We value difference, in our force with a difference
There are great opportunities for you, with us in the MDP. We are a force with a difference. We offer a different route into policing, in different working environments, some public-facing and some more behind the scenes.
In the MDP you have a unique opportunity to specialise in armed policing from the beginning of your career. By joining us you’ll bring something unique to our police family too… you.
Our people are the very foundation of our organisation. Your individual background, skills and experiences are exactly what we’re looking for, because we value difference in our force with a difference.
We recognise the importance of our organisation being representative of the people and communities we serve. We understand too that people perform better when they can be themselves and when they are able to work in an environment where they’re treated with respect and feel valued.
We’re committed to providing an inclusive working environment where everyone can contribute to the organisation’s success and be able to achieve their full potential.
Equal opportunity
We promote and support equality of opportunity for all regardless of background, without discrimination, especially but not exclusively on the grounds of: age, disability, gender reassignment, pregnancy and maternity, race or ethnicity, religion or belief and sexual orientation.
The MDP is a Disability Confident committed employer
The Disability Confident Scheme was created to encourage employers to think differently about disability and take action to improve how they recruit, retain, and develop disabled people. It is voluntary and was developed by employers and disabled people’s representatives.
There are three levels that have been are designed to support an organisation’s Disability Confident journey:
- Disability Confident Committed employer (Level 1)
- Disability Confident Employer (Level 2)
- Disability Confident leader (Level 3)
MDP has started on the Disability Confident journey and is currently at Level 1 (Committed). This means we consider the Disability Confident commitments in all our recruitment and retention activities. Find out more about the Disability Confident Scheme.
Working with us
Doing all we can to support the health and well-being of our people is very important to the MDP. We support serving officers and staff with disabilities and long-term health conditions – whether visible, less visible or non-visible – enabling them to work and progress in a fulfilling career where everyone is included and valued.
We have trained Mental Health First Aiders throughout the Force and all staff can access health, well-being and fitness support services. Take a look at our Pay and Benefits to find out more.
Joining us
We make sure that our recruitment processes are fair and accessible, and we seek to make reasonable adjustments to enable everyone to take part in the recruitment process.
The medical and fitness standards required for entry into a Police Authorised Firearms Officer (AFO) role will, however, mean that people with some disabilities may be unsuitable for appointment.
Further information is available in our Medical Standards. If you have any questions, please Contact Us.
It doesn’t matter how old you are, what gender, or colour or height. If you’re capable of carrying out the role, that’s all that matters.
Feroza
Staff support networks
The following MDP staff networks help support our people:
- Gender Network
- REACH – Race Ethnicity and Cultural Heritage Network
- LGBT+ Network
- Disability and Wellbeing Network (DAWN)
MDP staff networks carry out active roles, embedded throughout the Force. We celebrate our differences and share our experiences, to support and learn from one another, continuing to build a culture where everyone can feel included and proud to be themselves.
Anyone who works for the MDP can join our networks, as a member or as an ally, at any time in their career, and they can contribute as much or as little to the network as they wish.
On a national level, as a Force we have membership and are represented on the British Association of Women in Policing (BAWP), the National Black Police Association (NBPA), the National LGBT+ Police Network and the Scottish LGBTI Police Association. The MDP also has access to the MOD’s broad range of staff networks which include the MOD LGBT+ Network and the MOD Disability Network.
Laura, PC from Menwith Hill
Diversity and Inclusion Governance
The MDP has an established structure to progress diversity and inclusion within the organisation, and ensure it’s championed at all levels, starting from the very top. This includes the:
- Diversity and Inclusion Board (DIB), chaired by Head of Corporate Services with the Chief Constable and supported by Champions (from the Chief Officer team) and Head of HR. The DIB provides strategic priority setting and reviews performance against the MDP Diversity and Inclusion action plan.
- Diversity and Inclusion Functional Working Group (DIFWG), chaired by the Head of HR with representation from other departments within the Force, Advocates, Trade Unions and the Defence Police Federation. The DIFWG is responsible for delivering the MDP Diversity and Inclusion action plan.
- Diversity and Inclusion Engagement Group (DIEG), chaired by the Head of HR with Chairs from all the staff networks and their Advocates. This group ensures collaboration and sharing between the networks and provides a forum for them to raise issues for organisational management or intervention.
Positive action
It is our aim to build a workforce that reflects the diversity of the communities we serve and attracts the best talent from the widest pool of people.
Black, Asian and Ethnic minority people, women and members of the LGBT+ community are currently underrepresented in our workforce, particularly in our operational policing roles. We therefore use positive action to encourage and offer support to staff and applicants from those under-represented groups.
What is positive action?
Positive action is used to address a situation where protected groups are disproportionally under-represented in an organisation.
Positive action sees us using a range of measures and initiatives to encourage and increase participation in recruitment activity by people from under-represented groups. The aim also being to counteract the effects of past discrimination and help eliminate stereotyping.
It’s not about favouring some people over others, but it is a way of helping us to actively encourage people from under-represented groups to apply for jobs and promotions.
Positive action aims to show potential employees how we welcome applications from all people, including those in under-represented groups. Final selection for posts is always made on merit.
Our Positive Action initiatives include:
A buddy scheme for joiners
The buddy is a trained police officer or member of staff from our staff networks who becomes a point of contact for support and guidance during the recruitment process and throughout training.
Candidate information sessions
Sessions for all candidates, to provide information on joining the MDP, with a broad range of staff members to offer guidance and advice, including members of our staff networks.
More info
If you would like to talk about how we may be able to assist you in the application process, please contact: MDP-PositiveActionGMB@mod.gov.uk
