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					BEDFORDSHIRE POLICE

RACE EQUALITY SCHEME
2006/09




Reviewed May 2006 by Community Safety Department


                                       1
CONTENTS

TRANSLATIONS....................................................................................................................................................................3

FOREWORD ...........................................................................................................................................................................4

SECTION 1.0 - INTRODUCTION.........................................................................................................................................5

SECTION 2.0 - BEDFORDSHIRE POLICE AS A PUBLIC SERVICE ..........................................................................8
   BEDFORDSHIRE POLICE VISION .................................................................................................................................8
   BEDFORDSHIRE POLICE MISSION..............................................................................................................................8
   BEDFORDSHIRE POLICE SIX KEY PRINCIPLES ......................................................................................................8
   BEDFORDSHIRE POLICE VALUES ...............................................................................................................................8
   2.1 OUR CURRENT AND FUTURE STAFF .............................................................................................................9
SECTION 3.0 - THE RACE EQUALITY SCHEME............................................................................................................9
   THE RACE RELATIONS AMENDMENT ACT 2000 GENERAL DUTY......................................................................9
   3.1  CURRENT POSITION WITHIN BEDFORDSHIRE POLICE ..........................................................................10
   3.2  THE RACE RELATIONS AMENDMENT ACT 2000 SPECIFIC DUTIES.....................................................10
   3.3  BENEFITS OF THE DUTY ..................................................................................................................................11
SECTION 4.0 - DEALING WITH VULNERABLE GROUPS .........................................................................................11

SECTION 5.0 - CONSULTATION TO DATE ...................................................................................................................12

SECTION 6.0 - THE STEPS TO MEETING OUR GENERAL AND SPECIFIC DUTIES ..........................................12
   6.1        ASSESSMENT OF EXISTING STRATEGIES / FUNCTIONS AND POLICIES ..........................................12
   6.2        FORMULATING AND CONSULTING ON PROPOSED STRATEGIES / FUNCTIONS AND POLICIES14
   6.3        SCRUTINY AND PUBLISHING THE RESULTS..............................................................................................14
   6.4.       ACCESS TO INFORMATION AND SERVICES...............................................................................................15
SECTION 7.0 - TRAINING STAFF ....................................................................................................................................16

SECTION 8.0 - EMPLOYMENT MONITORING ..............................................................................................................18
   8.1        PROCUREMENT / CONTRACTED OUT EMPLOYMENT.............................................................................19
   8.2        PARTNERSHIPS ..................................................................................................................................................19
   8.3        SCRUTINY OF EMPLOYMENT MONITORING ..............................................................................................19
SECTION 9.0 - THE ROLE OF PROFESSIONAL STANDARDS ................................................................................20

SECTION 10.0 - REVIEW OF THE SCHEME .................................................................................................................21

SECTION 11.0 - RACE EQUALITY SCHEME COMPLAINTS .....................................................................................21

SECTION 12.0 - ACTION PLAN........................................................................................................................................22

GLOSSARY OF TERMS .....................................................................................................................................................23
   GROUPS AND WORKING PARTIES .......................................................................................................................................23
   CLARIFYING TERMINOLOGY IN THE ACT .............................................................................................................................23
ACTION PLAN (2006 – 2009) ............................................................................................................................................24

APPENDICES: Appendix A – Prioritisation of Policies and Procedures
                          Appendix B – Results of 4 Year Action Plan 2002 - 2006
                          Appendix C – Guide to the Equality Impact Assessment Template


                                                                                         2
Translations




Se desidera una copia di questo documentu tradotta in Italiano, la preghiamo di
telefonarci al numero 01234 841212, interno 2800.

Jeślibyś chciał tłumaczenie tego dokumentu na język polski, proszę zadzwonić
pod numer 01234 841212 w 2800.

If you would like this document translated into Bengali, Gujarati, Urdu,
Italian or Polish, please call 01234 841212, ext 2800.

If you would like a large print version of this
document, please call 01234 841212, ext
2800.
If you would like to hear this document it is available on ‘speech –
enabled format’ via Browsaloud on www.bedfordshire.police.uk


If you have any queries relating to this document please contact:

Community Safety Department
Bedfordshire Police Headquarters
Woburn Road
Kempston
Bedford
MK43 9AX
Tel: 01234 842800


                                              3
FOREWORD                                                        and the Bedfordshire and Luton Independent
                                                                Advisory Group. Such a process ensures that
                                                                the Force is accountable for the service it
All public authorities listed under the Race
                                                                delivers both internally and externally.
Relations (Amendment) Act 2000 have a
General Duty to promote race equality. This
                                                                During 2005-2006 we have fully complied with
means being proactive about challenging racial
                                                                the Action Plans that were created for the first
discrimination     and     promoting        good     race
                                                                four years of the scheme.             Obviously such
relations between different racial groups.
                                                                action planning will always be an integral part
                                                                of any Race Equality Scheme and the new
In order to meet the General Duty the Home
                                                                Action Plan can be found at the rear of this
Secretary issued an order under the Act, which
                                                                document along with the results of the previous
sets out Specific Duties for listed public bodies
                                                                action plan.
on policy and service delivery as well as
employment functions. For a number of years,
                                                                The main purpose of the Act is to shift the
Bedfordshire Police has taken a pro-active
                                                                burden of proof of racism away from individuals
stance in this important area.
                                                                towards         organisations         proving     and
                                                                demonstrating that they have a belief and
A scheme should not solely provide a list of
                                                                value system which accepts the notion of
existing functions and policies, nor be treated
                                                                diversity and works towards non-discrimination.
as a checklist against which compliance
                                                                Bedfordshire       Police     seeks    fairness   and
against the Act is demonstrated.                What it
                                                                transparency which is the foundation of all
should   be      about     is    changing      the   way
                                                                policing matters. This is particularly important
Bedfordshire Police think and act in matters of
                                                                in the field of race equality. I am personally
race equality. It achieves this by highlighting
                                                                committed to providing the leadership to
areas of concern and creating cultural change
                                                                ensure that the aims of actions of our scheme
where required. To be successful there should
                                                                become         fully    embedded        across    the
be a process of internal and external scrutiny
                                                                organisation.
which provides support where it is needed, but
also makes the organisation feel uncomfortable
                                                                I commend this scheme to you.
when it is getting it wrong.


Bedfordshire      Police        takes   this    process
seriously.    For example, all our work in this
area is scrutinised internally by our Equality                                    Chief Constable,
                                                                                Mrs Gillian Parker,
and Diversity Programme Board (EDPB) which
                                                                                Bedfordshire Police
is chaired by myself as well as Divisional
Equality and Diversity Programme Boards
(DEDPB) and externally by the Police Authority


                                                            4
SECTION 1.0 - INTRODUCTION                                       Neighbourhoods which are supported by the
                                                                                                               2
                                                                 concept of Neighbourhood Policing.
The Race Relations Act 1976 (as amended by
the Race Relations (Amendment) Act 2000)                         It can be seen from the above that an effective
arose as a direct result of a commitment from                    Race Equality Scheme (RES) can support the
the Home Secretary to strengthen the original                    concept of Community Safety and Safer
Act,      following      the      Stephen        Lawrence        Neighbourhoods, as well as building greater
Investigation and Inquiry. It gives both general                 public trust and confidence, whilst internally
and specific duties to public authorities in order               ensuring the Police Service is aware of and
to promote race equality. These duties support                   can respond to the needs and expectations of
the Governmental priority “to increase trust and                 current and future employees.
confidence         in   policing     amongst        ethnic
                                                                                                                         3
minorities.”                                                     Continued use of the Audit Commission                       self-
                                                                 assessment        tool       ‘The   Journey       to     Race
Recently, the Government has published the                       Equality’ has led to actions being added to our
National Community Safety Plan 2006 – 2009               1       RES. (See pages – 24 - 27) action plans.
which declared a number of key priorities
including:                                                       Bedfordshire Police Race Equality Scheme has
                                                                 the full commitment of the Force Executive,
“If we are to make our communities still safer,                  who    through       the       auspices   of           internal
                                                                                          4
everyone       –    from    the    heart    of    national       monitoring groups            will oversee such change
government         through       regional    and     local       as part of the accountability process found
partners, right through to neighbourhoods and                    within the organisation.
the people who live in them – must play their                    At no point can the Police Service rest on its
part.     We need to create new relationships                    laurels. This is particularly pertinent in light of
between public services and the communities                      the ‘Race Equality Programme for The Police
                                                                            5
they serve which encourage accountability,                       Service’       which is the joint response of the
trust and co-operation – a mutual respect. And                   2
                                                                   Home Office 2006 “Neighbourhood Policing:
we need to work together to tackle extremism                       Neighbourhood Team Guide”. Available at
                                                                   www.neighbourhoodpolicing.co.uk
and racism in all its forms”.                                    3
                                                                   Further details are available on www.audit-
                                                                 commisson.gov.uk
                                                                 4
                                                                   See sections 6 and 7 of this report concerning
        (page 2 – National Community Safety Plan
                                                                 such monitoring groups
                                                                 5
                                            2006 - 2009)           This programme is based upon the
                                                                   recommendations from the Commission for Racial
                                                                   Equality’s Report, as well as recommendations
This obviously builds upon the recent move by                      and actions derived from other reports or
Bedfordshire            Police      towards         Safer          investigations as appropriate – including the
                                                                   Morris and Taylor Reports recommendations from
                                                                   the Independent Police Complaints Commissions
1
 Home Office 2006 “National Community Safety                       following ‘Operation Haddon”; the Home Affairs
Plan 2006 – 2009. Available at                                     Select Committee and the Home Office White
www.homeoffice.gov.uk                                              Paper ‘Building Communities, Beating Crime’.

                                                             5
Association of Chief Police Officers and the                         In January 2004 the Association of Chief Police
Association        of    Police       Authorities     to   the       Officers (ACPO); the Association of Police
Commission         for       Racial    Equality’s     Formal         Authorities     (APA)    and      the    Home    Office
                   6
Investigation           into the Police Service of                   introduced the ‘Breaking Through – Promoting
England and Wales.                                                   Ethnic Employment in the Police Service’
                                                                     Action Plan. 9
All this therefore means that during the course
of 2005 - 2006 Bedfordshire Police will                              This process is about ensuring that the Police
continue to scrutinise the following key areas of                    Service has a commitment to promote equal
work:                                                                opportunity and the drive to confront racist
                                                                     attitudes. It is intended that such a process
•        The ability to consult with the black and                   shall maintain focus on the notion of achieving
         minority        ethnic       community        within        a   representative      service     by   providing    a
         Bedfordshire                                                framework through which performance can be
•        The level of trust and confidence within                    examined      and    barriers      removed      to   the
         the       black       and       minority      ethnic        promotion of equality.
         community             (including         satisfaction
         levels)                                                     Bedfordshire Police is firmly committed to this
•        The level of victimology             7
                                                  within the         process and continues to seek a workforce that
         black and minority ethnic community                         is representative of the communities that are
•        The adequacy and effectiveness of                           served. To achieve this aim, actions for the
         Bedfordshire Police RES                                     RES continue to be developed and driven
                                                                     through as part of Breaking Through process,
Bedfordshire Police like many other public                           as well as by existing / future Best Value and
authorities collect and collate data that are of                     local performance targets as seen in Table 1
direct relevance to the Race Equality Scheme.                        on page 7. 10
What is important here is how these data sets
are scrutinised and what do they actually mean
–       particularly           with       reference         to
                         8
disproportionality.

6
  This came about as the result of ‘The Secret
  Policeman’ BBC documentary – first shown
  October 2003.
7
  The concept of victimology is not just about who
  has been a victim - rather it takes account of
  additional information i.e. which groups of the
  population are most at risk; why this extra risk
                                                                     9
  arises and whether such groups suffer the                            Breaking Through – Promoting Minority Ethnic
  greatest fear of crime.                                               Employment in the Police Service, January 2004,
8
  The concept of disproportionality is the suggestion                   Home Office. Available at
  that some public authorities give a bias / poor or                    www.homeoffice.gov.uk
                                                                     10
  indifferent service to certain sections within                        In some cases these are in addition to the actions
  society.                                                             found under the RES at the rear of this document.

                                                                 6
Table 1 Recent Performance of Targets for 2005 / 2006 11

                                                                          2004/2005                                2005/2006                     2006/2007
     SPI no.
                   Description                                        Actual           MSF                        Per-   Improved/ Target          Target
     2006/07                                                                                        Target
                                                                   Performance        Position                 formance* worsened achieved?       2006/07
                   Percentage of victims of racist incidents
                                                                                                   No target                           Not
                   satisfied with the police service when             57%2            6 out of 6                73.2%                               75%
        3a                                    1                                                      set                            applicable
                   dealing with the incident
                   Of white victims of domestic burglary,
                   violent crime, vehicle crime, road traffic
                                                                                                   No target                           Not       No target
       3b(i)       collisions and racist incidents, the               75.7%           4 out of 6                77.6%
                                                                                                     set                            applicable     set
                   percentage satisfied with the overall
                                       1
                   service provided
                   Of minority ethnic victims of domestic
                   burglary, violent crime, vehicle crime,
                                                                                                   No target                           Not       No target
       3b(ii)      road traffic collisions and racist incidents,      65.8%           6 out of 6                70.4%
                                                                                                     set                            applicable     set
                   the percentage satisfied with the overall
                                       1
                   service provided
                   Of white victims of domestic burglary,
                   violent crime, vehicle crime, road traffic
                                                                                                   No target                           Not       No target
       3b(iii)     collisions and racist incidents, the               56.6%           3 out of 6                59.8%
                                                                                                     set                            applicable     set
                   percentage very or completely satisfied
                                                        1
                   with the overall service provided
                   Of minority ethnic victims of domestic
                   burglary, violent crime, vehicle crime,
                   road traffic collisions and racist incidents,                                   No target                           Not       No target
      3b(iv)                                                          41.9%           6 out of 6                48.1%
                   the percentage very or completely                                                 set                            applicable     set
                   satisfied with the overall service provided
                   1


                   Percentage of PACE stops leading to                                  Not        No target               Not         Not       No target
        3c                                                             13%                                       9.1%
                   arrest – white persons                                             available      set                applicable3 applicable     set
                   Percentage of PACE stops leading to
                                                                                        Not        No target               Not         Not       No target
                   arrest – persons of minority ethnic                 13%                                       9.5%
        3c                                                                            available      set                applicable3 applicable     set
                   groups
                   Percentage of sanctioned detections for             38%
                                                                                                                                                 No target
                   violence against the person offences –           (53% of all       1 out of 6     37%         39%
        3d                                                                                                                                         set
                   white victims                                    detections)
                   Percentage of sanctioned detections for             32%
                                                                                                                                                 No target
        3d         violence against the person offences –           (48% of all       1 out of 6     30%         32%    Stable                     set
                   victims from minority ethnic groups              detections)
                                                                                                                                                   14.6%
        3e         Proportion of police recruits from                                   Not
                                                                      14.1%                         14.3%       14.5%                               (14
                   minority ethnic groups                                             available
                                                                                                                                                  recruits)
                   Percentage of minority ethnic population
        3e                                                                            11.5% (August 2004, as provided by the Home Office)
                   of working age
       Local
                   Percentage difference in satisfaction with
     indicator,                                                                          Not       Not more
                   the overall service between white and               8%                                        7.2%                               TBC
     based on                                                                         applicable   than 7%
                   minority ethnic victims of crime
         3b
       Local
                   Difference between minority ethnic
     indicator,                                                         No               Not       Not more
                   groups of the percentage of stop                                                              0.4%                               TBC
     based on                                                       difference        applicable   than 2%
                   searches that lead to arrest
         3c
       Local
                   Difference between racial groups of the
     indicator,                                                                          Not       Not more
                   percentage of sanction detections for               6%                                         7%                                TBC
     based on                                                                         applicable   than 2%
                   violence against the person offences5
         3d


KEY              A shaded box indicates that the measure or standard was not in formal use during the time period in question or has now
                 been deleted. In some cases, it has been possible to assemble historical comparative data
                 Not available: Historical or comparative data not readily available
                 Not applicable: Relative achievement or assessment of success in meeting a target is not appropriate for this measure
                 No target set: an improvement target was not, or has not been, set for the year in question
                        2005/6 performance better than 2004/5 performance
                        2004/5 performance better than 2005/6 performance
                 Stable 2005/6 performance on par with 2004/5 performance

11
     Further details are available on www.bedfordshirepoliceauthority.co.uk

                                                                                  7
                                                             st
NOTES      *     This Policing Plan was first published on 31 March 2006 and contained estimates of our expected performance for the full
                 year. This version has been updated with our actual performance for the 2005/2006 year.
           1
                 Victim survey data based on December 2004 to November 2005 results.
           2
                 The response to this survey is small and the data therefore not statistically reliable.
           3
                 PACE stops are used for a variety of purposes. An increase or decrease is not representative of a change in performance.




Finally, in 2005 the Home Office delivered the                             •     Reducing Crime
National Strategy for Police Race and Diversity                            •     Investigating Crime
Learning and Development Programme                      12
                                                             this          •     Promoting Public Safety
covers     race,       gender,       sexual      orientation,              •     Providing Assistance
disability, age and religion & belief.                       This          •     Managing our Resources
programme acknowledges the full scope of
race related issues, including those relating to                           These six key principles require that we
Gypsy,         Traveller,     immigrant       and      asylum              improve the way we operate. In particular the
seeker communities (see Section 8 of this                                  organisation needs to continue to work on:
RES for an update on the current position).
                                                                           •     Caring for Victims and Witnesses
                                                                           •     Engaging the Public
SECTION 2.0 - BEDFORDSHIRE
                                                                           •     Increasing Community Confidence, Safety
POLICE AS A PUBLIC SERVICE                                                       and      Satisfaction         and       Implementing
                                                                                 Neighbourhood Policing.
BEDFORDSHIRE POLICE VISION                                                 •     Helping to drive down crime by improving
                                                                                 investigation        and       end-to-end         crime
“Bedfordshire will be a place where the Police                                   management processes.
engage with citizens and key partners to
provide high levels of reassurance and public                              BEDFORDSHIRE POLICE VALUES
safety.”

                                                                           Public Service
BEDFORDSHIRE POLICE MISSION

“Delivering a Quality Policing Service in a                                We serve a diverse multicultural community
Customer Focussed Way”.                                                    and attain public satisfaction by:

BEDFORDSHIRE                   POLICE           SIX          KEY           •    Listening and seeking out the views of the
PRINCIPLES                                                                      whole community
                                                                           •    Caring about the public and being sensitive
•      Maintaining a citizen focus in all we do                                 to individual needs
                                                                           •    Working to the best effect in the interest of
12
     Home Office (2005) ‘A Strategy for Improving                               the public and the wider police service
    Performance in Race and Diversity 2004 – 2009:
    the Police Race and Diversity Learning and
    Development Programme’. Available on
    www.homeoffice.gov.uk

                                                                     8
People                                                      hard on finding out how people perceive the
                                                            Police Service as a career so that positive
We      have     personal     responsibility      and       action can be focussed where it will be most
accountability and give of our best by:                     effective. Whilst encouragement, advice and
                                                            support is provided to applicants from minority
•     Being ethical in everything we do                     ethnic groups, the selection and standard is
•     Caring and supporting each other, building            the same for all that wish to become police
      trust and respect                                     officers, special constables, police community
•     Being open and honest                                 support officers or members of police support
•     Valuing diversity                                     staff.
•     Providing equality of opportunity for all
•     Listening to and appreciating one another             The Force also supports a free programme
•     Encouraging and promoting initiative                  called “Improving Prospects”        14
                                                                                                     which has
•     Learning from experience                              been designed to increase skill levels of the
                                                            unemployed (or employed people with low
2.1      OUR CURRENT AND FUTURE                             prospects of advancement) – which are built
         STAFF
                                                            around the core competencies required by
                                                            many mainstream employers, including the
The Home Secretary has set the Police
                                                            Police Service, and can go some way to
Service     an   employment       target   that   the
                                                            encouraging people to see the valuable role
proportion of police officers from minority
                                                            they can play in society.
ethnic backgrounds should match that of the
minority ethnic population of working age.
                                                            SECTION 3.0 - THE RACE
Bedfordshire has the fourth largest minority
ethnic population in the Country and at 6% has              EQUALITY SCHEME
the third highest proportion of minority ethnic
            13
officers.        During 2005-2006 17% of all                THE RACE RELATIONS AMENDMENT ACT
student officers were from minority ethnic                  2000 GENERAL DUTY
backgrounds.      Currently 4.4% of police staff
are made up of individuals from the minority                Under the Amendment, a General Duty has
ethnic community.                                           been placed on all scheduled public authorities
                                                            (including all police forces) to promote race
The Force still has a way to go to reflect the              equality. All bodies covered by the duty must,
working population of Bedfordshire. As part of              when carrying out their functions have due
our efforts to achieve this, we employ a                    regard to the need to:
Recruitment Support Officer who provides
presentations,     follows   up    expressions     of       •    Eliminate unlawful discrimination
interest from minority ethnic people and works              •    Promote equality of opportunity

13
  The Metropolitan and West Midlands Police being
                                                            14
the only Forces performing better than                       Further details are available on
Bedfordshire.                                               www.improvingprospects.org.uk

                                                        9
•     Promote good relations between persons               The     Force    also   seeks   to   ensure   that
      of different racial groups                           employees are not victimised or subjected to
                                                           any form of harassment, including racist and
The aim of this duty is to make race equality              sexist language and bullying. All staff have the
central to the way we work by putting it at the            right to be treated with fairness, dignity and
centre of our policy making, how we deliver                respect.
our service and to our employment practices.
                                                           3.2      THE RACE RELATIONS
This means that we have to main stream the                          AMENDMENT ACT 2000 SPECIFIC
duty into all areas of our core activities.                         DUTIES

3.1      CURRENT POSITION WITHIN                           The specific duties as detailed by the Race
         BEDFORDSHIRE POLICE
                                                           Relations Amendment Act 2000 are the means
                                                           by which the general duty is to be achieved.
Bedfordshire Police is committed to the
                                                           The duties specific to this organisation are to
development       and    promotion     of     Equal
                                                           publish a Race Equality Scheme which:
Opportunities for all its employees, potential
employees and members of the Special
                                                           •     States those of its functions and policies
Constabulary and volunteers regardless of
                                                                 that have been assessed as relevant to its
sex, marital status, colour, race, nationality,
                                                                 performance of the above general duty
ethnic / racial / national origins, religious
                                                           •     States the arrangements for assessing and
beliefs, disability, age or sexual orientation. As
                                                                 consulting on the likely impact of its
an employer, the Force is dedicated to
                                                                 proposed policies on the promotion of race
management policy and styles which give
                                                                 equality
equality of opportunity to all job applicants and
                                                           •     States the arrangements for monitoring its
staff members. The Bedfordshire Police Equal
                                                                 policies for any adverse impact on the
Opportunities Policy ensures that the Force
                                                                 promotion of race equality
applies fair and non-discriminatory practices in
                                                           •     States the arrangements to publish the
recruitment selection, training and conditions
                                                                 results of such assessments, consultation
of service, career development and promotion
                                                                 and monitoring
of all staff.
                                                           •     States arrangements for ensuring public
                                                                 access to information and services which it
A fundamental aim of Bedfordshire Police is to
                                                                 provides
ensure that the organisation makes every
                                                           •     States the arrangements for training staff
effort to accommodate the religious and
                                                                 in connection with the duties imposed with
cultural needs of all our staff. Such a process
                                                                 due regard to the General Duty
promotes a climate in which all our staff are
                                                           •     Meets the specific duty under the act in
confident to identify their personal religious
                                                                 respect of employment
and cultural needs, in the knowledge that the
Force will make every reasonable effort to
accommodate them.


                                                      10
3.3      BENEFITS OF THE DUTY                                 treatment, however attacks and other incidents
                                                              associated with racism need to be regarded in
The General and Specific Duties assist in                     a different light to other incidents as they
achieving the above goals and vision                          involve a specific hatred against sections of the
and it also strengthen Force values by:                       Community.     If incidents are left unchecked,
                                                              they can escalate to whole communities living
•     Encouraging policy makers to be more                    in fear. In order to encourage more victims to
      aware of their responsibilities and the                 come forward, the ‘True Vision’ Scheme was
      implications of the Act                                 created through a partnership approach to
•     Contributing to more informed decision                  detect, reduce and stop ‘hate’ crime.
      making
•     Making sure that policies are properly                  This process has created a multi-agency
      aligned to targeted communities, groups                 incident reporting scheme.     The organisation
      and individuals                                         with information simply needs to complete a
•     Improve the service’s ability to deliver                form and send it to a co-ordinator for the
      suitable and accessible services, meeting               scheme. The report is then looked at in detail
      varied identified needs                                 and action taken in partnership with other
•     Encouraging       greater    openness     about         agencies if considered necessary. The person
      policy making                                           completing the reporting form will be aware of
•     Increasing confidence in our service,                   the need for confidentiality and the True Vision
      particularly    amongst       ethnic    minority        process also allows ‘anonymous’ reporting. A
      communities                                             report will be taken even when it is for
                                                              recording purposes only.     This will assist in
Information      regarding   the    involvement     of        providing a more accurate picture of the levels
individuals and groups from different ethnic                  of racist crime in our communities.
backgrounds in services provided by the Force
is vital in helping to inform the impact                      This covers a number of areas for those that
strategies / functions and policies have on the               may be disadvantaged or vulnerable in society
community. This information is used to assist                 including:
in reviewing and adjusting where necessary
strategies / functions and policies that appear               •   race
to be having an adverse impact on different                   •   religion
racial groups.                                                •   sexual orientation
                                                              •   gender identity
SECTION 4.0 - DEALING WITH                                    •   by age
VULNERABLE GROUPS                                             •   or those that have a disability


                                                              The ‘True Vision’ Scheme cover any incident
Bedfordshire Police recognises that minority
                                                              motivated by
ethnic    groups     do    not     seek   preferential


                                                         11
•        racism                                                        •   Bedford Police Women’s Group
•        religion                                                      •   Gay Police Association 23
•        homophobia                                                    •   Luton Multi Agency Racial
•        transphobia                                                       Incidents Group
•        disability                                                   •    Luton Council of Mosques
                                                                      •    Beaumont Society 24
During 2005 Bedfordshire Police along with                            •    National Travellers Action Group
local        partners     introduced        the     ‘Stop             •    Bedfordshire Groundswell
Islamophobia’ scheme through Report IT.                15             •    Bedfordshire Action for Older
This is a similar process to the ‘True Vision’                             People
scheme but takes account of the particular                            •    Luton Irish Forum
vulnerability of Muslims.                                             •    Local Criminal Justice Board
                                                                           Race Sub Group
                                                                      •    Christian Police Association 25
SECTION 5.0 - CONSULTATION                                            •    Countywide Travellers Group
TO DATE                                                               •    Bedford Hate Crime Partnership
                                                                      •    Bedfordshire African Community
                                                                      •    Luton LGBT Steering Group
In       preparing,     updating,   monitoring       and
                                                                      •    BPROUD
maintaining this Scheme Bedfordshire Police                           •    Muslim Council of Britain
has consulted with:

     •      The Independent Advisory Group                       SECTION 6.0 - THE STEPS TO
     •      Bedford Race Equality Council
                                                                 MEETING OUR GENERAL AND
     •      Luton Committee for Racial
            Harmony 16                                           SPECIFIC DUTIES
     •      Commission for Racial Equality
     •      Victim Support 17                                    6.1       ASSESSMENT OF EXISTING
     •      Bedfordshire Police Authority    18                            STRATEGIES / FUNCTIONS AND
                                                                           POLICIES
     •      Black and Asian Staff Support
            Group 19                                             The accompanying year three action plan
     •      Bedfordshire Police Federation 20                    (2006 – 2009) at the rear of this document
     •      Unison Staff Association   21
                                                                 continues       to   demonstrate      the    Force
     •      Superintendents Association      22
                                                                 commitment to utilise the prioritisation system
                                                                 for the identification and review of relevant
15
   see www.report-it.org.uk/
16
   Further details are available on the following
websites: www.racial-harmony.com
17
   www.victimsupport.org/
18
   www.bedfordshirepoliceauthority.co.uk/
19
   www.nationalbpa.com
20                                                               23
   www.polfed.org.uk/                                               www.gay.police.uk/
21                                                               24
   www.unison.org.uk/                                               www.beaumontsociety.org.uk/
22                                                               25
   www.policesupers.com/                                            www.cpauk.net/

                                                            12
strategies / functions or policies that have                     appropriate (see Appendix C for how this
                                     26                                                         28
implications for race equality.                                  process is carried out).


Although the prioritised system has worked                       Part of the relevance test also requires policy
well for the RES (2002 – 2005) it is accepted                    holders to assess equality in its wider sense
that a more robust system should be set in                       considering         all   diverse   groups,   including
place for the new RES (2006 – 2009) so that it                   asylum seekers and refugees and Gypsies and
also takes account of the six strands of equality                Travellers.
and      the    move     towards          an   Equalities
                   27
Commission:                                                      In addition, Bedfordshire Police will continue to
                                                                 monitor:
•     Age
•     Disability                                                 •        Ethnic monitoring of our police powers
•     Gender and Gender Identity                                          (i.e. stop and search, vehicle defect
•     Race and Ethnicity                                                  rectification schemes, arrests and fixed
•     Religion and Belief                                                 penalty tickets)
•     Sexual Orientation                                         •        Community and race relations / First Aid
                                                                          Training
In order to achieve this all strategies / functions              •        Recruitment, retention and progression of
and policies have been relevance tested and                               minority staff and the wider promotion
assessed for their impact on race equality and                            policies
prioritised. If this relevance test uncovers any
adverse impact the affected strategies /                         28
                                                                      The following full equality impact assessments
functions and policies will be subjected to                          were carried out in the first four years of the RES
either    a    partial   or   full    equality    impact             2002 – 2006 (some have been assessed on more
                                                                     than one occasion): Racist Incident Investigation /
assessment scrutiny and changes made where                           Stop & Search / Recruitment, retention &
                                                                     progression of minority staff / Ethnic Monitoring of
26
   The CRE have defined ‘functions’ as the full                      police powers / Community & Race Relations,
  range of activities carried out by a Public Authority              First Aid Training / Call handling & Disposal,
  to meet its duties. Whilst ‘policies’ are defined as               Complaints Against the Police & Civil Litigation /
  “the sets of principles or criteria that define the                Family Liaison / Monitoring & comparison & staff
  different ways in which an organisation carries out                (overtime, pay, allocation of unsociable or
  its roles or functions and meets its duties. Policies              unpopular shifts, duties) / Increasing visibility
  also include formal and informal decisions made                    regarding youth organisation , youth participation
  in the course of their implementation”. For the                    & engagement / Stop & Search / HORT/1
  purpose of the RES Bedfordshire Police define a                    producers / Dealing with Gay, Lesbian, Bi-sexual,
  strategy as the long term direction of the                         & Transgender Community / Asylum Seekers /
  organisation by matching resources and activities                  Unauthorised Encampments / Recruitment /
  to achieve its objectives.                                         Forced Marriages / Stop & Search / HORT/1
27
   See www.publications.parliament.uk which                          producers / Reporting & dealing with racist /
  explains that the Commission for Equality and                      homophobic crime / Diversity training / Anti-
  Human Rights (CEHR) will be established on                         bullying / grievance & harassment procedures /
  October 2007 for all areas except those for which                  Career progression / development / promotion / /
  the Commission For Racial Equality is                              Stop & Search / HORT/1 producers / Reporting &
  responsible. These areas will remain with the CRE                  dealing with racist / homophobic crime / Diversity
  until April 2009 when the CRE responsibilities will                training / Unauthorised Encampments.
  transfer to the CEHR.

                                                            13
•      Case      handling      and     disposal          (i.e.               the Bedfordshire and Luton Independent
       detention,          granting          of          bail,               Advisory Group and other community
       caution/summons/charging policy)                                      groups, who will advise on the content of
•      Deaths in custody                                                     all policies regarding equality and service
•      Complaints         against   police        and    civil               delivery as appropriate.
       litigation
•      Racial Incident Investigation                                  Over the last four years this has meant that the
•      Family liaison                                                 results of the impact assessments have been
                                                                      used to amend strategies / functions and
All relevant strategies / functions and policies                      policies to mitigate any adverse impact they
will continue to be reviewed over the 3 year life                     may be having and hence better promote race
cycle of this scheme and the results are                              equality (see summary of results in Appendix
published (see Section 7.3).                                          B).

6.2        FORMULATING AND CONSULTING                                 6.3       SCRUTINY AND PUBLISHING THE
           ON PROPOSED STRATEGIES /                                             RESULTS
           FUNCTIONS AND POLICIES
                                                                      The ethnic monitoring of police practice has
To ensure that our policing strategies will be
                                                                      been migrated to an ethnic classification
informed and relevant to local needs we
                                                                      system. This will mirror the data held by other
continuously improve the way we consult and
involve both those within the organisation,                           criminal justice agencies and that of the
through       the    Bedfordshire           and         Luton         census. This is an extended (16+1) code to
Independent Advisory Group and the wider                              account for greater identification of potential
community on the issues that affect them.                             bias or disproportionality in the application of
                                                                      police powers.       All Forces have now migrated
•     Proposed future strategies / functions and
                                                                      to     this   system     and      hence    monitoring
      policies relevant to this duty are subject to
                                                                      information utilising this extended code.
      mandatory external/internal consultation.

                                                                      The      internal   monitoring    (e.g.   recruitment,
•     All proposed and existing strategies /
      functions and policies are subject to the                       progression, etc) will continue to be conducted
      developed Race and Equality template.                           by the Internal Force Equality and Diversity
      This template can be found at Appendix C                        Programme Board (EDPB). External monitoring
      at the rear of this document.                      This         of service delivery (e.g. stop and search,
      determines whether the strategy / function                      arrests, cautioning, etc) will continue to be
      or    policy   is     relevant   to     the       RES
                                                                      monitored by the Divisional Equality and
      requirements.                                                                                                  29
                                                                      Diversity Programme Board (DEDPB)                   and
                                                                      the Force Equality and Diversity Programme
•     After initial audit and impact assessments,
      further consultation will be carried out with                   29
                                                                           See glossary of terms

                                                                 14
Board (EDPB). Both these groups have                      Freedom of Information Act 2000, Public
Bedfordshire Police Authority representation              Authorities have to produce a Publication
following commencement of the scheme as                   Scheme. However, there are times when it is
well as members of the Bedfordshire and Luton             not possible for the Police Service to release
Independent     Advisory    Group.     The   Race,        information and this includes:
Diversity and Equality Advisory Panel of the
Police Authority and the Bedfordshire and                 •   Where information relates to National
Luton Independent Advisory Group are also                     Security and disclosure is not in the public
instrumental in independently monitoring police               interest.
activity both internally and externally.                  •   Where information is of relevance to a
                                                              current police investigation (Article 10 (2)
                                                              ECHR – Prevention and Detection of
Further scrutiny and publication in this area
                                                              Crime).
also takes place with the Local Criminal Justice
                                                          •   Where disclosure breaches Article 8 of the
Board.                                                        European      Convention      (e.g.    disclosing
                                                              personal information to third parties).
Strategies / functions and policies that have             •   Where information originated from third
been subject to review and amendment                          parties and is held in confidence.
continue to be communicated both internally               •   Where information discloses police tactics

and if relevant externally through a range of                 and methodologies used to prevent or
                                                              detect crime (Article 10 (2) ECHR).
media. (E.g. Crime & Disorder Partnerships
                                                          •   Where the information is covered by the
and police consultation forums).
                                                              Data Protection Act 2002 and an exemption
                                                              allowing disclosure does not apply.
As noted compliance with the scheme is                    •   Where information is currently sub-judice.
subject to scrutiny by the Bedfordshire and
Luton Independent Advisory Group (IAG) and                6.4.     ACCESS TO INFORMATION AND
                                                                   SERVICES
Bedfordshire Police Authority through the
Race, Diversity and Equality Advisory Panel               In order to make arrangements for access to
and the results of policy review / ethnic                 information     and   services,   the     Community
monitoring    are   published     in   the   Chief        Safety Department of Bedfordshire Police, in
Constable’s Annual Report and the Force                   line with the agreed consultation process and
website www.bedfordshire.police.uk.                       with the Bedfordshire and Luton Independent
                                                          Advisory Group has:

Bedfordshire Police provide all the groups it
                                                          •      Established community requirements on
consults with in respect of race equality with a
                                                                 how they prefer to access our services and
copy of this Race Equality Scheme and                            be provided with information about them.
operate as openly as possible.          Under the

                                                     15
•      Ensured that all relevant information is                      participants to examine how this impacts upon
       accessible by all and developing new                          their role.           A Computer Based Training
       mechanisms, media or information for                          package has been made available to all staff in
       certain    groups     in    the   community         if        the organisation and there is a requirement for
       necessary.                                                    it to be completed by 31st March 2007 and this
•      Developed alternative means of accessing                      has been built into the Personal Development
                                            30
       services for different groups.                                Review process.
•      Removed any barriers that have become
       apparent at the point of service delivery.                    The Force is committed to continually provide
•      Ensured that all staff continue to have the                   Race and Diversity training to all staff that is
       skills and understanding required to deal                     both generic and role specific. Recent survey
       fairly    and     equally     with        community           work has indicated the need to ensure that the
       requirements.                                                 workforce is fully conversant of the RES.
•      Monitored       the   effectiveness         of   such         During 2006 - 2009 Training and Development
       processes       and     amend         and        made         Services (TADS) will support this aim –
       improvements as necessary.                                    including        continuing      training31     at      the
                                                                     appropriate level in relation to the General and
                                                                     Specific duties.          This will include further
SECTION 7.0 - TRAINING STAFF                                         training for key staff in respect of impact
                                                                     assessments,          consultation    and     monitoring
                                                                     processes. Where a need is identified staff are
Bedfordshire        Police    provides           Race    and
                                                                     expected         to     complete       such      training
Diversity training to all new police officers,
                                                                     programmes and failure to do so will bring
special constables, Police Community Support
                                                                     about appropriate sanctions.
Officers and Police Staff members as part of
their respective induction programmes.                  This
                                                                     During 2005 – 2006 the Force began to
training includes reference to and responsibility
                                                                     implement the Core Leadership Development
within the General Duty. Context specific
                                                                     Programme and will be seeking to mandate the
diversity issues have been incorporated into
                                                                     Diversity and Professional Practice module for
other training programmes where this has been
                                                                     all current and new staff that hold supervisory
identified as relevant, research is continuing to
                                                                     positions.
identify where diversity issues are relevant
across all training programmes.                  Overt Race
                                                                     TADS have a responsibility to assist the
and Diversity training has been incorporated
                                                                     identified training and development needs of
into training packages for those in positions of
                                                                     officers and staff within Bedfordshire within the
influence, specifically Sergeants, Inspectors
                                                                     parameters of the annual-costed training plan
and Tutor Constables. This training includes
                                                                     and,       where      appropriate     form    corporate
specific reference to the Duty and encourages
30                                                                   31
     As seen with the development of “electronic                          Such training will clearly be driven by training
    kiosks” and the pilot of the Bedfordshire Electronic                   needs analysis and once delivered will take
    Service Delivery Programme, known as Citizone.                         account of evaluation and feedback.

                                                                16
solutions to individual learning requirements.                  The importance of how training is both
TADS do not have a responsibility to ensure                     delivered and received is recognised and
that the workforce is fully conversant with the                 TADS ensure that its training deliverers are
RES - that rests with the personal responsibility               appropriately qualified and have themselves
of the RES owner, the individual and their line                 received appropriate training in matters of
manager                                                         Diversity.      Further training for the Training
                                                                Department was completed in September 2005
The purpose of all training delivered to staff as               and a day is scheduled four times per year for
part of the RES will be to:                                     trainers with relevant diversity input.             From
                                                                2004 a dedicated Diversity Trainer post has
•    Raise awareness of the Race Relations                      been established within TADS that leads on all
     (Amendment) Act 2000, including general                    Race      and     Diversity   training     issues    and
     race equality issues and why the General                   delivery.       This post was filled with a fully
     and Specific duties are important.                         qualified Diversity Trainer in June 2006.
•    Educate staff regarding ethnic monitoring                  Support is provided whilst students undergo
     requirements and the need to provide                       training, whether that be within the Force area
     discrimination free services.                              or whilst attending an event elsewhere. Level 1
•    Enable staff to identify which elements of                 training evaluation sheets for all internal and
     their    role    directly    impact    upon     the        external courses include a section on how the
     organisation's ability to achieve the General              trainer dealt with diversity issues within the
     and Specific duties, and how their own                     classroom.
     performance can be improved in these
     areas.                                                     TADS will consult with the Force Diversity
•    Provide their staff directly involved with the             Manager or use the Diversity Trainer, to ensure
     scheme       with    appropriate      skills    and        that all training events are explicitly Race and
     knowledge to perform their roles within the                Diversity compliant.
     scheme.
                                                                Once determined TADS will be implementing
Locally provided Race and Diversity training is                 actions arising from the Police Race and
supplemented by access to training delivered                    Diversity        Learning      and        Development
                                             32
at a national level, e.g. Centrex             . Senior          Programme implementation plan developed
managers are required to undergo such                           from     the    national    strategy     for   improving
                                                                                                          33
training where they have an identified learning                 performance in race and diversity . Progress
requirement          within      their     performance          is reported back on a regular basis to the Force
development review. TADS have developed                         Equality and Diversity Programme Board.               A
appropriate awareness training for all staff to
                                                                33
ensure       responsibilities     under     the     Race             The Home Office Strategy creates a requirement
                                                                      on all forces to implement the Police Race and
Relations Act are fully understood.                                   Diversity Learning and Development Programme
                                                                      through a local implementation plan, overseen
32
 Further details are available on                                     by the Force Equality & Diversity Programme
www.centrex.police.uk/                                                Board

                                                           17
requirement of this strategy is that all staff are           Quality assurance reviews are taking place on
assessed        against    National     Occupational         lesson plans run by all staff to ensure that
Standards in relation to Race and Diversity.                 Diversity    is    mainstreamed           through     all
This process will also provide the opportunity               packages.     Trainers are being identified for
to identify further training needs in respect of             attendance at the Centrex National Diversity
this area and serve as a method of evaluation                Course as time-tabling allows.
for current and past training.
                                                             The assessment structure is being put in place
Training on the Race Equality Scheme has                     to qualify assessors in all roles to assess staff
been built into the Initial Police Learning and              against the National Occupational Standards
Development Program as part of the Diversity                 1a / 4 / 5. An Assessment Manager has been
training delivered over four days.                           recruited and additional Police Staff will be
                                                             recruited during 2006 – 2007 to assist in this
The Race Equality Scheme is in the process of                process.
being delivered to all staff as one of the four
compulsory packages for 2006-7. All staff are
required to complete a section at the end that               SECTION 8.0 - EMPLOYMENT
requires them to agree objectives in relation to
                                                             MONITORING
the RES General Duty within their Personal
Development Review for the year.                 This
information is being captured as part of the                 Bedfordshire Police recognises that its staff are
Diversity       Training   needs      analysis    for        its most important asset and is pleased to have
individuals being conducted by TADS.                         achieved ‘Investor in People’ status. Equally
                                                             the benefits of having a workforce that is
The      Core    Leadership    and      Development          representative of the community it serves are
Program commenced marketing at the Force                     also   acknowledged.            For     these reasons
Law Update Seminars during April 2006 and                    workforce recruitment targets (see section 1.0)
information about this is being cascaded to all              have been set for the Force in respect of under
staff.                                                       represented       groups       and      robust      equal
                                                             opportunities policies exist to ensure that all
The First of the four annual ‘Train The Trainers’            staff are treated fairly.
days ran for TADS staff during March 2006 and
all staff received a half day input on disability in         Ethnic monitoring is central to providing a clear
relation to the delivery of training.                        picture of what is occurring and monitoring
                                                             progress     against        ethnicity    targets,    and
Where the criteria allow, trainers are being sent            examining whether equal opportunities policies
on the Positive Action Leadership Program to                 are working in practice is crucial in this domain
enable them to deliver this package locally for              of work.
staff from minority groups.


                                                        18
Where necessary adjustments are made to                    Action will be taken against any supplier who is
ensure:                                                    found to be in breach of their conditions of their
•     Any uncovered discriminatory barriers are            contract.
      removed.
•     Policies and procedures are changed to               8.2       PARTNERSHIPS
      take account of any adverse impact.
                                                           Partnership        working     is    now   ever   more
Bedfordshire Police are committed to having a              prevalent within the Police Service via Local
                                                                                  34
workforce that is representative of our diverse            Area Agreements              as a means to progress
communities, and will provide development                  crime and disorder initiatives and promoting
opportunities suitable for all.                            trust and confidence in public services.              The
                                                           value of a successful partnership, however,
8.1      PROCUREMENT / CONTRACTED                          also includes the sharing of ideas and best
         OUT EMPLOYMENT                                    practice, which in terms of race equality
                                                           extends      to    helping    partners     agencies    in
The Procurement process plays an important                 achieving the required standards and moving
role in ensuring that any polices and practices            forward joint proposals to improve services in
are not compromised by engaging companies                  general.
that do not share the same commitments to                  A Partnership may not be bound by the Race
achieve the General Duty.                                  Equality Duty, but is ultimately responsible for
                                                           its own actions and decisions.                However,
Where        Bedfordshire         Police   engages         Bedfordshire Police as a Public Authority, are
contractors to provide functions on its behalf,            responsible for making sure those partnerships
the Service remains liable in respect of these             within which we work take account of the
functions for compliance with the General Duty.            General Duty and that all members of the
                                                           Partnership are aware of this.
Any functions that are contracted out will be
assessed for their potential to impact upon                8.3       SCRUTINY OF EMPLOYMENT
race equality.    Where necessary appropriate                        MONITORING
control measures will be put in place with those
contractors to require and monitor compliance              In order to achieve the above the Force
with the Act.     These measures may include               Equality     and     Diversity      Programme     Board
requirements to collate and analyse ethnic                 (EDPB) and Divisional Equality and Diversity
monitoring data, to training staff and to review           Programme Boards (DEDPB) monitor the
working     practices.      Such     measures   are        ethnicity of all staff and volunteers working
included as conditions in the contract entered             within the Force. They also monitor all
into by Bedfordshire Police.                               applications and rejections for employment,
                                                           training and promotion (see Action 5.1 for
                                                           complete list).

                                                           34
                                                                see www.bedfordshire.gov.uk/

                                                      19
During the course of 2005 – 2006 the Force                   Externally:
EDPB have continued to ensure that any                       •    Scrutiny     by    the    Police     Authority
requirements from the ‘Breaking Through’                          Professional Standards Committee as part
                                  35
Action Plan are driven through.                                   of their wider examination of the handling of
                                                                  complaints against police and cases of
The data continues to be used to develop                          recordable conduct.
further recruitment; retention and promotion                 •    The      Independent     Police    Complaints
policies and the outcomes are published within                    Commission in their role as guardians of
the yearly review of the RES.                                     the Police Complaints System.
                                                             •    The IAG by scrutiny and advice, in
                                                                  particular by means of the Professional
SECTION 9.0 - THE ROLE OF                                         Standards Sub-Group.

PROFESSIONAL STANDARDS
                                                             There have been a number of national reports
                                                             on matters that affect areas of work undertaken
The Professional Standards Department (PSD)
                                                             by PSD. These include the CRE Enquiry into
within Bedfordshire Police are responsible for
                                                             the Police Service37, Morris38, Taylor and
investigating    police    complaints       involving
allegations of racially discriminatory behaviour.            Bichard 39. The Taylor report has been adopted
                                                             by the Home Office and steps are being taken
They     investigate      such    complaints       in        to implement the recommendations via the
accordance with the Guidelines issues by the                 Police Advisory Board. This will bring about
Police Complaints Authority in 2003, which                   fundamental reform of police discipline and
have been adopted by the Independent Police
                                                             bring into being an Arbitration and Conciliation
Complaints Commission36. PSD will also apply
                                                             Advisory Service (ACAS) based model with a
these     principles      where        possible    to
                                                             regulatory wrapper. This will require training
investigations of internal complaints of conduct
relating to discriminatory behaviour.                        and cultural changes. Timescales are not yet
                                                             agreed but could be expected in the year
This is supported by both internal and external              2007/8.
monitoring:
                                                             The IPCC Guidelines were published in
Internally:
                                                             December 2006 and all PSD policies and
•    The Force EDPB who will monitor data
                                                             procedures are being reviewed to ensure
     from such investigations by way of an
                                                             compliance. The Home Office Review of Police
     annual report (next report due April 2007).
                                                             Discipline (Taylor Report) is likely to bring
35
   ‘Breaking Through’ Action Plan – Promoting
Minority Ethnic Employment in the Police Service
                                                             37
(January 2004).                                                 Further details available from www.cre.gov.uk/
                                                             38
   For further details see www.homeoffice.gov.uk                www.morrisinquiry.gov.uk/
36                                                           39
   Further details are available on www.ipcc.gov.uk             www.bichardinquiry.gov.uk/

                                                        20
major changes in June 2007 which are being                    •      The outcome of any impact assessments;
monitored and as far as possible the spirit of                •      The results of any public consultation
which is applied in current work.             PSD are                regarding     strategies     /   functions      and
reviewing all these reports and will introduce                       policies considered as relevant to the
any changes as required and through the                              general duty;
                                                              •      Ethnic monitoring undertaken against the
normal Force processes.
                                                                     employment       duty    and     in   respect    of
                                                                     relevant policies and functions.

SECTION 10.0 - REVIEW OF THE
                                                              This information is made available for viewing
SCHEME                                                        on the Force web site:
                                                              www.bedfordshire.police.uk; the Annual report
Although there is a statutory requirement to                  of the Chief Constable 40 as well as to those
review    the        RES    every    three      years,        groups outlined on page 12 of this document.
Bedfordshire Police continue to review the
Scheme on an annual basis. This is achieved
through     the       Bedfordshire      and     Luton         SECTION 11.0 - RACE EQUALITY
Independent Advisory Group and the Force                      SCHEME COMPLAINTS
Equality and Diversity Programme Board. The
Race, Diversity and Equality Advisory Panel of
                                                              If a person believes they have been directly
the Police Authority oversee this process as
                                                              affected as a result of failure by Bedfordshire
does the Independent Advisory Group. Such a
                                                              Police to comply with its Race Equality
systematic approach ensures the scheme is
                                                              Scheme, their written complaint should in the
reviewed on an annual basis and that we can
                                                              first instance be brought to the attention of the
demonstrate:
                                                              Professional Standards Unit. The complainant
                                                              will be kept informed of the progress of the
•   Compliance with duties under the Act;
                                                              investigation and advised of the outcome.
•   That Equality of Opportunity          has been
    advanced;
                                                              The Professional Standards Unit
•   Progress of the Scheme.
                                                              17 Bedford Road
                                                              Sandy
Such a process will also in the future take
                                                              Beds
account of the other five strands of equality
                                                              SG19 1EL
and hence ‘future proof’ the move towards the
work of the Equalities Commission.


Bedfordshire Police will make publicly available
                                                              40
summaries       of    the   following    information               This has wide circulation including libraries, police
obtained as a result of this scheme:                                stations and through personal request and the
                                                                    public are informed through appropriate media
                                                                    releases.

                                                         21
If it becomes apparent that an aspect of the                      Copies of the Code of Practice on the Duty to
Race Equality Scheme has failed to comply                         Promote Race Equality should be made to the
with    the      General   Duty,    then      the    Chief        Commission for Racial Equality.
Constable will be notified, and the policy will be
changed in order to meet the General Duty                         In the event of any investigation Bedfordshire
                                                                  Police undertakes to co-operate fully and
If you wish to comment, or raise any issues in                    provide access to any relevant documentation
regard to this Scheme, please contact:                            as may be required by the Commission.
                                                                  Local Citizen Advice Bureau
The Head of Community Safety
Community Safety Department                                       Details of which can be found in publications
Bedfordshire Police Force Headquarters                            such as telephone directories or on
Woburn        Road,    Kempston,        Bedfordshire              www.citizensadvice.org.uk/
MK43 9AX


Complaints can also be made to:                                   SECTION 12.0 - ACTION PLAN

The Commission for Race Equality
                                                                  Bedfordshire Police has again set a realistic
Elliot House
                                                                  action plan (see page 24 – 27). This clearly
10/12 Allington Street
                                                                  sets out how we will meet the general and
London
                                                                  specific duties over the three year life of the
SE1E 5EH
                                                                  scheme. The action plan is owned by the Chief
                                                                  Constable as chair of the Force Equality and
The Race Relations (Amendment) Act provides
                                                                  Diversity    Programme        Board       within
the Commission for Race Equality with powers
                                                                  Bedfordshire Police.
to     enforce    compliance       against    both     the
General and Specific Duties. The Commission
and individuals are given the right, by the Act,
to take legal action against public authorities
for unlawful discrimination.         Where a public
authority has not met the General Duty, the
Commission or a person with an interest in the
matter can challenge their actions by applying
for a judicial review. Powers to conduct formal
investigations      and    to   serve        ‘compliance
notices’ on public authorities, which do not
comply with the Specific Duties, are also
invested in the Commission.




                                                             22
GLOSSARY OF TERMS

Groups and Working Parties


BLACK AND ASIAN STAFF SUPPORT GROUP (BASSG)
An internal self-help group made up of Black and Asian staff – set within a national constitution –
which promotes equal opportunities, cultural diversity and a support mechanism for ethnic minority
staff.


FORCE EQUALITY AND DIVERSITY PROGRAMME BOARD (EDPB)
The Board will integrate equality and diversity rationale into Bedfordshire Police’s strategic,
operational, employment, service delivery and community practices.          The primary objective is to
deliver leadership in equality and diversity policies and practices, ensuring that the organisation
demonstrates excellence in relation to the diverse employees and communities it serves.


DIVISIONAL EQUALITY AND DIVERSITY PROGRAMME BOARD (DEDPB)
This is an internal group, which includes Divisional managers and staff, and is chaired by the
Divisional Commander. It has the remit to ensure equality of internal and external service delivery.
Similar groups are found on all Divisions throughout Bedfordshire Police.


RACE, DIVERSITY AND EQUALITY ADVISORY PANEL OF THE POLICE AUTHORITY
A sub-group of the Police Authority who have responsibility to review the Race Equality Scheme and
the Police compliance with the Act and who will report on compliance to the full Police Authority.


BEDFORDSHIRE AND LUTON INDEPENDENT ADVISORY GROUP (IAG)
An independent group made up of members of the public who advise Bedfordshire Police on:
• reviewing and improving the investigation and prevention of racist crime;
• assisting in creating a non-racist police service;
• give advice in handling and resolution of critical incidents;
• assisting on other aspects of the policing of Bedfordshire which impacts upon minority ethnic and
   diverse communities.
• Compliance with the Race Equality Scheme.

Clarifying Terminology in the Act


POLICIES: The formal decisions about how the police carry out their duties and use their powers.

PUBLIC FUNCTIONS: Functions that affect, or are likely to affect, the public or a section of the public.

RELEVANCE: Having implications for, or affecting, race equality.


                                                    23
                                    RACE EQUALITY SCHEME

                                   ACTION PLAN (2006 – 2009)

Action 1
Aim:             To identify policies and functions relevant to the performance of the general duty.

Objective:       To ensure compliance with the need to eliminate unlawful discrimination, promote
                 equality of opportunity and promote good relations between persons of different racial
                 groups.

Action
       Action                                       Owner           Timescale         What does success look like
Ref
1.1    Continue to use the procedure for            CSD (external) Ongoing            Assessment of strategies / functions
       assessing all those strategies / functions   Diversity                         and polices with their relevance to
       and policies for their relevance to the      Manager (DM)                      the general duty
       general duty                                 (internal)

1.2     Carry out review procedures on agreed       Relevant heads Higher / Medium Progressive move towards the
        basis within yearly cycle.                  of departments/ Priority 31.5.07 elimination of unlawful discrimination
                                                    policy owners (See Notes 1)      Promotion of equality




Action 2
Aim:             To continue the monitoring process to identify adverse impact.

Objective:       To ensure the promotion of Race Equality.

Action
       Action                                Owner         Timescale                  What does success look like
Ref
2.1    Continue to use the monitoring and CSD (external) Ongoing                      Via issues raised at Force EDPB and
       evaluation procedure via the Equality DM (internal)                            Divisional EDPB.
       Impact Assessment process


2.2     Revise strategies / functions and policies CSD (external) Ongoing             Changes made to          polices   and
        where required                             DM (Internal)                      functions as required.




                                                             24
Action 3

Aim:            To identify appropriate arrangements for publishing assessment, consultation and
                monitoring targets.

Objective:      To ensure a ‘transparent’ approach, publicly demonstrating a commitment to the
                promotion of diversity and enable public access.

Action
       Action                                 Owner          Timescale     What does success look like
Ref
3.1    To publish results in line with the    CSD (external) Ongoing       (CAD) – Presentation to IAG /
       developing Communication Strategy with DM (Internal)                Bedford Race Equality Council /
       regards to RES                                                      Luton Commission for Racial
                                                                           Harmony. Publication to Commission
                                                                           for Racial Equality / Chief
                                                                           Constable’s Annual Report and on
                                                                           Bedfordshire Police website.

                                                                           (DM) – Presentation to Force EDPB
3.2     Ensure that Divisions continue to use the EDPB        Internal –   Creation of action plan as appropriate
        Journey to Race Equality template to                  31.03.07     to fill any gaps in consultation
        seek any gaps in consultation methods                              methods


3.3     Commission external independent         CSD           31.03.07     Production of research report
        research into stop and search processes
3.4     Create action plan from 3.3 as          CSD           31.12.05     Production of improvement action
        appropriate                                                        plan




Action 4
Aim:            To improve performance in race and diversity including RES through implementation of
                the Police Race and Diversity Learning and Development Programme (PRDLDP)

Objective:      To ensure that arrangements are in place to achieve the outcome of the general duty and
                to promote Race Equality

Action
       Action                                   Owner         Timescale    What does success look like
Ref
4.1    Implement such actions as allocated to   TADS          Ongoing      Satisfactory progress against the
       TADS by the EDPB that arise from the                                requirements of the PRDLDP (hence
       local implementation plan for the                                   meeting the general duty).
       PRDLDP




                                                         25
Action 5
Aim:              To identify, by way of review, employment related policies, which relate to our
                  responsibilities under the Race Relations Act.

Objective:        To ensure compliance in relation to the Act, which dismantles barriers in the way we
                  attract, retain, motivate and develop our staff

Action
       Action                                          Owner        Timescale   What does success look like
Ref
5.1    Continue to review current ethnic               DM           Ongoing     Satisfactory results in line with
       monitoring processes (including utilising                                internal / external scrutiny
       the “Breaking Through Action Plan” which
       should include                                  EDPB
       •      Staff in post                                         Ongoing
       •      Applicants for :                         EDPB
       (i)         Employment                          EDPB         Ongoing
       (ii)        training                            EDPB         Ongoing
       (iii)       promotion                                        Ongoing
            Include ( iv) capability &unsatisfactory
            performance
       •      Rejections:                              EDPB
       (i)         employment                          EDPB         Ongoing
       (ii)        training                            EDPB         Ongoing
       (iii)       promotion                                        Ongoing

        •    Those that receive training
        •    Those that benefit/suffer detriment as
             a result of performance appraisals
        •    Those       involved   in   grievance
             procedures / Employment Tribunals
        •    Those      subject   to    disciplinary
             procedures
        •    Those that change employment
5.2     Carry out a ‘gap analysis’ using the BMD                    Ongoing     Ongoing
        following parameters:
        •    Monitor effects on different racial
             groups
        •    Check whether there are any
             differences between racial groups
        Assess whether such differences have an
        adverse impact on a particular group
5.3     Identify, implement, monitor and evaluate EDPB              Ongoing     Ongoing
        processes to ensure closure of any gaps
        identified in 5.1 and 5.2




                                                               26
Action 6
Aim:               To identify, by a process of review, the actions required to ensure that the Professional
                   Standards Department (PSD) is fulfilling its crucial role in promoting race equality.

Objective:         To implement actions to ensure that the Professional Standards Department meets this
                   obligation by ensuring that instances of racial discrimination are dealt with appropriately.


Action
       Action                               Owner     Timescale          What does success look like
Ref
6.1    To implement new police discipline Head of PSD Unknown- likely to Implementation complete
       procedures when published nationally           be 2007/8

6.2      To    annually     review   issues    of Head of PSD Next due April                         Report accepted and any actions
         Disproportionality   in   Beds    Police             2007                                   implemented
         Professional Standards issues by way of
         annual report to EDPB

ABBREVIATIONS:
CSD      Community Safety Department, Bedfordshire Police
TADS     Training and Development Services, Bedfordshire Police
DM       Diversity Manager (within Bedfordshire Police)
BMD      Business Management Department
PSD      Professional Standards Department
PCA      Police Complaints Authority (now IPCC)
IPCC     Independent Police Complaints Commission
PAPSC    Police Authority Professional Standards Committee
EDPB     Force Equality and Diversity Programme Board
PRDLPB   Police Race and Diversity Learning and Development Programme
IAG      Independent Advisory Group




NOTES

(1)      PRIORITY CLASSIFICATION FOR POLICY REVIEWS:

Higher Priority:       Deal with in Year 1 - relevant to all or part of general duty, with some or substantial evidence, that different racial
                       groups are differently affected, or about which there is public concern (to be dealt with by May 31, 2006).
Medium Priority:       Deal with in Year 2 - relevant to part of general duty, for which there is little or some evidence that different racial
                       groups are affected differently, or about which there is public concern (to be dealt with by May 31, 2007).
Lower Priority:        Deal with in Year3 - all other functions, which apply but have not been observed during Years 1 and 2 (to be dealt
                       with by May 31, 2008).

(2)      External / Internal. All external strategy / function and policy matters which are public facing will be dealt with by CSD whilst all
         internal matters will be dealt with by the Diversity Manager.




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