Equal Opportunities & Diversity Board Workplan

Report: 11
Date: 12 July 2007
By: Chief Executive

Summary

This report provides members with details of the EODB Workplan for 2007–08.

A. Recommendations

That

1. members agree the key objectives for EODB as outlined in paragraph 7 and Appendix 1;
2. agree to refer the actions in relation to Corporate Equality Priority Eight as outlined in paragraph 12 to Co-ordination and Policing (CoP) Committee; and
3. agree the workplan for EODB, which also includes the Morris workplan, outlined in Appendix 1.

B. Supporting information

Introduction

1. Established in July 2002, the purpose of EODB is to lead on all issues relating to equal opportunities and diversity within the MPA and the MPS.

2. The Board has responsibility to ensure that the MPA meets its statutory responsibilities under all relevant anti-discrimination legislation, including the implementation, monitoring and review of the MPA Generic Equality Scheme and to monitor the MPS’ response to this legislation.

Achievements

3. EDOB had several achievements in 2007–08 and these are outlined in the EODB Annual Report (see item … on the agenda.) Building on the facility to enable people to speak directly to the MPS on policing through the suspension of Standing Orders, EODB aimed to conduct a mini-review of an Operational Command Unit (OCU) or a Directorate at each meeting, thus allowing Londoners to get a better understanding of an aspect of the MPS’ diverse work activities.

Rationale for themed meetings 2007–08

4. The rationale for the contents of themed meetings for 2007–08 are in response to key internal and external commitments, drivers and priorities:

1. EODB – July 2007: The MPS’ response in countering terrorism is of major significance to Londoners. As a result of the ‘Counter-Terrorism: The London Debate’ report, the MPS is responding to the 73 recommendations identified. EODB seeks to look at key employment and community engagement issues as faced by the MPS’ Anti-Terrorist Command (SO15).
2. EODB – October 2007: Disability equality will be themed discussion at this meeting and will focus on the response by the MPS to the Policing (GLAD) report that made 48 recommendations. This work has been supported by the MPA Disability oversight Group and will formally close this activity. It will also address some of the actions emerging from the London Emergency Planning (Resilience) Seminar held in March 2006.
3. EODB – December 2007: Training for police officers, Police Community Support Officers (PCSOs) and staff has been a priority for the MPS. This meeting will outline some of the key steps and challenges the MPS is taking to train a world-class police service.
4. EODB – February 2008: Gun crime is of concern to Londoners, especially members of the African and African-Caribbean communities. This EDB will focus on what the MPS is doing to address this issue.
5. EODB – April 2008: The MPS has consistently aimed to have a workforce that reflects London’s diversity. This EODB will examine how the MPS is achieving this goal. This EODB also aims to consider the final versions of the MPA’s Generic Equality Scheme and the MPS’ Single Equalities Scheme.
6. EODB – June 2008: Delivering a citizen focused service is a cornerstone of the MPS’ business. This EODB will look at MPS progress towards achieving this stated objective.

Objectives

5. EODB plans to build on its success, but also to have a closer scrutiny of some key areas of policing. This will include a major focus on the issue of disproportionality in within the themed discussions in relation to employment, service delivery and community engagement. In addition, the MPA’s Generic Equality Scheme (GNES) and the MPS’ Single Equalities Scheme will be received at EODB, before being referred onto full Authority for formal ratification.

6. EODB will maintain its focus, pressure and support in the delivery of the Police Race and Diversity Learning and Development Programme through regular updates. This major programme is being rolled out nationally across all police forces and aims to contextualise diversity within every day policing activities.

7. Finally, EODB will continue to receive updates from the OCUs which have previously presented to the committee in the last business cycle. These updates will be in the form of a report or a briefing to EODB. The four key objectives for EODB this year are:

1. To receive and agree the MPA Generic Equality Scheme and the MPS Single Equalities Scheme by May 2007 and to refer both Schemes on to full Authority for ratification by June 2008.
2. For each EODB focused item to consider the issue of disproportionality within its themed discussion as it relates to one of the following: employment, service delivery or community engagement by June 2008. The focus of disproportionality will be on one of the equality target groups i.e. women, men, Deaf and/or disabled people, BME people, LGBT people, older people, younger people and/or communities of faith/belief or non-belief. The Commissioning Brief will provide the area of focus for disproportionality on which area of business and which equality target group.
3. To continue to receive regular six-monthly updates on the Police Race & Diversity Learning & Development Programme (PRDLDP) during the 2007–08 business cycle and to make recommendations to relevant stakeholders both internally and externally for improvement and action.
4. To receive regular updates from those OCUs who were subject to mini-reviews in 2006–07 cycle. The updates can be either in the form of a report for EODB or a briefing for members.

Assisting members fulfil their scrutiny role

8. In addition, EODB will continue to fulfil its role in pursuing the recommendations outlined in the Morris Report and will invite the focused item to link the contents of reports to Morris (et al) recommendations (see Appendix 2). The Board will also assist other MPA committees in setting equality targets and/or objectives in order to meet their statutory obligations under existing equalities legislation and the MPA’s commitment to achieve level 3 of the Equality Standard for Local Government (ESLG).

9. Whilst providing an overview of planned activities, there is some degree of flexibility within the Workplan. Events and new priorities may result in items being moved to a different place on the proposed timetable. That said, it should be acknowledged that with six meetings in this cycle (see Appendix 3), EODB members have (on average) only 12 hours in which to undertake scrutiny, monitoring and review.

MPA Corporate Equalities Objectives 2004–07

10. In May 2004, 10 Corporate Equalities Objectives were agreed as priorities for the MPA (see Appendix 4). During 2006-07 circumstances and internal MPA organisational structures have changed and this has impacted on the objectives. (Progress against these objectives will be reported on at the EODB in December 2007).

11. In November 2006, members agreed that the MPA would sign up to achieve level 3 of the ESLG by December 2007. However, Corporate Equality Priority Eight remains an issue:

Priority Eight: To ensure that Community and Police Consultative Groups (CPCGs), and as far as practicable, Crime and Disorder Reduction Partnerships (CDRPs), achieve compliance with the appropriate equality legislation, specifically the Race Relations Amendment Act (2000).

12. CPCGs are now called Community Engagement Groups. These, together with CDRPs, are now supported by the new MPA Engagement & Partnership Unit (E&PU). At the time of writing this report, the Interim Head of E&PU was yet to be appointed. Members are being requested to agree that when this interim appointment is confirmed that they report back to CoP as to how this objective is planned to be met. The actions arising from this Priority can then be incorporated into the 6 December 2007 Corporate Equality Objectives report to EODB.

Glossary of terms

Community Police Consultative Groups (CPCGs)

CPCGs are independent forums for consultation between the community and the Police. They fulfil their role in accordance with Section 106 of the Police and Criminal Evidence Act in that it provides arrangements for obtaining the views of people about matters concerning the policing of their area and for obtaining their co-operation with the police in preventing crime.

Crime and Disorder Reduction Partnerships (CDRPs)

The Crime and Disorder Act 1998, as amended by the Police Reform Act 2002, sets out statutory requirements for responsible authorities to work with other local agencies and organisations to develop and implement strategies to tackle crime and disorder and misuse of drugs in their area. These statutory partnerships are known as CDRPs or Community Safety Partnerships in Wales. The responsible authorities are the police, local authorities, fire authorities, police authorities, health authorities in Wales, and primary care trusts in England (became responsible authorities on 30 April 2004).

Equality Standard for Local Government (ESLG)

The Equality Standard for Local Government (ESLG) sets out a generic equality framework to mainstream and audit equality of opportunities across all parts of the Authority. There are five levels of the Equality Standard and four substantive areas, covering all six diversity strands. Level 1 is the lowest and 5 is the highest. For each of the levels there is a list of indicators, for which the MPA has to provide evidence.

Equality Strands

By equality strands we mean groups of people who experience particular forms of discrimination, whether or not the discrimination is intentional. There are important differences in the forms of discrimination experienced by different groups, but there are also common factors and advantages to working together across equality strands. It is important to move past the perception that any equality groups/ strands are more important than any others, either because they have some protection in law, or have yet to gain protection in law, or because they need to ‘catch up’ to become established strands. The equality areas, or strands as they are commonly called are gender, race, disability, age, religion or belief and sexual orientation. The strands are inclusive of all people.

Greater London Action on Disability (GLAD)

GLAD is an organisation of disabled people and has campaigned for the rights of disabled Londoners since 1952. GLAD provides information, advice, training and consultancy services to organisations and produces publications to help inform people about disability.

Operational Command Unit (OCU)

This is a (n often) single Unit responsible for a specific area of police activity. Units are often group under a Directorate of Command.

C. Race and equality impact

1. This report provides the basis for future activities to be carried out by EODB. In order to assist meeting the MPA’s legal obligations and commitments, EODB has to exercise and maximise its scrutiny, monitoring and review functions. This workplan creates a framework in which key tasks and objectives can be addressed, thereby meeting the needs of the MPA, the MPS and London’s diverse communities.

D. Financial implications

1. There are none directly arising from this report.

E. Background papers

• Equal Opportunities & Diversity Board Annual Report 2005/06
• MPA Race Equality Scheme 2005–08
• MPA Race Equality Scheme 2002–05
• MPA Generic Equality Scheme 2006-09
• MPS Single Equality Scheme 2006-09

F. Contact details

Report author: Laurence Gouldbourne, MPA

For more information contact:

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

Appendix 4

MPA Equal Opportunities and Diversity Strategic Objectives 2004–07

Ten key strategic objectives were identified at EODB in May 2004 to progress the mainstreaming activities. These are:

1. To achieve progress against all arrangements outlined in the Race Equality Scheme and to review and update the publication by May 2005.
2. To achieve and monitor the recommendations in the Best Value of Equalities Service Improvement Plan.
3. To overview and monitor the equalities budget spend and performance of the MPA & MPS by the Equalities Budget and Performance Monitoring Board.
4. To monitor closely all aspects of the Internal Audit report on diversity & the progress against each recommendation.
5. To achieve Level 3 of the Equalities Standard for Local Government by December 2007.
6. To monitor the MPS performance and practices as set out in the Diversity Strategy, and the supporting action plans, including the local diversity plans.
7. To work in partnership with the MPS and GLA to promote women’s safety.
8. To ensure that Community and Police Consultative Groups, and as far as practicable, Crime and Disorder Reduction Partnerships, achieve compliance with the appropriate equality legislation, specifically the Race Relations (Amendment) Act (2000).
9. To oversee the implementation of the Stop and Search Scrutiny recommendations and the proposed MPS implementation of Recommendation 61 of the Stephen Lawrence Inquiry Report.
10. To ensure that the MPA’s internal equalities practices and performance are fully compliant with legislative requirements and good practice.

In addition to these objectives the MPA will continue to:

1. Secure a climate & organisational structure in which unlawful discrimination & the promotion of good relations, respect and trust amongst police & non-police staff in the MPS is promoted; and
2. Monitor and review progress in implementing its statutory and legislative responsibilities in relation to equal opportunities and diversity as well as monitoring the performance of the MPS in this regard. This work involves all equal opportunity legislation, directives and recommendations, including a focus on age, disability, faith, gender, race and sexuality

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