Equality and diversity implication in reports considered by MPA Committees

Report: 12
Date: 20 May 2004
By: Clerk

Summary

This report considers the equalities and diversities in MPA committees and also summarises some of the key issues identified in reports considered at recent meetings of the Authority’s committees and the decisions taken.

A. Recommendations

1. notes the report; and
2. agrees that the form and content of the Equalities and Diversity Implications section of committee reports needs to be re-structured to reflect the requirement to conduct equalities impact assessments of all new policies and decisions.

B. Supporting information

1 One of the roles of the Board is to inform itself of issues relating to equal opportunities and diversity addressed by other MPA Committees.

2. The Board is advised that relevant reports on the following subjects have been considered at recent meetings.

Co-ordination and Policing Committee 19 April

No significant issues

Planning Performance and Review Committee 22 April

• February Performance Report 2004: Recording that only six out of nine diversity targets have been met.
• Child Protection Group update: The paper outlined the provisions of the Children Bill and reported on progress on Operation Paladin, tracking the arrival of unaccompanied minors through Heathrow from non-EU countries. The report of that operation is imminently due and will be of significant interest to London’s African communities in particular.

Finance Committee 22 April

• Risk Management Risk management has a role to play in improving our position on equality and diversity through an improved focus on the risk of failure to achieve equality and diversity targets and emphasis on continuous improvement.
• Police Overtime Review Group. The focus of the review group will be on understanding how the planning and management of overtime impinges on the financial budgeting and expenditure of the Authority. The terms of reference as presently constructed will not directly be examining issues around equalities, for example possible disproportionality in allocation of overtime. However, any evidence gleaned from information, which may allow this to be pursued, will be made available to the MPA’s Head of Race and Diversity

Human Resources Committee 6 May

• Recruitment and retention – attached as appendix 1*to this report.
• Monitoring of MPA activities – attached as appendix 2*to this report.
• Civilianisation An analysis by Territorial Policing has revealed that civilianisation of certain police officer posts could have some implications in terms of flexible working arrangements e.g. officers with childcare commitments. Consequently, further work will be undertaken to discover the extent of this. However, the corporate guidance issued will help to guide each local Human Resources Manager through the process in consideration of such issues. The full effect of the Disability Discrimination Act and its potential impact on civilianisation, will not be known until at least October. Further analysis will need to be performed around the types of posts available for those officers falling under the DDA and also the numbers on recuperative and restricted duties.
• Substance misuse testing Testing will be targeted and focused. Whilst acknowledging the value of maintaining a fear of detection to shape behaviour, processes will focus on selective testing in a way that will control cost and ensure proportionality and fairness. Proposals emanating from this work will seek to have a positive impact on equality and diversity issues within the MPS. The Standard Operating Procedures will set out the diversity requirements and monitoring arrangements to ensure this policy is complimentary to and supportive of the MPS Diversity Strategy. Once implemented, the policy will be closely monitored. During the initial stages, substance misuse testing will be limited both in terms of the categories of staff who may be tested and also in terms of the substances that will be tested for. Testing will initially focus on identifying the use of illegal drugs only. The phased and selective approach is intentional to allow the MPS time to adjust to the demands the programme will place on the organisation and provide the opportunity to consult with and respond to any concerns raised by our staff. Equality and diversity implications will be assessed and addressed at each stage of the implementation process. The policy itself is still in the process of being drafted. The MPS Independent Advisory Group is represented on the Project Board.
• 0-5 Support and Development Programme The 0 – 5 programme provides a support and mentoring programme to almost 500 black and ethnic minority police officers. The 0 – 5 programme provides a clear demonstration of the MPS’s commitment to support ethnic minority officers.

Professional Standards and Complaints Committee 6 May

• Complaints management information: Representatives of DPS are discussing with the London School of Economics a research study into the disproportional representation of Black people among public complainants.
• Sanction guidelines. The guidelines are designed to deliver clarity and fairness in the handling of misconduct hearings and reviews throughout the MPS.

Consultation Committee 13 May

• E-Policing Consultation The MPS will continue to seek to extend the range of electronic services, promoting social inclusion in the access and delivery of police services. The aim is to use e-policing initiatives to provide additional channels for delivery of services, rather than replacing existing services. The MPS will continue to engage with the Greater London Authority (GLA), London Connects, Association of London Government (ALG) and other groups who can provide advice regarding, and additional channels to extend, availability of police services to hard to reach groups. Not all e-policing initiatives may be of relevance to hard to reach groups (above their relevance to the public in general); and not all hard to reach groups are open to e-policing initiatives by their very nature (e.g. homeless or travelling people). However, it is suggested that:
  • e-policing initiatives provide additional channels for delivery of services, rather than replacing existing services
  • certain hard to reach groups are likely to benefit from these additional channels across the board;
  The specific relationship of e-policing issues to hard-to-reach groups and the benefits that may accrue are likely to vary according to the nature of the initiative in question.
• Metropolitan Police Youth Strategy The consultation routes identified link closely in to lead practitioner experts who are in a position to identify additional consultation routes. The MPS cadet units, consisting of 700 young people aged 14 – 19, have a favourable gender mix and representation from BME communities. The Safer Schools programme offers wide representation to all young people across London. The Cadets and the young people in schools through the Safer Schools Officers were used in the consultation process to help to inform on the MPS priorities 2004 – 2005. The Safer School programme is focused on those areas of the capital with higher than average BME populations. It is acknowledged that consequently there will be representation from a disproportionately high number of young people from BME backgrounds affected by the implementation. All officers undertaking this role have been trained on Community and Race Relations issues. The use of Restorative Justice Conferencing will enable those agencies engaged with the Safer Schools Partnership (SSP) to support the victims of crime while tackling offending behaviour without putting a disproportional number of young people through the Criminal Justice Programme.
• Update on Knowledge Forums - The contact database established from the attendees of the Capital Crime conference has been of great value in reaching out to representatives from all communities of London. These delegates have been invited to all Knowledge Forums and many attend as representatives of their communities. The database is also used to invite representatives for consultation on other MPS business and has been used by DCC4 and the CCRU. Independent Advisory Group (IAG) members through DCC4 are invited to all forums. MPA members have been invited and have attended a number of forums. Similarly, both groups have been well represented at CPCG meetings. Trident IAG members are consulted on a regular basis in relation to gun crime within the Black communities. The Gun Crime forum targeted Black youth and supporting services for consultation.

Co-ordination and Policing Committee 17 May

• Review of the taser (electronic stun gun) trial. Reporting on the successful pilot of the taser: statistics are being compiled to ensure that proportionality rates of use and deployment are monitored in respect of race and diversity.

C. Race and equality impact

The equality and diversity implications and potential adverse impact of the issues addressed are yet to be assessed for the potential of adverse impact. This is a requirement of the Race Relations (Amendment) Act 2000, and the Equality Standard for Local Government. A schedule for considering these Equality Impact Assessments will be developed and brought to a future meeting of this Board. As from 1 April the section of committee reports previously headed “Equality and Diversity Implications” is now headed “Race and Equality Impact”

D. Financial implications

None.

E. Background papers

None

F. Contact details

Report author: Catherine Crawford, Clerk, MPA.

For more information contact:

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

Appendix 1

Appendix 1 is a previously published report presented to the Human Resources Committee on 6 May 2004 titled Recruitment and Retention - April 2003 to March 2004

Appendix 2

Appendix 2 is a previously published report presented to the Human Resources Committee on 6 May 2004 titled Monitoring Of MPA Activities 2003/4

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