MPA review of the MPS race equality scheme 2005-2008

Report: 10b
Date: 29 September 2005
By: Clerk and Chief Executive

Summary

This report presents to Members the results of a review of the MPS Race Equality Scheme (RES) 2005 – 2008 by the MPA Race and Diversity Unit

A. Recommendation

That

1. members endorse the results of the review of the MPS 2005 – 2008 RES by the Race and Diversity Unit, as a tool for ongoing work on that RES;
2. an update from both the MPS and MPA on progress on their Race Equality Schemes for the January 2006 full Authority meeting.

B. Supporting information

1. As part of the MPA’s scrutiny of the MPS, the MPA Race and Diversity Unit undertook a review of the MPS proposed RES for 2005 – 2008. The 2002 – 2005 RES had, itself, been subject to scrutiny by the Commission for Racial Equality (CRE).

2. On 14 June 2004, the CRE submitted an interim report on their Formal Investigation of the Police Service in England and Wales’. This report highlighted that 43 Race Equality Schemes (RESs) had been submitted by Police Forces and Authorities to the CRE. Of those, 15 had been sampled, only one of which had been found to be fully compliant. The CRE further stated that it was ‘minded’ to serve compliance notices on forces to ensure that RESs were completed to a satisfactory standard.

3. On 15 July 2004, formal notification from the CRE was received identifying the MPS as one of the forces that had failed to produce a compliant Race Equality Scheme. The letter required that the MPS should produce a detailed response as to how the Service intended to comply with the requirements. The three specific areas of non-compliance were identified as follows:

• A statement of those functions and policies or proposed policies that the Metropolitan Police have assessed as relevant to the performance of the duty imposed by section 71(1) of the Act.
• Arrangements for training staff in connection with the duties imposed by section 71(1) of the Act.
• The MPS’s employment duty under article 5(2) of the order.

4. On 15 July 2004, the MPS formally responded to the CRE’s observations by providing action plans outlining milestones and timescales to achieving compliance. These plans were supported by documents affording explanatory contextual comment. Additionally, a copy of the MPS Race Equality Scheme Review 2003-4 (published 13 July 2004) in compliance with the requirement to review, was also attached for the consideration of the CRE.

5. On 22 July, the CRE responded by letter. The author, Graham O’Neill (legal officer to the CRE) welcomed the progress made and offered some general advice on how further improvement might be achieved; he also formally gave notice that the MPS must provide a complete and fully compliant RES by no later than 30 September 2004. The MPS produced a compliant RES.

6. On 14 December 2004, the MPA published the findings of the Morris Inquiry into employment matters in the MPS. The Inquiry report made a number of recommendations relating to equality and diversity policy and its effective application across the MPS. On 8 March 2005, the CRE published the final report of its Formal Investigation of the Police Service in England and Wales.

7. In communicating the result of the review of the 2005 – 2008 RES to the MPS, the MPA Race and Diversity Unit commended the MPS on what it had achieved, building on their previously compliant RES, and expressed the view that it looked forward to seeing the business benefits that the 2005 – 2008 RES would bring over the coming years.

8. In looking at the MPS RES, the Unit believes that the Scheme may be compliant but are a little concerned by its somewhat inward looking nature; to all accounts, the business of policing in terms of (for example) borough operational command units, Safer Neighbourhoods, stop and search, street crime, territorial policing and counter-terrorism are strangely absent. In addition, there appears to be no direct cross-reference/interface with the MPS draft Diversity Strategy, nor the response to the Morris and CRE inquiries, key elements of which are to be commended.

9. The Unit made 22 separate recommendations to the MPS, outlining areas of improvement in their scheme. The Unit also strongly recommended that, whilst the MPS should place the 2005 – 2008 RES on their website in time for the 31 May 2005 deadline, they should not go to print, pending consideration of the document by EODB and the full Authority. The Unit also acknowledged that the RES is a ‘living document’ and that it will undergo changes and improvements as time passes. The Unit expressed its expectation of working with the MPS to bring about changes so that the RES meets the needs of both the MPS’ workforce and the Londoners we all serve.

10. The Equal Opportunities and Diversity Board considered the RES at its meeting on 9 July. Members expressed concern about its “inward-facing” nature. This concern was recognised by the MPS who made a commitment to address the issue and change the RES.

11. Scrutiny of Morris Inquiry and CRE Formal Investigation Recommendations - The MPA has clear responsibilities to oversee the quality of the MPS response to the recommendations made by both the Morris and CRE inquiries. This report forms part of the organisation’s ongoing scrutiny of how the organisation is responding to the inquiries throughout its activities.

12. The key recommendations made in both inquiries are:

• M3c
• M8
• M8a
• CRE1
• CRE2
• CRE4
• CRE7
• CRE30
• CRE53

12. These recommendations emphasise:

• The Commissioner’s accountability
• A complete and inclusive approach to promoting race equality across age, disability, gender, religion and sexual orientation
• The importance of comprehensive information management according to equalities categories and analysis to assess levels of disproportionality and providing an effective response.

13. The ongoing development of the MPS RES should reflect these issues identified by the Morris and CRE inquiries as areas where the organisation must demonstrate an alternative approach and continuous improvement.

C. Race and equality impact

The RES is the mechanism whereby the MPS informs both its workforce and Londoners of the way in which it will implement the duties placed upon it by the Race Relations (Amendment) Act [RR(A)A 2000]. It needs to address fully both employment and service provision issues if it is to fulfil that function. In failing to have, at its heart, proper consideration of front-line policing, it will only fulfil part of its role and leave the main interface between Londoners and the MPS without the benefit of its guidance and the progress facilitated by its action plan.

There is, however, much in the RES, as currently constituted, that is good and can lead to progress in eliminating unlawful racial discrimination, promoting equality of opportunity and promoting good relations between persons of different racial groups.

D. Financial implications

There are no financial considerations for the MPA in this paper.

E. Background papers

None

F. Contact details

Report author: Doug Lewins

For more information contact:

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

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