FOI 76828
FREEDOM OF INFORMATION REQUEST REFERENCE NO: 76828
I write in connection with your request for information which was received on 28th April 2021. Please find below the response to your request:
I'm interested in number of full time front line police staff broken down into gender from 2015 - 2020.
From Jan 1 2015 - Dec 31 2015, how many officers are women?
From Jan 1 2015 - Dec 31 2015, how many officers are men?
From Jan 1 2016 - Dec 31 2016, how many officers are women?
From Jan 1 2016 - Dec 31 2016, how many officers are men?
From Jan 1 2017 - Dec 31 2017, how many officers are women?
From Jan 1 2017 - Dec 31 2017, how many officers are men?
From Jan 1 2018 - Dec 31 2018, how many officers are women?
From Jan 1 2018 - Dec 31 2018, how many officers are men?
From Jan 1 2019 - Dec 31 2019, how many officers are women?
From Jan 1 2019 - Dec 31 2019, how many officers are men?
From Jan 1 2020 - Dec 31 2020, how many officers are women?
From Jan 1 2020 - Dec 31 2020, how many officers are men?
Reply:-
|
West Mercia Police |
|||||||
|
Gender |
2015 |
2016 |
2017 |
2018 |
2019 |
2020 |
2021 |
|
Male |
1349 |
1479 |
1439 |
1386 |
1327 |
1475 |
1515 |
|
Female |
594 |
645 |
633 |
619 |
611 |
687 |
733 |
|
Grand Total |
1943 |
2124 |
2072 |
2005 |
1938 |
2162 |
2248 |
Please note that data is at the 1st January each year as we can only provide this at a fixed point in time.
Our Diversity, Equality and Inclusion (DEI) Strategy sets out our commitment and plans for looking critically at all that we do, through the transformative lens of inclusion, to deliver a high quality service that puts people first and protects communities from harm. A vital part of the strategy is committing to improve our understanding of the makeup of our workforce, by putting systems in place to better analyse equality, addressing any under-representation or disproportionality through innovative recruitment, retention and progression strategies. We are engaging and involving our workforce in embedding inclusive practices and activities. Some of these activities include:
Recruitment:
Targeted recruitment marketing campaigns, both internal and external, encourage more women to join the force or move into specialisms where they are currently under-represented, such as Roads Policing and Authorised Firearms.
Our staff networks, including Women of West Mercia, are involved in formulating and delivering these campaigns via the Expert Marketers’ Group.
For example, our #UncoverYourPotential campaign aims to tackle general sexism within society, challenge unconscious bias both within the force and amongst the public regarding the stereotyping of certain roles in the police service, show the huge range of opportunities available to everyone if they join West Mercia Police – we are about so much more than bobbies on the beat – and encourage more women to join our force.
The Step In part of our Step Programme supports student police officer applicants to increase representation of female candidates. The programme provides practical support to candidates, such as Discovery sessions to walk them through the application processes, 1-2-1 buddying, webinars, support from members of our staff networks and workshops.
Promotion:
The Step Up part of our Step Programme
encourages current officers and staff with a protected characteristic to seek promotion, including promoting opportunities and offering practical support to female officers through promotion boards.
Retention:
Our staff networks, such as Women of West Mercia, are key to supporting and retaining our current workforce. The staff networks are highly valued by the force as a source of support to individuals but also as a ‘critical friend’, which enables us to work together to address and solve problems for under-represented individuals, and ultimately improve individuals' experiences at work and support their health and wellbeing. Initiatives set up by Women of West Mercia include West Mercia Families and support systems and information for women with maternal mental health, endometriosis, menopause issues.
The force actively supports awareness days and weeks such as International Women’s Day, Endometriosis Awareness Week, World Menopause Day and Maternal Mental Health week to encourage discussion on women’s issues, both internally and externally, and offer support.
DCC Julian Moss is the force lead for HeForShe, an international movement which, invites people around the world to stand together to create a bold, visible and united force for gender equality and engages men to join women to work together to achieve true gender equality. West Midlands Police has made commitments to addressing the culture within the force to challenge attitudes and behaviour in order to promote the benefits of a gender-equal workplace for all of our employees.
The Step Across part of our Step Programme inspires current officers and staff to progress to specialist roles where they are traditionally under-represented, including taking part in workshops and promoting roles.