ࡱ> ikhq` 2bjbjqPqP ;V::*( (&(&(&8`&L&< Qh&&('''/(/(/(1Q3Q3Q3Q3Q3Q3Q$ShUWQ|)+(/(|)|)WQ''lQ+++|)j8''1Q+|)1Q++GGH'& (&)jHPLQ0Q-H VP* V4HHz VQJ/(0_("+((/(/(/(WQWQ8+j/(/(/(Q|)|)|)|)    GWENT POLICE AUTHORITY Equality and Human Resources Committee Date: 8th February, 2010 Item No: 4 Heading: The Equality Standard for the Police Service Report Author: Chief Executive ___________________________________________________________________ SUMMARY This report provides an overview of the Equality Standard for the Police Service and the current position on Police Authority involvement. ___________________________________________________________________ RECOMMENDATION(S) Members are requested to note the information contained within the report, and provide comment, where appropriate, on the Framework attached at Appendix A. 1. BACKGROUND 1.1 The Equality Standard for the Police Service has been jointly developed by the Association of Chief Police Officers (ACPO), the Association of Police Authorities (APA), and the National Policing Improvement Agency (NPIA) following requests by police diversity practitioners for a way to integrate equality in all areas of business and have a consistent way to assess and improve performance. The final version of the Standard was launched in December 2009 along with the supporting Equality, Diversity and Human Rights Strategy for the Police Service. 1.2 The government committed to developing the Standard in the green paper From the Neighbourhood to the National: Policing our Communities Together, and police forces will be expected to have met the Baseline level of the standard as part of Her Majestys Inspectorate of Constabularies (HMIC) workforce inspection in 2010/2011. 1.3 As a national framework that can focus on performance at very local levels, the Equality Standard supports a range of Government and policing priorities: to improve recruitment, retention and progression opportunities for those people currently under-represented in the police workforce to widen workforce diversity, including community volunteers, to better reflect communities served to eliminate disproportionality of impact of the Criminal Justice System on different social groups to further equality and diversity via procurement activity to deliver improved equality outcomes for existing day-to-day activities to deliver the Flanagan Review of Policing recommendation for more local accountability. 1.4 Initial consultation with ACPO, the APA and the Home Office took place from July to September 2008, with further consultation with Police Authorities and forces carried out during the Autumn of 2008. The draft strategy was produced in January 2009 and distributed widely among associated organisations, partner agencies and community groups, with regional and national events held during March and April 2009; Gwent Police Authority was represented at these events and contributed throughout the feedback process. 1.5 Field-tests were conducted by a number of police forces across England and Wales during April, May and June 2009, and the process highlighted several points of learning that have been used in producing the final version. 2. PROPOSAL FOR CONSIDERATION BY COMMITTEE AND CURRENT POSITION 2.1 The main purpose of the Equality, Diversity and Human Rights Strategy and the Equality Standard for the Police Service is to build equality into the systems that police forces use to manage their performance, as well as providing a framework for continuous improvement which individual forces will use to build equality activities into all areas of their business. Police forces and Police Authorities will also use the Standard, in consultation with local communities, to identify and set their local equality objectives; a number of forces have already integrated its requirements into their wider performance measurement and improvement frameworks. 2.2 The Strategy sets out three strategic themes which provide the framework for improving performance and delivering specific equality results at every level of the police service. These also form the three main sections of the Equality Standard and will allow police forces and Police Authorities to collect and analyse appropriate information on performance, set equality priorities and aims, monitor and assess progress, and achieve and review equality targets: Operational Delivery: delivering services that are easy to access and that respond to and meet the needs of communities People and Culture: building a working environment that includes everyone and that encourages all staff to develop and make progress Organisational Processes: building equality into the organisations processes and how the service manages its performance. The Standard itself consists of twenty-two units spread across the three sections that comprise: Baseline - assessing an activity that must be in place Integrating - assessing one area that is part of wider activities Excelling - assessing via outcomes that contribute to improved community confidence. Designed to improve community confidence, connections have been made to key policing and Government priorities that include support for delivery of the Policing Pledge and the Citizen Focus Policing Hallmarks, and the Public Service targets and agreements (PSAs) that form the National Community Safety Plan; wider connections to delivery frameworks include the Equality Framework for Local Government. Activity undertaken in these areas will help provide evidence of police forces meeting the objectives of the Standard. Forces can choose how to identify and capture evidence locally and can gain the support of service colleagues through benchmarking and sharing effective practice. Police Authorities will have a role, in keeping with their existing duties, to ensure police forces are implementing and making progress against the Standard. In addition, they are likely to have a specific role in the process of verifying the evidence that forces submit to meet or progress against the Standard, and dedicated guidance will be published in due course, with NPIA workshops for Authorities planned for the early part of 2010. While the full verification process has not yet been finalised, it is anticipated that it will include the following stages: Self-assessment primarily conducted by police forces but potentially with involvement of the Police Authority, for example, through a Lead Member or Committee Community assessment Police Authorities are likely to be primarily responsible for ensuring that the views of communities are sought. This assessment could focus on whether community experience is in accordance with the findings of the self-assessment stage Peer assessment police forces would be matched with two similar forces to enable one to assess another, probing the findings of the previous stages, with the third acting as observer. There may be opportunities for Police Authority Members to be involved as peer assessors. Further clarification on the role of the Police Authority in the Equality Standard will be supplied once guidance has been made available. Members are requested note the content of the report, and provide comment on the Framework where appropriate. It is recommended that a briefing report to update Members on the proposed method and timescale of implementation of the Strategy be requested from the force once established. 3. STAFFING/PERSONNEL IMPLICATIONS Although the Equality Standard does not require the police service to undertake new tasks in order to meet the stages of the framework, it is anticipated that additional efforts will be required across the force in order to manage the process and evidence required. Further resource implications should be identified during the planning of the implementation process, and reported in due course. 4. FINANCIAL IMPLICATIONS 4.1 There are none rising directly from the content of this report. 5. CONSULTATION 5.1 Consultation on the Equality Standard has been undertaken with the force with regard to its implementation and undertaking. 6. PROJECT ASSESSMENT FOR EQUALITY AND DIVERSITY MATTERS The active commitment by Police Authorities towards local forces achieving the Equality Standard will help them demonstrate compliance with the Police and Justice Act 2006 to promote equality and diversity. With its emphasis on operational delivery, it will be separate from the existing equality schemes which demonstrate basic compliance with equality legislation, but much evidence will be shareable between them to avoid duplication of work. In addition, meeting the standard will also provide evidence that the Authority is meeting earlier duties to promote race, disability and gender equality, and Every Child Matters/Rights to Action if the Authority ensures that the self-assessment process includes examples of activity across the breadth of these diversity strands. 7. RISK ASSESSMENT 7.1 There are no risks currently arising from the content of this report. 8. STAYING AHEAD (2011 REVIEW) 8.1 The matters raised in this report have been considered in the context of the Staying Ahead Project and are not considered to have any direct consequences for the outcomes. 9. CONCLUSION 9.1 Adopting an Equality Standard has been viewed as an appropriate way to support Citizen Focus policing. Improved equality, diversity and human rights performance will support the Policing Pledge to treat people fairly, with dignity and respect. Better provision of services, designed and delivered according to need, will contribute to building community confidence, the single target of police effectiveness. 9.2 Police forces may still choose to use other national frameworks. For example, many already work with the Workplace Equality Index from Stonewall, the lesbian, gay and bisexual charity, who have expressed support for the new framework. However, the existence of a single agreed framework across the police service in England and Wales will drive consistency of improvement because it will support forces in benchmarking and learning from each others effective activities despite differing policing conditions. 9.3 Organisations will be held to account for delivering the action plan through their own governance arrangements; the Ministerial Equality Delivery Group will oversee how the Strategy is delivered and monitor the overall progress of all the agencies in delivering the action plan. The Ministerial Equality Delivery Group will publish an annual report on the progress the Home Office, Police Authorities and the police force have made on equality; the first annual report will be published in the summer of 2010. 10. CONTACT OFFICER 10.1 Caroline Hawkins, Equalities and Research Officer 11. BACKGROUND PAPERS 11.1 2008 Government Green Paper From the Neighbourhood to the National: Policing our Communities Together 12. 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