Race and Faith Inquiry report

Report: 6
Date: 22 July 2010
By: Chief Executive

Summary

The Race and Faith Inquiry Panel delivered their report to the Mayor of London on 7 July 2010. This report summarises how the recommendations will be taken forward.

A. Recommendations

That

1. members receive the Race and Faith Inquiry report and endorse the recommendations of the Panel; and
2. members endorse the plans for monitoring implementation of the report.

B. Supporting information

1. On becoming chair of the MPA in October 2008, Boris Johnson announced his intention to establish an independent panel to identify practical positive measures to address concerns that had been expressed about the way the MPS dealt with race and faith within its workforce. He appointed Cindy Butts as chair of the inquiry panel. She was supported by Anthony Julius and Margaret Blankson. Bob Purkiss supported the Panel during the evidence gathering sessions.

2. The panel conducted an intensive evidence gathering exercise in the spring of 2009 and retired to consider their findings during the summer. Emerging findings were presented to the Authority in September 2009 and the final report is now attached. It was presented to the Mayor on 7 July 2010.

3. The report finds that whilst the MPS has made progress since it was branded institutionally racist in 1999, by the Stephen Lawrence Inquiry, there is more to do. It recommends that the organisation needs to rethink how it deals with diversity and refresh its leadership in this area. It makes several recommendations.

4. The inquiry considered the role of the MPA and found that there were areas where the MPA could better exercise its influence. This includes strengthening its own expertise, reviewing the role of committees, improving training and reviewing the resourcing of equalities.

5. Authority officers are currently considering the recommendations and drawing up an implementation plan, but it is worth noting some improvements have been achieved since the panel gathered its evidence in 2009 including:

• the appointment of a Head of Equalities and Engagement (start date tbc);
• equalities training delivered to members and Authority staff; and
• dip-sampling equality impact assessments on reports coming to committees.

6. In order to ensure effective implementation of the recommendations it is proposed that:

• the MPA and MPS submit fully costed implementation plans to the Authority for approval in October 2010;C
• community, Equalities and People committee receives quarterly updates on progress starting January 2011 to the Human Resources and Remuneration subcommittee as requested; and
• progress reports to Full Authority.

7. One of the more radical recommendations is in respect of developing a more flexible approach to recruitment including a proper analysis of the benefits of multi-point entry. The MPA has agreed to organise a day-long symposium, chaired by Kit Malthouse, focused on this issue. Participants will include tri-partite partners (APA, Home Office and ACPO), academics and representatives from other sectors where multi-point entry is the norm. The objective will be to develop robust and specific recommendations for moving the discussion on multi-point entry away from the ‘desultory and anecdotal’ position that the panel found during its investigations.

C. Other organisational and community implications

1. Equalities impact

1.1 The focus of the Race and Faith inquiry report is perceived/real inequality within the MPS. Implementing the recommendations of the report should ensure that these issues are addressed.

2. Met Forward

2.1 Although the Panel’s report is a key element of the Met Connect strand of Met Forward its findings will influence the delivery of other elements, most notably the Met People workstrand. Implementing and communicating progress made against each of the nine recommendations will help to ensure that all officers, staff and communities continue to have confidence in policing in London and that the crime fighting and other benefits of a diverse workforce are fully realised.

3. Financial implications

3.1 The inquiry cost approximately £160k, including staff opportunity costs. This is more than was anticipated at the start of the process and the overspend is a combination of staff opportunity costs, extra panel expenses as the inquiry took longer than expected and additional consultancy costs associated with producing the report.

3.2 There are likely to be financial costs involved implementing the recommendations from the report. Some of the delivery costs would come out of existing budgeted expenditure, however changes to recruitment processes and procedures, where agreed, may incur additional expenditure. This may also be off-set by officers entering the organisation at a more senior grade, which would in part balance the associated training costs for new recruits. The MPA and MPS will submit fully costed implementation plans to the Authority for approval in October 2010.

4. Legal implications

4.1 The MPS has a duty to be an equal opportunities employer.

5. Environmental implications

5.1 There are no environmental implications associated with this report.

6. Risk implications

6.1 Failure to be seen to implement the recommendations from the report will be damaging for the Authority and the MPS both in terms of retaining the confidence of its staff and Londoners. Regular reports to members by the MPS and MPA on implementation at the Communities, Equalities and People committee will highlight delivery risks and any mitigating action to reduce the impact of that risk.

D. Background papers

• Terms of Reference – Full Authority November 2008
• Emerging Findings – Full Authority September 2009

E. Contact details

Report author(s): Siobhan Coldwell, MPA

For more information contact:

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

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