FOI 558/26 EDI Costs and Operational Guidance
Enquiry Reference: 558 - 26
I write in connection with regards to your Freedom of Information request. Your request is below with our response.
- DEI/EDI Expenditure and Staffing
For each of the financial years 2023/24, 2024/25 and 2025/26 (to date):
- a) Total expenditure on Diversity, Equality and Inclusion (DEI/EDI) initiatives, training, external consultants and related programmes.
Answer:
2023/24 - £18233.71
2024/25 - £9299.27
2025/26 - £29559.71
- b) Number of full-time equivalent (FTE) officers and staff in dedicated DEI/EDI, equality, diversity or inclusion roles, and the total salary cost of those posts.
Answer: Below table includes the budgeted annual cost including NI & Super Ann.
FTE 2023/24
Roles
Community & Diversity Officer (CADO) 1
Equality Diversity & Inclusion Manager 2
Equality Diversity & Inclusion Officer 1
Everyone Matters Diversity & Inclusion Officer 2
Community & Diversity Officer (CADO) 1
Total FTE 7
Total Annual Budget (INC NI, Super Ann) £ 297,261
FTE 2024/25
Roles
Equality Diversity & Inclusion Manager 2
Equality Diversity & Inclusion Officer 1
Everyone Matters Diversity & Inclusion Officer 2
Total FTE 5
Total Annual Budget (INC NI, Super Ann) £ 234,161
FTE 2025/26
Roles
Equality Diversity & Inclusion Officer 1
Diversity Equality & Inclusion Lead 2
Everyone Matters Diversity & Inclusion Officer 2
Total FTE 5
Total Annual Budget (INC NI, Super Ann) £ 232,379
- Operational Guidance and Training on Differential Treatment
Copies of any current (or in force during 2024–2025) policies, guidance notes, decision-making frameworks, risk-assessment tools, briefing documents or training materials that instruct, advise or refer to officers giving different weight, priority, credibility or response thresholds in incidents involving protected characteristics under the Equality Act 2010 (especially race or religion). This includes any material covering:
- Assessing credibility or prioritising response when one party alleges racism, hate crime, racial abuse or discrimination against another;
- Handling competing accounts in violent incidents or public order situations where the suspect/victim dynamic involves different ethnic/religious backgrounds;
- Application of unconscious bias, institutional racism, white privilege or similar concepts to operational decisions (e.g. arrest, handcuffing, victim/suspect assessment).
This specifically includes any updates linked to post-2020 events, College of Policing/NPCC hate crime or bias guidance, or non-crime hate incident processes.
If any documents are voluminous, please provide: (i) a list of document titles and dates, (ii) executive summaries or relevant extracts, and (iii) confirmation whether they remain active.
Answer: We do not hold any policies, guidance, training materials or frameworks that instruct, or advise staff to apply different weight, priority, credibility or response thresholds based on protected characteristics (including race or religion), as described in the request.
We also do not hold any internal guidance that directs differential treatment in areas such as credibility assessments, incident prioritisation or operational decision making. Our approach remains aligned with the principles of fairness, impartiality, and compliance with the Equality Act 2010.
Having made enquiries within the Force above is all the information we hold.
If you are not satisfied with this response or any actions taken in dealing with your request, you have the right to request an independent internal review of your case under our review procedure. The Freedom of Information Code of Practice (see below link) states that a request for internal review should be made within 20 working days of the date on this response or 40 working days if extenuating circumstances to account for the delay can be evidenced. Public authorities are not obliged to accept internal reviews after this date.
https://www.gov.uk/government/publications/freedom-of-information-code-of-practice
Yours sincerely
Information Rights Decision Maker