Diversity strategies and recommendations

Report: 9a
Date: 04 December 2003
By: Commissioner

Summary

An update of the MPS Diversity Strategy and progress against recommendations.

A. Recommendation

That the MPS’s intention to review the 2001-3 Diversity Strategy and to renew it, scoping all of the equalities recommendations to which the MPS is subject, be noted.

B. Supporting information

1. The current MPS Diversity strategy (Protect & Respect 2 – Everybody Benefits) was launched in April 2001, with a comprehensive action plan being published in September 2001. 

2. The original action plan was scoped against the Stephen Lawrence inquiry recommendations, ‘Winning the race’, ‘Winning the race revisited’ and ‘Winning consent’. The action plan document has been submitted to EODB as part of a previous report.

3. Included in the plan, as a separate section was the Commission for Racial Equality (CRE) leadership challenge.

4. Since the action plan was published, recommendations have been included from the crosscutting Greater London Authority (GLA) Family Best Value Review of Equalities, and Diversity Matters. Lord Herman Ouseley’s Implementation Review of the Diversity Strategy has made 12 further recommendations.

5. The structure of the action plan has been replicated in local borough diversity action plans, and these are used as a means of embedding the strategy locally.

6. There are now 169 recommendations and these were submitted as an appendix to the previous diversity strategy report to the EODB. Also, significant new pieces of work such as the Domestic Violence Strategy need inclusion in the action plan. As agreed at the last meeting of the Board, arrangements have been made for a forum to discuss how to carry forward these recommendations. It will be held on 19 December 2003.

7. Since the publication of the action plan, the Development & Organisational Improvement Team (DOIT) was formed as part of the Diversity Directorate, dealing with issues of internal fair practice and leadership. DOIT sits outside the structure of Human Resources, however, it necessarily has close ties owing to the nature of its work. DOIT’s strands are:

• Female & Ethnic Minority Detective Training Programme (FEMDTP)- to improve the representation of women and offers from visible ethnic minorities in detective departments.
• Engender – The Gender Strategy.
• Enlighten – supporting work in internal LGBT issues. Preparation with HR for Employment Equality regulations 2003.
• Engage – engaged with HR in analysing ageism in the workplace.
• Embrace – Race issues. Multi-agency secondment scheme for VEM staff, High Potential Scheme.
• Faithful - Preparation with HR for Employment Equality regulations 2003.
• Commissioner’s Leadership Programme – the primary MPS mechanism for imparting key strategic leadership messages to the MPS, and leadership training for middle and senior ranks.

8. The Diversity Training Unit supports diversity training across the MPS, and whilst it does not report directly to the Diversity Directorate at present, it is accountable through the Diversity Forum and Diversity Board.

9. There are two significant strands of work in respect of Community Safety Units (CSUs):

• Piloting of risk assessment model for domestic violence on Tower Hamlets and Southwark boroughs, to ensure that the risks to Domestic Violence victims are assessed early in investigations to prevent recurrence or escalation of offences.
• Performance monitoring. A report has been completed for the MPS Performance Review Committee reviewing performance against racist incidents, homophobia, and domestic violence. It is the intention of the Diversity Directorate to visit boroughs, providing resources, advice, good practice etc. to improve performance.

10. The current Diversity Strategy is due for review, having successfully guided activity for two years. As part of this process the 169 recommendations coming from various reports ranging from the Stephen Lawrence Inquiry to ‘Diversity Matters’ and others are being renewed. The recommendations have been consolidated into themes. The next stage will be to consult partners and advisors on how best to take action forwards. A meeting is planned for December to start this consultation. 

C. Equality and diversity implications

The Diversity Strategy has been the major driver for change in the delivery of equalities in the MPS over the last two years. Further restructuring work is designed to consolidate the strategy whilst driving it forward into new areas of work such as, Race Relations Amendment Act, Disability Discrimination Act and EU directives on faith and lesbian and gay issues.

D. Financial implications

The work will be carried out from within existing budgets. The MPS Equalities budget submission to the GLA (which is attached as an appendix to agenda item 11) gives an overview of the main equalities issues facing the MPS, the main thrust of equalities policy over the coming years, and outlines MPS activity related to equalities expenditure.

E. Background papers

None. 

F. Contact details

Report author: Richard Varley Chief Inspector DCC4

For more information contact:

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

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