Gender Agenda

Report: 10
Date: 5 December 2002
By: Commissioner

Summary

This report updates members on the progression of the ‘Gender Agenda’ within the MPS.

A. Recommendation

That Members note the contents of this report and refer the report to the Equal Opportunities and Diversity Board on 9 January 2003.

B. Supporting information

Background

1. In support of the National Policing plan and APA Framework for Human Resources Plans, the ‘Gender Agenda’ was launched on 19 September 2002. This paper sets out how the project is being implemented within the Service by the Development and Organisation Improvement Team (DOIT) and how the HR Directorate is implementing actions to meet the five key aims.

2. The key aims of the Gender Agenda are:

• The MPS will demonstrate consistently that it values and is committed to the recruitment, retention and professional well being of all women employees;
• To achieve a gender, ethnicity, sexual orientation and ability balance across the workforce of the service, consistent with the proportion of women in the economically active population;
• To ensure that women’s voices are influential in the shaping of policy as it affects both internal and external service delivery;
• To develop an understanding of the competing demands in achieving a work/life balance and a successful police career; and
• To create a working environment and provide equipment of the right quality and standard to enable women employees to do their jobs professionally.

DOIT and local implementation strategies

3. Denise Milani and DOIT are leading on the corporate response to the Gender Agenda, which includes seeking commitment from Operation Command Unit (OCU) Commanders; ensuring all OCUs have local implementation strategies; and collating data on local and corporate actions which will be completed in support of the objectives of the Gender Agenda.

HR Directorate Implementation Strategy

4. The HR Directorate is committed to the objectives of the Gender Agenda and as such has devised a strategy, which will contain short term, medium term and long-term actions.

Short term - Identifying barriers and disproportionality

5. Disproportionality will be analysed through the use of management information, utilising Met HR. This will encompass percentages of female staff at all ranks/bands, their access to and attendance at courses and results of selection/promotion activity.

6. Barriers to the progression and retention of female staff will be identified. This will include data gathered from the Gender Agenda Conference, the Best Value Review of Retention and focus groups. Areas of concentration will include:

• Access to courses
• Fast track schemes and promotion
• Flexible working and caring responsibilities

Gender Agenda Conference – Evaluation

7. The conference held on the 19 September 2002, has been evaluated through delegates completing evaluation forms. Overall feedback on the event was very positive. The most popular workshop was on the topic of work/life balance. The majority of delegates expressed a view that such an event should be held again next year to monitor progress and actions.

Medium term – Providing solutions

8. Barriers identified through the focus groups and data collected will be used to determine future actions and objectives.

9. Through supporting leadership we will encourage our managers to support female staff appropriately e.g. HR Directorate is actively promoting work/life balance issues to ensure that all women are aware of the opportunities available to support them in continuing in their career.

10. A review of all HR policies is being undertaken to ensure that each policy fully meets current legal requirements and supports the corporate Diversity strategy. In developing policy, we will ensure that female opinion is reflected in consultation.

Long term – Keeping the Focus

11. Target setting will be made to ensure that we work towards proportionality in respect of retention and progression.

12. Progress will be monitored through an action plan.

C. Equality and diversity implications

The purpose of the Gender Agenda is to further the interests of women in the workplace by providing a comprehensive range of measures to support them. The initiatives, which arise from the initiative, will benefit the workforce as a whole and support the Diversity strategy.

D. Financial implications

There are no new financial implications other than opportunity costs, which will be contained within existing resources.

E. Background papers

None

F. Contact details

Report author: Richard Callegari, MPS.

For more information contact:

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

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