Annual report of the Communities, Equalities and People Committee

Report: 9
Date: 8 July 2010
By: Natasha Plummer on behalf of the Chief Executive

Summary

This report provides a summary of the work of the committee over the 2009/10 committee year.

A. Recommendation

That members note the report.

B. Supporting information

1. The committee's responsibilities as laid out in the existing terms of reference include oversight of the following:

• MPS human resources (HR) policies and strategies;
• matters relating to equal opportunities and diversity within the MPS and the MPA;
• the MPA and MPS’s statutory consultation and community engagement duties; and
• the MPA and MPS’s statutory partnership duties.

2. Over the last year the committee has received over 35 reports, which have covered a wide range of issues. In its oversight and advisory capacity the committee has had a significant impact on many of the matters considered. The chair of the committee has sought to structure the meetings so as to deal with the necessary range of items, but with a greater focus on one or two more significant matters of business. This has allowed the committee to fully explore the issues; providing effective oversight and challenge to the MPS, while also increasing members’ knowledge and awareness of the many different issues. In addition, given the cross-cutting nature of the committee’s work, the chair has introduced a process whereby all members are advised in advance of the matters to be considered at each CEP meeting. This facilitates wider discussion of the issues across the Authority and ensures all members have the opportunity to contribute their views either directly through attendance at the meeting or indirectly through the members and officers of that committee.

3. A considerable amount of time has been spent on matters of MPS HR policy and strategy, including elements of the Transforming HR programme and following up on the implementation of the Morris Inquiry recommendations. Members have also been advised about the restructure of the MPS's Diversity and Citizen Focus Directorate and have been able to provide advice and guidance to ensure the changes have the intended positive impact on the delivery of equality and diversity within the MPS. Further follow up reports will be commissioned throughout the committee year to enable members to consider whether the new arrangements are effective. The MPS's talent management and succession planning policies have also been of considerable interest to the committee, particularly given the relevance to improving the diversity of the MPS at all ranks. As such, members have sought to ensure that the processes and policies are effective, fair and unbiased. For example, the committee has raised concerns about potential bias in the processes for selecting staff for career development schemes.

4. The most significant HR issue that has been considered by the committee has been the proposed new model of police officer recruitment primarily through entry into the Metropolitan Special Constabulary. Members have expressed considerable concerns about this proposal and its impact on both candidates already awaiting entry and on those who would then have to come through the more limited routes of entry. Given the impact of this proposal and the wide ranging implications the committee has ensured the rest of the Authority membership has been well briefed on the issues and has also actively encouraged other members to attend the committee whenever this matter has been considered. The committee’s views have informed the ongoing development of the proposal and particularly the related Equality Impact Assessment (EIA). For example, members have expressed a concern that the new process might introduce further barriers to entry with a resultant negative impact across a range of groups including women and black and minority ethnic (BME) communities. Members have also asked that the MPS ensure serving Special Constables and regular officers are consulted on the proposed changes. In addition to the discussion that took place through this committee, the chair of referred the matter to the full Authority meeting on 24 June 2010 for further consideration.

5. Equality and diversity is of considerable importance to the Authority and as such, it is a key theme running throughout the committee's work, with the Equality and Diversity sub-committee considering specific implications in relation to employment and service delivery. Throughout the committee year a range of high level issues have been considered by CEP committee, including the development of the MPS Diversity & Equality Strategy 2009 - 2013 as well as matters directly related to the MPA's discharging of its own duties, such as the adoption by the Authority of the Association of Police Authority’s Gold Equality Standard for Police Authorities. Members have consistently challenged the MPS and MPA officers to conduct EIAs and to demonstrate how the learning from those EIAs has been applied to service policy and delivery. In addition, members have extended their influence in this regard beyond CEP and its sub-committees into other areas of the Authority’s work and committees.

6. Community engagement is another key theme for CEP committee and it has had significant involvement in the development of the 2010-13 community engagement strategy, the MPA/MPS Community Engagement Commitment. Members were keen for the new strategy to be a more accessible and meaningful document for communities and have given constructive advice and feedback on both the strategy itself and the related publication and dissemination plan. Some of the work associated with the delivery of community engagement has been delegated to the Community Engagement & Citizen Focus Sub-Committee, such as oversight of the MPA’s delivery of borough level engagement, but the committee has retained an overarching responsibility for ensuring community engagement issues are considered in the work of all committees. Members have largely discharged this duty through their contribution to the community engagement mapping exercise conducted in early 2009 and through the development of the community engagement commitment, which sets out the Authority’s framework for consultation and engagement.

7. CEP committee has considered a range of partnership matters, including the Authority's responsibilities in respect of local authority Crime and Disorder Overview and Scrutiny committees and providing effective oversight of the Authority's newly acquired responsibility for the Home Office Borough Command Unit Fund. In addition, the committee has been apprised of work to strengthen the MPS' management and accountability frameworks for partnership, multi-agency and third sector programmes. Through their oversight role, members have sought to ensure that appropriate mechanisms are in place to account for all associated income and expenditure and to deliver value for money. Their views and feedback have already informed policy development in this area of the MPS’ work and this will continue as the governance framework develops and progresses. This is a significant area for the MPS both in terms of the financial dimensions and reputational risk and the Authority is keen to maintain effective oversight of this area of work. As such, further reports will be received by the committee and relevant aspects of the work programme have also been considered by the Corporate Governance Committee.

8. In respect of pan-London partnership work, the committee has maintained oversight of the work of both the Domestic and Sexual Violence Board (DSVB) and the Hate Crime Forum (HCF); both areas are a high priority for the MPA and for the Mayor of London. CEP committee has maintained strong links with both groups, with three of its members also sitting on the DSVB and one co-chairing the HCF. Through this direct relationship, CEP has been able to ensure the learning from these forums has been more widely disseminated across the Authority. For example, by sponsoring a lunchtime briefing for members to ensure they are aware of relevant domestic and sexual violence issues to inform their work as borough link members. The committee has also received several reports on a range of DSVB-related matters, e.g. a review of the MPS' implementation of the Forced Marriages (Civil Protection) Act 2007 and a report discussing women's safety and the policing of the 2012 Olympic and Paralympic Games. These processes will continue in the 2010/11 committee year and will include reports on relevant hate crime matters.

C. Other organisational and community implications

1. Equalities Impact

There are no specific implications arising from this report. However, equalities and diversity are key issues for the Authority and considerations of such matters are central to the work of this committee as discussed throughout this report.

2. Met Forward

There are no specific Met Forward implications arising from this report.

3. Financial Implications

There are no specific financial implications arising from this report.

4. Legal Implications

There are no specific legal implications arising from this report.

5. Environmental Implications

There are no specific environmental implications arising from this report.

6. Risk Implications

There are no specific risk implications arising from this report.

D. Background papers

None

E. Contact details

Report authors: Natasha Plummer, MPA Engagement & Partnerships Manager

For information contact:

MPA general: 020 7202 0202
Media enquiries: 020 7202 0217/18

Send an e-mail linking to this page

Feedback