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Leicestershire Constabulary

What 

This case study examines how Leicestershire Constabulary is responding to the Gender Agenda 2. In 2007 the Home Office re-launched its programme to encourage police forces to address issues for women. The Gender Agenda 2 made explicit five ,long  term aims for police forces. These Included  looking at the recruitment, progression and retention of women in the police, addressing issues of organisational culture and enhancing policies, practices and  procedures. Leicestershire Constabulary responded by bringing together over 100 of its women for a day to identify their issues and discuss personal experiences. It also established a gender steering group chaired by its Assistant Chief Constable and attended by key senior men and women from across the organisation. This steering group drives new initiatives and ensures that work is impactful and mainstreamed. The group has ensured that the organisation now has a much more sophisticated understanding of the issues. Quarterly reports are produced which examine female representation in detail. These explore recruitment, progression, leavers, representation by rank and grade, take up of flexible working, access to domestic leave, access to training, grievances, complaints and misconduct all from a gender perspective. This data informs activity and is used as a springboard to develop new interventions. A key example is the introduction of development days for women.

Why

The work aims to demonstrate that the force values women in olicing and ultimately aims to create better balance across the rank, role and specialism structure. It provides women with an Support has come from the very top of the organisation, with senior leaders playing an active part in the steering group. New activity has included development days for its women, further work on equal pay audits, and an audit of clothing and equipment among women colleagues. The force has developed a corporate communications strategy around its work which ensures all stakeholders are kept well informed and that successes are celebrated.

How

A gender agenda action plan has been developed with a series of tasks and   interventions under each objective.

Managers are made accountable for the delivery of each task or activity and are given timed milestones to ensure momentum. Support has come from the very top of the organisation, with senior leaders playing an active part in the steering group. New activity has included development days for its women, further work on equal pay audits, and an audit of clothing and equipment among women colleagues. The force has developed a corporate communications strategy around its work which ensures all stakeholders are kept well informed and that successes are celebrated.

 

Leicestershire Constabulary

Leicestershire Constabulary
Addressing Issues for Women
Contact: Lynne Woodward,
Head of Diversity
Email: lynne.woodward@leicestershire.pnn.police.uk

 

 

 

 

Impact
  • Detailed analysis of data has allowed work to be specifically targeted.
  • Representation of women police officers has increased from 22% to 25% in a year.
  • Representation of female sergeants has increased from11% to 15% in a year.
  • Women now make up 18.5% of superintendents and chief superintendents..