Team SYP – leading the way in Diversity, Equality & Inclusion within policing
South Yorkshire Police is an organisation that welcomes, supports, encourages and values all staff and officers (including Special Constables, Volunteers and Cadets) from underrepresented communities.
Good policing is about contact with new ideas, and diversity in people creates diversity of thought. By increasing our own diversity, we are better able to protect and serve all our communities.
Our Force is working hard towards creating a socially diverse workforce, where everyone can be themselves, with confidence, and where everyone embraces each other’s unique individuality, backgrounds and heritage, strengths and skills. Diverse, inclusive teams solve problems better and develop a broader and more understanding Police Force.
Once you have joined South Yorkshire Police, you can access a number of staff networks and diverse mentors, there to support you during your career. From social interaction, peer support and personal development, our staff networks and mentors, run by our own staff and officers, bring people together from all our underrepresented communities.
Regardless of your race, gender reassignment, sexual orientation, religion or belief, sex, marital/partnership status, age or disability – we want to hear from you! Please email firstname.lastname@example.org for more information on support offered, in particular if you are from the BAME, LGBT+ or Disabled community.
For vacancy updates plus hints and tips on application and interview, follow us on Twitter @TeamSYP https://twitter.com/TeamSyp
Below are a few videos, made by some of the staff and officers who work for us and written interviews and Blogs from external role models and internal staff and officers. Scroll down to view more:
A day in the life of…… a member of the recruiting team, Chris Painter.
Chris recruits new Police Officers and works within a very busy HR department. He sees candidates from initial registration through to appointment as Student Officers. Chris is one of only a handful of males within our staff roles and we wanted to know his views on under representation, work-life balance and career progression.
Chris, did you always want to join the police?
Yes, when I was younger, I wanted to be an officer. I went to University, and completed a policing degree. It was my intention to use the knowledge gained to become a cop.
I met my now wife while at University and as time passed, we made plans to be married and eventually wanted to start a family. After University, I got a job in sales and joined the Specials, to gain policing experience. It was while being a Special Constable that I realised being an officer at this stage in my life would not work for me. I wanted a job that would facilitate a strong work life balance and I saw that officers shift patterns, at that time, sometimes made hands-on parenting difficult. I was not aware of shared parental leave, job share etc. then.
Why did you join HR?
I still wanted to join the police family and the flexible working within HR, fitted in with my family. I was married and I knew we would be staring a family. The analytical nature of the role appealed and it was a perfect fit for me. I haven’t discounted being a police officer, especially with the options of shared parental leave, but for the moment I am very happy in my role on the recruiting team.
How did you find working in a mostly female environment?
It was very different from my previous role. I came from an all-male team in sales, to a department where I was only one of a handful of men. I think I fitted in well though. However, I was pleased when a male colleague joined the team. It provided a commonality in conversations, especially relating to football. I am a season ticket holder at Bramall Lane! I am aware of the internal Sport & Social club and the SYP football team, but currently don’t have time to get involved with this as my daughter is very young.
Do you feel you have the same support as your female colleagues?
I do, I have the same access to networking and my line manager, who is female, actively supports and encourages me to develop, in terms of both training and development and providing support and advice with regard to future promotion.
Do you think your generation has a different approach to work-life balance, than your parents?
Yes. My father worked full time and my mum worked part time at weekends. Most of my male friends have working wives and partners and we all take an equal share of running the home and childcare. Family life is a priority for us and we don’t see why that should impact on a career. It just means our careers take a different path to our parents’ generation, when it was assumed men would work and women would do the majority of the childcare.
Are you aware of Shared Parental leave?
I am now. My wife and I decided early on that I would take the two weeks parental leave and she would take the full maternity leave. That worked for us. However, it is good to know that in the future, I have that choice, especially if I decide to apply to be a police constable.
Do you think there is enough promotion of support for men in underrepresented roles?
It is an under discussed concept really and not acknowledged. I think gender balance is important, as any imbalance is not reflective of society. That is also true of any underrepresentation of any of the protected characteristics.
Would you encourage men to apply for staff roles?
Yes, definitely. If you have the right skills, staff roles should not be seen as more suitable for any gender above another. There are so many staff roles within our Force, and so much variety and opportunity within those roles; it really is a great career option, with brilliant benefits such as, pension, flexible working and training and promotion. Staff roles also give you a real insight into the workings of the Force. I love my job and am glad I made the decision to join.
Diversity, Equality & Inclusion in South Yorkshire Police
The Diversity and Inclusion Unit leads on the recruitment of all underrepresented communities and is based within the HR recruitment team. Its range of focus takes in both external and internal vacancy candidates, for all roles, including:
We encourage and support candidates from our underrepresented communities who wish to apply for roles within South Yorkshire police, however, all candidates are assessed on their own merit and capability. Our predominate areas of under representation are currently:
Disability, BAME, LGBT+ (all roles)
Females are also currently underrepresented in police officer roles and males are currently underrepresented in staff roles.
Please email: email@example.com for more information
or follow us on Twtiter - @TeamSYP
The Equality Unit leads on the strategic management of equality, diversity and human rights for South Yorkshire Police. Set within the HR Career Services department, its range of focus takes in the service provided to the public as well as the organisation’s relationship with its workforce.
Core areas of activity for the Equality Unit include:
- Driving the SYP Equality, Diversity and Human Rights Strategy. Equality, Diversity and Human Rights Strategy
- Developing and driving the South Yorkshire Police Equality Objectives
- Gathering, publication and monitoring of SYP Equality data. South Yorkshire Police work force monitoring reports
- Helping to fulfil the community engagement commitment of both the Force and the Office of the Police and Crime Commissioner with different sections of the South Yorkshire public
- Fostering the widest use of good practice like Positive Action where under-representation occurs and Equality Analysis in the management of change
- The continuing professional development of a broad range of roles in equality, diversity and human rights responsibilities