Update report on MPS progress on the Stephen Lawrence Inquiry recommendations

Report: 14
Date: 5 June 2008
By: Assistant Commissioner Territorial Policing on behalf of the Commissioner

Summary

The purpose of this report is to provide further update on the progress of the Stephen Lawrence Inquiry Recommendations, looking at the key outcomes and successes for the MPS and the areas where challenges remain. The report also reflects the developments/improvements made since the previous report of 24 May 2007 and comments on the forward plans the MPS has in advancing the recommendations.

A. Recommendations

That members note:

1. The content of this report, acknowledge the progress made and approve the direction that the MPS has taken to overcome continuing challenges.

B. Supporting information

Background

National Position

1. In February 1999 the Stephen Lawrence Inquiry chaired by Lord MacPherson of Cluny reported on the failed police investigation into Stephen Lawrence’s murder and the broader issue of Black and Minority Ethnic communities’ trust in policing. The Stephen Lawrence Inquiry Report (SLIR) pointed to fundamental flaws in the investigation that were attributed to professional incompetence, institutional racism and a failure of leadership. The SLIR contained 70 recommendations, 39 of which were identified as being specifically directed towards the Police Service. (Appendix 1)

2. The Home Secretary published an action plan for implementing the seventy recommendations of the Inquiry in 1999, overseen by a body called the Lawrence Steering Group. This forum met regularly and oversaw progress nationally of the action plan. In September 2005 The Home Secretary of the day decided to replace the Steering group with a series of projects focused on the following areas:

• building relations between services (e.g. police, prison) and the ethnic minority communities that they serve.
• reaching out to young people who are disengaged and disadvantaged from Black and Minority Ethnic (BME) groups.
• increasing the number of BME staff at senior levels in public services -in particular police chief constables.
• tackling Race and homelessness (in partnership with ODPM)
• encouraging, supporting and growing BME businesses (in partnership with the DTI).

3. These projects are, it is understood being actively progressed at the national level.

MPS Position

4. Since last reporting, much of the outstanding activity concerning the Stephen Lawrence Inquiry Recommendations (SLIR) is being progressed within the MPS Equalities Scheme (ES). Following the publication of the Common and Disability elements in December 2006, the specific Race element and action plan were added in August 2007. It should be noted that much race-related activity is also included within the Common action plan.

5. An Equalities Scheme Programme Board has been established with organisational responsibility for overseeing delivery of the Scheme’s action plans. Delivery of the action plans will also be supported by the establishment of working groups, including a race working group, for the different action plans within the Scheme. These were reported in detail to EODB on 7 February 2008 (agenda item 12 refers).

6. The race-specific action plan includes some activity, which originated within the SLIR. It includes MPS Community Engagement; the policing elements of the GLA’s Race Equality Scheme; Hate Crime; removing language barriers; support for staff from black and minority ethnic backgrounds and positive action in relation to senior ranks/roles in the organisation and occupational segregation. Progress made within these areas was reported to EODB on 3 April 2008 (agenda item 11 refers).

7. Success will be measured through the development of an Equalities Framework, which is designed to assist all (B)OCUs to:

• support the ES at a local level
• mainstream equality and diversity
• work more effectively with their partners through Local Area Agreements
• be better prepared for future Her Majesty’s Inspectorate of Constabulary inspections through the integration of the new Assessments of Policing And Community Safety (APACS) system within the framework.

8. The framework builds upon the principles of the Equality Standard for local government and will focus on how the outcome has made a difference to people and communities. This was reported to EODB in detail on 7 February 2008 (agenda item 14 refers). The Equalities Framework will be a corporate driver, consisting of some 25 indicators, for equality improvement and will draw heavily upon the new HMIC 'Assessments of Policing & Community Safety' (APACS) system. It will have three levels of achievement; Emerging, Achieving and Excelling.

• An Emerging organisation/business area will have basic systems in place, e.g. leaders identified, Action Plans in place, communication systems with partners, EIAs are in general use and much more.
• An Achieving organisation/business area will build upon the above, e.g. leaders delivering upon Action Plans, EIAs are updated and acted upon, joint solutions are produced with partners and much more.
• An Excelling organisation/business area will build upon all of the above and be seen as an exemplar in relation to a specific area, there are real improvements to service delivery, adverse impact/disproportionality is reduced, all staff are competent/confident in dealing with the matter in hand and much more.

The MPS is currently working with the Association of Chief Police Officers (ACPO) and the National Police Improvement Agency (NPIA) to develop this framework.

9. The Equality Impact Assessment (EIA) process and the identification of each corporate policy as relevant or a priority for one or more of the equalities strands, ensures that ES activity is mainstreamed across the MPS and down to the local level. Engagement on the impact of policies at this local level is a key part of the process. The guidance provided to policy developers includes an expectation that assessments will include the views of those who carry out the policy and the views, concerns and experiences of the different communities that are likely to be affected. In this way, the ES has a direct impact on local policing.

Lawrence Review Group

10. The Lawrence Review Group, a challenge panel made up of police and external diversity experts who consult with the Diversity and Citizen Focus Directorate (DCFD), provide strategic guidance in respect of how the Stephen Lawrence Inquiry Report (SLIR) recommendations are being implemented across the MPS. The group discuss policy and interpretation of the recommendations, provide strategic guidance, acknowledge areas where the MPS are making progress and identify where improvements may be made.

11. Discussions will take place with the group in terms of subsuming all SLIR recommendations into the Equalities Scheme in order to monitor progress and promulgate activity across the organisation. Agreement in terms of authorising the completion, closure and continuance of activity which supports the recommendations, will be sought at the relevant level.

Successes

12. Support for staff from black and minority ethnic backgrounds, positive action in relation to senior ranks/roles in the organisation, redress in terms of occupational segregation and recruitment of BME staff continues to improve. As mentioned previously, the HR Promoting Difference Programme and their Recruitment Strategy have previously been reported to EODB on 7 February 2008 (agenda item 12 refers).

13. The following examples are provided to show activity and progress within the Promoting Difference Programme:

The Positive Action Leadership Programme (PALP)

14. PALP is a high impact development programme that aims to encourage those from under represented groups to apply for promotion and to remain in the organisation. One course per month will take place throughout 2008 (a total of 144 places are available). The courses are either mixed or themed according to participants’ wishes; BME, gender, LGB and faith. The programme will be subject to a high level evaluation by the Career Management Unit (CMU). DCFD sponsored an in-house PALP course specifically for Deaf staff, which took place in December 2007.

Springboard

15. The MPS as well as other constabularies have adopted the Springboard development programme for non-managerial women. A programme took place between January and April 2008 (35 women took part). A full evaluation will take place although participants have reported that the programme has already impacted upon their careers e.g. one BME female constable says it stopped her resigning, two women have been promoted.

Promoting Difference external mentoring scheme

16. The CMU have worked in partnership with the Safer London Foundation who will identify and train mentors from under represented groups within the business community to mentor a group of 20 police officers at sergeant/ inspector level. It is aimed at those who have the potential for promotion. It will commence in May 2008 as a pilot programme and full roll out to police staff will depend upon evaluation.

Leadership for senior women

17. In March 2008, the NPIA Leadership Development Programme for senior women took place at Empress State Building (12 places, aimed at Chief Inspector /Band C level and above). This in-house programme was commissioned by the CMU and DCFD so that those with family and/or other caring commitments, unable to take part in residential courses were able to participate.

On line Careers Advice

18. In response to feedback from exit surveys and consultation with Staff Support Associations, the CMU have produced an intranet resource called ‘my career’; it includes a guide to planning careers within the MPS, the types of roles available, guidance on filling in forms/ performing at interview, etc.

Barriers to progression or development for Deaf and Disabled staff

19. The CMU have supported the Staff Support Associations on several events or projects. The CMU held a workshop on 29 April 2008, in partnership with the Disabled Staff Association and Diversity and Citizen Focus Directorate. More than forty people took part. The purpose of the session was to examine barriers to career progression and to create ideas for an action plan. The most common barriers identified were:

• lack of training for managers in how to manage a deaf and/or disabled member of staff (e.g. deaf awareness)
• attitudes of some colleagues/ managers who see the disability and not the person
• disabled people felt they are given unchallenging work and placed in menial roles
• lack of networks and support
• lack of senior disabled role models
• inconsistency in occupational health approach
• fears of disclosing disability as it may damage careers
• focus is on what people can't do other than what they can, lack of appropriate skills assessment
• difficulty and cost in accessing interpreters for deaf staff

Mentoring for Lesbian Gay and Bisexual police officers and police staff

20. The CMU are working in partnership with the Gay Police Association to set up a mentoring scheme for members, a pilot will begin in June 2008. If this programme is successful it will be extended to all Staff Support Associations.

Association of Muslim Police

21. The Association of Muslim Police has asked to trial a workshop based on application forms, interviews and career planning for members; this is currently under design.

The ‘Equip to Achieve’ Programme

22. The national High Potential Development Scheme (HPDS) was not meeting MPS needs in terms of recognising and developing our most talented BME officers. A pilot intensive development programme for BME officers has been designed, with the aim of equipping them to be accepted onto the HPDS. The aim is to get more BME officers on the HPDS because promotion (up to Superintendent) for those on that scheme is via work-based assessment. The HPDS programme does not have specific targets for under represented groups, but full monitoring does take place to capture progress or otherwise within these groups.

Future work

23. Her Majesty’s Inspectorate of Constabulary use the Breaking Through Action Plan to assess progress in relation to BME progression; a gap analysis and a plan for 2008/9 together with a strategy for progression and diversity has been produced by the CMU for submission to HR Board by May 2008. The draft report includes a recommendation that targets are agreed with the MPA; this will directly influence the focus of promoting difference activity.

Recruitment

24. The SLIR resulted in targets for black and minority ethnic (BME) representation within the police and wider public service to ensure that public services are delivered by a workforce that reflects the local population.

25. For the MPS, this meant the BME police officer strength needed to increase from approximately 3.5% (890) to 26.1% (8,195) (London’s BME Economically Active Population). During the intervening period, 1999 to 2008, the level of BME representation within the overall workforce has increased from 7.3% (2,788) to 14.4% (7,203). In terms of police officers, during the same period, BME police officer strength has increased from 3.9%(1015) to 8.3% (2,581). Significantly, the level of BME representation amongst Police Community Support Officers (PCSO) and Special Constables exceeds the London’s BME economically active population.

26. Whilst our marketing and advertising approaches to recruitment are proving successful in achieving our overall BME representation targets, our progress towards 26.1% is limited by virtue of our levels of recruitment, which are predicated on growth and our organisational demographics, together with the legislation that prevails.

27. Our challenge is compounded still further by the significant differences in success rates between BME and white applicants, especially during the police assessment centre where overall BME candidates are only half as likely to achieve the 60% pass mark.

28. Paradoxically, despite attracting BME applicants in excess of the economically active population (EAP), due to the poor overall success rate for BME applicants, the number recruited falls below the BME EAP of 26%. Consequently, in order to recruit BME officers to reflect the EAP it is necessary to double the number of BME applicants within the selection process, notwithstanding the beneficial effect of our Positive Action interventions.

29. Despite exceeding our overall Police Officer BME representation target of 8% for 2007/08 (8.2% (2,581)), our current recruitment methods are failing to make any significant impact on hitherto under-represented communities. Recruitment activity between July 2007 and December 2007 has not impacted significantly on the levels of interest from our target communities (Somali, Pakistani, Bangladeshi, Turkish and Polish). Clearly an alternative approach is required if the MPS is to address this under-representation. The period July 2007 - Dec 2007 was taken as a snap shot of recruitment outcomes for our target communities. This tends to confirm feedback from our community focus groups of a marked and continuing perception within those communities of policing not being a viable employment option. They also fedback that isolated and indeed targeted recruitment marketing and advertising will not change these perceptions.

30. It is within this context that the Recruitment Directorate has started to develop its model for community engagement. The Directorate wants to ensure that it meets the needs of stakeholders by recruiting people with the skills needed to work within the diverse communities comprising London.

31. The approach taken needs to take into account the changing face of London (e.g. emerging communities) and the associated policing issues that are likely to arise. The approach also needs to fully acknowledge the effect of policing relations upon particular groups (e.g. Muslim youth), as well as the barriers that exist for these communities.

32. The HR community engagement programme seeks to build upon existing work that has taken place within the Pathfinder project as a process to facilitate a working partnership with communities that will nurture trust and confidence, which in turn will lead to better access and improved recruitment. Previously reported to EODB on 7 February 2008 (agenda item 12 refers).

Exit interviews

33. The CMU Exit team makes contact with every individual who resigns from the MPS before they have reached retirement. This contact is initially by telephone to offer them a telephone interview to allow them to discuss their reasons for leaving (face to face interviews are also carried out if required). In the event the individual cannot be contacted the questionnaire is posted to them.

34. All data from the interviews and postal questionnaires are put on a database; it is from this database that the following information has been gathered.

35. Because only 30-40% of leavers take part in the process, it should be noted that the data can be skewed and may not fully reflect the issues groups within the MPS may have.

36. The main reasons given (all staff) for leaving in 2005/06 were, in order of priority:

• desire for a career change
• family and other caring issues
• poor management
• career development.

37. Data for 2007/08 shows broadly the same reasons, but with a significant decrease in levels of poor management being cited as the reason for leaving:

• desire for a career change
• family and other caring issues
• travel/accommodation issues
• poor management (only 7%).

38. This coincides with the Leadership Academy’s introduction of values based leadership training.

39. The Student Options Support Unit has drastically cut the number of trainee constables who leave within the first few weeks. Recruit and probationer turnover data shows that there is evidence of a continued decline in BME turnover during training school; during 06/07 over 8% BME people left during the first six months of service compared to approximately 3.6% in 07/08.

40. In response to the feedback provided by female and BME leavers in terms of lack of career options and career development, a range of positive action programmes have been initiated.

41. The exit process in its early stages found that many police staff were leaving within their first 12 months due to poor induction – the corporate police staff induction day was introduced for all new police staff; this now takes place monthly and the vast majority attend within 3 months of joining.

42. Career Pathways information has been posted on the CMU website for areas where there were retention issues in terms of type of role e.g. analysts and PCSOs.

43. In response to a large number of leavers citing ‘career development’ as a reason for leaving, the CMU have designed a range of intranet pages providing information and guidance on career planning.

44. Almost 200 individuals from under represented groups have taken part in the Positive Action Leadership Programme; the key aim of this programme is to improve progression and retention.

45. Induction courses have been specifically designed for transferees and rejoiners as these groups had a disproportionately high level of leavers.

46. Where local management issues are highlighted either by an individual or where a trend emerges, the CMU provide feedback to the local Senior Management Team.

Community Engagement: Safer Neighbourhoods

47. Details of activity and progress in terms of the Safer Neighbourhood Programme will be fully reported to EOBD on 5 June 2008. However, for ease of reference the demographic breakdown of Safer Neighbourhood Panels is reproduced below:

48. The following information must be balanced against the fact that a significant number of panel members (600) declined to provide information on one or more of the six diversity strands:

• 627 SN panels in place
• 54% (4512) of panel members are male
• 46% (3589) of panel members are female
• 19% (1501) of panel members represent the BME Community
• 277 panels have member(s) representing the disabled community
• 152 panels have member(s) representing the LGBT Community
• 1706 people are aged between 21 and 40
• 3650 people are aged between 41 and 60
• 1697 people are aged over 61
• 33 Panels have indicated they have Buddhist representation
• 517 Panels have indicated they have Christian Representation
• 136 panels have indicated they have Hindu representation
• 108 panels have indicated they have Jewish representation
• 219 panels have indicated they have Muslim representation
• 69 Panels have indicated they have Sikh representation
• 195 Panels indicated they have ‘other’ shown as representation.

49. The evidence that Safer Neighbourhoods has made significant inroads within London’s communities is clear. The introduction of dedicated local community policing teams have enhanced public confidence and had a real impact on people's day-to-day lives. The latest MPS Public Attitude Survey (PAS) reveals Londoners' satisfaction and confidence in policing has improved. This survey seeks the views of up to 22,000 people over a rolling 12-month period.

50. Most results from the PAS for the 2007/08 financial year (April - December) show the introduction of dedicated local community policing teams has enhanced public confidence and had a real impact on people's day-to-day lives.

51. The data reveals that the majority of people feel safe and are reassured that the officers serving their community are preventing crime. Londoners are also more reassured with the way the MPS deals with crime when it happens, with the satisfaction of victims increasing by 10 per cent in the last two years.

52. The public's confidence in policing is also driven by factors such as police reliability and helpfulness, the perception of community relations, high visibility policing and how informed they feel about police activity. The survey shows that the drive to put Safer Neighbourhoods teams at the heart of communities is having a real effect with 54 per cent of people seeing a uniformed presence on the streets at least once a week this year compared with 41 per cent in the 2005/06 financial year.

53. Satisfaction, a more personal assessment than confidence and driven by feelings of security and trust, has increased to 65 per cent from 59 per cent in 2006/07. Factors affecting satisfaction include feeling safe walking the streets and a positive view of community relations.

54. Levels of feeling safe have remained consistent with the majority of people happy to walk alone in their local area both during the day and at night, with the percentage of people feeling that the relationship between the police and Londoners is good has risen 8 per cent in the first three quarters of 2007/08 to 69 per cent.

55. SNTs are involved in engaging with communities across their neighbourhoods by using a variety of innovative tactics, including street briefings, 'face in every street' (Haringey), “have a say days" and many more. The number of meetings between April 2007 and end of March 2008 are as follows:

• 11,143 pre-planned meetings across the MPS attended by 164,704 people
• 3323 neighbourhood panel meetings
• 2816 street briefings.

Independent Advisory Groups

56. The MPS is working closely with IAGs across the service (corporate, specialist and community) to implement the 37 recommendations from the MPS IAG Review 2007. The recommendations are intended to generate consistency and clarity to the way the groups operate and provide advice.

57. The MPS remains committed to receiving independent advice as a crucial element of its community engagement programme. For the future, in consultation, the MPS is reviewing whether the existing configuration for Corporate IAGs remains the most appropriate arrangement through which it can receive independent advice.

Data Quality Analysis of Self Defined Ethnicity (SDE) codes on policing applications

58. To date, the Data Quality team (part of the MPS Directorate of Information’s Information Management Group) have undertaken an in-depth data quality analysis on three policing applications - CRIS (Crime Reporting Information System - on which information related to crimes and crime related incidents are recorded), Stops (used to record information related to Stop and Search or Stop and Accounts) and NSPIS Custody (National Strategy for Police Information Systems - this is the application used in Custody Suites, a national system used by 27 other police forces in the UK). SDE is recorded on each of these systems using the 16+1 codes.

Data Quality Analysis of SDE on CRIS

59. Tests have been applied to the SDE field on CRIS to assess the quality of the data that is inputted onto the application. The tests have been applied to where the SDE data is stored for accused individuals, suspects and victims. All tests have been applied to data since March 2008. For reference there were 9,255 accused records, 13,859 suspect records and 38,794 victim records. The first test applied is:

• where SDE is blank or set to N1, N2, N3 or N4. The ‘N’ codes indicate that the SDE was not recorded and give the reason for that.

60. On CRIS the ‘N’ codes correspond as follows:

• N1 indicates that the officer is urgently required elsewhere
• N2 indicates a situation involving public disorder
• N3 indicates that the person does not understand the question
• N4 indicates that the person declines to define their ethnicity.

61. For the accused SDE field, this test was applied to data from March 2008. 3.51% of accused records entered in March were either blank or the SDE was not entered and the reason N1, N2, N3 or N4 was indicated (This is equivalent to 324 records). The SDE field is mandatory input for accused individuals.

62. For victims, the SDE field is optional. Analysis of data from March 2008, shows 51.03% of victim records SDE was either blank or no SDE was entered and the reason was recorded as N1, N2, N3 or N4. This is equivalent to 7072 records. This test was not applied to SDE recorded for suspects, since this is an optional field in this category.

63. Currently there are no plans to make this field mandatory for victims on CRIS. It is sometimes difficult to obtain this information from victims since many crimes reported to the MPS are followed up by staff or officers working in Borough Telephone Investigation Bureaus (TIBs). If the victim cannot be contacted again by staff or officers then this SDE information cannot be completed. Currently the codes N1 to N4 do not include a reason to indicate that the individual cannot be contacted and therefore cannot provide their SDE (typically around 30% of crime reports are followed up by TIBs).

64. The second test applied is when the SDE is inconsistent with a person's ethnic appearance. For example:

• SDE is A1 (Asian - Indian); A2 (Asian - Pakistani); A3 (Asian - Bangladeshi); or A9 (any other Asian background) whereas the person's ethnic appearance is IC1 (White - North European)
• SDE is B1 (Black - Caribbean); B2 (Black - African); or B9 (any other Black background) whereas the person's ethnic appearance is IC1 (White - North European)
• SDE is B1 (Black - Caribbean); B2 (Black - African); or B9 (any other Black background) whereas the person's ethnic appearance is IC2 (White - South European)
• SDE is W1 (White - British); W2 (White - Irish); or W9 (any other White background) whereas the person's ethnic appearance is IC3 (Black).

65. For accused SDE codes potential inconsistencies were identified in 0.95% of records from March 2008 (this is equivalent to approximately 88 records). For suspects, the rate was 0.42% (this is equivalent to approximately 58 records). This test was not applied to data from victims.

66. Inconsistencies between SDE and ethnic appearance (as recorded by the police officer) may arise either because information has been recorded incorrectly or because the SDE information provided by the individual is inconsistent.

Stops

67. On the Stops application it is mandatory to record either the SDE or a reason for not recording the SDE. The reason for not recording SDE may be one of the following five options:

• N1 - Officer required elsewhere
• N2 - Public disorder
• N3 - Subject does not understand
• N4 - Subject declines to define ethnicity
• NR - Not Recorded on form.

68. Three data quality tests have been applied to the SDE field on Stops. Data from March 2008 (totalling 95,787 records) indicated the following:

• 5.88% of SDE fields were either blank or recorded as options N1, N2, N3 or N4 (equivalent to approximately 5,632 records)
• 4.83% of SDE fields were recorded as NR (Not Recorded on form), (equivalent to approximately 4,627 records).
• 0.78% of SDE fields were potentially inconsistent with ethnic appearance as recorded by the police officer (equivalent to approximately 747 records).

NSPIS Custody

69. On the NSPIS Custody application it is mandatory to record either the ethnicity (SDE) or the reason that ethnicity is not stated.

70. Data Quality tests applied to the NSPIS Custody application determined the proportion of SDE fields, where SDE was recorded as ‘Not Stated’ (note on the NSPIS Custody application, the reason that the SDE is not stated is recorded in a separate field). For March 2008, 3.13% of records recorded that the SDE was Not Stated. The March 2008 figures are based on 37,836 custody records of detained individuals – based on this total figure, 3.13% is equivalent to approximately 1184 records.

71. On the three systems analysed by the Data Quality team there is a field in which SDE should be recorded. The completion rates of these fields varies across the systems, and is in part dependent on whether the recording of the field is Optional or Mandatory.

72. In each system data is entered via a drop-down list of Constrained Values (lists of Constrained Values are used in a number of different fields in policing applications. Free-text cannot be entered in these fields - application users must choose from the list/menu of input options). In each application the list of Constrained Values includes the 16+1 values - no other data can be entered into these fields. The values within these lists are broadly similar, however there are differences in the wording and in the case of stops, an additional value is allowed as one of the +1 codes - this is NR, used to indicated that the SDE was not recorded on the form. The list of 16+1 Constrained Values is shown at Appendix 2.

Challenges

Monitoring of MPS staff across the six diversity strands

73. MetHR is the corporate repository of electronic Human Resource (HR) information within the Metropolitan Police Service. The system is available to HR practitioners across the organisation, enabling the storage of people-specific information to support a variety of HR business processes. Employees and managers can also access it through a self-service facility in a more limited form. MetHR contains information about applicants, employees and ex-employees.

74. The following categories are captured and maintained by HR practitioners on behalf of MPS applicants and employees:

• Age
• Gender (male or female only)
• Disability
• Ethnicity.

75. The following categories are capable of being captured and maintained by individual MPS employees on a 'self-declared' basis via self-service:

• Religion/Faith/Belief
• Self-Declared Disabled and Disability Description
• Sexual Orientation
• Transsexual/Transgender/Intersex

76. As MetHR is a relational database, diversity information on the system may be cross-referenced with other data held in the system to identify trends. Diversity information is used to generate summary management information reports and not to identify specific individuals.

77. The current challenge is to promulgate and encourage the use of the “self- service” facility with members of staff from under-represented groups. HR are actively working with staff support associations to improve confidence in the system, which would allow for a more accurate assessment of representation within the MPS workforce.

Police Race and Diversity Learning and Development Programme

78. The strategy for improving police performance in race and diversity covers the race and diversity learning and development needs of the police service in England and Wales. As well as officers at all ranks, it applies to all police staff and the wider police family, including Police Community Support Officers and Special Constables. This is fully reported to EODB on 5 June.

Stop and Search

79. The MPS recognises that disproportionality exists in the use of stop & search powers under section 1 PACE, section 60 Criminal Justice and Public Order Act 1994 and section 44 of TACT. A tripartite monitoring process (MPA, MPS, Community Monitoring Network (CMN) is in place to monitor and respond to this:

• MPA Stop and Search Review Board
• MPA Stop and Search Community Monitoring Network
• MPS Stop and Search Strategic committee
• Operation Pennant Stop and Search performance Framework
• Local Community Monitoring Networks

80. The MPA hold the MPS to account through the Stop and Search Review Board and the recommendations from the Stephen Lawrence Enquiry. The meetings are held quarterly and it is expected that the recommendations from the scrutiny will be fully reported on in the summer 2008 and the culmination of this will be the Stop and Search Conference to be held on 21 June 2008.

81. The MPS has a Strategic Committee chaired by the ACPO lead for Stop and Search. The meeting deals with the policies and protocols and their implementation across the service. Each of the stop and search powers have their own strands of activity that are reported upon to the committee.

82. In addition to the Strategic Committee there is a performance meeting held under the banner of Operation Pennant. All the stop and search powers are scrutinised from not only a borough level but are also broken down to team and individual officer level.

83. A CMN exists on all boroughs. These networks facilitate the participation of local people to engage with local senior officers on this issue. The MPS is committed to dealing with these issues at the local level where scrutiny is most appropriately delivered. These forums have proved to be extremely successful. They have illustrated how open and transparent the police must be to public scrutiny.

84. Operation Pennant involves the introduction of a stop and search performance framework, a process of accountability and a structure to provide advice and support to all boroughs. All thirty-two boroughs are measured in respect of their stop and search activity. Boroughs are ranked in relation to six performance indicators, which are in turn weighted. The areas measured are:

• Volume of searches
• Self Defined Ethnicity not recorded
• Overall arrest rate
• Difference in arrest rate in terms of ethnicity (PPAF)
• Timeliness
• Disproportionality in searches

85. A quarterly Operation Pennant meeting is held and chaired by Commander Territorial Policing (Stop & Search). The purpose of this meeting is to enable the Commander to address performance and compliance issues in relation to stop & search with particular emphasis on disproportionality. Additional data is examined including most stopped individuals, most active officers and disproportionality rates. In particular operational stop and search practice is discussed with borough superintendents and necessary areas of improvements are examined.

86. Prior to the meeting selected BOCUs are tasked to formulate and execute an action plan, fully detailing how they intend to address their performance issues. A corporate self-inspection template has been developed to assist BOCUs in this matter.

87. As a result of Operation Pennant the MPS is seeing tangible results, disproportionality rates are falling and disparity in ethnic arrests rates are at their lowest level for over 2 years. For the period Dec 2007 - February 2008 inclusion of the self defined ethnicity on stop and search forms was 90% against a rate of 75% for May 2006 - July 2006. Similarly timeliness of inputting the f5090 (stop and search form completed on the street) is down to an average of 19.4 days from 28.6 days for the same period.

88. The MPS does not currently centrally collate data in terms of s60 and s44 stop and searches regarding the ethnicity, gender and age of the officers carrying out the searches centrally, nor does it conduct specific analysis. However the service has created a performance framework for the monitoring of Stop and Search powers under S1 PACE, S60 CJ&PO, and S44 TACT as well as stop and account.

89. The Stop and Search Team and DCFD are currently undertaking a joint piece of work examining potential disproportionality issues in terms of the age, gender and ethnicity of the officers conducting section 60 and section 44 searches. The initial stage is examining officers who have conducted the most searches using these powers in the last year to develop a methodology that can be applied more widely. Where issues are identified they will be progressed through the Stop and Search team in conjunction with local managers as appropriate.

90. A review of the use of section 60 powers, which took place in the early part of 2008 and involved community consultation, has concluded that it has been successfully implemented and has made a positive impact on stop and search performance. (See Appendix 3 for recommendations). To build on this work it is planned to incorporate stop and search data within TP monthly and weekly scorecards (a process for assessing performance). Stop and search data is provided monthly through the Monitoring Mechanism available on the internet. For Section 60 CJPOA and section 44 TACT data See Appendix 4.

Abbreviations

ACPO

Association of Chief Police Officers

APAS

Assessments of Policing and Community Safety

BME

Black and Minority Ethnic

(B)OCU (Borough) Operational Command Unit

CMN

Community Monitoring Network

CMU

Career Management Unit

CRIS

Crime Reporting Information System

DCFD

Diversity and Citizen Focus Directorate

DLDB

Diversity Learning & Development Branch

DTI

Department of Trade & Industry

EAP

Economically Active Population

EIA

Equality Impact Assessment

ES

Equalities Scheme

GLA

Greater London Authority

HPDS

High Potential Development Scheme

HR

Human Resources

IAG

Independent Advisory Group

LGBT

Lesbian Gay Bisexual & Transgender

MPS

Metropolitan Police Service

MPA

Metropolitan Police Authority

NPIA

National Policing Improvement Agency

NSPIS

National Strategy for Police Information Systems

ODPM

Office of the Deputy Prime Minister

PALP

Positive Action Leadership Programme

PAS

Public Attitude Survey

PCSO

Police Community Support Officer

PPAF

Police Performance Assessment Framework

SDE

Self Defined Ethnicity

SLIR

Stephen Lawrence Inquiry Recommendations

SNT

Safer Neighbourhood Team

TIBs

Telephone Investigation Bureaus

TP

Territorial Policing

C. Race and equality impact

There are significant diversity implications arising from this report, notably in the elimination of discrimination, together with the promotion of equality of opportunity and good relations between different groups. The progress made in implementing the SLIRs can and does lead to positive outcomes within all areas of diversity.

D. Financial implications

1. It is acknowledged that this is a difficult area to assess and coordinate. As with the Equalities Scheme, there is a clear expectation that much of the activity identified for progress will continue to have a financial implication. With the intention of subsuming the SLIRs into the Scheme, individual action owners will need to ensure that the required financial and people resources are identified and made available as part of their business annual planning processes. There is therefore an expectation that such will be incorporated into business planning for the relevant business groups and budgeted for accordingly. Whilst we are unable to identify, with any accuracy, such spend at this time, this area of business will form part of the governance and monitoring framework.

2. The benefits of delivering race equality in terms of staff and community satisfaction and engagement are significant. Likewise, the implications of not delivering could be financially significant in terms of, for example, employment tribunals, complaints, recruitment opportunities and organisational performance.

E. Background papers

None

F. Contact details

Report author(s): Superintendent Annette Wightman DCFD

For more information contact:

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

Appendix 1: SLIR Recommendations

• Rec. 1–12 Ministerial Priority and Home Office, not directed at Police Services.
• Rec. 12–14 Definition of ‘racist incident’.
• Rec. 15-17 Reporting and recording of racist incidents and crimes.
• Rec. 18-22 Police practice and the investigation of racist crime.
• Rec. 23-28 Family liaison.
• Rec. 29-31 Victims and witnesses.
• Rec. 32-44 Prosecution of racist crimes.
• Rec. 45-47 First aid.
• Rec. 48-54 Racism awareness and valuing cultural diversity.
• Rec. 55-59 Employment, discipline and complaints.
• Rec. 60-63 Stop and Search
• Rec. 64-66 Recruitment and retention.
• Rec. 67-70 Prevention and the role of education.

Appendix 2: List of values that can be input in the 16+1 Constrained Value lists on each system

CRIS

Stops

NSPIS Custody

Ethnicity - Reason Not Stated

Appendix 3: Review of Section 60 Criminal Justice and Public Order Act (CJPO) 1994 - Summary of Recommendations

Recommendation One

The Inspection team recommends that the MPS SOP regarding the use of S.60 be amended to reflect the wording contained within S.60 CJPO Act 1994.

Recommendation Two

The inspection team recommends that briefings must follow the format set out in the S.60 SOP.

Recommendation Three

The Inspection team recommend that the S.60 SOP should be amended to include guidance for the use of S.60.

Recommendation Four

The inspection team recommends that the TP Stop and Search Team review the effectiveness of the strategic use of S.60.

Recommendation Five

The inspection team recommends that there should be clear guidance on which of the assessments (Community Impact Assessment(CIA)/ Equality Impact Assessment (EIA)) are to be completed when authorising a S.60. This should include a standard template in the SOP for recording the CIA/EIA.

Appendix 4: Section 60 and Section 44 Stop and Search figures across London’s 32 Borough OCU’s in 2007.

Barking and Dagenham

Section 60 (S.60) – There were 12 S.60 authorisations with 353 searches in total. Disproportionality between Black/White amounted to 5.6, with Asian/White amounting to 1.2.

The percentage of S.60 stops on people aged 10-17 was 64%, in a total of 225. The Black/White disproportionality amounted to 4.2, with Asian/White amounting to 0.6.

Section 44 (S.44) - There were 976 S.44 searches in total. Disproportionality between Black/White amounted to 5.1, with Asian/White amounting to 10.9.

Barnet

Section 60 (S.60) – There were 2 S.60 authorisations with 82 searches in total. Disproportionality between Black/White amounted to 4.6, with Asian/White amounting to 0.3.

The percentage of S.60 stops on people aged 10-17 was 78%, in a total of 64. The Black/White disproportionality amounted to 2.9, with Asian/White amounting to 0.3.

Section 44 (S.44) - There were 1866 S.44 searches in total. Disproportionality between Black/White amounted to 1.5, with Asian/White amounting to 1.4.

Bexley

Section 60 (S.60) – There were 5 S.60 authorisations with 43 searches in total. Disproportionality between Black/White amounted to 4.7, with Asian/White amounting to 2.1.

The percentage of S.60 stops on people aged 10-17 was 81%, in a total of 35. The Black/White disproportionality amounted to 2.7, with Asian/White amounting to 1.2.

Section 44 (S.44) - There were 330 S.44 searches in total. Disproportionality between Black/White amounted to 5.4, with Asian/White amounting to 3.1.

Brent

Section 60 (S.60) – There were 43 S.60 authorisations with 1256 searches in total. Disproportionality between Black/White amounted to 5.6, with Asian/White amounting to 1.5.

The percentage of S.60 stops on people aged 10-17 was 37%, in a total of 463. The Black/White disproportionality amounted to 2.6, with Asian/White amounting to 0.7.

Section 44 (S.44) - There were 1193 S.44 searches in total. Disproportionality between Black/White amounted to 1.2, with Asian/White amounting to 1.2.

Bromley

Section 60 (S.60) – There were 3 S.60 authorisations with 212 searches in total. Disproportionality between Black/White amounted to 12.5, with Asian/White amounting to 1.3.

The percentage of S.60 stops on people aged 10-17 was 47%, in a total of 100. The Black/White disproportionality amounted to 8.6, with Asian/White amounting to 0.0.

Section 44 (S.44) - There were 786 S.44 searches in total. Disproportionality between Black/White amounted to 5.4, with Asian/White amounting to 4.7.

Camden

Section 60 (S.60) – There were 3 S.60 authorisations with 158 searches in total. Disproportionality between Black/White amounted to 21.3, with Asian/White amounting to 6.6.

The percentage of S.60 stops on people aged 10-17 was 62%, in a total of 98. The Black/White disproportionality amounted to 13.7, with Asian/White amounting to 2.9.

Section 44 (S.44) - There were 3359 S.44 searches in total. Disproportionality between Black/White amounted to 1.3, with Asian/White amounting to 1.5.

Croydon

Section 60 (S.60) – There were 68 S.60 authorisations with 1588 searches in total. Disproportionality between Black/White amounted to 16.6, with Asian/White amounting to 2.5.

The percentage of S.60 stops on people aged 10-17 was 67%, in a total of 1061. The Black/White disproportionality amounted to 13.8, with Asian/White amounting to 2.3.

Section 44 (S.44) - There were 1538 S.44 searches in total. Disproportionality between Black/White amounted to 1.5, with Asian/White amounting to 2.3.

Ealing

Section 60 (S.60) – There were 10 S.60 authorisations with 1094 searches in total. Disproportionality between Black/White amounted to 9.0, with Asian/White amounting to 1.9.

The percentage of S.60 stops on people aged 10-17 was 47%, in a total of 511. The Black/White disproportionality amounted to 3.8, with Asian/White amounting to 0.8.

Section 44 (S.44) - There were 1539 S.44 searches in total. Disproportionality between Black/White amounted to 1.2, with Asian/White amounting to 1.3.

Enfield

Section 60 (S.60) – There were 46 S.60 authorisations with 815 searches in total. Disproportionality between Black/White amounted to 4.6, with Asian/White amounting to 0.4.

The percentage of S.60 stops on people aged 10-17 was 53%, in a total of 436. The Black/White disproportionality amounted to 3.3, with Asian/White amounting to 0.3.

Section 44 (S.44) - There were 1981 S.44 searches in total. Disproportionality between Black/White amounted to 1.8, with Asian/White amounting to 1.5.

Greenwich

Section 60 (S.60) – There were 9 S.60 authorisations with 255 searches in total. Disproportionality between Black/White amounted to 11.0, with Asian/White amounting to 0.7.

The percentage of S.60 stops on people aged 10-17 was 49%, in a total of 126. The Black/White disproportionality amounted to 7.4, with Asian/White amounting to 0.5.

Section 44 (S.44) - There were 1217 S.44 searches in total. Disproportionality between Black/White amounted to 1.6, with Asian/White amounting to 2.6.

Hackney

Section 60 (S.60) – There were 32 S.60 authorisations with 534 searches in total. Disproportionality between Black/White amounted to 5.0, with Asian/White amounting to 1.6.

The percentage of S.60 stops on people aged 10-17 was 40%, in a total of 213. The Black/White disproportionality amounted to 3.0, with Asian/White amounting to 0.5.

Section 44 (S.44) - There were 2103 S.44 searches in total. Disproportionality between Black/White amounted to 0.7, with Asian/White amounting to 1.2.

Hammersmith & Fulham

Section 60 (S.60) – There were 5 S.60 authorisations with 660 searches in total. Disproportionality between Black/White amounted to 4.4, with Asian/White amounting to 2.1.

The percentage of S.60 stops on people aged 10-17 was 45%, in a total of 296. The Black/White disproportionality amounted to 2.9, with Asian/White amounting to 1.7.

Section 44 (S.44) - There were 1389 S.44 searches in total. Disproportionality between Black/White amounted to 1.0, with Asian/White amounting to 3.0.

Haringey

Section 60 (S.60) – There were 40 S.60 authorisations with 538 searches in total. Disproportionality between Black/White amounted to 5.9, with Asian/White amounting to 0.9.

The percentage of S.60 stops on people aged 10-17 was 40%, in a total of 216. The Black/White disproportionality amounted to 6.0, with Asian/White amounting to 0.7.

Section 44 (S.44) - There were 2332 S.44 searches in total. Disproportionality between Black/White amounted to 0.8, with Asian/White amounting to 1.3.

Harrow

Section 60 (S.60) – There were 3 S.60 authorisations with 41 searches in total. Disproportionality between Black/White amounted to 16.5, with Asian/White amounting to 2.8.

The percentage of S.60 stops on people aged 10-17 was 56%, in a total of 23. The Black/White disproportionality amounted to 8.5, with Asian/White amounting to 1.3.

Section 44 (S.44) - There were 534 S.44 searches in total. Disproportionality between Black/White amounted to 2.8, with Asian/White amounting to 2.3.

Havering

Section 60 (S.60) – There were 13 S.60 authorisations with 590 searches in total. Disproportionality between Black/White amounted to 11.0, with Asian/White amounting to 4.4.

The percentage of S.60 stops on people aged 10-17 was 52%, in a total of 306. The Black/White disproportionality amounted to 8.4, with Asian/White amounting to 4.1.

Section 44 (S.44) - There were 785 S.44 searches in total. Disproportionality between Black/White amounted to 7.5, with Asian/White amounting to 7.4.

Hillingdon

Section 60 (S.60) – There were 14 S.60 authorisations with 333 searches in total. Disproportionality between Black/White amounted to 27.0, with Asian/White amounting to 3.4.

The percentage of S.60 stops on people aged 10-17 was 44%, in a total of 147. The Black/White disproportionality amounted to 15.0, with Asian/White amounting to 2.3.

Section 44 (S.44) - There were 1169 S.44 searches in total. Disproportionality between Black/White amounted to 3.9, with Asian/White amounting to 3.4.

Hounslow

Section 60 (S.60) – There were 7 S.60 authorisations with 34 searches in total. Disproportionality between Black/White amounted to 3.5, with Asian/White amounting to 0.2.

The percentage of S.60 stops on people aged 10-17 was 62%, in a total of 21. The Black/White disproportionality amounted to 2.3, with Asian/White amounting to 0.1.

Section 44 (S.44) - There were 1018 S.44 searches in total. Disproportionality between Black/White amounted to 3.8, with Asian/White amounting to 2.3.

Islington

Section 60 (S.60) – There were 3 S.60 authorisations with 505 searches in total. Disproportionality between Black/White amounted to 5.6, with Asian/White amounting to 1.7.

The percentage of S.60 stops on people aged 10-17 was 37%, in a total of 186. The Black/White disproportionality amounted to 3.5, with Asian/White amounting to 0.7.

Section 44 (S.44) - There were 2807 S.44 searches in total. Disproportionality between Black/White amounted to 1.4, with Asian/White amounting to 3.3.

Kensington & Chelsea

Section 60 (S.60) – There were 5 S.60 authorisations with 1205 searches in total. Disproportionality between Black/White amounted to 37.1, with Asian/White amounting to 3.0.

The percentage of S.60 stops on people aged 10-17 was 39%, in a total of 470. The Black/White disproportionality amounted to 16.0, with Asian/White amounting to 1.2.

Section 44 (S.44) - There were 1771 S.44 searches in total. Disproportionality between Black/White amounted to 1.8, with Asian/White amounting to 2.7.

Kingston-Upon-Thames

Section 60 (S.60) – There were 10 S.60 authorisations with 170 searches in total. Disproportionality between Black/White amounted to 16.9, with Asian/White amounting to 1.4.

The percentage of S.60 stops on people aged 10-17 was 58%, in a total of 99. The Black/White disproportionality amounted to 9.2, with Asian/White amounting to 1.0.

Section 44 (S.44) - There were 1114 S.44 searches in total. Disproportionality between Black/White amounted to 4.9, with Asian/White amounting to 2.6.

Lambeth

Section 60 (S.60) – There were 45 S.60 authorisations with 479 searches in total. Disproportionality between Black/White amounted to 13.3, with Asian/White amounting to 2.0.

The percentage of S.60 stops on people aged 10-17 was 56%, in a total of 266. The Black/White disproportionality amounted to 6.7, with Asian/White amounting to 1.0.

Section 44 (S.44) - There were 1162 S.44 searches in total. Disproportionality between Black/White amounted to 0.6, with Asian/White amounting to 2.9.

Lewisham

Section 60 (S.60) – There were 25 S.60 authorisations with 253 searches in total. Disproportionality between Black/White amounted to 8.4, with Asian/White amounting to 0.8.

The percentage of S.60 stops on people aged 10-17 was 51%, in a total of 129. The Black/White disproportionality amounted to 6.1, with Asian/White amounting to 0.4.

Section 44 (S.44) - There were 863 S.44 searches in total. Disproportionality between Black/White amounted to 1.2, with Asian/White amounting to 3.5.

Merton

Section 60 (S.60) – There were 29 S.60 authorisations with 858 searches in total. Disproportionality between Black/White amounted to 13.4, with Asian/White amounting to 2.5.

The percentage of S.60 stops on people aged 10-17 was 59%, in a total of 502. The Black/White disproportionality amounted to 7.5, with Asian/White amounting to 0.9.

Section 44 (S.44) - There were 1030 S.44 searches in total. Disproportionality between Black/White amounted to 1.4, with Asian/White amounting to 2.3.

Newham

Section 60 (S.60) – There were 24 S.60 authorisations with 603 searches in total. Disproportionality between Black/White amounted to 3.1, with Asian/White amounting to 1.4.

The percentage of S.60 stops on people aged 10-17 was 48%, in a total of 287. The Black/White disproportionality amounted to 2.3, with Asian/White amounting to 0.8.

Section 44 (S.44) - There were 1931 S.44 searches in total. Disproportionality between Black/White amounted to 0.7, with Asian/White amounting to 0.7.

Redbridge

Section 60 (S.60) – There were 7 S.60 authorisations with 449 searches in total. Disproportionality between Black/White amounted to 4.7, with Asian/White amounting to 2.4.

The percentage of S.60 stops on people aged 10-17 was 60%, in a total of 271. The Black/White disproportionality amounted to 2.1, with Asian/White amounting to 0.9.

Section 44 (S.44) - There were 1806 S.44 searches in total. Disproportionality between Black/White amounted to 2.0, with Asian/White amounting to 3.0.

Richmond-Upon-Thames

Section 60 (S.60) – There were 13 S.60 authorisations with 24 searches in total. Disproportionality between Black/White amounted to 114.9, with Asian/White amounting to 0.0.

The percentage of S.60 stops on people aged 10-17 was 92%, in a total of 22. The Black/White disproportionality amounted to 87.3, with Asian/White amounting to 0.0.

Section 44 (S.44) - There were 609 S.44 searches in total. Disproportionality between Black/White amounted to 6.0, with Asian/White amounting to 5.3.

Southwark

Section 60 (S.60) – There were 39 S.60 authorisations with 3478 searches in total. Disproportionality between Black/White amounted to 5.3, with Asian/White amounting to 2.0.

The percentage of S.60 stops on people aged 10-17 was 45%, in a total of 1573. The Black/White disproportionality amounted to 2.9, with Asian/White amounting to 1.0.

Section 44 (S.44) - There were 2581 S.44 searches in total. Disproportionality between Black/White amounted to 1.1, with Asian/White amounting to 4.4.

Sutton

Section 60 (S.60) – There were 0 S.60 authorisations with 10 searches in total. Disproportionality between Black/White amounted to 15.6, with Asian/White amounting to 3.3.

The percentage of S.60 stops on people aged 10-17 was 70%, in a total of 7. The Black/White disproportionality amounted to 6.5, with Asian/White amounting to 0.0.

Section 44 (S.44) - There were 604 S.44 searches in total. Disproportionality between Black/White amounted to 3.9, with Asian/White amounting to 3.8.

Tower Hamlets

Section 60 (S.60) – There were 30 S.60 authorisations with 313 searches in total. Disproportionality between Black/White amounted to 6.4, with Asian/White amounting to 5.4.

The percentage of S.60 stops on people aged 10-17 was 50%, in a total of 156. The Black/White disproportionality amounted to 2.2 with Asian/White amounting to 1.8.

Section 44 (S.44) - There were 4655 S.44 searches in total. Disproportionality between Black/White amounted to 1.0, with Asian/White amounting to 0.6.

Waltham Forest

Section 60 (S.60) – There were 8 S.60 authorisations with 292 searches in total. Disproportionality between Black/White amounted to 5.9, with Asian/White amounting to 3.4.

The percentage of S.60 stops on people aged 10-17 was 51%, in a total of 150. The Black/White disproportionality amounted to 5.8, with Asian/White amounting to 2.6.

Section 44 (S.44) - There were 975 S.44 searches in total. Disproportionality between Black/White amounted to 0.8, with Asian/White amounting to 1.6.

Wandsworth

Section 60 (S.60) – There were 33 S.60 authorisations with 507 searches in total. Disproportionality between Black/White amounted to 19.0, with Asian/White amounting to 8.4.

The percentage of S.60 stops on people aged 10-17 was 64%, in a total of 323. The Black/White disproportionality amounted to 7.4, with Asian/White amounting to 2.3.

Section 44 (S.44) - There were 580 S.44 searches in total. Disproportionality between Black/White amounted to 1.4, with Asian/White amounting to 3.2.

Westminster

Section 60 (S.60) – There were 23 S.60 authorisations with 585 searches in total. Disproportionality between Black/White amounted to 15.1, with Asian/White amounting to 2.4.

The percentage of S.60 stops on people aged 10-17 was 50%, in a total of 295. The Black/White disproportionality amounted to 8.7, with Asian/White amounting to 1.8.

Section 44 (S.44) - There were 18337 S.44 searches in total. Disproportionality between Black/White amounted to 1.9, with Asian/White amounting to 1.9.

End of report:

The total number of S.60 authorisations across the MPS in 2007 was as follows:

• 609 authorisations amounting to 18,339 searches in total.
• Black/White disproportionality amounted to 9.8.
• Asian/White disproportionality amounted to 2.0.
• Percentage of S.60 stops on people aged 10-17 was 49%.
• Total number of S.60 searches on people aged 10-17 was 9,077, with Black/White disproportionality amounting to 6.1 and Asian/White amounting to 1.1.
• The total number of S.44 searches was 71,502, with Black/White disproportionality amounting to 1.4 and Asian/White amounting to 1.9.

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