Project summary - Ensuring a representative workforce

Project name: Ensuring a representative workforce

MPA Lead officer: Alan Johnson

Met Forward work strand: Met People

Project summary

Ensuring that the police are representative of the diversity of Londoners is crucial to building public confidence. The MPA has carried out a number of inquiries and scrutiny’s, many of which have either directly or indirectly addressed the need for a more representative workforce.

Many of the MPA’s scrutiny recommendations have now been adopted; the subsequent Home Office Green Paper on policing also adopted many of the approaches recommended in the MPA report.
Progression of officers from BME communities remains a concern. The MPA must find a way to address these issues without creating a grievance culture or a “tick-box” approach.

Project objectives

This piece of work will address the recruitment, retention and progression of officers and police staff from under – represented groups by:

• reviewing the findings of the MPA’s Race and Faith Inquiry and work with the MPS to implement recommendations;
• reviewing the findings of the MPS Human Resources Community Engagement Strategy and identify areas of good and developing practice; and

The project will also contribute to the delivery of the three key outcomes of Met Forward – fight crime and reduce criminality, increase confidence in policing and give us better value for money.

Authority’s role to deliver work strand

The MPA will oversee and scrutinise the MPS to ensure it implements the recommendations from the Race and Faith Inquiry and other relevant scrutiny’s and reports.

What will success look like?

Improved recruitment and retention from under-represented communities of all staff, including specials and volunteers which will drive cultural change throughout the MPS.
Responsible MPA committee .

Responsible MPA committee

Human Resources and Remuneration Sub-committee, which reports to the Communities, Equalities and People Committee.

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