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Section 75 Consultation Zone

Equality, Diversity and Good Relations

The PSNI is committed to mainstream equality, diversity and good relations into all its

         Employment Practices
         Service Delivery Processes
         Procurement Exercises

Section 75 requires us, in carrying out our functions and duties, to have due regard to the need to promote equality of opportunity:

  • between persons of different religious belief, political opinion, racial group, age, marital status or sexual orientation
  • between men and women generally
  • between persons with a disability and persons without
  • between persons with dependants and persons without.

In addition, without prejudice to its obligations above, the Act requires that we have regard to the desirability of promoting good relations between persons of different religious belief, political opinion or racial group.

The PSNI's Equality, Diversity & Good Relations Strategy outlines how we will meet our obligations in relation to:

  • Section 75 of the NI Act 1998;
  • Section 48 of the Police Act 2000;
  • Section 49A and B of the Disability Discrimination Act 1995 (as amended) (Disablilty Action Plan), which has been approved by the Equality Comission.

Click here to read the Equality, Diversity & Good Relations Strategy 2012 - 2017.  If you require a paper copy of the strategy or a copy in an alternative format, please contact:


We would like to thank all our consultees whose feedback helped shape the development of this strategy and we look forward to working with you in overseeing the successful delivery of it.

For further details in relation to PSNI Section 75  

Screening Exercises

Equality considerations are central to our policy processes. The main aim of Section 75 is to make sure that equality is at the core of everything we do.

In line with this we are committed to applying screening methods to all new and revised policies and or decisions which have the potential to promote or indeed undermine the promotion of equality and/or good relations.

The Timetable below shows Policy which has been screened  to the end of September 2015.

Section 75 Screening Table

Archived Screening Tables

Section 75 Screening Table (June 2015)

Section 75 Screening Table (March 2015)

Section 75 Screening Table (December 2014)

Section 75 Screening Timetable (September 2014)

EQIA Consultation Zone

In line with our Equality Diversity and Good relations Strategy 2012-2017 we are committed to applying further screening to all new and revised policy were the policy or proposal is likely to have a significant or major impact in relation to the Equality of Opportunity or the Promotion of Good Relations across the 9 Section 75 categories.

This more detailed screening is called an Equality Impact Assessment or EQIA.

EQIA – PSNI Workforce Plan

In compliance with Section 75 of the Northern Ireland Act, 1998, the PSNI is committed to carrying out an EQIA on each policy where screening indicates that there may be significant implications in relation to one or more of the nine Section 75 characteristics.

PSNI aims to have a workforce that is representative of the society it serves and on this basis, identified the requirement to retrospectively assess the equality impact of key events and decisions that have had an effect on the PSNI workforce. This assessment was undertaken as part of the programme of work to identify and develop a workforce plan for the PSNI and in accordance with a commitment given by the PSNI in November 2012 to the Northern Ireland Public Accounts Committee.

The PSNI Workforce Plan aims to deliver the optimum workforce requirements in terms of people within the PSNI as well as managed services, to deliver the policing service to the people of Northern Ireland with a specific focus on:

  • Identifying the number of posts – in the staffing mix – PSNI can afford, over the specified period to meet anticipated demands and demographic Considerations.
  • Allocating posts to best effect to deliver the policing service.
  • Ensuring pre-recruitment activity is focused on delivering a workforce that is representative of Northern Ireland’s society.
  • Prioritising and planning specific HR activity to meet skills gaps
  • Understanding what people are deployed to do and when they are doing so.

In simple terms, the strategic aim of the Workforce Plan is to have officers and staff available in the right numbers, in the right places, and doing the right things at the right times to deliver efficient and effective policing in a manner that best meets the needs of local communities and the people of Northern Ireland.

EQIA Workforce Plan - February 2015 (PDF, 1.0 MB)opens new window

Public Consultation:

In February 2015, the PSNI released the draft EQIA report for public consultation. PSNI placed public notices in The Irish News, The Newsletter and The Belfast Telegraph and also promoted the EQIA on the PSNI website, Facebook profile and Twitter account. In addition, PSNI emailed all consultees within the PSNI Equality, Diversity and Good Relations Strategy, 2012 -2017.

Three responses were received in respect of this public consultation from Sinn Féin, Disability Action and Northern Ireland Policing Board.

Summary of Responses:

PSNI welcomed the feedback received as part of this consultation process - please see attached summary of the comments submitted by Sinn Féin, Disability Action and Northern Ireland Policing Board and the PSNI responses to the feedback received.

Summary of Responses to Consultation on EQIA of PSNI Workforce Plan (PDF, 205.0 KB)

PSNI Vetting Procedures

In keeping with guidance on best practice as issued by the Equality Commission for Northern Ireland, PSNI consulted widely on its draft EQIA report and preliminary recommendations. This period of formal consultation followed from earlier pre-consultation that helped inform the development of the EQIA.

PSNI is committed to consultation which is timely, open and inclusive, and conducted in accordance with the Equality Commission’s Guiding Principles. The consultation process in respect of this EQIA lasted for a period of 12 weeks from 8th June 2015 to 28th August 2015.

Following the consultation period, and including consideration of the findings from the consultation, PSNI made a commitment to reach a decision in terms of the EQIA process and publish this Final Decision Report.

If you have any queries about this document, and its availability in alternative formats (including Braille,   disk, large print and audio cassette, and in minority languages to meet the needs of those whose first language is not English) then please contact:

David Scott
PSNI Anti-Corruption & Vetting Branch, Human Resources Department,
PSNI Headquarters, Brooklyn, 65 Knock Road, Belfast, BT5 6LE  

Email:     Telephone: 101 ext. 22332

The PSNI would like to take this opportunity to thank all those who took part in this consultation process.

EQIA archive

View equality impact assessments previously carried out by the Police Service.  Continue reading>>

Monitoring and Evaluation Statistics

The PSNI is committed to improving performance using data to identify ‘What Works’.


PSNI Annual Progress Report

Each year the PSNI submits a report to the Equality Commission detailing the progress made under Section 75 of the Northern Ireland Act 1998.

If you require a paper copy of a document above or a copy in an alternative format, please contact: