WHO ARE WE?
The following information provides an overview of who we are and what we have done over the past
12 months in support of our ongoing commitment to Equality and Diversity.
The Force is committed to being transparent in the information it publishes around its makeup and its
intent on acting on all feedback received to improve the service being delivered by the staff within it.
HOW ARE WE MADE UP?
Durham Constabulary maintains statistics on the make up of its workforce in respect of protected
characteristics. The information collated, is in line with the legislative framework for measuring
equality of opportunity and gives the Chief Constable and the Police, Crime and Victims’
Commissioner the information they need to make sure the workforce is as representative as possible
of the communities it serves within County Durham and Darlington.
The information is held on a computerised Human Resources (HR) system and in most cases is
broken down into Police Officers, Police Staff, PCSOs and Special Constables and volunteers.
However, as we respect individual choices around the disclosure of personal information, the
requirement to disclose is not mandatory thus in some areas the response rate is quite low.
OVERALL VIEW OF THE WORKFORCE
The following statistics are presented in terms of actual numbers of staff (i.e. the number of staff
currently occupying posts, with the inclusion of Special Constables who provide additional support as
part of the wider policing family). All references in the below tables are inclusive of the Special
Constabulary.
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Table 1:
SUMMARY OF THE CHANGES IN ACTUAL WORKFORCE NUMBERS - BETWEEN
01.01.2013 AND 01.01.2017
CATEGORY
Police Officers
Police Staff
PCSOs
Special
Constables
TOTALS
01.01.2013
01.01.2017
1380
818
170
86
1152
959
148
88
Actual Difference in
staff
-228
+141
-22
+2
2454
2347
-107
Force headcount has reduced by 107 staff this represents a 4.36% decrease from 2013.
When compared to 2016 figures, force headcount has actually increased by 47 staff. This represents
a 2.04% increase from 2016 numbers.
Durham Constabulary remains committed to increasing its levels of efficiency, reducing demand and
looking critically at ways of working more effectively, to deliver excellent levels of service.
Please see the Sections entitled “Who have we recruited in 2016?” and “Who has left the Force in
2016?” for more information around joiners and leavers, within the separate categories.
INFORMATION WITH REGARD TO STAFF WHO HAVE SPECIFIC PROTECTED
CHARACTERISTICS AND ARE PROTECTED BY THE EQUALITY ACT 2010.
Please refer to the document entitled “Statement of General Commitment to Equality and Diversity”
for information around our duties as a public sector organisation and the Equality Act 2010, and in
particular what the Protected Characteristics are.
The following sections relate to those Protected Characteristics described.
AGE
The Equality Act 2010 protects people of all ages, young and old. Age refers to a person
belonging to a particular age group (e.g. 32 year olds) or range of age groups (e.g. 56-65 year
olds).
Police Officers
The minimum age for entry as a Police Officer is 18 years.
The average age of a Police Officer within the Force has increased from 41.6 years old in 2013 to
42.1 years old as of 01.01.2017.
At this time there are 33 officers under the age of 26 (six of those are 21 or under). The majority of
Police Officers are still aged between 26 and 50 (86.20%).
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The percentage of officers who are 40 or under has decreased from 44.42% in 2013 to 40.80% as of
01.01.2017. So despite the number of officers under the age of 26 increasing, the organisation still
displays a trend for an aging workforce in respect of Police Officers.
With regard to length of service, the average length of service has decreased from 17 years in 2013
to 16.8 years as of 01.01.2017.
There are currently no serving Police Officers over the age of 60.
We continue to recruit new officers to the force as part of our Strategic Workforce plan going forward.
Police Staff
Applicants for Police Staff positions must be minimum age of 16 years.
The average age of our Police Staff has reduced from 43.4 years old in 2013 to 42.4 years old as of
01.01.2017.
The Force introduced an Apprenticeship Scheme in September 2012 which has proved to be very
successful in terms of the initial apprentices securing permanent or temporary posts (via open
competition) within the Force. The continuation of this scheme has had an impact on reducing the
average age of staff since its introduction, and will continue to do so.
In 2013 there were a total of 10 Police Staff aged 21 and under, as of 01.01.2017 there were 72.
With regard to length of service for Police Staff, the average has slightly decreased from 11.2 years
in 2013 to 11 years in 2017.
PCSOs
Applicants for this role must be a minimum age of 18 years.
The average age of our PCSOs has increased from 36.2 years old in 2013 to 36.7 years old as of
01.01.2017. The percentage of PCSOs aged over 40 has increased from 32.94% in 2013 to 33.11%
as of 01.01.2017.
The average length of service for PCSOs has risen from 6.1 years in 2013 to 7.4 years as of
01.01.2017.
Special Constables
The minimum age for appointment as a Special Constable is 18 years.
The number of Special Constables volunteering with the force (as of 01.01.2017) is 88. The average
age for Special Constables has decreased from 32.7 years old in 2013 to 31.6 years old as of
01.01.2017.
The average length of service for a Special Constable has decreased from 5.4 years in 2013 to 3.8
years as of 01.01.2017. There are currently no Special Constables with more than 20 years service.
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DISABILITYThe Equality Act 2010 states that a person has a disability if s/he has a physical or
mental impairment which has a substantial and long-term adverse effect on that person's
ability to carry out normal day-to-day activities.
Statistics countrywide (prior to the introduction of the Equality Act 2010) showed only a small number
of police officers declaring themselves as having a disability. The figures shown below indicate that
since this Act has been implemented (and broadened the definitions) numbers in Durham have
increased (see Table 2 below).
The Force takes its legal responsibility to consider and implement reasonable adjustments to staff
and potential applicants in achieving their full potential very seriously, and will continue to do so.
Table 2:
STAFF WHO HAVE IDENTIFIED THEMSELVES AS HAVING A DISABILITY UNDER
THE EQUALITY ACT 2010
CATEGORY
POLICE OFFICERS
POLICE STAFF
PCSOs
SPECIAL CONSTABLES
TOTAL NUMBER WHO HAVE
DECLARED A DISABILITY
TOTAL NO OF STAFF ON
THAT DATE
AS A % OF WORKFORCE
Numbers at 01.01.2010
(Prior to EA 2010)
25 (0.9%)
41 (1.4%)
2 (0.1%)
0 (0%)
Numbers at 01.01.2017
68
117
2901
2.3%
2347
4.98%
46 (3.99%)
67 (6.98%)
4 (2.70%)
0 (0%)
In 2016, the ‘Two Ticks’ disability scheme was replaced by ‘Disability Confident’.
The Disability Confident scheme and accreditation builds on the best practices of the ‘Two Ticks’
model, whilst providing online, practical advice and guidance that helps employers to attract, recruit
and retain disabled talent in a modern day setting.
Durham Constabulary has Level 2 Disability Confident Employer status / accreditation, which
evidences that we have successfully demonstrated that we are taking positive action to attract, recruit
and retain disabled candidates. This accreditation is valid for a period of two years before renewing.
GENDER REASSIGNMENT (or Transgender)
As defined by the Equality Act 2010 this is the process of transitioning from one gender to
another.
The Force’s computerised Human Resources recording system allows workers to disclose
information with regard to this specific protected characteristic.


At this point in time no-one within the Force has identified themselves as Transgender.
MARRIAGE AND CIVIL PARTNERSHIP
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Marriage is defined as a 'union between a man and a woman'. Same-sex couples can have
their relationships legally recognised as 'civil partnerships'. Civil partners must be treated the
same as married couples on a wide range of legal matters.
As of April 2014 same sex couples have been able to marry.
Table 3:
AN OVERVIEW OF THE CURRENT MARITAL STATUS OF THE WORKFORCE AS
AT 01.01.2017:MARITAL STATUS
01.01.2017
Civil Partnership/ Married
Single (including Divorced/ Separated/
Widowed)
Co-Habiting (living together)
Not Stated
1349
738
AS % of the
Force
57.47 %
31.44%
83
177
3.53%
7.54%
ETHNICITY
The Equality Act 2010 defines Ethnicity as a group of people defined by their race, colour, and
nationality (including citizenship) ethnic or national origins.
The figures in Table 4 (below) show that the number of BME (Black Minority Ethnic) staff within the
Force is below those highlighted in the 2011 Census (the North East is used as the comparator). It is
acknowledged that action is needed to improve this under-representation or the reluctance to
disclose this information. Options on how to address this gap are being explored by the Force
although it is difficult to impact effectively when the ability to recruit new staff is limited.
Table 4:
FIGURES TO SHOW THE BREAKDOWN OF OUR BME (BLACK, MINORITY
ETHNIC) STAFF IN COMPARISON TO 2011 CENSUS FIGURES.
Ethnicity
White British
Black/Minority/Ethnic
NOT STATED
North East % from the 2011
Census
93.6
2.2
NOT RECORDED
Durham Constabulary % at
01.01.2017
96.84%
1.40%
1.74 %
We take positive action in all recruitment and selection processes to encourage applications from
ethnic minorities and other protected characteristics. In 2016, we subscribed to Diversity Jobs / The
Big Idea and have an online profile which we are currently developing. This is a platform to showcase
the positive work undertaken by the force in respect of Diversity, Inclusion and Wellbeing.
We give prior notice of recruitment campaigns to diverse networks and utilise our links with Diversity
IAGs (Independent Advisory Groups). In addition every force policy is subject to Equality Impact
assessment and also referred to the Diversity IAG for appropriate consultation.
Awareness sessions and more recently roadshows have been arranged prior to adverts being
uploaded on our internet site. We also place particular emphasis on locations across the county with
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higher BME ratios e.g. Consett and Darlington. The purpose of the Roadshows being to explain how
the Recruitment and Selection process works, enable applicants to highlight any assistance they may
require, ask specific questions or raise any issues. For further information on this please go to the
document entitled “Recruitment and Selection” also on this page.
We continually review our positive action initiatives in line with national guidance and the work of the
College of Policing (COP) in relation to their wider Valuing Difference and Inclusion agenda. Further
information about this can be found on the College of Policing Website.
RELIGION/ BELIEF
Religion/Belief includes religious and philosophical beliefs including lack of belief (e.g.
Atheism). Generally, a belief is something which affects life choices or the way a person
lives for it to be included in the definition.
Table 5 below shows the current make up of staff in relation to their religion/belief.
The Force has a Senior Chaplain and six further chaplains who provide support and spiritual
guidance to staff throughout the Force area, and where possible facilities are provided to allow for
prayer or quiet/reflection periods in police buildings.
Table 5:
RELIGION
INFORMATION COLLATED FOR THE WORKFORCE IN RESPECT OF
RELIGION/BELIEF AS AT 01.01.2017
POLICE
OFFICER
POLICE
STAFF
PCSO
SPECIAL
CONSTABLES
TOTAL
(01.01.201
7)
Agnostic
Atheist
4
14
11
16
1
5
2
3
18
38
TOTAL AS %
OF
WORKFORC
E
(01.01.2017)
0.77
1.62
Christian
(Other)
Church of
England
Church of
Scotland
Methodist
Muslim/
Islamic
None
Not
Disclosed
Not Held
Roman
137
63
14
17
231
9.84
479
390
39
11
919
39.16
9
2
0
0
11
0.47
31
4
39
0
3
0
0
0
73
4
3.11
0.17
100
145
78
65
22
5
19
2
219
217
9.33
9.25
62
148
190
94
47
10
30
2
329
254
14.02
10.82
6
Catholic
Other
TOTAL
19
1152
11
959
2
2
34
1.44
148
88
2347
100
GENDER
As defined by the Equality Act 2010 this refers to either a man or a woman.
Police Officers
The proportion of Police Officers who are female was 29.28% as of 01.01.2013. Figures as of
01.01.2017 show 29.17% of Police Officers were female.
The Force has 1 female Police Officer at ACPO rank. In addition, we have also had an increase in
female senior officers. No rank from Inspector upwards has lower than 25% proportion of female
officers. For example in 2013, the highest percentage of female officers in the rank of Chief Inspector
was 26% and at other ranks, the proportion of females was below 25%. This is potentially even more
significant given than only 30% of officers are female overall within Durham Constabulary.
Durham Constabulary continues to develop its Gender Support Network - STAR – Women in
Policing. The main aim of this support network (which includes both male and female members) is to
inspire female staff members to continue to achieve within and contribute towards the police working
environment.
Police Staff
The current percentage of Police Staff who are female is 65.48%. For female Senior Police Staff
roles this currently stands at 45.45%.
PCSOs
The percentage of females in the role of PCSO as of 01.01.2017 is 50.68%. This figure is an increase
from 01.01.2013 when the percentage was 42.94%.
There is currently no rank structure for PCSOs in Durham, thus no rank/gender issues are recorded.
However, the role itself provides staff valuable operational experience which has enabled many of
them to achieve success when applying to become Police Officers via the external recruitment
process.
Special Constables
The proportion of Special Constables who are female was 26.74% as of 01.01.2013, figures as of
01.01.2017 show a decrease to 21.59%.
The highest ranking female Special Constable is Chief Inspector (this is the only female special
above the rank of constable). It should be noted that the Special Constabulary Senior Leadership
Team (SLT) is made up of 6 officers.
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SEXUAL ORIENTATION
This refers to whether a person's sexual attraction is towards their own sex, the opposite sex
or to both sexes
As of 01.01.2017, 66.08% of people have not given any information on sexual orientation.
A further 1.78% have selected ‘prefer not to say’ and 1.27% have identified as lesbian, gay or
bisexual.
It is noted that there has been an increase in the number of responses overall and also an increase in
the LGBT headcount since 2013. The organisation continues to encourage staff to self-declare their
sexual orientation information on the computerised HR system and on a quarterly basis sends a
circulator to staff in this regard. In addition, there is also an annual HR system ‘Personal Details’
check where staff can select to record this information on their own record.
The Force has a proactive Lesbian, Gay, Bi-sexual and Transgender (LGBT) Support Network. The
Force renewed its membership to the Stonewall Diversity Champions Programme for the 2016
period. Work is ongoing to determine how we can engage more effectively with our staff and the
LGBT community we serve.
PREGNANCY/MATERNITY
Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the
period after the birth, and is linked to maternity leave in the employment context. In the nonwork context, protection against maternity discrimination is for 26 weeks after giving birth,
which includes treating a woman unfavourably because she is breastfeeding.
At 01.01.2017 the Force had 12 members of staff who were pregnant. As of 01.01.2017, there were
25 staff on maternity leave (i.e. 2.41% of the total workforce). As yet none of our male members of
staff have exercised their right to share maternity leave with their partner.
No statistics are currently held in respect of Special Constables who are pregnant or on maternity
leave from their full time occupation. Although there is currently one member of the Special
Constabulary on leave of absence due to maternity leave.
WHO HAVE WE RECRUITED IN 2016?
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Please see below for a breakdown of specific types and numbers of appointments made in 2016,
covering the areas of Police Staff, PCSO, Police Officer an Special Constable recruitment:Table 6:
Category
Police Officer
Police Staff
PCSO
Special Constable
Total
Number
86
130
28
26
270
WHO HAVE WE PROMOTED IN 2016?
Between 01.01.2016 – 31.12.2016 the following Police Officer promotions have occurred:Male
Female
To ACPO rank
0
(i.e. Chief Constable, Deputy Chief and Assistant Chief).
1
To SMT
3
(i.e. Chief Inspector, Superintendent and Chief Superintendent)
3
To Supervisor/Manager
(i.e. Sergeant, Inspector)
11
7
TOTAL
14
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WHO HAS MADE FAIRNESS AT WORK COMPLAINTS (GRIEVANCES)?
In 2016, a total of 10 Fairness at Work complaints (grievances) were received and dealt with from
staff members. Of these:




1 resolved Informally
6 were satisfactorily resolved at the Formal Stage
1 Not Resolved (but FAW process exhausted)
1 remains ongoing
1 ongoing at time of resignation
The Force has an Achieving Fairness at Work Policy, which is subject to regular review, in an attempt
to try and utilise a more informal approach in the first instance wherever possible.
WHO HAS LEFT THE FORCE IN 2016?
Between 01.01.2016 and 31.12.2016 a total of 226 individuals have left the force, the following
reasons for leaving have been recorded in Table 7 below:9
Table 7: CATEGORIES OF STAFF WHO HAVE LEFT THE ORGANISATION (01.01.2016 –
31.12.2016)
REASON FOR LEAVING
NUMBERS
(Headcount
– not
Established
Posts)
17
45
8
5
1
101
8
16
16
9
Medically Retired
Retired on Pension
Retirement (Early)
Transferred to Other HO Force
Transferred to Non HO Force
Voluntarily Resigned
Voluntary Redundancy
Voluntary Severance (Police Officers)
End of Fixed Term Contract
Other
% OF
TOTAL
LEAVERS
7.52
19.91
3.54
2.21
0.44
44.70
3.54
7.08
7.08
3.98
The Force forwards an Exit Monitoring Questionnaire to all staff who leave on a voluntary basis, or
have been medically retired asking questions about their experiences as members of the
organisation and their reasons for leaving to gain insight into positive and negative aspects of
working with us. We also offer Exit Interviews with Line Managers in addition to Exit Interview with
our Chief Constable or alternative member of the Executive Team.
Comments are picked up anonymously and raised as appropriate in an effort to improve working
conditions for new employees and those remaining with the Force. In 2016, the return rate for
completed Exit Monitoring forms was 51%. 79.6% said they would consider working for the force
again and 85.7% stating that they would recommend the force to other people.
WHO HAS BEEN ABSENT DUE TO SICKNESS IN 2016?
Table 8:
The below table shows the total hours lost, as a percentage of the total hours available for each
calendar year 2015 and 2016. This is split between officers and staff.
Police Officers
Police Staff
2015
Percentage of Hours
Available Lost to
Sickness
4.37%
3.15%
2016
Percentage of Hours
Available Lost to
Sickness
4.40%
3.40%
Sickness absence levels have risen for police officers and police staff over the last year. Part of the
increase in sickness reported can be attributed to a rise in the number of staff reporting mental health
related issues as well as some significant major illnesses. The Force has and continues to, take
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steps to address this, including the review of working patterns as necessary and the implementation
of a number of positive wellbeing initiatives as well as ensuring absence is appropriately managed.
KEY FORCE INITIATIVES AROUND EQUALITY AND DIVERSITY IN 2016
Membership to Diversity Jobs /The BIG Idea
In late 2016 Durham Constabulary subscribed to a membership with Diversity Jobs / The BIG Idea.
Accordingly, all our externally advertised jobs are now featured on Diversity Jobs. In addition, we
have a profile on the ‘BIG Idea’ for our organisation which is subject to regular update.
The aim of the Big Idea profile is to create an information platform, sharing and promoting our good
work in relation to Equality, Diversity and Inclusion. This can be articles in relation to Wellbeing,
awards we have received, videos, blogs / personal accounts from staff, articles or initiatives
undertaken by our support groups/networks or an additional avenue to promote any events which we
are running.
In simple terms the ‘Big Idea’ profile will be a forum to promote the organisation and help inform a
range of individuals who may not previously have considered Durham Constabulary as a potential
employer. We can hopefully develop our profile to showcase what we are doing as an organisation,
across all the strands of diversity / protected characteristics and in relation to wellbeing.
Durham Mini Menopause Awareness Group (MINI MAG)
Following the success of the national Menopause Awareness Group (MAG) founded by West
Yorkshire Police, in November 2016 Durham Constabulary launched its own local Menopause Action
Group (MAG) for its staff members. Although in its early stages of formation, the group has had a
good level of interest from serving officers and staff. The aims of the group are to engage both female
and male staff, raise awareness of the menopause, provide support, discuss adjustments and
empower staff to communicate on the subject area and take the group forward.
Stonewall Diversity Champion Programme
The force renewed its membership to the Stonewall Diversity Champions Programme for the 2016
period. Stonewall is the National Charity lead in respect of supporting and promoting LGBT issues.
Stonewall Equality Index
Durham Constabulary submitted its third entry to the above scheme to assess how well we perform in
the promotion and inclusion of LGBT staff both internally and within the community. Our third
workplace equality index submission saw us improve in our ranking although we did not feature in the
Top 100 Employers. As a result we have an ongoing action plan to help us engage with the LGBT
community and work to improve our position in the rankings in respect of further submissions.
Positive Action
We consistently look at ways we can attract/retain members of staff from under-represented groups.
Good examples of this through the year have been undertaking road-shows in respect of Regular and
Special Constable Recruitment, in addition to Call Handler Awareness events. We guarantee an offer
of an interview for applicants who are disabled and who satisfy the essential criteria for the post they
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have applied for, we provide where possible a mentor for staff from under-represented groups to
assist them in the application process should it be requested.
Independent Advisory Groups (IAG’s)
The Independent Advisory Groups have undertaken a number of programs that will allow the
members to act as a ‘critical friend’ to Durham Constabulary and scrutinise the policies and
procedures that are in place.
Improving Staff Awareness of Equality and Diversity issues
A Diversity Calendar is made up and circulated to all staff on an annual basis, to ensure all staff are
aware of specific equality and diversity celebrations. This calendar is made up in consultation with
Force Equality and Diversity leads to ensure we cover all aspects of the Equality Act 2010. In
addition, we have recently improved upon the access to staff information by creating an easy access
icon button on our Intranet Home Page.
Education
We strive to have a hate crime awareness event in every further education establishment within
County Durham and Darlington. These events give an insight to hate crime with personal stories from
local key members of the community who have suffered from hate crime. The main objective of the
event is to promote positive images of protected characteristics. This is also in line with our hate
crime events within schools.
OTHER IMPORTANT INFORMATION ASSOCIATED WITH EQUALITY AND DIVERSITY WITHIN
DURHAM CONSTABULARY
Volunteer Cadet Scheme
The Volunteer Police Cadets started in February 2014. Following the national framework there are 6
units of 15 Cadets covering ages from 11-18 years. Each unit is co-ordinated by an Apprentice Youth
Worker who was formerly a Cadet.
Durham Agency Against Crime’s (DAAC) 3 Step Approach is built into the Cadet programme.
We want to Educate and inform our Cadets. They learn about the role of the police in the community
and are introduced to Problem Orientated Policing (POP) Plans. The need for self -discipline is
introduced with uniform, parade and pass-out training. Personal development is also supported with
CV building, peer mentoring and leadership training.
Gaining an understanding of the local Community and how they can become active citizens is a key
objective for our Cadets. They are introduced to multi agency working, voluntary organisations and
environmental initiatives. This may include supporting public events, junior neighbourhood watch,
blogging/social networking and fundraising for example.
Our Cadets participate in a wide range of Activities that are designed to be fun while facilitating
personal development. This could include trying a new sport such as rock climbing or martial arts,
improving health and fitness through healthy eating or getting involved in the community thorough
volunteering or peer mentoring.
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
The overall total number of cadets is now 85. The cadets are split into cohorts, presently 30
junior cadets (aged 11-13 years), 30 Intermediate (aged 14-16 years) and 25 senior cadets
(17 -18 years).
For further information around the VPC Scheme please contact [email protected] via email or feel free to contact the DAAC on 0191 3008460.
Police Support Volunteers
The Force aims to deliver an excellent customer focused service to the people of County Durham
and Darlington and value the commitment of the Police Support Volunteers who help us achieve that
aim.
At 01.01.2017 the force had 166 volunteers registered.
Our volunteers contribute to a number of police-led initiatives, such as:





Supporting a number of Neighbourhood teams with the distribution of leaflets and crime
prevention packs at community events and ensuring that, where necessary, householders are
referred to other agencies for more specialist help. Volunteers also assist with Operation
Spoke (marking of bicycles with UV pen and ‘BikeRegister’ Kits) in schools and at community
events.
Supporting the Crime Scene Officers by logging statement requests and taking details from
officers attending the unit for advice. They also ensure that exhibits are stored under correct
procedures and that they are recorded against the appropriate crime number.
Supporting Property Officers by maintaining an organised archive of property.
Supporting the Safer Homes project; working collaboratively with Durham and Darlington Fire
and Rescue Service, Durham County Council and Neighbourhood Watch / community based
volunteers with the aim of assisting isolated and vulnerable residents to improve safety and
wellbeing in their home.
Supporting the Community Speedwatch initiative, by conducting roadside checks on vehicles
to ensure that the speed limit is being adhered to.
We are always looking at ways of encouraging communities to get involved in the issues which
directly affect them. Police Support Volunteers are drawn from all parts of the community including ex
workers. Volunteers are not members of staff; they do not wear uniforms and are not warranted;
however they perform their roles alongside police staff and officers. They are vetted to a level
proportionate with the roles they are asked to fulfil.
Durham Constabulary also engages with and supports a number of Watch schemes throughout the
force area, such as Neighbourhood Watch, Farm Watch etc. Although inextricably linked, these
schemes are led-by the Watch co-ordinators and not by the police.
For further information about volunteering for the Force please either check the Information/Advice
section of this website or contact your local Neighbourhood Policing Team Sergeant / Inspector to
discuss opportunities further and complete an application form.
The information included within this report is as accurate as our systems allow.
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The Force is always open to opinion and comment around how we can improve the service we
provide to the Public.
We are continually looking at ways of improving how the information provided is presented and will
be updating the new website on regular occasions with this in mind.
Therefore should you have any ideas or suggestions around how we can do this with specific regard
to Equality and Diversity please do not hesitate to make contact via the following links:Either write to:HR Services (Diversity)
Durham Police Headquarters
Aykley Heads
Durham
DH1 5TT
Or Telephone 0191 3752123
Or via e-mail [email protected]
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