The Civil Nuclear Constabulary (CNC) has climbed to 36th place in the 2025/26 Inclusive Top 50 UK Employers List (IT50), marking a significant step forward in its mission to build a more inclusive and representative workforce.
The national index, produced annually by Inclusive Companies, recognises employers that lead the way in embedding diversity across gender, disability, LGBTQ+, age, race, faith and religion. Now in its 10th year, the list is widely regarded as the UK’s benchmark for measuring meaningful, organisation-wide inclusion.
Assistant Chief Constable Kerry Smith said “Reaching 36th place in the IT50 is a powerful signal of how far the CNC has come.
“Our people deserve a workplace that actively champions equality, diversity and inclusion (EDI), and this ranking reflects the momentum we’ve built. We are proud of the progress made, but we are far from complacent.
“We will keep pushing for a workforce that truly reflects the organisation we are today and the critical mission we deliver in protecting the UK’s civil nuclear facilities and materials.”
The CNC’s EDI team credits several key developments for this year’s strong performance. Membership with Carers UK has strengthened support for those balancing work with caring responsibilities, while enhancements to family leave policies, including provision for employees undergoing IVF, reflect a broader shift toward more compassionate and flexible working practices.
A continued reduction in the Gender Pay Gap and increased organisational awareness of menopause and its workplace impact were also highlighted as major achievements.
Internal reforms have played a significant role in driving momentum. The establishment of a Carers’ Working Group and a dedicated Equality Impact Assessment Working Group has helped ensure greater compliance with the Public Sector Equality Duty. Meanwhile, new Staff and Officer Welfare Groups have created additional channels for colleagues to share feedback and influence policy.
IT50 judges praised the CNC’s ‘strong senior-level commitment’ to EDI, noting its multi-layered governance, active staff networks and practical support measures – from disability adjustments and flexible working to multiple routes for reporting discrimination. While representation across senior leadership remains an ongoing challenge, the panel described the CNC’s framework as ‘credible and mature,’ setting the foundation for future progress.