An equality strategy for the National Offender Management Service is currently in existence, which is applicable to CFO employees (to view the policy please click here).

The policy states CFO will deliver better outcomes for staff and offenders by:

  • Incorporating equality and diversity in all we do
  • Valuing, empowering and supporting staff and working collaboratively with others
  • Treating offenders with decency and respect
  • Promoting equality, diversity and inclusion
  • Putting people at the centre of our work
  • Having an open and accessible culture

The CFO equality strategy focuses on the importance of protected characteristics within the workplace, ensuring equality and diversity feature in recruitment processes, promoting public sector duty and improving diversity within the workforce. It is crucial for CFO employees and all stakeholders to recognise the importance of protected characteristics, especially when delivering provision to CFO participants. As the CFO Equality Strategy states CFO have a legal duty to deliver services in line with the provisions of the Equality Act (2010). The legislation within the Equality Act underpins the meaning of diversity and includes 9 protected characteristics:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and Civil Partnership
  • Pregnancy and Maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual Orientation

For the CFO Equality Policy and implementation plan please click here.

To view the CFO prime providers equality policies please see below

CFO prime providers equality policies Link
APM Equality Policy Download
Achieve North West Career Connect
Achieve North West Career Connect Equality Policy Download
Ixion Equality Policy Download
Shaw Trust
Shaw Trust Equality Plan Download