.
• Building an environment that provides equality of opportunity for everyone.
• Developing a workforce that is motivated, ethical and engaged.
• Challenge and tackle prejudice and discrimination.

To this end the Positive Action Strategy will now deliver on six themes, with an increased emphasis on internal positive action to help create a more diverse, inclusive and engaged workforce.

The Six Themes are:

• Understanding Our Communities - We will undertake scoping work to understand the diverse communities within the county.
• Working with Partners - We will identify and work with key stakeholders and partners to engage with diverse communities.
• Attraction - We will undertake work to ensure Northamptonshire Police is seen as an employer of choice by diverse communities.
• Recruitment - We will ensure our recruitment process is supportive of those applicants from diverse communities.
• Retention - We will create a welcoming and supportive working environment for members of diverse communities to encourage their retention.
• Progression - Northamptonshire Police will ensure there are internal career opportunities for officers and staff from diverse communities.

More information regarding the Positive Action can be found here.

The data within this report relates from the period December 2023 to December 2024. For the purposes of comparisons, we have included data from the previous PSED report which covers the period from December 2022 to December 2023.

4.1 All Employees in Directorate

The table below shows the changes in staffing levels during 2024 compared to 2023.

There was a slight rise (1.34%) in numbers of staff employed by Northamptonshire Police in 2024.

4.2 All Employees by Pay Band

Table below shows the changes in rank and grade of employees from 2023-2024.

Police Officers and Specials numbers have decreased compared with the previous PSED report, however Staffing posts have increased in the 12-month period.

The tables below show the changes in the gender employment split as well as those within senior police officer and staffing posts. The arrows show the areas where there has been an increase (upward arrow) or decrease (downward arrow) in female representation within the organisation.

4.3 All Employees by Gender Split

There has been a slight increase in female representation in employees by gender split. There has been less representation amongst the PCSO and Special Constable roles, and slight increase in Police Officer and Staffing roles.

4.4 Senior Employees by Gender Split

Female representation in senior roles has increased compared to last year with more women in senior roles across both staff and policing roles. Male representation has also increased compared to 2023.

4.5 Senior Officer by Gender Split

Female representation amongst Senior Police Officer ranks has increased, with female representation amongst the Chief Operating Team as Assistant Chief Constable. There was a decrease in Superintendents however this is due to women moving to more senior positions within the organisation.

4.5 Senior Staff by Gender Split

There were also increases in female representation at senior staffing levels. This includes the two PFCC positions (including Deputy PFCC).

Gender Balance

A joint event was organised and delivered by Northamptonshire Police with Northamptonshire Fire and Rescue in collaboration with various speakers to address issues of sexism, misogyny and bystandership. This event was aimed at supervisory managers and leaders, with the objective of enhancing their understanding and awareness of these matters of priority which comes under the Diversity equality and inclusion priority for 2024/2025.

The primary aims were to arrange the event, invite external speakers with relevant expertise and measure the attendees’ knowledge on the topics before and after the event. This was done to assess the impact of the event on their understanding and awareness. Speakers who attended and shared their knowledge included Dr Fay Sweeting from Bournemouth University who provided an overview of behavioural traits related to sexism and misogyny. Northamptonshire Police and Northamptonshire Fire and Rescue Service presented local research, including a dissertation by an officer undertaking the Police Constable Degree Apprenticeship (PCDA) on sexism and a full cultural consultation on Northants Fire and Rescue. Graham Goulden, ex-Detective Inspector with the Scottish police, discussed the role of allyship and peer intervention in addressing sexism and misogyny. Lastly, Louise Crawford emphasised the importance of the HeForShe movement and how allyship can promote gender balance within the organisation. Attendees completed a survey to assess their knowledge of sexism and misogyny before and after the event. The results indicated a significant increase in knowledge and awareness among the attendees.

Attendees were quoted saying:

“The range of speakers we heard from was very interesting including people both internal and external.”

“Felt supported to report matters. More confidence as made clear others would support.”

“Good speakers. Enjoyed Active Bystander input, speaker was engaging.”

This collaboration has led to the launch of the HeForShe campaign within Northamptonshire Fire and Rescue, with future campaigns focusing on men’s health and mental health in partnership with Movember. Building on the partnership with Movember, further work will be done to address and promote these prominent issues within the organisation.

With a commitment to close the gap of gender balance in Middle management, Northamptonshire Police have a slight change of just 6.37% less Women at this level than men. At the level of senior leader there was a 9.60% difference. These figures show the gender balance is heading in the right direction with such a small difference affecting the overall Gender pay gap. Gender Pay Gap Report

Northamptonshire Police Gender Network

We support our Colleagues with a Gender Network that is accessible to all. This network focuses on supporting staff that are experiencing Menopause and Endometriosis. Menopause cafes were held for staff and managers, raising awareness, giving opportunity to ask questions, gain information and support. A local doctor provided specialist knowledge on medication and naturopathic options when she attended a menopause Café in 2024. The network also works closely with the HeForShe network to raise gender balance concerns around the workplace while also working to reduce sexism and misogyny from the workplace.

The tables below show the breakdown of employees by ethnicity. This includes senior employees as well.

4.7 All Employees by Ethnicity

The tables below show the comparative data from 2023 and 2024. Although the overall staffing increased, there was a decrease in Asian and Black employees' ethnicity.

4.8 All Senior Employees by Ethnicity

There are slight changes in ethnic representation amongst the senior positions within the organisation, this includes a Chief Inspector within the policing roles.

Police Race Action Plan

The Police Race Action plan: Improving Policing for Black People, is the biggest coordinated effort ever across all police Organisations in England and Wales. The aim of the plan is to increase trust and confidence in policing amongst the Black communities.

Why the Police Race Action Plan matters

• 60% of people from Black background have confidence in the police, compared to 68% of the general population
• 73% of officers and staff from Black backgrounds have experience discriminatory behaviour. For those from Black Caribbean backgrounds this is 49%
• 17% of Black people are worried about violent crime, compared to 8% across the general population
• Black people are 2.2 times as likely to be arrested as White people
• The rate of stop and search for those from the Black community is over four times higher than it is for White people
• 1.3% of all police officers are from Black backgrounds, even though Black people make up around 4% of the general population
• Black police officers are underrepresented at every senior level
  • 1.4% of Chief Officers
  • 1% of Superintendents
  • 0.7% of Chief/Inspectors
• Black people are three times as likely to have police use force against them than White people

Every Chief Constable has signed up the support the plan and achieve its objectives, to deliver long term, institutional changes in culture, outcomes, and behaviours. Policing is determined to become an anti-racist organisation that actively roots out bias and discrimination from its ranks.

To work towards improving policing for Black people, the plan commits to:

• Zero tolerance of racism in policing
• Adopting an 'explain or reform' approach to address the negative impact and outcomes experienced by Black people.
• Increasing awareness and understanding of every officer and member of staff of racism, anti-racism, Black history and its connection to policing through introduction of a mandatory programme of training for all police officers and staff
• The development of a representative workforce
• Increasing the involvement of Black communities in its work and improving support to Black victims of crime. Enable Black people to have their voices heard, raise concerns, work on solving problems in their community and provide feedback and improve support to Black victims of crime.

The commitments aim to help protect the public, increase confidence in the police, improve the lives of Black officers and staff, and help towards being recognised as an anti-racist organisation.

In Northamptonshire our Black and Black heritage community accounts for 4% of our population (Census data 2021). Our Organisational data, in terms of use of powers (up to end of June 2024) shows that Black heritage individuals are:

• Almost 3 times more likely to be stop and searched that White counterpart.
• Nearly 2 times more likely to experience Use of Force than White individuals.
• Are 2.4 times more likely to experience Taser that White individuals.
• Are 3 times more likely to be stopped for a Vehicle Stop.
• Over 2 times more likely to be arrested.

Police leaders are now informed by a well-represented group of our Black workforce who have been providing feedback on the plan, its progress, and results. They have also been instrumental in changes in the organisation that will support all officers staff and future recruits.

4.9 All Employees by Disability

The table below shows that there has been an overall 10% increase in disability declaration showing that employee confidence in declaring is increasing.

4.9 All Employees by Disability - Declared Yes

The table below shows the increase in employee declaration over the staffing types. The greatest increase in declaration has been Police Officers and Staff.

4.10 Senior Employees by Disability

There are more senior employees declaring disability than previously recorded, with nearly a 50% increase on the previous year in declarations.

4.10 Senior Employees by Disability - Declared Yes

Disability Level 3 Accreditation

The Organisation was committed to achieve Disability Level 3 Accreditation through the Business Disability Forum, re-confirming the existing Level 2 – Disability Confident Employer accreditation status and working towards achievement of Level 3 – Disability Confident Leader.

Gaining Level 3 – Disability Confident Leader recognises the active leadership role the Organisation has taken to continue to be an attractive employer for people with disabilities. It also recognises the work the Organisation has done to encourage other employers to follow its lead, sharing best practice.

To achieve the accreditation, the organisation evidenced the positive work taken to support current and potential disabled staff. This included attraction, recruitment, working environments, accessibility, training, and development. A working group was set up with representatives across the Organisation who provided valuable input on areas of business that needed improvement. Changes have included ensuring we have an accessible website, clear interview processes, consideration of accessibility at Organisation locations, what support is in place for disabled employees and those considering joining the organisation. This group continue to meet monthly leading on continuous improvements and maintaining recommendations made as part of the Level 3 accreditation.

Disability Network

The newly formed disability network has continued to grow in numbers and strength making changes to processes to improve the life of disabled employees working for Northants police. It has also been a huge part of improving confidence in people sharing this protected characteristic. The recent report shows this confidence in reporting is increasing and more work is being done to improve trust. Northamptonshire Police is committed to supporting employees who choose to declare their protected characteristics ensuring that everyone feels they are safe to share.

Feedback from a member who got advice for hearing loss:

“I have spoken to a few people now and just wanted to say thank you. It has been very helpful to speak to good people and work out the way forwards. Thanks again, it really has been a huge help.”

Safe to Say Campaign

We recently ran phase 4 of our Safe to Say campaign which aims to encourage more officers and staff across the organisation to have confidence in sharing their protected characteristics. The campaign was part of a national offering devised and rolled out to support Police nationally, to increase declarations of diversity data and help organisational data to be as robust as it can be.

Action has also been taken to improve the way we use the data provided to the organisation on application so that it transfers across to the HR systems and staff are not being asked to complete it twice.

Since its initial launch in 2021 the campaign has seen posters, postcards and video content, which included the most recent 100% Me 100% Safe to Say film featuring Northamptonshire officers and staff. More recently the Senior Equality officer created an informative Video for staff and officers to encourage them to update their protected characteristics. From this program of work to increase the confidence of staff and officers sharing their personal data there has been a 10% increase in the overall disability data declared.

4.11 All Employees by Sexuality

The table below shows the breakdown in sexuality declaration within the organisation. Compared to 2023 there has been a steady increase in declarations, showing an increase in staff confidence to declare.

4.12 Senior Employees by Sexuality

• Senior Officers = Inspector and above
• Senior Staff = People manager grade 1 and above

Data taken from December 31, 2022 - December 31, 2024

The Organisation takes equality, diversity and human rights matters very seriously and is fully committed in ensuring that an equal, fair and inclusive policing service is available to everyone. Northamptonshire police have a transgender and gender equality guidance document that equips officers and staff with the necessary knowledge of how to work with colleagues who are going through transition. It also helps staff to understand their legal position in searching.

Confidentiality of this process is paramount ensuring trust is maintained and supportive measures are taken to protect individuals. While this currently only affects a small percentage of our workforce it is our belief that putting these measures in place safeguards all employees for the future and is necessary to improving our culture.

Positive Action

We continue to build on attracting diversity into the organisation and the Positive Action Team have been pivotal in engaging with the many different communities within Northamptonshire.

As well as attending many community events across the county, representing the Organisation, building relationships with community leaders, and promoting the benefits of working within Northamptonshire Police, the team provide a range of supportive measures for those from minority groups to attract, apply and remain in policing roles.

The team support people in the preparation for applications, testing and interviews, holding online master classes. These sessions have been highly successful with applicants who access this service having a 93% success rate in job acceptance. The offer has been extended further with fitness support for the job-related fitness test being offered to applicants.

More recently the team have created a career academy to support our underrepresented officers in the organisation with career progression. This academy works on supporting confidence by helping unpick the promotion process and break it down while offering support in areas that are needed specific to the officer. This is a new program which is sure to create an improvement in the representation in middle management roles going into 2025.  

Our Staff Support networks

The organisation staff support networks continue to grow and offer support to all employees. The Gender Network focuses on supporting staff that are experiencing Menopause and Endometriosis. Menopause cafes were held for staff and managers, raising awareness, giving opportunity to ask questions, gain information and support. A local doctor provided specialist knowledge on medication and naturopathic options.

The Northamptonshire Association of Muslim Police held many events over the year including a multi faith Ramadan event held in Northampton and a Diwali event held in Wellingborough. These events gave communities an opportunity to come together to learn about faith and support each another. They were well attended by Police Leaders and Community Officers continuing the unity between communities and the organisation.

Northamptonshire Police LGBT+ Network supporting the Counties Pride events. The focus at these events was safety in dating and the organisation worked closely with the LBGTForum.co.uk to create safety advice for dating in and around Northamptonshire. This online platform gave our LGBT+ community important safety information when using online dating and meeting in person. -

The newly formed disability network has continued to grow in numbers and strength making changes to processes to improve the life of disabled employees working for Northants police. It has also been a huge part of improving confidence in people sharing this protected characteristic. The recent report shows this confidence in reporting is increasing. More work is being done in increasing confidence and ensuring we offer support to employees who chose to declare their protected characteristics. We are committed to ensuring that everyone feels they are safe to share.

Our work with communities

4.13 Victim Data by Gender

4.14 Victim data by Ethnicity

We do not have a sufficient break down of disability data of the victim demographic across the county to share.

Our communities

Our independent advisory groups have grown from strength to strength over the last 2 years and offer lots of feedback to the safer neighbourhood teams on how to improve relationships with the community’s we police. With the goal of reaching the real people in communities and seeking real feedback lots of work has been done to ensure the membership of the groups reflect who Northamptonshire Police serve.

These monthly meetings are run by the people in the groups and supported by our Neighbourhood policing teams. Issues regularly looked at include operations that are ongoing, the use of section 60 searches and critical incidents. Stop and search scrutiny has also been introduced and will serve as another feedback mechanism to allow processes to be improved.

Where there is a limited agenda set for the meetings, officers take the opportunity to educate on the issues being faced by their teams including knife crime and drugs.

These groups are very diverse in their makeup, but applicants are always encouraged to support and attend.

More recently the teams saw an opportunity to introduce a youth Independent Advisory Group supported by Amy Luck the community safety manager.

There was a need identified to engage with youths around knife crime and drugs with a need to educate and share crime prevention advice. Feedback given from the groups has now meant a change to how this crime prevention advice is delivered and there are plans in place to develop a digital tool using VR and crime scene mapping technology to increase the impact.

How is the police race action plan affecting our communities?

Following the Northamptonshire full Peel inspection last year Northamptonshire Police were found to be good at using police powers and treating people fairly and respectfully. Achieving this standard is highly acclaimed across policing.

During the inspection, HMICFRS reviewed a sample of 192 stop and search records from 1 January to 31 December 2022. Based on this sample, it was estimated that 89.1 percent of all stop and searches by the organisation during this period had reasonable grounds recorded. This is compared with the findings from the previous review in 2020, when it was found that 94.2 percent of stop and searches had reasonable grounds recorded. Of the records reviewed for stop and searches on people from ethnic minorities, 34 of 38 had reasonable grounds recorded.

This suggests that Northamptonshire Police officers are suitably trained and that they use stop and search powers in a fair and appropriate way.

In the year ending 31 March 2022, the organisation carried out 3,156 stop and searches. This is 4.0 stop and searches per 1,000 population, which is in line with other organisations in England and Wales. In the year ending 31 March 2022, there was a 11.3 percent increase in the number of stop and searches compared to the year ending 31 March 2021. Over this same period, the use of stop and search decreased by 25.9 percent across England and Wales. During this period, based on population data from the 2021 Census, Black or Black British people were 3.2 times more likely to be stopped and searched by Northamptonshire Police, compared to 4.8 times more likely across England and Wales.

During stop and searches, Northamptonshire Police officers found the item sought in 29.3 percent of all cases. This value is higher than other organisations in England and Wales and indicates that use of stop and search in Northamptonshire Police is effective.

All Northamptonshire Police officers are issued with a body worn video (BWV) device which they are expected to use when exercising police powers. There are high levels of compliance with this which allows BWV footage to be reviewed at a later stage. The Organisation has an internal scrutiny process where supervisors review all stop and search encounters and dip sample five Use of Force incidents each month. BWV is available and reviewed as part of this process.

Overall Conclusion of the Public Sector Equality Duty Report

The review of the Northamptonshire Police’s public sector Equality Duty data highlights significant progress towards creating a more inclusive and equitable service, both internally and externally in service delivery. By Analysing workforce representation, addressing disparities, and engaging with diverse communities, the organisation continues to demonstrate its commitment to eliminating discrimination.

Moving forward, Northamptonshire Police will build on these insights to refine policies, address emerging challenges, and ensure all communities feel represented, respected and confident in the fairness of policing practices.