Contents

Report 5 of the 26 Sep 02 meeting of the Equal Opportunities & Diversity Board and discusses the draft equalities and diversity work programme and related budget issues.

Equalities and diversity budget and work programme

Warning: This is archived material and may be out of date. The Metropolitan Police Authority has been replaced by the Mayor's Office for Policing and Crime (MOPC).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

Equalities and diversity budget and work programme

Report: 05
Date: 26 September 2002
By: Clerk

Summary

This report invites members of the Board to discuss the draft equalities and diversity work programme and consider budget issues relating to this. Members are also asked whether they will wish to support a budget growth bid for 2003/04 which would have to be considered by the Finance Committee alongside other proposed new initiatives in the context of the MPA’s overall budget.

A. Recommendations

That members

Comment on and agree an equalities and diversity work programme.
To consider whether they would wish to support and refer a budget bid for consideration by the Finance Committee alongside other proposed new initiatives in the context of the overall budget.

B. Supporting information

Introduction

1. The MPA’s equalities and diversity activities in 2002/03 were largely funded from a one-off transfer of £280k from the MPS to the MPA. The MPS has made clear that the transferred sum applied to 2002/03 only. However, this Board’s terms of reference, the ‘equalities for all’ best value review, the Race Relations Amendment Act, Sex Discrimination Act and other current and impending legislative requirements on disability and gender matters, in addition to the Authority’s statutory duty to promote equal opportunities in policing in London, mean that a funded equalities and diversity programme is essential.

2. This report seeks the Board’s approval for an equalities budget for 2003/04 in order that it could be considered as part of the overall Authority budget submission. Last year the diversity budget submission was not considered at the same time as the overall MPA budget. As a result, a number of difficulties arose, which officers would seek members’ support in averting for the new financial year. In addition, the MPA would want to be seen to be following the published budget guidelines from the Mayor, which requires all functional bodies to deal with the diversity budget as part of the overall budget setting process.

Rationale for the budget proposal and work programme

3. Discussions have taken place with the MPS to ensure none of the proposed budgeted activities duplicate work that it carries out or is considering carrying out itself. It would have been useful to consider this report in conjunction with the MPS’ own diversity work programme, but this is not yet available. In view of the budget development timetable, members are asked to consider the MPA proposals separately, but a future opportunity for it to be informed about the MPS programme will be sought, should members request this.

4. The proposed areas of work are all legitimate areas for the MPA to be involved. They relate to the MPA’s overall duties to promote equal opportunities as well as efficiency and effectiveness in the MPS; principally in respect to its diversity performance. They seek to ensure the MPA fulfils its statutory responsibilities such as those relating to gender, disability and the general and specific duties of the Race Relations Amendment Act 2000. They also incorporate the need to implement recommendations made in the best value review of equalities and achieving good equalities practice generally. The work also supports the Board in meeting its Terms of Reference around monitoring and reviewing equalities and diversity performance.

5. The MPA has been requested in previous years to support the GLA and other partnership initiatives, such as the Respect Festival and Black History Month. The proposals here reflect the need to ensure a budget for support of such initiatives is established.

Specific budget considerations

6. The budget proposal is attached at Appendix 1. Members will note that this does not only include those activities that fall under the responsibility of this Board, and the Consultation, Diversity and Outreach Unit, but are also key areas of equalities work being carried out by the Authority. The Authority has taken a policy decision that equalities and diversity should be mainstreamed, and officers have reflected this in the proposal. Such a budget plan also enables the Board to have a clearer overview in monitoring and tracking the equalities and diversity practice and performance of the MPA and MPS.

7. Items 1 and 2 of the proposal reflect the staffing cost of the policy development officer and administrator within the CDO Unit. Due to the increased work in this area a budget of £280k was sought from the MPS in the current financial year to support the previously agreed Consultation, Diversity and Outreach Committee’s work programme (November 2001) and the development and implementation of the Race Equality Scheme and equalities best value reviews. These post were not in the original MPA staffing establishment and are therefore currently funded from the MPS transfer. The Policy Development Officer has been appointed and is now in post and the administrator position is currently filled on an agency basis, pending recruitment. These posts are therefore on-going commitments in the budget.

8. Members are asked to recommend to the HR Committee that these posts become established MPA posts and that they are subsequently funded on the same basis as all other establishment posts.

9. The most significant sum in the proposals is for the development of borough race equality monitoring arrangements. This proposal is published in the MPA Race Equality Scheme, following detailed consultation and feedback from groups and organisations including the Race Equality Councils, Black Londoners’ Forum (BLF), Refugee Council and others. The CRE was also particularly interested in monitoring the MPA’s ability to verify the MPS’ implementation of its race equality scheme and race equality performance at borough levels.

10. The proposal would enable local Race Equality Councils and other Forums such as the BLF, to convene local forums three to four times a year in every borough, building upon the plethora of existing groups, communities and interested parties, to advise and scrutinise the MPS locally and inform the MPA and MPS centrally of race equality issues of concern. The objective is to develop a more systematic, consistent framework of race equality scrutiny. Subject to members’ agreement, officers will develop detailed proposals for future considerations for commissioning racial equality councils across London to convene and service such forums. The CRE (London and South East Region) is keen to work in partnership with the MPA in setting up these arrangements and further discussions will be held, following members decision. Officers will also explore with the other GLA group members, who are similarly bound by the general duty of the Race Relations Amendment Act, whether they share an interest in this as a jointly funded venture. The funding represents an MPA contribution of £3-4k per borough per year for this activity.

11. The programme contains a number of issues of community concern that the MPA has begun to progress, at present race hate crimes and domestic violence. Members may wish to identify further community issues for inclusion. The review of police suspensions around the issue of deaths in custody has not been included here but considered as a wider than equalities matter for the Authority.

12. The other sections of the budget are amplified in the attached work programme at Appendix 2.

Work programme

13. The work programme aims to ensure an appropriate balance is struck between:

Policy development, implementation and review work
Community engagement and internal support
MPA and MPS issues
The needs of all equality priority groups are included.

Members may wish to consider whether the proposals strike the right balance.

The MPA has undertaken some major diversity related reviews, noticeably the Virdi Inquiry. It is currently carrying out an evaluation of diversity training (CRR). The proposals indicate areas of future reviews to be carried out in-house and/or in partnership with the MPS and GLA. Members may wish to indicate other priority areas for review, especially those that may require external evaluation, so that a budget may be established for these now.

14. The programme proposes the need for the Authority to undertake further staff equalities awareness training, to follow up previous diversity training, provide briefings on new legislation etc. Good practice also suggests the inclusion within a training strategy of positive action schemes to support the development of staff from under-represented groups.

15. There is demand also to develop targeted recruitment initiatives to reach under-represented groups. The proposals contained within Appendix 1 include these training and recruitment requirements. On members approval, officers discuss these requirements in greater detail with the HR Policy Officer.

16. Promoting access to services and information is a key equalities objective. For this reason, the proposals include communications related activity i.e. the development of publicity materials in community languages and accessible format which currently is not funded.

17. Members are asked to comment upon, prioritise and agree the activities to be included in the work programme.

C. Equality and diversity implications

The work programme specifically aims to ensure the MPA meets its duties and aims relating to equal opportunities. The programme enables the Authority to better engage with the MPA’s equality target groups, improve its own and the MPS’ diversity performance, address key issues of community concern and develop the appropriate structures and processes to fulfil its equal opportunities policy.

D. Financial implications

The £280k transferred from the MPS that financed equalities and diversity work will cease to be available from April 2003. Unless a budget is agreed for the proposals contained in Appendix 1, the Authority may not be able to fulfil its equal opportunity duties. The financial implications for each proposed activity/area of spend are identified in Appendix 1. The activities agreed will comprise the draft programme and inform the budget bid to be referred to the Finance Committee. The full cost of the programme as shown is £289k of which £37K is a staffing cost it is recommended that the Board refers this to the Finance Committee as growth in the MPA establishment budget.

E. Background papers

MPA Race Equality Scheme
MPS Race Equality Scheme
GLA Equalities for All Best Value review report

F. Contact details

Report authors: Julia Smith 020 7202 0226 and Jude Sequeira 020 7202 0232.

For more information contact:

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

Appendix 1

2003/04 (£000k)	Committed (£000k)	Arising from statutory obligation (£000k)	Good practice / on-going (£000k)	Opportunity costs/ in-house (£000k)
1. 1 x Policy Development Officer (Diversity)	37	37
2. 1 x Administrator (diversity work programme)	22		22
3. Policy Clearing House review	10		10
4. MPS diversity budget performance review	10		10
5. Annual corporate equalities health check and cultural climate survey	5		5
6. Race Hate Crimes Forum	20			20
7. Local diversity and race equality scrutiny	120		120
8. Publicity materials in community languages and accessible formats	20			20
9. Recommendations 61 and 63 - Lawrence Report	10			10
10. Respect Festival	5			5
11. Black History Month	15			15
12. Priority group initiatives	15			15
13. Diversity training review - implementation	Opp cost				X
14. Best Value Equalities for All Review - implementation	Opp cost				X
15. APA ‘People Matters’ framework implementation	Opp cost				X
16. Domestic Violence Strategy implementation	Opp cost				X
17. Gender Agenda implementation	Opp cost				X
18. Diversity and equalities awareness training	HR budget
19. Positive action.	HR budget
20. Targeted recruitment and retention.	HR budget
Total requirement	289	37	167	85

Appendix 2

Proposed spend	Commentary/Links
1. 1 x Policy Development Officer	Appointment of 1 policy development officer dealing with diversity matters of the MPA and scrutiny of MPS. This post was not in the original MPA staffing establishment, however, increased work responsibilities resulted in the 2002/03 budget transfer from the MPS. The post holder is now in post and it is proposed that this should be reflected in the MPA staffing establishment costs
2. 1 x Unit Administrator (diversity work programme)	Equalities and diversity programme administrative support. No provisions were made in the MPA staffing establishment for administrative support for its diversity work. The current position is funded through the 2002/03-budget transfer from the MPS. The post is vacant and is currently filled by agency staff and it is proposed that this post be reflected in the MPA staff establishment.
3. Policy Clearing House review	To review the effectiveness and efficiency of the policy review process to meet requirement of RRA. This is a key outstanding action by the MPS Race Equality Scheme. Although the MPA does not have a significant number of policies, there remains outstanding work in this area that need to be completed. In partnership with the CRE the funding will meet the cost of an independent review of the MPA and MPS progress in carrying out their respective policy impact assessments in the first year of the scheme’s implementation.
4. MPS diversity budget performance review	The MPA is required, as part of the overall budget submission, to give commentary of its equalities policy, targets and performance for a three year period. This will entail commentary on its own as well as the MPS’ equalities spend. The current systems and processes in place in the MPS may be inadequate to achieve this requirement. The GLA has indicated it will buy in the expertise for undertaking a detailed review of effectiveness of equalities spends across the GLA group. The indicative cost will be the MPA contribution to this activity and the publication of an annual equality report.
5. Annual corporate equalities health check and cultural climate survey	Carrying out an annual independent evaluation of equalities practice in the MPA to monitor performance and to progress identified needs.
6. Race Hate Crimes Forum	The MPA is to become a responsible authority in Crime and Disorder Reduction Partnerships. The monitoring of performance of crime and disorder partnerships on hate crimes, including race hate crimes, is not currently being done by any London wide organisation. The MPA, in partnership with the MPS, has engaged with the key agencies (the Crown Prosecution Service, London Magistrates Courts Authority, Victim Support London, , Circle 33, ALG, CRE and other organisations) to agree protocols and performance measures for the overview of this area of work. The proposed budget will contribute towards the salary cost of an administrator/coordinator for the next phase of the Forum’s work. Agreement has been received, in principle, from the Government Office for London to contribute to the costs for this post. Report due to be submitted the Coordinating and Policing Committee and the EODB.
7. Local diversity and race equality scrutiny	To meet recommendations in the MPA and MPS Race Equality Schemes to monitor the implementation of race equality implementation at borough levels. It is proposed in both schemes that local Racial Equality Councils will be asked to coordinate and administer meetings with local groups and organisations in order to monitor the implementation of race equality in each borough. This will be a joint initiative with CRE and other partners/sectors e.g. health. The funding proposed will meet the administrative costs of REC (appx 4K) for arranging at least three meetings per year and submitting written reports to the MPA and CRE.
8. Publicity materials in community languages and accessible formats.	2002/03 internet development. 2003/04 review and implementation of policy and costs of translations, interpretation services and publicity.
9. Recommendation 61 and 63 Lawrence Report	Publicity material on introduction of police stops, and stop and search rights.
10. Respect Festival	Development of publicity materials and contribution to event.
11. Black History Month	Development of publicity materials and contribution to event.
12. Priority group initiatives	Contribution to initiatives dealing with MPA’s equality priority groups, not included elsewhere in the programme e.g. disabled people, young people, lesbian, gay, bisexual and transgender communities, faith groups, older people etc. 2003 is Year of Disabled.
13. Diversity (CRR) training review	2002/03 includes cost of consultant’s review. 2003/04 includes allowance for costs of implementation arising from the review requiring further MPA action.
14. Best Value Equalities for All Review - implementation	The Authority has already made a public commitment to meeting the recommendations arising from the ‘Equalities for All review’ including development and preparation for Level 5 Equalities Standard by 2005 by the GLA group.
15. APA ‘People Matters’ framework Implementation	The APA is in the process of implementing the APA Human Resource Framework document. This proposes that equal opportunities and diversity issues should be embedded and integrated into all HR practices Implementation of and diversity strategies.
16. Domestic Violence Strategy implementation	As part of the domestic violence strategy, to commission a review of effectiveness of the family liaison units in dealing with domestic violence at a local level.
17. Gender Agenda implementation	2002/03 to contribute to strategy launch. 2003/04 to implement actions arising e.g. publicity.
18. Diversity and equalities awareness training	2002/03 Disability Discrimination Act. 2003/04 Race Relations Amendment Act implementation to include policy impact assessment training in partnership with MPS. Other Equal Opportunity issues. Follow up to diversity training and new staff induction training.
19. Positive action	Supporting development opportunities and initiatives for staff from under-represented/priority groups.
20. Targeted recruitment and retention	In order to meet and maintain its equal opportunities and diversity employment targets budget is proposed to develop targeted initiatives to recruit and retain under-represented groups within MPA.

Send an e-mail linking to this page

Feedback