Cleveland is geographically small covering the areas of Middlesbrough, Stockton, Hartlepool and Redcar and Cleveland. Densely populated with high deprivation levels, several wards are among the most deprived nationally, presenting a significant policing challenge.
We serve around 568,000 residents and an increasingly diverse population. For example, Teesside University attracts around 18,300 students from over 100 countries and Middlesbrough has been identified as having the highest rate of asylum seekers within the UK.
We have a long industrial history with a significant petrochemical industry, a nuclear power station and the busy sea port of Teesport, and will welcome a Freeport into the area. Cleveland is also home to a Championship football club.
The demand for policing is increasingly complex and there has been a significant increase in violence, mirroring the national trend. Whilst levels of antisocial behaviour have reduced, we continue to record a comparatively high rate per 1000 population, reflecting high levels of social deprivation and high concentration of commercial and licensed premises.
Developing our understanding of the demand for local policing services is a key priority alongside our improvement planning work to ensure our service delivery is good and that it meets the needs of local people. Our transformation and improvement period is challenging and complex, but provides opportunities for growth and skills development.
The Chief Officer Team is committed to making Cleveland Police an outstanding Force, whilst developing leaders of the future and keeping communities safe for generations to come.
Equality, Diversity and Inclusion
Our aim, and that of the Police and Crime Commissioner for Cleveland is to ensure that residents of Hartlepool, Stockton, Middlesbrough and Redcar receive policing services that are accessible, responsive and needs led to ensure services meet the requirements of all our communities, and that our workplace is inclusive and supportive.
Our Equality, Diversity and Inclusion (EDI) works to deliver the EDI strategy and ensure that EDI is a golden thread running through the Commissioner’s Police and Crime Plan, and the Cleveland Police improvement plan, Towards 2025. This plan sees us reinvigorate our approach to vulnerability, problem solving, engagement, investigative standards, leadership, managing demand and ethics, with improved cultural competencies within our workforce as well as our ethical, inclusive behaviours.
We are committed to improving the representativeness of our workforce to ensure we reflect the communities that we serve. All appointments to Cleveland Police are based upon merit, if you require a reasonable adjustment to the application process due to one or more of the characteristics covered in the Equality Act 2010, please contact our recruitment team to confirm your needs – we want all candidates to receive the support they need to perform their best.
We know we’re not as inclusive as we could be; women, disabled people, Black, Asian and minority ethnic people are currently underrepresented in our workforce. We encourage anyone who identifies with these characteristics to apply for roles with us, as embracing a range of perspectives and voices helps us make better decisions that meet the needs of the communities we serve. If you would like to know more about EDI at Cleveland Police prior to applying you can contact the EDI team at: firstname.lastname@example.org