Diversity recommendations review

Report: 08
Date: 05 February 2004
By: Commissioner

Summary

This report provides an update of the MPS process to examine, consolidate and refresh recommendations from diversity reports. It also provides an assessment of progress against each of the recommendations arising from the Stephen Lawrence Inquiry.

A. Recommendations

1. That members note the content of this report.
2. To agree the proposal at paragraph 14. to submit a report to the next meeting of EODB.

B. Supporting information

1. In July 2003 EODB requested that the Diversity Directorate present a report setting out progress in implementing the range of recommendations arising out of a variety of reports and inspections of diversity issues.

2. It was recognised that there were at least 169 such recommendations. The committee sought to establish the position in relation to each of them and to understand the areas in which further work was required.

3. It was acknowledged that many of the recommendations dealt with similar aspects of the work, e.g. leadership, reporting of hate crime; and that organising them in themes would be of assistance.

4. The ultimate purpose of the work was to contribute to the development of the next phase of diversity work in the MPS.

5. Commander Allen recognises that the Directorate has yet to meet the expectations of the EODB and that this remains a work in progress.

6. There are a number of factors that impact on the completion of this work. Most significant has been the impact on the service of the BBC programme “The Secret Policeman”, screened in October 2003.

7. This programme and the stark re-exposure of racism within the service it contained marks a watershed in the police response to issues of diversity. The Commissioner responded by immediately appointing AC Ghaffur to lead a task force with responsibility for reviewing diversity activity and progress and for making recommendations to shape the MPS response.

8. AC Ghaffur’s final report is now in draft with the Commissioner but has not yet been circulated within the organisation. That report will give an assessment of progress in many of the areas subject of previous recommendation. Any assessment of progress and consequent debate within EODB would therefore benefit from being informed by AC Ghaffur’s work.

9. In addition members will be aware that the CRE have launched a formal investigation of the service and the MPA have established the Morris Inquiry into a range of issues which all have direct links to the work of the Directorate.

10. It was intended to develop a new Diversity Strategy for the MPS to be operational from 1 April 04. As a consequence of the ongoing work outlined above, the Diversity Strategy Board decided at its December meeting that a new strategy should be delayed until the autumn of 2004 so that it can respond to issues and recommendations arising from those various inquiries.

11. In the meantime Commander Allen has been tasked to produce an interim programme of work to ensure that momentum is maintained.

12. Work is, as a consequence, underway to refocus the Diversity Directorate around the GLA’s six diversity strands and to develop the process by which the Directorate can more directly support boroughs and OCUs. In order to deliver in both areas some internal structural changes are required. Planning for those is moving ahead.

13. One of the most significant changes is the move, effective 2nd February 2004, of the Diversity Training School into the Diversity Directorate from HR. This provides a strategic asset, able to support the work on boroughs and maintain its commitment to recruit training.

14. Given this context it is suggested that a position paper in relation to the recommendations at this time would be premature and would fail to provide EODB the most helpful basis upon which to move the debate forward. The commitment remains to meet the expectation but also to include the outcomes, in particular, of the Ghaffur report. EODB is therefore asked to agree to delay of that paper until the next meeting.

15. In the interim, members are asked to note that on 19 December 2003 a meeting was held, as previously reported, at which discussions took place in relation to the relevant recommendations. At Appendix 1 is a summary of those discussions for the information and comment of members.

16. As part of this wider process the Directorate have begun to bring together an assessment of progress against each of the recommendations arising from the Stephen Lawrence Inquiry. Attached at Appendix 2 is a summary of that assessment for the information of members. Members are also asked to comment on the sufficiency and detail of information therein, and on the style of reporting. This will assist in ensuring that future products meet the needs of members.

C. Equality and diversity implications

This work is of strategic significance in shaping the future direction of the MPS diversity agenda.

D. Financial implications

A new Diversity Strategy will be costed as part of the building process. Costs associated directly to work outlined in the report will be met from existing resources.

E. Background papers

None

F. Contact details

Report author: Commander Steve Allen, MPS.

For more information contact:

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

Appendix 1

Diversity strategy recommendations review (19/12/03)

Key themes underpinning discussions

• Education must be a focus of future direction (e.g. the relationship between police and young people, how to engage this group)
• Need to focus on the community and influencing their confidence and perceptions with regards to the MPS (e.g. through equality of service provision). The impact of such work is considerable (e.g. increased intelligence)
• Need to look at and involve all groups of MPS staff (e.g. not just focus on operational officers)
• Monitoring and evaluation are vital in relation to continuous improvement and must be given the requisite attention (must be thorough and credible)
• The MPS needs to foster a staff identity emphasising that staff are joining the MPS rather than a sub-section of it
• There is a general lack of innovation within the MPS and this needs to be addressed (e.g. in the design and delivery of training)
• There is an underlying issue in the MPS centring on the hierarchy / power-base that must be addressed (e.g. to promote open communication)
• Need to properly resource the training, guidance and support available and provided to our managers
• Need to foster an environment in which we learn from each other and take interest in the skills and learning of others (we need to know our own staff)
• The organisation currently lacks a strategic overview and co-ordination regarding what work and progress is occurring in relation to diversity
• The MPS must visibly represent the community it serves both on the street and within the management teams

Specific areas identified for work

• Review and improve the probationer application process from application to the point of joining
• Review how individuals are selected for management roles (the promotion process)
• Review the MPS management of Employment Tribunals with an emphasis on how to disseminate wider learning
• Review how the advice obtained by the MPS from IAGs, Lay Advisors etc. is captured and utilised within the organisation particularly at more senior levels
• Raise quality and status of MPS Trainers (expected standards must be clearly communicated)
• Slow time work in the area of equal opportunities (e.g. marketing of diversity monitoring forms and how they link to MPS policy, early involvement of advisors)
• Would the MPS benefit from an organisational ethics committee?
• Look at introducing a clear and formalised career management process for all staff. Specifically mentioned was scoping the introduction of career pathways / development programmes for staff in the lower salaried and lower skilled positions where there is evidence that the MPS attracts more representative applications
• Examine the factors leading to the diverse applications for the PCSO role and look at how these may be transferred to the role of police officer
• Identify how the Diversity Directorate could play a more proactive role in training design and delivery (e.g. in the training of Trainers)
• Review the role of the School Liaison Officer with a particular emphasis on their quality, selection and training
• Identify ways in which knowledge can be more effectively shared across the organisation (e.g. in relation to the outcome of critical incidents, reviews and Inspections) – staff need to know that things are changing and people have made a difference
• Need to examine and review who the MPS consults with (e.g. who represents the community, the ‘shelf-life’ of IAG membership)
• Policy should be introduced ensuring that the MPS procures services from organisations that have policies in line with those of the MPS

Appendix 2

Lawrence Inquiry Recommendations - Status Report

Introduction

This report considers each of the recommendations and illustrates organisational progress in relation to them. This document is intended to signpost the reader to the activities undertaken by the MPS with regards to each recommendation. It summarises the extent to which they have been adopted and mainstreamed into standard operating procedures but is not an exhaustive record of progress.

Status

Where the requirements of a recommendation are being met across the MPS it may be helpful to consider this matter embedded or mainstreamed into the way we work. Previously we have viewed such recommendations as either complete or uncompleted. By working towards the mainstreaming of Inquiry recommendations we are acknowledging the need to build them into the policies and practices of the organisation over the long term, and monitor them.

Monitoring

Most of the issues raised are now built into the way we work and can be fairly described as common practices. In relation to some of the recommendations there may be little to be gained by continuing to review, though in areas where progress is still being made the process of monitoring remains important. For example, recommendation twelve sets out an amended definition for a Racial Incident. This is now accepted and embedded into the way we work. The Service profile of the MPS means that over a four-year period it is likely to be the case that over a half of all Response Team officers will have no experience or knowledge of the previous definition.

Overview

• There are seventy recommendations in total.
• Thirty-one of them have not been addressed because they were not seen as being directed specifically at our organisation.

This document illustrates some of the organisational activity that there has been in relation to each individual recommendation. The purpose of the meeting on the 23rd of January 2004 is to consider the progress that has been made and to recommend where further activity is needed. Any general themes highlighted or areas for improvement identified will then be fed back to the workgroups of the Diversity Directorate. They in turn will have the responsibility for pressing ahead with additional developments.

Recommendations

1. That a Ministerial Priority be established for all Police Services:

"To increase trust and confidence in policing amongst minority ethnic communities".

This ministerial priority was incorporated into the MPS Policing Plan for 1999/2000 and subsequent plans. It is currently reflected in the National Policing Plan 2003/2006. The above objective is now regarded as a part of core business for the MPS.

2. The process of implementing, monitoring and assessing the Ministerial Priority should include Performance Indicators in relation to:

1. the existence and application of strategies for the prevention, recording, investigation and prosecution of racist incidents;
2. measures to encourage reporting of racist incidents;
3. the number of recorded racist incidents and related detection levels;
4. the degree of multi-agency co-operation and information exchange;
5. achieving equal satisfaction levels across all ethnic groups in public satisfaction surveys;
6. the adequacy of provision and training of family and witness/victim liaison officers;
7. the nature, extent and achievement of racism awareness training;
8. the policy directives governing stop and search procedures and their outcomes;
9. levels of recruitment, retention and progression of minority ethnic recruits; and
10. levels of complaint of racist behaviour or attitude and their outcomes.

The overall aim being the elimination of racist prejudice and disadvantage and the demonstration of fairness in all aspects of policing.

Since 2001 each of these measures of success has been mainstreamed into the work of the relevant departments.

3. That Her Majesty's Inspectors of Constabulary (HMIC) be granted full and unfettered powers and duties to inspect all parts of Police Services including the Metropolitan Police Service.

4. That in order to restore public confidence an inspection by HMIC of the Metropolitan Police Service be conducted forthwith. The inspection to include examination of current undetected HOLMES based murders and Reviews into such cases.

5. That principles and standards similar to those of the Office for Standards in Education (OFSTED) be applied to inspections of Police Services, in order to improve standards of achievement and quality of policing through regular inspection, public reporting, and informed independent advice.

6. That proposals as to the formation of the Metropolitan Police Authority be reconsidered, with a view to bringing its functions and powers fully into line with those which apply to other Police Services, including the power to appoint all Chief Officers of the Metropolitan Police Service.

7. That the Home Secretary and Police Authorities should seek to ensure that the membership of police authorities reflects so far as possible the cultural and ethnic mix of the communities which those authorities serve.

8. That HMIC shall be empowered to recruit and to use lay inspectors in order to conduct examination and inspection of Police Services particularly in connection with performance in the area of investigation of racist crime.

9. That a Freedom of Information Act should apply to all areas of policing, both operational and administrative, subject only to the "substantial harm" test for withholding disclosure.

10. That Investigating Officers' reports resulting from public complaints should not attract Public Interest Immunity as a class. They should be disclosed to complainants, subject only to the "substantial harm" test for withholding disclosure.

11. That the full force of the Race Relations legislation should apply to all police officers, and that Chief Officers of Police should be made vicariously liable for the acts and omissions of their officers relevant to that legislation.

Definition of a racist incident

12. That the definition should be:

"A racist incident is any incident which is perceived to be racist by the victim or any other person".

This new definition has been widely published throughout the MPS and incorporated in the ACPO Hate Crime Manual. It has been incorporated into MPS Initial Recruit Training and the Race Awareness Training, for existing staff, and is now fully embedded within our standard operating practices. This was promulgated internally via Special Notice 15/2000.

13. That the term "racist incident" must be understood to include crimes and non-crimes in policing terms. Both must be reported, recorded and investigated with equal commitment.

This was standard service policy prior to the publication of the Stephen Lawrence Inquiry Report and it remains so. This inclusive approach is fully embedded into all relevant policies, practices and procedures.

14. That this definition should be universally adopted by the Police, local Government and other relevant agencies.

Other statutory, voluntary and community organisations within London and Nationwide have adopted this definition. It is universally used and accepted.

Reporting and recording of racist incidents and crimes

15. That Codes of Practice be established by the Home Office, in consultation with Police Services, local Government and relevant agencies, to create a comprehensive system of reporting and recording of all racist incidents and crimes.

The Racist Incidents Standing Committee (RISC) incorporated this recommendation into their Codes of Practice, which was launched in April 2000. In September 2000 a Best Practice Guide for Third Party Reporting was published as an insert for the ACPO Hate Crime Manual. Both documents remain current and the contents are now accepted practices.

16. That all possible steps should be taken by Police Services at local level in consultation with local Government and other agencies and local communities to encourage the reporting of racist incidents and crimes. This should include:

• the ability to report at locations other than police stations; and
• the ability to report 24 hours a day.

The ACPO Hate Crime Guide was published in 2000 and includes Third Party Reporting and remote site reporting. Special Police Notice 15/00 sets out procedure in this area. There is now a corporate Third Party Reporting form published on the MPS Intranet. The 2003 audit illustrates that there are now 134 reporting sites across the MPS. Further evidence that this issue is now embedded in the way we work is the publication of a second Police Notice, 44/02. The business case for Third Party Reporting is questionable with 1% of all reported Hate Crime generated through the scheme. A significant proportion of these are domestic disputes. The Police Information Technology Organisation (PITO) launched a ‘web portal’ in 2001 whereby minor, non-urgent crimes could be forwarded to forces. The MPS DOI are currently developing a process for reporting Hate Crime specifically on the internet.

17. That there should be close co-operation between Police Services and local Government and other agencies, including in particular Housing and Education Departments, to ensure that all information as to racist incidents and crimes is shared and is readily available to all agencies.

All MPS Policing Boroughs have information sharing protocols, with relevant Partners, for Hate Crime. The sharing of such information, in sanitised form, is systematic. The Freedom of Information Act now legislates for the publication of such information.

Police practice and the investigation of racist crime

18. That ACPO, in consultation with local Government and other relevant agencies, should review its Good Practice Guide for Police Response to Racial Incidents in the light of this Report and our Recommendations. Consideration should be given to the production by ACPO of a manual or model for such investigation, to complement their current Manual of Murder Investigation.

The MPS led on the development of this manual on behalf of the ACPO Race and Community Relations Committee. The subsequent guide, endorsed by the Home Secretary’s Steering Group, was published in September 2000. Manual is now being made more concise and Operationally focused – by May 2004. It will now include Faith Crime. To be made available electronically.

19. That ACPO devise Codes of Practice to govern Reviews of Investigations of crime, in order to ensure that such Reviews are open and thorough. Such codes should be consistently used by all Police Services. Consideration should be given to such practice providing for Reviews to be carried out by an external Police Service.

The MPS framework for review of murder investigation was published in 3/99. Specialist Crime Directorate are currently devising a new Book of Guidance for Murder Review and this will again incorporate the issues raised in this recommendation.

20. That MPS procedures at the scene of incidents be reviewed in order to ensure co-ordination between uniformed and CID officers and to ensure that senior officers are aware of and fulfil the command responsibilities which their role demands.

This recommendation has been mainstreamed into core service delivery. Notices 30/99 sets out the MPS policy for command and control of critical incidents. The management of incidents and in particular ’critical incidents’ is an integral part of promotion development courses. This training has also been rolled out across the MPS for managers. The processes are managed by the use of Critical Incident Logs and other methods of recording decisions.

21. That the MPS review their procedures for the recording and retention of information in relation to incidents and crimes, to ensure that adequate records are made by individual officers and specialist units in relation to their functions, and that strict rules require the retention of all such records as long as an investigation remains open.

This review was first conducted in 1999 and it led to the publication of Decision Logs and Family Liaison Logs - followed by Crime Scene Logs and Incident Management Logs. This is reflected in Special Notice 20/00 which covers the MPS response to homicides. These improved processes for record keeping are now embedded into the way we work.

22. That MPS review their internal inspection and accountability processes to ensure that policy directives are observed.

In April 1999 the new MPS Inspection and Review framework was introduced, with four levels - from 12 month Borough Inspections through to Corporate and Strategic levels. In November 2001 the MPS launched a new Annual Inspection Programme - diversity is one of its key themes. Each Borough additionally scrutinises its own systems annually using the Excellence Model. All future MPS policies must now be ratified by Policy Clearing House – who will now also review all 1700 current policies by December 2004.

Family liaison

23. That Police Services should ensure that at local level there are readily available designated and trained Family Liaison Officers.

Within DCC4 there is a Team that manages the delivery of the FLO service across the MPS. The MPS is working towards having 10–20 (depending on the Borough workload) trained FLOs per policing Borough. The Family Liaison and Fundamental Guidelines policy document (Mar 2000) reflects this recommendation. The MPS has now developed an FLO Co-ordinators course to ensure Boroughs are consistent in their identification and support of local FLOs. The details of all current FLOs are maintained centrally on a new database at DCC4.

24. That training of Family Liaison Officers must include training in racism awareness and cultural diversity, so that families are treated appropriately, professionally, with respect and according to their needs.

This recommendation is reflected in the aims and objectives of the FLO course. Racism awareness and cultural diversity are incorporated into this and many other courses within the organisation.

25. That Family Liaison Officers shall, where appointed, be dedicated primarily if not exclusively to that task.

This recommendation is reflected in the guidance given to all OCUs and BOCUs by the FLO Team at DCC4. It is the case that FLO’s are primarily dedicated to that role but rarely exclusively so.

26. That Senior Investigating Officers and Family Liaison Officers be made aware that good practice and their positive duty shall be the satisfactory management of family liaison, together with the provision to a victim's family of all possible information about the crime and its investigation.

The gathering and dissemination of ‘good practice’ is managed through the FLO Team at DCC4. There are regular seminars held to capture ‘good practice’ and the FLO Team visits ‘Gold Groups’ and ‘Debriefs’ to ensure this is done. The management of individual cases and focus on information sharing are facilitated by FLO decision logs and reflected in the FLO manual.

27. That good practice shall provide that any request made by the family of a victim which is not acceded to, and any complaint by any member of the family, shall be formally recorded by the SIO and shall be reported to the immediate superior officer.

This policy is embedded in our processes. It would be unusual for a family request to be declined and where that did occur the FLO decision log must articulate the decision process and it will be brought to the attention of a supervisor. This standard operating procedure is in the FLO manual.

28. That Police Services and Victim Support Services ensure that their systems provide for the pro-active use of local contacts within minority ethnic communities to assist with family liaison where appropriate.

The pro-active use of local contacts is now commonplace across the organisation. DCC4(3) manages and supports the use of the IAG, LGBT AG and now the Youth Advisory Group. Where appropriate Advisors are used on ‘Gold Groups’ and Murder Review Panels. At local level, Boroughs have their own Advisors. The Cultural and Community Resource Unit also assist major investigations. All policing areas work closely with their local VSS, referring appropriate cases to them.

Victims and witnesses

29. That Police Services should together with the Home Office develop guidelines as to the handling of victims and witnesses, particularly in the field of racist incidents and crimes. The Victim's Charter to be reviewed in this context.

This recommendation has been addressed. The ACPO Hate Crime Manual, which was first published in Feb 01, sets out the minimum standards for Community Safety Units. The training given to staff in Community Safety Units also focuses on the importance of addressing the needs of victims and witnesses. In July 2003 ‘A New Deal for Victims and Witnesses’ was published by the Criminal Justice System. This is a national strategy to deliver improved services. This recommendation is further mainstreamed by the on-going work of the Justice and Victims Unit within the Home Office. The current proposal is that the Victims Charter will be replaced by a new Code of Practice, to be established in legislation by 2005.

30. That Police Services and Victim Support Services ensure that their systems provide for the pro-active use of local contacts within minority ethnic communities to assist with Victim Support and with the handling and interviewing of sensitive witnesses.

The pro-active use of community contacts is now commonplace across London. DCC4 has developed a database of supporting agencies. We make extensive use of our own IAG and LGBT AG in relation to the way we progress enquiries and how we deal with victims and witnesses. Boroughs also have their own Advisory Groups and Community Advice is particularly in evidence during ‘Gold Group’ meetings. Community contacts are not used specifically for the interviewing of witnesses.

31. That Police Services ensure the provision of training and the availability of victim/witness liaison officers, and ensure their use in appropriate areas particularly in the field of racist incidents and crimes, where the need for a sensitive approach to young and vulnerable victims and witnesses is paramount.

The concept of specialist officers in this field has been realised through the inception of Community Safety Units at every London Borough. CSU staff receive specific training in relation to the support of victims and witnesses. The ‘New Deal for Victims and Witnesses’ (July 2003 – National Strategy document by the Home Office) and the minimum standards set out in the ACPO Hate Crime Manual reinforce this agenda.

Prosecution of racist crimes

32. That the standard of proof of such crimes should remain unchanged.

33. That the CPS should consider that, in deciding whether a criminal prosecution should proceed, once the CPS evidential test is satisfied there should be a reputable presumption that the public interest test should be in favour of prosecution.

34. That Police Services and the CPS should ensure that particular care is taken at all stages of prosecution to recognise and to include reference to any evidence of racist motivation. In particular it should be the duty of the CPS to ensure that such evidence is referred to both at trial and in the sentencing process (including Newton hearings). The CPS and Counsel to ensure that no "plea bargaining" should ever be allowed to exclude such evidence.

35. That the CPS ensure that a victim or victim's family shall be consulted and kept informed as to any proposal to discontinue proceedings.

36. That the CPS should have the positive duty always to notify a victim and victim's family personally of a decision to discontinue, particularly in cases of racist crime, with speed and sensitivity.

37. That the CPS ensure that all decisions to discontinue any prosecution should be carefully and fully recorded in writing, and that save in exceptional circumstances, such written decisions should be disclosable to a victim or a victim's family.

38. That consideration should be given to the Court of Appeal being given power to permit prosecution after acquittal where fresh and viable evidence is presented.

39. That consideration should be given to amendment of the law to allow prosecution of offences involving racist language or behaviour, and of offences involving the possession of offensive weapons, where such conduct can be proved to have taken place otherwise than in a public place.

40. That the ability to initiate a private prosecution should remain unchanged.

41. That consideration should be given to the proposition that victims or victims' families should be allowed to become "civil parties" to criminal proceedings, to facilitate and to ensure the provision of all relevant information to victims or their families.

42. That there should be advance disclosure of evidence and documents as of right to parties who have leave from a Coroner to appear at an Inquest.

43. That consideration be given to the provision of Legal Aid to victims or the families of victims to cover representation at an Inquest in appropriate cases.

44. That Police Services and the Courts seek to prevent the intimidation of victims and witnesses by imposing appropriate bail conditions.

Training - First aid

45. That First Aid training for all "public contact" police officers (including senior officers) should at once be reviewed and revised to ensure that they have basic skills to apply First Aid. Officers must be taught to "think first aid", and first and foremost "A (Airways), B (Breathing) and C (Circulation)".

A three-year rolling training programme has been implemented incorporating emergency life support. This course is for all public contact officers up to and including the rank of Inspector. The course is mandatory across the organisation and selection processes require the applicant to have an up-to- -date certificate (valid for 3 years). The HSE are currently reviewing this training provision.

46. That training in First Aid including refresher training should include testing to recognised and published standards in every Police Service.

First Aid training competencies and procedures were set out in Special Police Notice 6/00 and in October 01 student competency monitoring forms were introduced. First Aid training was reviewed by NPT and national standards were developed and published in April 02. These standards are equivalent to those recommended by the HSE, European Resuscitation Council and St Johns. The HSE are currently reviewing this training provision.

47. That Police Services should annually review First Aid training, and ensure that "public contact" officers are trained and tested to recognised and published standards.

There is a system in place to ensure that such an annual review is conducted. The review is conducted by Occupational Health / First Aid. First Aid training is reviewed against NPT standards and UK Resuscitation Council guidelines and it is fully compliant.

Training - racism awareness and valuing cultural diversity

48. That there should be an immediate review and revision of racism awareness training within Police Services to ensure:

1. that there exists a consistent strategy to deliver appropriate training within all Police Services, based upon the value of our cultural diversity;
2. that training courses are designed and delivered in order to develop the full understanding that good community relations are essential to good policing and that a racist officer is an incompetent officer.

This review of training was conducted and a corporate course was devised which was subsequently delivered across the MPS and completed by December 2002. Similar material is delivered during training for recruits and on many other courses including promotion development. There is an on-going process of evaluation and development in this area in the light of new developments in the area of diversity generally.

49. That all police officers, including CID and civilian staff, should be trained in racism awareness and valuing cultural diversity.

The MPS has concluded Phase 1 of the CRR training. To date, 39,727 staff have been trained. 5,385 Police Staff have had a one day course and all recruits receive training. Mop-up training is being done to capture those staff that have missed the training because of career breaks, etc.

50. That police training and practical experience in the field of racism awareness and valuing cultural diversity should regularly be conducted at local level. And that it should be recognised that local minority ethnic communities should be involved in such training and experience.

The Phase 1 workshops were delivered at a Borough level using police and Associate trainers (local community members). To date, 39,727 staff have been trained.

51. That consideration be given by Police Services to promoting joint training with members of other organisations or professions otherwise than on police premises.

Locally delivered training often takes place away from police premises. The delegates on these courses are MPS employees rather than members of other organisations.

52. That the Home Office together with Police Services should publish recognised standards of training aims and objectives in the field of racism awareness and valuing cultural diversity.

The Training and Design Lead Body (TDLB) standards for training have been designed jointly by ACPO, NPT, NACRO and MPS (DTSU). This worked in conjunction with the CRR Occupational Standards for trainers implemented in April 2002. OFSTEAD inspected the training of 82 police and civil staff trainers. The CRR Trainers Workshop Guide set aims and objectives after wide consultation.

53. That there should be independent and regular monitoring of training within all Police Services to test both implementation and achievement of such training.

Borough based training and all CRR related training has been reviewed and this is an on-going process. Two members of staff within the MPS Training Standards Unit are employed, full time, on this project. More recently the MPA has sponsored an independent evaluation of MPS CRR training. CSU training has been reviewed by ICG and HMIC inspections consider such training.

54. That consideration be given to a review of the provision of training in racism awareness and valuing cultural diversity in local Government and other agencies including other sections of the Criminal Justice system.

Employment, discipline and complaints

55. That the changes to Police Disciplinary and Complaints procedures proposed by the Home Secretary should be fully implemented and closely and publicly monitored as to their effectiveness.

56. That in order to eliminate the present provision which prevents disciplinary action after retirement, disciplinary action should be available for at least five years after an officer's retirement.

57. That the Police Services should through the implementation of a Code of Conduct or otherwise ensure that racist words or acts proved to have been spoken or done by police officers should lead to disciplinary proceedings, and that it should be understood that such conduct should usually merit dismissal.

58. That the Home Secretary, taking into account the strong expression of public perception in this regard, consider what steps can and should be taken to ensure that serious complaints against police officers are independently investigated. Investigation of police officers by their own or another Police Service is widely regarded as unjust, and does not inspire public confidence.

59. That the Home Office review and monitor the system and standards of Police Services applied to the Selection and Promotion of officers of the rank of Inspector and above. Such procedures for selection and promotion to be monitored and assessed regularly.

These processes have been reviewed and continue to be improved each year. The provision of evidence in the skill of policing diversity is a mandatory requirement within every selection process; at all levels. All police selection now revolves around the National Competency framework. At the rank of Inspector and above further evidence of a strategic perspective is also required.

Stop and search

60. That the powers of the police under current legislation are required for the prevention and detection of crime and should remain unchanged.

The powers to Stop and Search have been modified since this recommendation was made. The Police and Criminal Evidence Act has been amended with the introduction of a revised edition of the Codes of Practice. This evolution includes new forms for recording searches that provide information on a search.

61. That the Home Secretary, in consultation with Police Services, should ensure that a record is made by police officers of all "stops" and "stops and searches" made under any legislative provision (not just the Police and Criminal Evidence Act). Non-statutory or so called "voluntary" stops must also be recorded. The record to include the reason for the stop, the outcome, and the self-defined ethnic identity of the person stopped. A copy of the record shall be given to the person stopped.

It remains a requirement that officers must record all stops and searches conducted. The forms used have been amended to include the reason for the stop, the outcome, and the self-defined ethnicity of the person. These new forms include a section that must be offered to the person searched. Individuals are not always prepared to wait for this form to be completed so that they can have a copy. There is a National pilot involving the recording of other stops and in the MPS this is taking place in Hackney and Tower Hamlets.

62. That these records should be monitored and analysed by Police Services and Police Authorities, and reviewed by HMIC on Inspections. The information and analysis should be published.

The use of search powers and the records relating to them are now scrutinised and monitored by the MPS, Police Authorities and HMIC on Inspections. In addition to this the MPS commissions and subsequently considers academic research on the topic. Every Borough monitors Stop and Search figures and publishes them in a Monthly Management Report.

63. That Police Authorities be given the duty to undertake publicity campaigns to ensure that the public is aware of "stop and search" provisions and the right to receive a record in all circumstances.

Recruitment and retention

64. That the Home Secretary and Police Authorities' policing plans should include targets for recruitment, progression and retention of minority ethnic staff. Police Authorities to report progress to the Home Secretary annually. Such reports to be published.

This recommendation was incorporated into the Home Office document ‘Dismantling Barriers’. The Home Secretary has set a target of 25% of police personnel from VEM communities by 2009. The MPA / MPS Policing Plan 03/04 incorporates ‘Priorities for Excellence’, which under objective 17 list targets for Recruitment in relation to minority staff for the police and PCSO’s.

65. That the Home Office and Police Services should facilitate the development of initiatives to increase the number of qualified minority ethnic recruits.

The MPS has developed a Positive Action Central Team. They oversee and progress issues relating to recruitment. Their work includes attending Careers Events, Graduate Fairs, Cultural and Lifestyle Fairs as well as running Focus Session, Positive Action, support for potential applicants.

66. That HMIC include in any regular inspection or in a thematic inspection a report on the progress made by Police Services in recruitment, progression and retention of minority ethnic staff.

Prevention and the role of education

67. That consideration be given to amendment of the National Curriculum aimed at valuing cultural diversity and preventing racism, in order better to reflect the needs of a diverse society.

68. That Local Education Authorities and school Governors have the duty to create and implement strategies in their schools to prevent and address racism. Such strategies to include:

• that schools record all racist incidents;
• that all recorded incidents are reported to the pupils' parents/guardians, school Governors and LEAs;
• that the numbers of racist incidents are published annually, on a school by school basis; and
• that the numbers and self defined ethnic identity of "excluded" pupils are published annually on a school by school basis.

69. That OFSTED inspections include examination of the implementation of such strategies.

70. That in creating strategies under the provisions of the Crime & Disorder Act or otherwise Police Services, local Government and relevant agencies should specifically consider implementing community and local initiatives aimed at promoting cultural diversity and addressing racism and the need for focused, consistent support for such initiatives.

DCC4 Prevention sub-group has addressed this issue. The Home Office distributed a template as guidance for Boroughs. Every Policing Borough addresses Diversity issues within their Crime and Disorder Strategy. The RR(A)A 2000 further supports this recommendation by requiring that statutory bodies promote equality of opportunity and eliminate unlawful discrimination whilst promoting good relations.

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