Equal opportunities and diversity management information report

Report: 11
Date: 9 January 2003
By: Clerk

Summary

This report provides the second presentation of equality opportunities and diversity management information. The main trends are highlighted and a detailed breakdown of representation in MPS units is also attached.

A. Recommendation

That members note the attached management information and any emerging trends.

B. Supporting information

Background

1. At the meeting of the Equal Opportunities and Diversity Board (EODB) of the 26 September 2002 the information regularly required by the Board to monitor equalities and diversity in the MPA and MPS was agreed.

2. The attached management information report at Appendix 1 includes as much information as possible from the requirements agreed by the Board. Some data is still under development or awaiting data collection from the MPS. In particular, some of the fair practice information is awaiting development by the MPS.

3. The main trends to be noted from the attached report are:

• No progress was made in November in the percentage of visible ethnic minority (VEM) police officers, which remained static at 5.2%.
• 186 Police Community Support Officers are now in post. 22% of these are female and 21% are VEM officers.
• The percentage of people attending selection centre who were from VEM groups has increased significantly in the last two months. This has not, however, yet let to an increase in the percentage of VEM officers recruited.
• Resignation has become the most common reason for officers leaving the MPS (taking over from pension). 34% of all officers leaving resign, however 73% of VEM officers leaving resign.
• A higher percentage of crimes are screened in for investigation where the victim is black, Asian or under 17.
• The arrest rate following stop and search is falling for Asian persons and those under 17.

4. At the last meeting of EODB, members requested further details on female and visible ethnic minority representation in MPS specialist units. Details for every borough, operational command unit and support unit are attached at Appendix 2.

5. For some units the officer numbers are very small and it is difficult to draw conclusions about representation. However, there are some notable differences in female and VEM representation.

6. Female officers are particularly under-represented in Royalty and Diplomatic Protection and the Firearms Unit, at 2.8% and 3% respectively. Female officers have a particularly high representation in the Child Protection Unit, 46%.

7. There are a number of units with no VEM representation, but numbers in these units tend to be very small. VEM officers are particularly under-represented in Marine Support (1.2%), Dog Support (1.4%), Public Order (1.3%) and the Firearms Unit (1.6%). The two units of substantial size with high VEM representation are Human Resources Selection (13.5%) and the Diversity Directorate (9.2%).

C. Equality and diversity implications

Included within the report and attached management information.

D. Financial implications

None.

E. Background papers

None.

F. Contact details

Report author: Johanna Gillians, MPA.

For more information contact:

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

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