Implementation of the MPS diversity strategy

Report: 06
Date: 9 January 2003
By: Commissioner

Summary

This report details the progress of the MPS of Diversity Strategy and its implementation by Borough Command Units in the Metropolitan Police Service.

A. Recommendation

Members are asked to note the contents of this report

B. Supporting information

History

1. The first phase of the MPS Diversity Strategy was launched in 1999 and dealt with race and equality issues. ‘Everybody Benefits’, the second phase was launched on the 24 April 2002. This took the lessons learnt from the first phase and incorporated them to form a fully inclusive strategy which identified and progressed all diversity issues.

2. The strategy is underpinned by an action plan, which details key actions that the eight (Diversity Strategy Co-ordination Forum) work groups have been progressing during 2002 and will continue to progress during 2003. The work groups are:

• Investigation
• Prevention
• Training
• Recruitment
• Fair Practice - Internal (to include Retention and Progression)
• Fair Practice - External
• Stop and Search
• Disability Programme Board

3. The Diversity Strategy Monitoring Unit (DMSU) was established to devise this action plan and to promote its introduction and the entire concept of the strategy across the MPS. The first MPS Diversity Strategy Action Plan was published in December 2001.

4. The Deputy Commissioner has overall responsibility for the Diversity Strategy and as such chairs the Diversity Strategy Board that meets every quarter. Commander Dick is the Director of Diversity for the MPS and chairs the Diversity Strategy Co-ordination Forum that meets on a monthly basis.

5. During 2002, the Diversity Strategy Monitoring Unit held a number of seminars at New Scotland Yard. The seminars were open to all police ranks and civil staff grades and were designed to increase knowledge and understanding of diversity matters, the work of the Diversity Directorate, the MPS Diversity Strategy, Race Relations (Amendment) Act as well as provide an awareness of new and emerging issues.

6. During June 2002, the DMSU, with the assistance of borough staff created a generic Diversity Strategy template for use by Boroughs Operational Command Units (BOCUs). The template contained the same strategic initiatives contained within the corporate MPS Diversity Strategy Action Plan, but the wording of some of the initiatives were amended to reflect specific relevance to Boroughs.

7. A summary of initiatives includes:

Investigation

• Ensure BOCUs comply with the minimum standards of investigation
• Develop third party reporting initiatives
• Include hate crime in Crime and Disorder strategies and involve partners in combating Hate Crime
• Involve local independent advisors in solving local problems and resolving critical incidents
• Identify and train sufficient officers to meet Borough Family Liaison Officer (FLO) needs

Prevention

• Appoint LGBT (Lesbian, Gay, Bisexual and Transgender) liaison officers
• Appoint Athena Sport liaison officers
• Community Reassurance Programme; establish links with communities to reassure when tensions are high following national or international events

Training

• Plan and deliver ‘follow-up’ diversity training consistent with the diversity profile of the Borough
• Ensure the community is involved in diversity training
• Deliver diversity training programme to all staff

Fair Practice (Internal) & Retention and Progression)

• Provide for the diverse cultural needs of local workforces, for religious observances and for disabled people. Improve family friendly policies
• Apply innovative methods to meet retention and progression targets, identify and share good practice
• Identify and overcome barriers to retention
• Ensure local selection systems are fair
• Address internal issues around local grievance handling, civil actions and employment tribunal actions

Recruitment

• Apply both traditional and innovative approaches to support MPS recruitment targets
• Identify and overcome local barriers to recruitment
• Support the borough network volunteers

Stop and Search

• Comply with Special Notice 12/01. (Guide to the use of Stop and Search)

(This section will be subject to alteration and expansion in light of recent Home Office instructions regarding phased implementation of Recommendation 61, 16 + 1 and the recent instruction to Borough Commanders re disproportionality monitoring of Stop and Search)

Fair practice (External)

• Use the database of ‘Fairness Health Check’ indicators to monitor for disproportionality in the exercise of police powers and discretions including Stop and Search. (See Stop and Search above)
• Submission of quarterly findings of disproportionality monitoring for Stop and Search

Race Relations (Amendment) Act 2000

• Ensure all local police policies and practices comply with the Race Relations (Amendment) Act

Disability Discrimination Act

• Implement the recommendations of the Disability Discrimination Act

8. On 13 June 2002, the generic template was presented to the Diversity Strategy Board. Not only is the Board chaired by the Deputy Commissioner, it has an external membership that includes MPA, GLA, CRE, IAG and LGBT advisors. The Board concluded that the template should be forwarded to all MPS boroughs.

9. Aware that a number of Boroughs already had in place Diversity Strategies, the DSMU then contacted every Borough within the MPS explaining the availability of a generic template and offering further assistance as required. As a result, during July and August 2002 presentations were given to twenty-six boroughs either at Senior Management Team level or with a nominated individual.

10. The presentations contained three main sections.

• The history of the current diversity strategy and role of the Diversity Strategy Monitoring Unit
• How the Diversity Strategy is managed and progressed within the MPS, including management and consultation on three levels i.e. Diversity Strategy Board, Co-ordination Forum, the eight Work groups and membership of same and finally
• The generic template, its development, completion and management.

11. The DSMU recommended that the ‘Superintendent Operations’ became the ‘diversity’ lead for each borough and that if practicable a diversity ‘team’ be created to progress community concerns. It was further recommended that the borough diversity team included identified stakeholders such as external independent advisors, staff associations and Borough representatives. The method to progress the Borough diversity strategy would be for the Borough Senior Management Team to decide, but further recommendation was that each section was to have an identified and accountable ‘lead’ i.e. ‘Investigation’ Borough Crime Manager, ‘Fair Practice Internal’ HEO Personnel. This method of accountability would not only ensure compliance with the Commissioners Leadership Challenge but also publicly reinforce both the MPS’s and borough commitment to progressing all diversity issues.

12. On 21 October 2002, the DSMU contacted all 33 borough Commanders requesting copies of their strategies and offering further advice and assistance in formulation of strategies and completion of the generic template where appropriate. This has led to a number of secondary presentations and further advice to boroughs. The letter to borough Commanders clearly stated the DSMU intention to publish all borough diversity strategies on the DCC4 Intranet site and therefore assist in identifying and promulgating the work of individual boroughs.

Current situation

13. To date, the following fifteen boroughs now have local Diversity Strategy Action Plans in place: Barnet, Havering, Redbridge, Harrow, Greenwich, Kingston, Haringey, Westminster, Kensington and Chelsea, Heathrow, Hackney, Lewisham, Ealing, Twickenham and Hillingdon. Copies of all strategies are retained by the DSMU.

14. The following ten Boroughs are in the process of creating local Diversity Strategies: Camden, Waltham Forest, Brent, Bexley, Richmond, Wandsworth, Enfield, Sutton, Newham and Hammersmith and Fulham.

15. The DSMU will continue to encourage the remaining eight boroughs to implement local diversity strategies. The adoption of local diversity strategies is a subject the Diversity Directorate will pursue with the Territorial Policing Command Team diversity lead, when appointed.

16. It is the intention of the DSMU that when all boroughs have implemented diversity strategies to then commence presentations with all MPS Commands beginning with Specialist Operations Department. Some work is already underway in individual units and for example, the Child Protection Unit has recently requested a presentation and is in the process of developing their template/strategy.

17. At present the DSMU have membership of two Borough Diversity Teams in a purely advisory capacity. Invitations have been received from two further Boroughs to attend their inaugural meetings early in the New Year. It is the stated intention of the DSMU to only attend the first couple of meetings to support the implementation of strategies and provide guidance.

18. The rollout of this process, as with Borough implementation is dependent upon the availability and existing workload of DSMU staff. Copies of the full action plan are available to members from the committee officer.

Future

19. During the early part of 2003, the DSMU will encourage the remaining eight Boroughs to develop and implement local diversity strategies. The DSMU will then conduct a gap analysis of all strategies to identify areas for improvement. All borough strategies will then be published on the Diversity Directorate intranet site to promulgate and identify best practice.

20. As mentioned in paragraph 15 above, the Territorial Policing Command Team are in the process of appointing a ‘diversity lead’. When identified, the issue of devolved implementation will be progressed with the intention of ensuring that local strategies and all areas of diversity become mainstreamed and as such, thoroughly embedded in all processes and practices on borough.

C. Equality and diversity implications

The devolution of diversity strategies will publicly reinforce both the MPS’s and individual Boroughs commitment to diversify all of its functions and practices. This process will support the MPS aim of increasing the transparency and accountability of boroughs and assist in increasing public confidence in the MPS. Furthermore, it is intended to not only increase recruitment from underrepresented groups, but to increase the retention of officers and essential support staff.

D. Financial implications

All costs are met from existing and proposed budgets and there is no need for additional funds.

E. Background papers

Copy of the generic Diversity Strategy Template supplied to the Equal Opportunities and Diversity Board on 28 November 2002.

F. Contact details

Report author: Mark Antill, MPS.

For more information contact:

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

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