Development of the MPS Diversity and Equality Strategy 

Report: 5
Date: 12 November 2009
By: the Deputy Commissioner on behalf of the Commissioner

Summary

This report describes the development of the MPS Diversity and Equality Strategy 2009-2013 and outlines the work under way to prepare the strategy for publication and launch. The latest draft of the strategy is attached for consideration by members.

A. Recommendation

That Members endorse the new MPS Diversity and Equality Strategy 2009-2013.

B. Supporting information

Introduction

1. This report outlines the work completed to date to develop the MPS Diversity and Equality Strategy for 2009-2013. The latest draft of the strategy is attached at Appendix 1. The strategy sets out what the MPS aims to achieve in diversity and equality over the coming years in both service delivery and employment practices.

2. The strategy recognises the progress that the MPS has made over recent years but identifies those areas where more work still needs to be done. The strategy is predicated on focused service improvement principles and within this has been designed to provide a simple framework for managing diversity and equality in the MPS. The mid term aim is to enforce a more consistent approach to managing these issues across the organisation.

3. The strategy has been developed around four strategic themes of:

• Delivering efficient and effective policing services that are fair and responsive to the diverse needs of the people we serve
• Enhancing engagement with all communities we serve and also those working for the MPS
• Building and developing a talented workforce and working culture that promotes mutual respect, teamwork, productivity and pride in the MPS
• Good governance and performance management of equalities actions, inputs and outcomes.

Consultation on the Strategy

4. Wide ranging consultation on the strategy with internal and external stakeholders began in March 2009. Consultation processes included:

• The opportunity for face to face consultation with MPS strategic leaders and stakeholders, including Management Board members and other MPS Senior Managers, Chairs of relevant MPA Committees, Chairs of Corporate Independent Advisory Groups.
• Two consultation workshops held in early May. A wide range of stakeholders were invited including diversity leads and practitioners across the MPS, representatives of Staff and Staff Support Associations, ‘critical friends’ in external organisations such as the Equality and Human Rights Commission, Home Office, Her Majesty’s Inspectorate of Constabulary, Greater London Authority. A number of those unable to attend provided written feedback.
• Written consultation including (B) OCU Commanders and Chairs of Community and Police Engagement Groups.

5. The consultation processes sought feedback in the following areas:

• Whether the broad themes, aims and direction of the strategy are right for the MPS / London at this time
• Whether the key actions proposed within each theme are meaningful and appropriate for business areas in the MPS and will deliver improved diversity and equality performance
• Whether the necessary governance, infrastructure and support are in place to deliver the aspirations identified in the strategy.

6. All views and feedback received have been considered and reflected in subsequent iterations of the strategy. In general terms there has been broad support for the main themes and direction of the strategy and a recognition that it reflects the key actions for the MPS at this time. A number of changes have been made to the strategy including the reordering of the themes to give prominence to the major theme of fair and responsive services.

7. The draft strategy was presented to the MPS Diversity Board in May 2009 and subsequently to the MPA Equalities and Diversity Sub-committee in June 2009. Following revisions, it was approved by the MPS Diversity Board in September 2009.

Development of the Strategy

8. A revised governance framework is being introduced to ensure the successful delivery of the strategy. The MPS Diversity Board is now chaired by the Deputy Commissioner. ACPO leads have been identified to champion and assist in driving forward each of the strategy’s four themes. The four leads are:

• Fair and Responsive Services - AC Territorial Policing
• Enhancing Engagement with all Communities  -DAC Capability and Reform, Territorial Policing
• Workforce and Working Culture - Director of Human Resources
• Governance and Performance Management - Director of Diversity and Citizen Focus.

9. The Diversity and Citizen Focus Directorate (DCFD) will be re-organised to support implementation and delivery of local action plans, embed change at middle and junior levels within the organisation and also to promote a step change in the delivery of a range of supporting performance indicators.

10. A set of key performance indicators has been developed to allow the MPS to monitor progress in achieving the aims of the strategy. Wherever possible the selected indicators have been based on indicators that the MPS already monitors, for example, as a critical performance area within the Policing London Business Plan, a business group performance indicator or a corporate health indicator. ‘Drill down’ into the indicators will take place to identify specific areas where improvement is required. The leads for each Theme and MPS Business Groups will be held to account against performance in these areas.

11. The purpose and membership of the MPS Diversity Board and Equalities Scheme Programme Board will be reviewed by DCFD to reflect the new approach. The new approach will ensure that managers across the organisation are held to account for delivery of their responsibilities and actions within the strategy whilst ensuring that external and internal stakeholders can provide a reality check on MPS progress and ensure new and emerging issues are identified and incorporated within the action plans.

12. A comprehensive communication strategy and action plan has also been developed to support the launch and implementation of the strategy. The action plan is designed to reinforce the key themes of the strategy and provide an integrated approach to communication activities in support of the Strategy, the Equalities Scheme and the Equality Standard for the Police Service.

Next Steps

13. It is recognised that this strategy represents a significant opportunity to streamline and simplify the current approach and management of diversity and equality issues across the organisation. Much work has been developed in response to previous inquiries or reports, organisational gaps identified as part of the development of the MPS Equalities Scheme, local initiatives and objective setting etc. Streamlining this within a consistent framework of the strategy’s four themes and governance structure will simplify arrangements and provide a greater focus on key organisational priorities.

14. Specifically, work is being undertaken to review existing objectives within the MPS Equalities Scheme to assess their continued relevance and extent to which they are completed. Ongoing objectives will be reflected in the revised Scheme which will become the action plan for delivery of the strategy. These will be supplemented by other equality objectives such as the actions arising from the MPA Race and Faith Inquiry and other reports. The detailed action plans for each theme will be presented to the MPS Diversity Board in early 2010. All MPS Business Groups have identified their priority activities within each of the strategy’s themes. This has given an initial momentum to the strategy - with delivery of these objectives being monitored by the leads for each Theme reporting to the MPS Diversity Board.

15. The launch of the MPS strategy is timed to be consistent with developments at a national level and to follow the emerging findings from the MPA Race and Faith Inquiry. Final approval and launch of both the national tripartite Equality, Diversity and Human Rights strategy and the national Equality Standard for the Police Service is taking place during autumn 2009. The launch of the MPS Diversity and Equality Strategy is proposed to take place in early December 2009.

C. Race and equality impact

The revised strategy is intended to improve MPS performance in equality and diversity within the MPS in order to achieve further progress in equality outcomes. An Equality Impact Assessment for the strategy has been completed and was presented to the MPA Equality and Diversity sub-committee.

D. Financial implications

The delivery of this strategy will be achieved within existing resources. It is not predicated on additional funding, rather it seeks to ensure that diversity and equality considerations are embedded throughout MPS business. The strategy provides a consistent framework for managing diversity and equality issues that can be used across the organisation to prioritise effort and ensure there is coordination of activity. A small budget has been identified from existing DCFD resources to support the strategy’s launch, including marketing and publicity material.

E. Legal implications

None given.

F. Background papers

• Appendix 1: MPS Diversity and Equality Strategy, 2009-2013 - More than definitions & words (draft)

G. Contact details

Report author(s): Denise Milani, Diversity and Citizen Focus Directorate, MPS

For information contact:

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

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