Ethnicity Pay Gap 2023

"Data shows we don’t have an ethnicity pay gap"

“Whilst the data shows we don’t have an ethnicity pay gap we know we have underrepresentation at both rank and grade of people from ethnic heritage. Our Positive Action Strategy underpins all the actions and activity that is being undertaken, or planned, to increase our workforce representation.

The work being led by our Positive Action Team is starting to address this and make a difference. During the last few years we have seen the numbers of people from all ethnicities joining Devon and Cornwall Police increase. We still have a long way to go and building trust and confidence in policing has a significant part to play. Our Race Action Plan sets out how we intend to achieve this over the coming years”

Sarah Birch - Positive Action Lead

Police Race Action Plan

The national Police Race Action Plan will be one of the central pillars of our new approach to inclusion and we will take a thoughtful but determined approach to make any improvements necessary. We must examine all aspects of what we do, including operational use of powers, how we recruit, our culture, equality in the Criminal Justice System and, most importantly, a police force that builds trust and confidence in its actions, not erodes them.

Devon and Cornwall Police are committed to driving forward and delivering on the actions set out in the plan. We will become and anti-racist force and build better relationships across all our communities. 

We have invested in a Positive Action team to improve workforce representation and culture. Encouraging Black people and other underrepresented individuals to consider a career in policing is just one step forward; it's important that we provide an inclusive and supportive environment where we remove barriers and ensure everyone achieves their potential. The team have had a positive impact, but we want to ensure this becomes everyone's responsibility to play their part.

Workstream 1:

Black people and communities are properly represented within policing, with an internal culture that promotes inclusivity and supports their development and progression.

Workstream 2:

Black people and communities are respected and treated in a fair and equitable way.

Workstream 3:

Black people and communities are routinely involved in the governance of policing.

Workstream 4:

Black people are not ‘under-protected’ and are properly supported as victims of crime and as vulnerable groups.