Contents

These are the minutes for the 4 November 2010 meeting of the Communities, Equalities and People Committee.

Minutes

Warning: This is archived material and may be out of date. The Metropolitan Police Authority has been replaced by the Mayor's Office for Policing and Crime (MOPC).

See the MOPC website for further information.

Minutes

Minutes of the meeting of the Communities, Equalities and People Committee of the Metropolitan Police Authority held on 4 November 2010 at 10 Dean Farrar Street,, London SW1H 0NY.

Present

Members

Cindy Butts (chair)
Reshard Auladin
Faith Boardman
Valerie Brasse
Kirsten Hearn
Clive Lawton

MPA officers

Catherine Crawford (Chief Executive)
Jane Harwood (Deputy Chief Executive)
Natasha Plummer (Engagement and Partnership Manager)
Fay Scott (Head of Equalities and Engagement)
Michael Taylor (Committee Officer)

MPS officers

Allan Gibson (Commander, Specialist Crime Directorate)
David Maguire (Senior Organisational Development Consultant)
Denise Milani (Director, Diversity and Citizen Focus)
David Skelton (Diversity and Citizen Focus)
Kimberley Bentley (Head of HR Business Planning)
Rod Jarman (Director of Learning and Leadership)
John Carroll (Specialist Crime Directorate)
Graham Morris (Vetting Unit)

17. Apologies for absence

(Agenda item 1)

17.1 Apologies were received from Majella Myers (MPS). Fay Scott and Michael Taylor were introduced to the Committee.

18. Declarations of interests

(Agenda item 2)

18.1 Valerie Brasse declared an interest on item 5, as she is a board member of the Independent Safeguarding Authority.

18.2 Kirsten Hearn declared an interest on item 7, as she is the Chair of Inclusion London.

19. Minutes and action sheet: Communities, Equalities and People Committee – 2 September 2010

(Agenda item 3)

19.1 The minutes were agreed as a correct record. The Chair requested that an update from the MPS on the creation of a joint action plan for increasing numbers of Black/Minority Ethnic (BME) and female officers in the detective ranks be received at the next meeting.

20. Oral update from Head of Equalities and Engagement

(Agenda item 4)

20.1 As a standing item for future Committees, an update on developments in Equalities and Engagement shall be provided. Fay Scott outlined the priorities which are being developed for the MPA.

20.2 A report on the Race and Faith Inquiry shall be presented to the Full Authority, with a national symposium on Police Advancement being held on 12 January 2011; with Policing Minister Nick Herbert attending. This event shall facilitate practical discussions on how to develop the recommendations of the Inquiry.

20.3 The current committee structure in the MPA is also being examined, in order to identify opportunities for streamlining.

20.4 An EIA Governance Protocol is being developed for the MPA and MPS; to ensure they are robust, MPS staff shall receive briefings once the protocol is finalised.

20.5 Discussions have been held with the MPS to ensure that support for staff undergoing outplacements is culturally sensitive. Papers on these developments shall be presented at future Committees.

21. Vetting within the MPS

(Agenda item 5)

21.1 Since 1 October 2010 a single Vetting Unit has assumed responsibility for conducting all vetting checks for the MPS; aiming to improve efficiency, consistency and quality in the vetting procedure. Members welcomed the merger and raised a number of questions on the vetting process and Unit

21.2 MPS employees who joined prior to the implementation of the 1995 Vetting Policy (which requires staff to undergo National Security Vetting) will have undergone Police Vetting, as well as any enhanced levels of vetting required as a result of moving into a new position. The MPS Management Board shall review associated risks and costs of conducting retrospective National Security Vetting on remaining staff (around 13000) who joined prior to 1995.

21.3 With the new budget for 2011/12, four ‘band E’ posts shall be lost in the Vetting Unit, with up to eight IT related posts being lost due to improved efficiencies, whilst the majority of vetting work carried out by outside agencies shall also be withdrawn. These reductions are not expected to impact on the efficiency of the Unit.

21.4 Members noted the large rise in the number of Youth Supervision Checks that were conducted in 2009-10 and enquired as to the cause. Members also enquired on the risks associated with the three year period for vetting of staff in designated posts against the Independent Safeguarding Authority (ISA) Barred List.

21.5 Approximately 8% of vetting checks are failed, with the primary reason being due to previous convictions; reasons for failure are provided, and a record of appeals is maintained. The monitoring of (BME) levels is being incorporated in order to address any potential disproportionality concerns in the vetting system. As part of the quality assurance process 2% of cases are also dip-sampled to ensure the quality of the decision making process. An Equality Impact Assessment was undertaken, with staff associations being consulted on the vetting process. Equality monitoring is not included on vetting application forms, as this could give the impression that this information would influence the vetting decision.

Action: MPS to provide an update report in six months explaining the rise in the number of Youth Supervision Checks, a risk assessment for staff to be vetted against the ISA Barred List, the equalities strand of the vetting scheme and the proportion of appeals for failed vetting checks.

22. Update report on Independent Advisory Groups (IAGs)

(Agenda item 6)

22.1 The MPS presented the report, which seeks to establish a standard operating procedure for IAGs to ensure they are robustly managed. MPA endorsement on the proposals for remuneration and vetting issues, along with the future progression of IAGs was also sought.

22.2 In terms of remuneration for IAG members; the MPS plans to adopt a system of paying expenses only. Members felt that remuneration should be paid for members’ expertise, but that it needs to be proportionate to the amount of work conducted, and that a cap level could be considered.

22.3 The MPS Diversity Executive Board discussed potential vetting of IAG members and decided that in order not to discourage people from joining, vetting should not be conducted. Members expressed a range of views on this issue; some felt that all IAG members with access to sensitive materials should be vetted. Others felt that vetting could preclude people from joining IAGs, but felt that checks should be made to ensure that members do have necessary credentials to advise on specific issues; for example that members advising on gun crime do indeed possess prior experience of gun related offences.

22.4 The Chief Executive clarified that vetting was a particular method of background checks, which had a specific threshold for passing or failing. What would be required would be a process of checking and risk assessing potential IAG members, but it would need to be outside the vetting process to avoid some from being precluded through failure to meet the required standard.

22.5 The future role of IAGs was discussed; all members agreed that transparency was a key issue for IAGs. Some members questioned the need for borough IAGs, but agreed that all should be aligned to the strategic priorities of the MPS. The running costs and concerns about parity between groups was also raised. Members questioned the need for IAGs at borough level to be stand along groups, suggesting they be integrated in to the CPEG structure. Although it was recognised that a change in the IAG structure is needed, members of CEP agreed that such an action would need to be referred by the MPA Full Authority.

Action: MPA and MPS officers to discuss how to address concerns and progress the proposals.

23. MPA response to the future role and scope of the London Council Grants Scheme

(Agenda item 7)

23.1 In response to the Comprehensive Spending Review, London Councils is consulting on a restructure of its Grants Scheme, with an aim of decentralising the scheme and allowing local councils to determine grant allocations locally. As a member of London Councils, the MPA is being consulted on these proposals, but will have limited opportunity to impact the decision, but will seek to minimise the impact by ensuring that Equality Impact Assessments are conducted and that the restructure does not adversely impact on the work of the MPA.

23.2 Members raised concerns that under this proposal specialist support agencies, such as Domestic Violence Refuges, may lose out on funding; especially if they operate cross borough. These concerns are represented in the MPA response to the consultation. MPA officers will pursue this matter with London Councils to identify any issues which can be raised locally through MPA link members.

Resolved that: Members approve the draft MPA response for submission to London Councils.

24. Female Genital Mutilation – MPS Project Azure

(Agenda item 8)

24.1 Commander Gibson introduced the report and explained that although Female Genital Mutilation (FGM) is illegal in the UK, and there have been a number of investigations; there have been no prosecutions, due to jurisdictional issues where offences occur outside the UK, as well as the difficulty in securing sufficient evidence to take cases to court. Project Azure develops prevention strategies and multi-agency partnership working, and is also used to provide specialist training to Police officers.

24.2 A member enquired whether Muslim groups, such as the National Council of Imams, were being consulted, as a denouncement by Imams would likely be a more effective deterrent to communities than government legislation. Although Project Azure does liaise with Imams, it is recognised that FGM is a cultural issue practiced covertly by specific communities, which would not therefore discuss the issue with Imams. This view was echoed by another member who suggested that an intervention from the authorities where FGM was suspected within a family could be a deterrent to any further offences. Safer Neighbourhood Teams (SNTs) also have awareness raising leaflets which are distributed at Mosques.

24.3 A member enquired which women’s support groups were being consulted, emphasising the need for engagement with national women’s associations, who can maintain confidentiality. Project Azure is consulting with Southall Black Sisters and other organisations, as well as using Safer Neighbourhood Teams to identify specific communities who may practice FGM.

Action: MPS to provide a briefing note detailing Project Azure’s community engagement strategy/activity.

24.4 The potential for conducting mandatory medical examinations for suspected FGM victims was discussed as an example of action that can be taken in response to explicit indications of a direct risk of FGM. Under UK law, there is no power to enforce mandatory medical examinations, although other options are being considered, and Doctors are encouraged to report suspected cases of FGM. A robust approach is required in order to achieve child protection and prosecution of offenders.

Resolved that: MPS and MPA officers shall discuss ways to progress the project.

25. Projected Progression of Black and Minority Ethnic Groups and Women amongst Police Officers and Police Staff during the next Ten Years

(Agenda item 9)

25.1 This report relates to recommendations seven and eight of the Race and Faith Inquiry. Following the Comprehensive Spending Review, the MPS shall not be recruiting in the short term; therefore support for staff progressing from PCSOs to PCs is being developed. A new training model will inform staff how they can progress in their role, which shall support new recruits in developing the skills required as part of the promotion selection process. As well as promotion, the expansion and development of skills is also being encouraged in order to benefit staff.

25.2 Members requested that future updates contain information on the expected progression of BME and female staff for the future; broken down by recruitment layers, along with strategies for how the MPS can improve development of these groups.

Resolved that: the MPS shall provide a future report on the expected progression of BME and female staff.

26. MPS duty of employment

(Agenda item 10)

26.1 The annual Duty in Employment report 2009-10 was presented, detailing an overview of aspects of MPS employment. Members enquired why there are more Employment Tribunals involving BME staff, and requested information on the outcomes of these Tribunals. The MPS provides reports on Employment Tribunals to the MPA’s Human Resources and Remuneration Sub-Committee, and can incorporate this information. The MPS is also examining issues of disproportionality in the following areas: age profiles, length of service and rank and band profiles.

Action: MPS to include disproportionality information in the next report on Employment Tribunals to be received at the Human Resources and Remuneration Sub-Committee. Any arising issues shall be referred to CEP.