European Year of Disabled People

Report: 13
Date: 16 October 2003
By: Commissioner

Summary

Members are asked to note the initiatives that have taken place and those that are planned to support European Year of Disabled People. In addition the report sets out progress towards full implementation of the DDA within the service.

A. Recommendations

1. Members are asked to note initiatives in support of European Year of Disabled People; and
2. Members are asked to note progress towards full implementation of the DDA both for employment and service provision.

B. Supporting information

1. In February 2003 the MPS set up the Strategic Disability Team specifically to focus on promoting disability issues in the service. The team is part of the Diversity Directorate. The team was set up partly in response to the need to prepare the organisation for the changes to the Disability Discrimination Act (DDA) which operate from October 2004 and in recognition that 2003 was European Year of Disabled People (EYDP).

2. The team has a remit to promote disability issues across both employment and services. The team works through a corporate and mulit-disciplinary Disability Programme Board which is one of the work strands under the Diversity Strategy Board.

3. During EYDP the MPS has joined with other functional bodies of the GLA as part of the stakeholder group which was set up by the Mayor to co-ordinate activities. The MPS has assisted Transport for London (TfL) in distribution of their publicity for EYDP by displaying it at police stations.

4. The MPS have participated in a number of events to celebrate EYDP which have included a Disability Recruitment Fair, Crime Prevention event as part of EYDP festival in Greenwich park, the Mayors Liberty Festival in Trafalgar Square, and a team participated in the Special Olympics Torch run, the event being started by the Deputy Commissioner and the Sports Minister.

5. The GLA is mounting a major conference in December entitled Disability Capital which will bring together achievements in EYDP and seek to develop a sustainable programme of initiatives for the future. The MPS have been invited to input to this on crime issues generally and Hate Crime against disabled people in particular. The MPS is currently developing a policy setting minimum standards when investigating Hate Crime against disabled people which we anticipate will be lunched in November.

6. The Diversity Directorate arranged a football match with the Multi-disabled Football League and a Met X1 under the Athena Sport initiative to celebrate EYDP. As a result the MPS are working towards supporting the international multi-disabled football festival in March 2004.

7. In addition the MPS has undertaken a range of initiatives in-house which have acknowledged EYDP, however they have also been part of the awareness raising process for changes to the DDA. These have included the launch of the DOI Concept Office which provides technology enablers for staff with disabilities, C3i are working with groups who support disabled people into work with a view to employing significant numbers in the new call centres, the new furniture contract is being written which will be able to provide as standard desks and chairs which are adjustable for disabled staff, a new accessible toilet has been installed and a second is being completed in New Scotland Yard as a result of the need to provide facilities for staff and a website containing information on disability issues has been developed and will be kept updated to provide a ready source of information. An exercise being led by HR will be capturing for the first time information regarding the number of disabled staff we employ. This is intended to cover both police officers and police staff. This is likely to be achieved early in 2004.

8. A number of significant initiatives have been undertaken or planned which are worthy of mention. A staff consultation exercise was conducted by the team in June and as a result a number of specific employment related issues were raised. These are all being taken forward by a Diversity Directorate/HR Department group. Many of the issues raised which included issues of promotion; postings, adjustments, restricted duties and support are equally linked to the changes which need to be introduced across the police service as a result of changing legislation. Whilst work can continue in-house on these issues there is a need to wait for national guidelines to emerge from the Home Office and ACPO. The MPS in working with the Home Office on these changes. The significant development from this consultation has been the setting up of a disabled staff support association which is now part of the consultation process that takes place with Management Board representatives.

9. The team is hosting two conferences during October and November to continue to prepare the organisation for the changes to DDA legislation. The first is about the changes to the employment arrangements for police officers who for the first time will be covered by the DDA. The contributors will include the Home Office, the Disability Rights Commission, Employers Forum on Disability, the MPA and ACPO. The second conference is aimed at the disabled community and police services providers .i.e. BCUs, the aim is to more closely identify the needs of the community and to enable direct dialogue. One issue that will be put to the conference will be identifying whether there is benefit in setting up a Met-wide group along the lines of an IAG for disability matters involving the community.

10. The team has identified that there are a significant number of staff who are deaf and hard of hearing and for whom communication is often difficult. We are therefore working with them as a specific group to identify areas where changes may be possible in equipment and working arrangements which will enable them to be better integrated into the organisation and provide greater opportunity for career enhancement.

11. In terms of the work towards implementation of Part 2 of the DDA, the big challenge for the MPS and the police service generally will be the changes from October 2004 which will require the organisation to have policies and procedures which do not discriminate against police officers in employment issues. This will cover all aspects from recruitment, selection, promotion, training and pensions. As this change applies to all police services, the Home Office has set up a structure to take forward all aspects and will be issuing guidance to Forces. They intend to issue framework advice in November 2003 to alert Forces to the areas that will need to take account of the changes. This will be followed in April 2004 by detailed guidance in three areas, recruitment and pensions, occupational health and safety and training and progression. The work to develop this is being undertaken by a mixed group of practitioners which includes the Disability Rights Commission, ACPO, specialist practitioners from the Home Office and Forces. The MPS is represented on all groups. The Home Office intend to produce a simple guide for all staff to inform them of the changes.

12. A further area of work is to ensure we fully comply with Part 3 of the DDA which applies to the services we provide to the public. We are required to make services fully accessible to the public by October 2004. This includes physical access, provision of information and communication. Property Services Department has a programme of work which is planned to have at least one and in some cases two sites on each Borough which is physically accessible by October 2004. In addition the Team are working with BCUs and DPA to develop an accessible publication policy advised by the Employers Forum on Disability.

13. One overarching aspect of the service delivery area is the issue of disability awareness. Currently there is little evidence of disability awareness training to increase awareness. The Team are working with one BCU to develop a pilot awareness package for staff which will be delivered during November. The product will be evaluated and should be able to be rolled out across that BCU. The training will be developed and delivered locally in conjunction with the community and community trainers will work with police trainers to deliver the training. Abstraction will be kept to a minimum by utilising exiting training days for this purpose. It is hoped that similar arrangements will be adopted by other BCUs once it has been evaluated.

14. A full and detailed report on all developments in the area of employment is being prepared for the Human Resources Committee in November.

C. Equality and diversity implications

These are set out in the body of the report

D. Financial implications

There are no direct financial implications arising from this report. Expenditure on projects undertaken has been contained within the Diversity budget. Budget issues arising from the necessary changes to implement the DDA in employment will become clearer once the Home Office work has been completed. Work on Part 3 has already been included in the PSD budget.

E. Background papers

None

F. Contact details

Report author: Linda Van den Hende, MPS.

For more information contact:

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

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