Fairness at Work Policy

1. Statement of Policy

Dyfed-Powys Police recognised that all officers and staff have a right to be treated with dignity, fairness and respect at work.  

Fairness at Work is based on the principle of early intervention, openness and transparency. It requires everybody to deal with issues openly and informally at a local level when they first arise, and to work at achieving an acceptable and suitable resolution to prevent escalation into a formal procedure unless appropriate.

This policy applies to all police officers, police staff, PCSOs, and volunteers.  The procedure allows all Dyfed-Powys Police personnel who believe they have been unfairly treated at work to raise the matter without fear of recrimination, criticism or victimisation and to seek and explore an acceptable resolution.

Applies (but not limited) to: All categories of Dyfed-Powys Police officers whether full-time, part-time, permanent, fixed term, temporary.

2. Policy Scope

Dyfed-Powys police will positively and proactively deal with any issues that are potentially unfair or discriminatory and provide the appropriate support to colleagues.

All supervisors/managers are required to take positive steps to ensure that through appropriate and supportive leadership a healthy organisational culture is maintained.

Everybody is encouraged to challenge all forms of inappropriate behaviour, stereotyping, prejudice, bias, harassment and unlawful discrimination (this is not an exhaustive list)

The following issues are excluded from this policy/procedure:

• Matters relating to National Insurance, Income Tax, and matters relating to Police & Local Government Pension schemes.
• Matters which are dealt within the scope of negotiations and discussions at a national level.
• Matters which are appropriate to be considered by the Professional Standards department e.g. misconduct/disciplinary matters.
• Matters relating to the salary grading of police staff roles.
• Matters relating to civil claims against the force or criminal proceedings.
• Matters where there are separate appeal procedures in place.
• Matters outside the timescales set out

3. Powers and Policy/Legal Requirements

This policy has been created in line with legislation and guidance and should be read in conjunction with the Fairness at Work procedure document and the following external and internal policies, protocols, and practices.  

•         Equality Act 2010

•        Public Sector Equality Duty

• Code of Ethics for Policing
• Freedom of Information Act 2000
• Health & Safety at Work Act 1974
• Data Protection Act 2018 and General Data Protection Regulations

Internal policies of relevance

• Dyfed-Powys Police Dignity in the Workplace policy 2024.

An Equality Impact Assessment form has been completed.

4. Options and Contingencies

Ethical policing principles will be applied to decisions made in this process, specifically: -

• Courage
• Respect and Empathy
• Public Service

This policy aims to support the delivery of Our Plan and Our Culture Pledge.

5. Take action and review

This policy will be reviewed on a triennial basis, taking into account its effectiveness, changes to legislations, national guidance and any challenges to the policy. 

The review will be undertaken by the People & Organisation Development department and any amendments to the policy or procedure will be overseen and approved by the Joint Negotiating and Consultative Committee.

CODE OF ETHICS CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.

HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.

EQUALITY IMPACT ASSESSMENT

Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.

The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:

• eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.

Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty. 

EQUALITY IMPACT ASSESSMENT COMPLETED: June 2026