Recruitment of visibly ethnic minority officers

Report: 09
Date: 28 February 2002
By: Commissioner

Summary

This report was requested by the full Authority at its meeting on 24 January 2002 in order to advise on the current and forecast position of the recruitment of visible ethnic minority (VEM) officers.

A. Recommendations

That Authority Members note the contents of this report.

B. Supporting information

Summary position

1. The police budgeted workforce target 2001/02 is 26,650. As at 31 January 2002 the strength was recorded at 26,442. By the end of 2001/02, it is anticipated that the overall strength will reach 26,800, representing a marginal excess over the BWT.

2. The VEM strength at 31 January 2002 was recorded as 1,205 representing 4.6% of the total workforce. This is set against a target of 1,332 (5%). Of this total VEM strength, 980 of the recorded VEMs are men (81%) and 225 are women (19%). With measures currently underway, it is anticipated that the 5% target will be reached by the end of the financial year.

Recruitment

3. Appendix 1 (table A) shows an analysis of enquiries, applications and joiners compared alongside the same period during the last financial year.

4. During 2001/02, VEM recruitment has increased by circa 182%. By 31 March 2002, a total of 270 VEM officers will have joined compared with 90 who joined during 2000/01.

5. Appendix 1 (table B) demonstrates the number of police officers joining on a monthly basis, revealing in particular how VEM recruitment has developed during the year.

Retention

6. Our recruitment success has, regrettably, been countered slightly by a marginal increase in the number of VEM officers who have left the MPS. Appendix 1 (table C) provides details and outlines some of the reasons for this. The Deputy Commissioner and Director of Human Resources are devising initiatives as part of the retention strategy to address this.

Future targets

7. The Home Office has established a target for VEM officers of 25% of the workforce by 31 March 2009. Appendix 2 shows the assumed VEM recruitment targets over the next seven financial years to 31 March 2009, based on a BWT of 28,000. The actual 2002/03 BWT is still in the process of development and has not yet been approved.

8. Whilst considerable impact has been made on the numbers recruited, the workforce figures demonstrate the major impetus and momentum required to achieve the Home Office targets. Presently we are in discussion with the Positive Action Team about how best to work towards these targets.

9. Appendix 3 shows the breakdown of women and ethnic minority officers as a percentage of total strength compared over the last ten years.

Conclusion

11. The ministerial priority for all Police Services "to increase the trust and confidence in the police amongst minority ethnic communities" remains at the forefront of our diversity strategy. It is only through dynamic modern partnership both within the organisation and through effective listening to and working with all of London's diverse communities and imaginative and effective incentives will the MPS be able to succeed. To address the large volume increases required the Positive Action Recruitment Team has developed a recruitment action plan and further work on retention is underway.

13. Some of the initiatives currently underway include:

• Recruitment initiative at the Chinese New Year event in Soho
• New advertising campaigns in Bollywood Cinemas
• Specific advertising campaigns directed towards cultural, ethnic and faith groups
• Evaluation of the last twelve months positive action initiatives to develop opportunities to build on successes
• Development of a new retention strategy

14. Much as these individual initiatives are significant, we need to develop an exceptionally more robust set of initiatives if we are to meet the new target. Accordingly will we report the outcome of current work as soon as this is completed.

C. Financial implications

The achievement of our VEM and gender recruitment targets will require increased expenditure, which it is anticipated can be contained within our existing recruitment advertising and positive action budget lines.

D. Background papers

No background papers were used in the drafting of this report.

E. Contact details

Report author: Jenny Deere, Director of HR Selection, MPS.

For information contact:

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

Appendix 1

Table A: police recruitment 2001/02

 Table B: police joiners 2001/02

Table C: retention - number of police leavers (to 31 January 2002)

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