SES Annual Report 2009

Public Performance Report Annual Review Single Equality Scheme June 2009 Not Protectively Marked Not Protectively Marked FURTHER COPIES, ALTERNATIVE LANGUAGES AND FORMATS This document can be made available in Audio, Braille, Plain English and Large Print. If you require any of these alternative formats, please contact Grampian Police, Force HQ, Queen Street, Aberdeen, AB10 1ZA, telephone 0845 600 5 700; or via email – servicecentre@grampian.pnn.police.uk. The Single Equality Scheme can also be viewed on the Grampian Police website at www.grampian.police.uk. If you need an interpreter to help you understand this document please contact us on one of the following : Telephone: 0845 600 5 700. Writing: Grampian Police, Force HQ, Queen Street, Aberdeen, AB10 1ZA Email: servicecentre@grampian.pnn.police.uk Fax: 01224 306033 Если Вам нужен переводчик, который помог бы Вам понять этот документ или Вы хотели бы получить этот документ в ином формате , пожалуйста, свяжитесь с нами по одному из нижеуказанных контактов. Наш телефон- 0845 600 5 700 Наш адрес- Grampian Police, Force HQ, Queen Street, Aberdeen, AB10 1ZA E-mail: servicecentre@grampian.pnn.police.uk Fax: 01224 306033 Jei reikia vertėjo, kuris padėtų suprasti šio dokumento turinį arba jei norite gauti dokumento tekstą išspausdintą kitu formatu, prašome kreiptis: Telefonas: 0845 600 5 700 Rašykite: Grampian Police. Force HQ, Queen Street, Aberdeen, AB10 1ZA Elektroninis adresas: servicecentre@grampian.pnn.police.uk Fax: 01224 306033 Not Protectively Marked 2 Not Protectively Marked Ja Jums ir nepieciešams tulka pakalpojums, lai izlasītu šo dokumentu vai arī Jums ir nepieciešams šis dokuments citā formātā, lūdzam ar mums sazināties. Kontaktinformācija: Telefons: 0845 500 5 700 Rakstīt: Grampian Police, Force HQ, Queen Street, Aberdeen, AB10 1ZA E-pasts: servicecentre@grampian.pnn.police.uk Fakss: 01224 306033 Jeśli potrzebujesz tłumacza aby pomógł Ci zrozumieć ten dokument albo chciałbyś przeczytać ten dokument w innej formie proszę skontaktuj się z nami: -telefonicznie: 0845 600 5 700 -na piśmie: Grampian Police, Force HQ, Queen Street, Aberdeen, AB10 1ZA Poprzez e-mail: servicecentre@grampian.pnn.police.uk Fax: 01224 306033 Se precisar de um intérprete para lhe ajudar a compreender este documento ou se preferir este documento em outro formato, por favor contacte um dos seguintes: Por telefone: 0845 600 5 700 Por escrito: Grampian Police, Force HQ, Queen Street, Aberdeen, AB10 1ZA Por email: servicecentre@grampian.pnn.police.uk Fax: 01224 306033 ‫إذا أزدث مخسجما نمساعدحك عهى فهم هري انىثيقت أو حسيد انحصىل عهيها في شكم‬ 08456005700 : ‫آخس، يسجى اإلحصال عهى انسقم انخاني‬ :‫أو انمساسهت عهى انعىىان‬ ‫جسامبيان بىنيس‬ ‫اإلدازة انعامت‬ ‫كىيه سخسيج‬ ‫أبسديه‬ :‫أو عهى انبسيد اإلنكخسووي‬ servicecentre@grampian.pnn.police.uk 01224306033 :‫فاكس‬ Not Protectively Marked 3 Not Protectively Marked 如果您需要翻译人员协助您了解这份文件，或者 `您想要索取其他语言的版本，请以下列任一方式联系我们 拨打电话 邮件地址 电子邮件 传真号码 0845 600 5 700 Grampian Police, Force HQ, Queen Street, Aberdeen, AB10 1ZA servicecentre@grampian.pnn.police.uk 01224306033 Not Protectively Marked 4 Not Protectively Marked INTRODUCTION Grampian Police is proud to serve the people who live, work and visit the Grampian Police Force area and aims to provide a high standard of service which is accessible, and fair to all. We also aim to provide a service which promotes positive attitudes and eliminates discrimination. As an employer, Grampian Police wants to promote equality of opportunity for all staff and be seen as an employer of choice. We need to work with our staff, partners and people who use our service to ensure our outcomes are being achieved. We also recognise the need for tangible results and therefore our performance is monitored. Part of this monitoring involves our success in dealing with crime, and in particular 'hate crime'1. Recently, Equality Duties were created when the following legislation was passed:    Race Relations Act 1976 (as amended) Disability Discrimination Act 1995 (as amended) and the Equality Act 2006. These Equality Duties are to assist all public authorities, including Grampian Police, to achieve the aim of eliminating discrimination and harassment, promoting equality of opportunity and good relations, encouraging the participation by disabled people in public life and taking steps to take account of disabled people's disability, by requiring public authorities to publish three yearly Race, Disability and Gender (including Transgender) Equality Schemes. These Schemes must include steps, which will be taken by the organisation in order to fulfil its aims. These steps are collated and known as the Action Plan. Grampian Police, in its commitment to equality, wants to go beyond these legislative requirements and promote equality in other areas, therefore Grampian Police produced a Single Equality Scheme which encompasses the General and Specific Duties of the Race, Disability and Gender Equality Duties and extended these duties to:    Age Religion and Faith Sexual Orientation (Lesbian, Gay, Bisexual) This Single Equality Scheme (SES) was published in November 2008 and is for the period 2008 – 2011. It will be reported upon annually and reviewed three yearly to comply with legislative requirements. The Scheme is supported by an Action Plan which details how Grampian Police currently wants to improve its service and reputation. This Scheme and Action Plan are considered to be living documents and thereby subject of regular review and update. 1 Definition of Hate Crime - Hate crime is any crime where the perpetrator’s prejudice against any identifiable group of people is a factor in determining who is victimised – ACPOS Diversity Strategy Not Protectively Marked 5 Not Protectively Marked On 18 May 2009, Force representatives attended a meeting of the Disability Community Advisors, to talk about the progress of some tasks within the scheme and the best way to progress these. Advisors took this opportunity to comment on the progress and give appropriate advice on tasks. The Annual Report was circulated to the Grampian Police Community Advisors, Lay Advisors and Forum Group, during the consultation period, to give them the opportunity to comment on the report and the work carried out on the tasks. The following pages provide a summary of our progress to date against the action plan. In addition to annual reporting, in compliance with the legislation, the progress of the SES Action Plan is also monitored and reported on a quarterly basis to the internal Diversity Group and on a six monthly basis to the Stewardship Committee of the Grampian Joint Police Board. Not Protectively Marked 6 Not Protectively Marked No Objectives Actions 1. Ensure all Public Offices are customer friendly. a) Regularly review and update information materials. Completion Review Update Date Service Response Dec 2009 Ongoing Staff working within Public Offices regularly update information on display. They also ensure information on how to access documents in different languages, is available. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Age Disability Gender Race Religion/Faith Sexual Orientation 2. Ensure Service Centre and Control Room are equipped to accept enquiries from all members of the community. a) Equip Service Centre and Control Room to accept enquiries from all members of the community regardless of language or disability. Dec 2008 Ongoing revised to Dec Visits to the Service Centre are offered to 2009 community groups, several who have taken up the invitation. As a result of one of these visits, awareness raising inputs on blindness and sight impairment are now given to staff. b) Advertise all means of contact. Complete 3. Improve media coverage. a) Ensure all media releases portray Grampian Police as an inclusive organisation. b) Positive and inclusive language to be used when engaging with the media. c) Promote community cohesion and address negative stereotyping. Complete Complete All documents and promotion materials compiled by the Force Graphics Unit have contact details on them. Complete Corporate Communications staff check all media releases for accuracy, relevancy and equality and amend if necessary, before they are released. A document giving guidance about issuing press releases is being prepared. Age Disability Gender Race Religion/Faith Sexual Orientation Not Protectively Marked 7 Not Protectively Marked No Objectives Actions 4. Conduct a young persons survey into their perception of crime. a) Conduct a young persons survey into their perception of crime. Completion Review Update Date Service Response March 2010 Ongoing This action is to be progressed this year. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Age Disability Gender Race Religion/Faith Sexual Orientation 5. Where appropriate, streamline the complaints process in order to offer early redress to complainers (internal and external). a) Ensure that each complaint is dealt with quickly and that complainers are kept fully aware of progress. Complete Complete New 'Complaints about the Police' policy was published on 1 January 2009. All complaints are audited and reviewed by the Professional Standards Department. Not Protectively Marked 8 Not Protectively Marked No Objectives 6. Raise profile of organisation as an Equal Opportunities employer, who is positive about diversity. Completion Review Update Date Service Response a) Ensure that advertising is Complete Complete targeted at minority groups as Vacancies are advertised in JobCentreplus, well as the majority, using Grampian Racial Equality Council (GREC), specialist newspapers and Multi Ethnic Aberdeen Limited (MEAL), magazines, Jobcentre Plus Aberdeen International Centre, Grampian and through support groups. Society for the Blind, Aberdeen North East Deaf Society, Disability Advisory Group and Aberdeen Action on Disability, as a matter of course. We have also advertised in Stonewall's Gay and Lesbian Recruitment Guide and Able Magazine. b) Take positive November action/measures to ensure 2009 recruitment of more Black Minority Ethnic (BME) and minority group representation, such as access courses to prepare candidates for standard entrance tests. c) Enhance knowledge within communities of Support Staff roles. Ongoing Ongoing This task is being discussed with the possibility of an access course being run internally. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation . Ongoing The Force has been represented at several recruitment events in Force as well as in other areas. A pilot scheme which offered placements for school pupils has led to further work experience placements being offered later in 2009. We will also be advertising on the Equality Britain website. 9 Not Protectively Marked Not Protectively Marked No Objectives Actions 6. (continued) Raise profile of organisation as an Equal Opportunities employer, who is positive about diversity. d) Ensure that the Support Staff application form is available in various formats, to accommodate all the diversity groups. Completion Review Update Date Service Response Complete Complete Support staff application form is now available in a variety of forms, including audio. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation e) Carry out Support Staff Job Evaluation. Revised January 2010 Ongoing Support Staff job evaluation ongoing. Expected to be complete in January 2010. f) Engage in partnership with individuals, groups and agencies to promote local/national policies in relation to recruitment, employment, development and retention of staff. Complete Complete Association of Chief Police Officers in Scotland (ACPOS) Equality and Diversity Practitioners' Group continue to work on developing national guidance documents, with the involvement and consultation of local and national groups and organisations. Not Protectively Marked 10 Not Protectively Marked No Objectives 7. Remove language and communication barriers. Completion Review Update Date Public Reassurance and Community Safety a) Develop clear policy in August 2009 Ongoing relation to use of facilitators, Guidelines have been introduced relating to interpreters and translators. the use of interpreters and translators. Language Line aide memoir cards have been given to all Police Officers and some Support Staff to help them with language identification. A Policy document is meantime being written. b) Promote internal and August 2009 external awareness of available facilitation, interpreting and translating facilities, covering spoken and written language and disability needs. c) Ensure that appropriate equipment, such as induction loops, are available where required and maintained in good working order. d) Roll out Engagement Policy and ensure adequate support for training and understanding. Ongoing Provision of web-based British Sign Language interpretation is currently being researched. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Ongoing Induction loops are available at 36 offices throughout the Force area. Guidelines are available to ensure staff know how to work them. Ongoing Work is meantime underway to establish an effective Community Engagement model. That said, staff, and in particular the Diversity Liaison Officers, undertake a large amount of positive engagement. November 2009 Not Protectively Marked 11 Not Protectively Marked No Objectives Actions 7. (continued) Remove language and communication barriers. Completion Review Update Date Public Reassurance and Community Safety e) Devise a method that will July 2009 Ongoing allow members of the public Numerous mechanisms are being looked at to identify Police Officers and with regard to this task. Braille strips are still a Support Staff, irrespective of possibility and further enquiry needs to be their disability. made regarding this and any other suitable options. Diversity Strands Not Protectively Marked 12 Not Protectively Marked No Objectives 8. Information leaflets and forms to be available in formats and languages that meets the needs of all communities. Completion Review Updates Date Public Reassurance and Community Safety a) Identify sources for Ongoing Ongoing translating community and A 'flag' system has been introduced to the emerging languages and Grampian Police Website. Clicking on the flag formats suitable for those with will bring up information in that language. a disability. Enquiries are also ongoing into the feasibility of a a 'strapline' or logo which will advise people that Grampian Police are happy to translate documents into other languages or formats. b) Ensure all leaflets and publications are available in suitable languages and formats suitable for the needs of those with a disability. c) Ensure all literature is written in appropriate terms. Complete Complete Where there is a recognised customer need or request, Force documents/leaflets/posters are published in alternative languages or format. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation. Complete Complete Literature is published in plain English as a matter of course. Some staff are receiving training in creating accessible information for people with learning difficulties. Ongoing Corporate Communications staff are looking at ways of maximising information distribution and are looking to tap into community publications as well as use web-based channels like YouTube and Bebo. The use of Gaydar continues and a Gaydar girls profile has been introduced. d) Make use of existing organisations and services to distribute information to service users to reach intended targets. Ongoing Not Protectively Marked 13 Not Protectively Marked No Objectives 9. Consider Formation of Independent Advisory Groups 10. Identify and implement suitable ways of transporting people with disabilities. Completion Review Update Date Public Reassurance and Community Safety a) Review the current Lay November Ongoing Advisory Groups to include 2010 Work is being done on these tasks, albeit representation from all slowly. The National Police Improvement diversity strands and Agency is meantime carrying out an inspection consideration of an which concerns Independent Advisory Groups. amalgamated group. Information from this inspection will be taken into consideration when reviewing the b) Review the current Lay Grampian Police Lay Advisory and Community Advisory Groups and their Advisors Groups. role to include consultation and reviews of Police policies, observation, review and assistance with policing functions, including the complaints process. a) Identify suitable modes of Complete Complete transport to convey people Strathclyde Police Head of Transport and with disabilities. Logistics was tasked, on behalf of the Scottish Police Service, to look into this action which affects all Forces. After much research involving Force policies and practices, the Scottish Prison Service, Custody Transport contractors and other partner agencies, it has been decided that taxi contracts are the best way forward. Grampian Police has this facility already in place. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Disability Not Protectively Marked 14 Not Protectively Marked No Objectives Actions 11. Develop strategy with partners to provide effective support for victims of domestic abuse, rape and sexual crime. Completion Review Update Date Public Reassurance and Community Safety a) Develop local support for June 2010 Ongoing male victims of domestic The Force is setting up a new Public Protection abuse, rape and sexual Group and providing effective support to victims crime. of domestic abuse is one aim. Work in this area is ongoing and supports the objectives of the Force Public Protection Unit. b) Develop support for female foreign nationals, not in receipt of benefit, who currently fall out with support mechanisms. Part of national work and, may be subject to revision. Ongoing This is recognised as a national issue. As part of each multi-agency domestic abuse partnership in Grampian, Grampian Police participates and supports engagement with representative groups to support ethnic minority groups in the area. Ongoing A national victim guidance booklet has been produced to give to all victims. This booklet is available in different formats and languages if required. Rape Crisis leaflets are available in Police Offices Ongoing New Lord Advocate's Guidelines have been produced after consultation with ACPOS Sexual Crime Working Group and Rape Crisis representatives. Sexual Offence Liaison Officers, who are specially trained Police Officers, will be available to give full support to victims during the process of investigation from report to court. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation c) Further develop awareness literature for rape and sexual crime. Ongoing d) Encourage the reporting of Dec 2009 domestic abuse, rape and sexual crime. e) In partnership with other Criminal Justice agencies, devise and implement a strategy to raise conviction rate for rape. Not Protectively Marked 15 Not Protectively Marked No Objectives Actions 12. Through partnership working and community engagement, learn from best practice, to drive local and national policies and support initiatives to reduce hate crime and b) Actively engage in unlawful partnerships, working with discrimination. stakeholders to encourage the reporting of, and reduce hate crime, unlawful discrimination and encourage community integration. c) Ensure Total Community approach encompasses diversity groups. Completion Review Update Date Public Reassurance and Community Safety a) Develop current April 2010 Ongoing arrangements in relation to A new Prejudice Incident Reporting Form (PIRF) hate crime and unlawful has been devised to allow monitoring of all discrimination. Raise reported hate incidents and the correct referral awareness and offer support and support for victims. Inputs on how to fill out to internal and external the form are given to internal and external partners. partners by Police staff. April 2010 Ongoing Every opportunity is taken to advise partners and stakeholders of the importance of reporting hate incidents. Community Support Department staff are actively seeking suitable individuals and support groups to act as third party reporting organisations. Ongoing A pilot scheme involving agencies and communities working together to resolve local issues, is being run in Tillydrone meantime. Diversity Strand Age Disability Gender Race Religion/Faith Sexual Orientation Ongoing d) Partners, individuals and representative groups to develop and implement alternative reporting mechanisms. April 2010 Ongoing Alternative reporting mechanisms are being explored, eg web-based reporting. Further to this, Community Support Department staff are actively seeking suitable individuals and support groups to act as third party reporting organisations. 16 Not Protectively Marked Not Protectively Marked No Objectives 13. Develop means of sharing relevant information with other partners to minimise opportunity for repeat victimisation and enable suitable allocation of resources. Completion Review Update Date Public Reassurance and Community Safety a) In partnership, develop Complete Complete suitable means of sharing There is a fully formalised process of information relevant information in sharing between Grampian Police and partner compliance with Data agencies. As part of their duties, Police staff Protection and Freedom of ensure Information Sharing Protocols are current, Information legislation. up to date and compliant. b) Progress means of evaluating relevant information, working with partners, victims and support agencies and assessing risk of repeat victimisation. a) Continue to develop and review current education programmes and role of School Liaison Officers in delivering diversity programmes. Complete Complete Grampian Police has a process in place to ensure repeat victims are identified and the necessary resources allocated to them for support. Ongoing School Liaison Officers continue to cover diversity in schools as part of their day to day work. In addition, the GREC Secondee is involved with the Anne Frank Awards. Lay Advisors are showing a keen interest in racist incidents in schools and held a meeting regarding this in June 2009, to which Local Authority Heads of Education attended. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation. 14. Support education programmes aimed at promoting good citizenship, including diversity. Ongoing Age Disability Gender Race Religion/Faith Sexual Orientation Not Protectively Marked 17 Not Protectively Marked No Objectives 15. Support crime reduction inputs to minority and vulnerable groups. Completion Review Updates Date Public Reassurance and Community Safety a) Increase the number of Ongoing Ongoing personal safety inputs to Staff continue to be pro-active in offering vulnerable groups. personal safety inputs to minority and vulnerable groups. These inputs are being carried out by Diversity Liaison Officers, School Liaison Officers and divisional/departmental staff. a) Building on contacts with partner agencies, develop the role of the Street Liaison Officer in relation to prostitution. Ongoing Ongoing Work is ongoing with the Sex Industry Forum. General Enquiries Department staff attended a Sexual Exploitation Seminar on 9 June 2009 held in Aberdeen where Inspector John Soutar gave an input. This seminar will create opportunity for further networking. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Gender 16. Develop service provision along with other agencies in relation to prostitution. 17. Work with partners to reduce the threat of radicalisation. b) Along with partner Ongoing agencies, further develop local approaches to prostitution, including the drop in centre. a) Work with disengaged Ongoing (young) people to reengage/prevent possible radicalisation. Ongoing Regular visits to the Mosque and prayer rooms, and contact with community leaders continue. Involvement with local groups are being developed by Divisional Diversity Liaison Officers. Ongoing A conference entitled 'Preventing Violent Extremism in our Communities' was held on 22 January 2009 to which partners and community leaders were invited. Age Disability Gender Race Religion/Faith Sexual Orientation b) Ensure partners/ community address issues relating to Prevent. Ongoing Not Protectively Marked 18 Not Protectively Marked No Objectives Actions 18. Ensure that access to, and facilities in Police buildings are, where possible, fully adapted for use by all service users and staff. Completion Review Update Date Sound Governance and Efficiency a) Ensure, where possible, Complete Complete buildings are accessible and A review has been completed and all buildings provide facilities to all service which are amenable to alteration have been users and staff. modified. Some others are not suitable and long term solutions require to be enhanced with short term manageable solutions. In all cases, Force process requires building construction or alteration to consider and implement reasonable adjustments and accessibility. Diversity Strands Disability Gender Race Religion/Faith b) Review all custody facilities - interview rooms, medical rooms and cells – to ensure suitability for use by those with a disability. Complete Complete All custody facilities are either reasonably adjusted or compliant. All alterations and new constructions are required to comply with the Disability Discrimination Act (DDA) and are not dependent on individuals deciding on an individual basis. On 1 April 2009, the Force introduced the services of Carewatch Care into the custody suite at Force Headquarters, Queen Street, Aberdeen to assist with personal needs or supervision for custodies deemed appropriate. This is on a trial basis. Not Protectively Marked 19 Not Protectively Marked No Objectives Actions 18. (Continued) Ensure that access to, and facilities in Police buildings are, where possible, fully adapted for use by all service users and staff. 19. Ensure that initial contact with victims is supportive and positive, providing them with information that is appropriate to their needs. Completion Review Updates Date Sound Governance and Efficiency c) Ensure availability, Ongoing Ongoing knowledge and usage of The Force supplies disability aids when required disability aids. under the DDA and make sure those who need them, know how to use them. Other aids such as induction loops are available throughout the Force and evac-chairs are available where a need has been identified. a) Throughout all training, Ongoing Ongoing reiterate the need to be The Force's Diversity Awareness training has supportive, professional and recently been revised and updated. A standcourteous to the victims of alone input has been added advising attendees crime and the public in of the impact of hate crime. Inputs on attitude general. Highlight the and behaviour and the way it affects others, has particular needs of minority also been added. groups and the impact of hate crime, stressing the need for Probationer courses also address service contact at an early stage. delivery. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation b) Supervisors to encourage need for supportive and courteous manner toward the public and recognition of needs of minority communities. Ongoing Ongoing Level 2 Diversity Training which is aimed at managers, is to be revised later in the year. This revision will include the need for supervisors to encourage their staff to be supportive and courteous when dealing with people. Not Protectively Marked 20 Not Protectively Marked Completion Review Updates Date Sound Governance and Efficiency 20. Investigating Officers a) Ensure familiarity with lay November Ongoing will make full use of all advisory and community 2009 Senior Investigating Officers are aware of, and those who may have groups. use, Lay Advisory and Community Groups when a relevant contribution necessary. to their investigation, b) Compile a list of approved such as the use of partner agencies, to be called Ongoing Lay Advisors, upon in the event of a major Details of partner agencies are held in various Community Groups incident, to provide equipment locations throughout the Force meantime. Work etc. and assistance in relation to is ongoing to gather this information and create a the diversity strands. comprehensive list which will be available to staff on the internal website. 21. Improve monitoring a) Provide mechanisms to Complete Complete processes to comply monitor in relation to policies, A robust process is in place regarding the with statutory duties in procedures and functions in monitoring of policies, procedures and functions. relation to all diversity relation to service delivery. Policies are only published once an Equality strands in service Impact Assessment has been carried out. delivery areas. b) Devise and implement a mechanism within our Command and Control and Crime Recording systems to capture all reported incidents and crimes where the complainer, witness, or suspect comes from one of the diversity strands. November 2009 Ongoing There are mechanisms now in place on the Command and Control and Crime Recording Systems used by Grampian Police to record whether those reporting a crime or incident come from one of the diversity strands. No Objectives Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Age Disability Gender Race Religion/Faith Sexual Orientation. Not Protectively Marked 21 Not Protectively Marked No Objectives 22. Promote and publish employment and Family Friendly Policies. Completion Review Updates Date Sound Governance and Efficiency a) Publish and promote the April 2010 Ongoing following policies to ensure a Work is ongoing on these specific policies. greater understanding of Promotion of other family friendly policies them: available in Force continues. 1. Carers Policy 2. Family Care and Special Leave Policy 3. Transgender Policy Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation 23. Ensure, as thoroughly as possible, that selection procedures test for evidence of discriminatory attitudes held by candidates. a) Introduce means of identifying discriminatory attitudes in recruitment selection process. November 2009 Ongoing A means of testing for discriminatory attitudes in potential recruits is being trialled meantime. Age Disability Gender Race Religion/Faith Sexual Orientation Not Protectively Marked 22 Not Protectively Marked No Objectives Actions 24. Review induction process for new staff and existing staff taking up new posts, with consideration of mentoring and a career development process. Completion Review Updates Date Sound Governance and Efficiency a) Review induction process November Ongoing for new staff and existing staff 2009 Staff are meantime working on a Staff Induction taking up new posts. Handbook and Workbook and a computer based training package. b) Give consideration to mentoring to new staff and staff moving into new posts. Ongoing Ongoing Grampian Police is part of the North East Scotland Joint Public Sector Group (NESJPSG) Mentoring Scheme. This Scheme is proving successful with the second round of mentoring. Ongoing This action is on hold until the Total Renumeration Project is complete. This is expected to be in January 2010. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation c) Investigate the potential of a Career Development process for Support Staff. On hold Not Protectively Marked 23 Not Protectively Marked No Objectives 25. Create an efficient process to re-deploy staff who become disabled during their employment. 26. Promote and encourage staff groups, networks and organisational support mechanisms relating to diversity strands. Completion Review Update Date Sound Governance and Efficiency a) Develop effective Complete Complete communication between The Force published its Redeployment Policy in departments to ensure February 2009. efficient re-deployment of staff, identifying any reasonable adjustments that may be required. a) Ensure that November Ongoing advertisements and literature 2009 The Force arranges 'Keeping in Touch' days for for staff support groups is staff about to return from maternity leave. New prominently displayed posters have been introduced to promote the throughout the Force. Gay Police Association (GPA), the First Contacts Scheme and the Internal Mediation Scheme. b) Make links with support groups and encourage their involvement with the Force. November 2009 Ongoing Recently the Force hosted an event for SEMPERScotland which was promoted throughout the Force. The Force also participated in the 2009 Stonewall Workplace Equality Index, which demonstrates the Force's commitment to diversity. The internal website is being updated to publicise all support groups available to staff. Actions Diversity Strands Age Disability Age Disability Gender Race Religion/Faith Sexual Orientation Not Protectively Marked 24 Not Protectively Marked No Objectives Actions 27. Evaluate the objectivity and transparency of the Force promotion process with consideration given to a national competency based promotional framework. The process should include respect for diversity as a competency. 28 Encourage application from all diversity groups into traditional stereotypical roles. Completion Review Update Date Sound Governance and Efficiency a) Constantly review the Complete Complete process to ensure 'Respect for Diversity' is a competency within the transparency has been Force's Personal Development Review (PDR). achieved. When staff are being interviewed for promotion, all competencies, including respect for diversity, are assessed with questions asked for each. These questions are reviewed and refreshed on an annual basis. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation a) Recruit and retain female Police surgeon(s). On hold Ongoing A recommendation has been made by Her Majesty's Inspectorate of Constabularies, that all medical assistance be provided by the NHS. This task is on hold until this has been confirmed. Ongoing With the assistance of other Forces, research is still ongoing into the recruitment and retention of Authorised Firearms Officers. b) Undertake research as to reasons why women do not apply for posts in stereotypically male dominated areas. April 2010 Age Disability Gender Race Religion/Faith Sexual Orientation Not Protectively Marked 25 Not Protectively Marked No Objectives 29 In partnership with the Scottish Police College (SPC), develop and implement, at reasonable levels, a variety of qualitative evaluation methods to ascertain the value and effectiveness of the Force diversity training. Completion Review Update Date Sound Governance and Efficiency a) In partnership with SPC, August 2009 Ongoing develop and implement a The Equality and Diversity Training Reference variety of qualitative Group is a group consisting of representatives evaluation methods to from the Scottish Police College and all Scottish evaluate effectiveness of Police Forces. This group have a plan of actions diversity training. and part of this plan is to develop evaluation processes into all training. Once these processes have been developed, they will be adopted by Grampian Police. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation b) Involve trained, independent advisors in evaluation and review processes. August 2009 Ongoing An objective of the above group is to work with partners to produce equality and diversity training and development on a national and Force basis. c) Where appropriate, revisit August 2009 diversity training to ensure the move from 'Compliance to Confidence'. Ongoing The Force's diversity training was reviewed and updated during January/February 2009 to take this task into account. The review by the Equality and Diversity Training Group will further this. Not Protectively Marked 26 Not Protectively Marked No Objectives Actions 30. Ensure that Force Trainers are given appropriate support in gaining the necessary skills and confidence to address the issues raised in relation to mainstreaming of equality and diversity into all training. 31. Commit to person centred development and learning, identifying development needs and recognising skills and experience. Completion Review Update Date Sound Governance and Efficiency a) Support Force Trainers in Complete Complete developing skills and Grampian Police have recently recruited three confidence in addressing Diversity Awareness Trainers to assist the three issues raised in relation to already in post. These new trainers will attend mainstreaming equality and the obligatory 'Training for Trainers' course at the diversity. Scottish Police College prior to delivering training. Six monthly meetings are to be scheduled with the first line manager to allow for discussion and support to be given if necessary. a) Through PDR, identify development needs and ensure that they are addressed. November 2009 Ongoing The Force will soon have the capability to extract the development needs of staff from the PDR system. This will allow these needs to be brought to the attention of managers and thereafter addressed. Ongoing Again, through PDR, skills and experience of staff will be identified and how to achieve full potential discussed during annual appraisals. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Age Disability Gender Race Religion/Faith Sexual Orientation b) Ensure that skills and experience are identified to achieve the full potential of staff in relation to personal development and Force requirements. November 2009 Not Protectively Marked 27 Not Protectively Marked No Objectives Actions 32. Raise awareness amongst Line Managers of their responsibilities for staff. Completion Review Update Date Sound Governance and Efficiency a) Raise awareness amongst Complete Complete line managers of their HR Advisors and Assistant HR Advisors provide responsibilities for staff on advice to Line Managers regarding maternity and Maternity/Long Term Leave. long term leave issues as required. b) Identify ways of raising awareness of supervisors about diversity issues to help them in the management of staff and service delivery issues. April 2010 Ongoing Short presentations are being prepared on attendance management, PDR and flexible working. These presentations will be shown on the intranet. Level 2 Diversity Awareness Training which is aimed at line managers is to be reviewed later this year. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Not Protectively Marked 28 Not Protectively Marked Completion Review Update Date Sound Governance and Efficiency 33. Ensure that all training a) Ensure that all training is Ongoing Ongoing in the Force is linked linked to the NEOTS training All probationary Constables receive Diversity to the National Equal strategy, or equivalent, whilst Training at SPC. New Support staff receive Opportunities Strategy maintaining links to local Diversity Training as part of their Induction (NEOTS) training operational requirements and Course. A Diversity working group has been strategy or equivalent, objectives. established in force which is scheduled to meet including the SPC every six months to share ideas and to review approach, whilst course content to ensure compliance with maintaining links to NEOTS. operational requirements and b) Use Lay Advisory Groups Ongoing Ongoing objectives. to shape the content and Community Advisors were consulted during the delivery of training in diversity recent review of the Force's diversity training and matters. will continue to be consulted on any future reviews. Two of our Disability Community Advisors are to attend to observe a diversity training course. c) Work toward a systematic and monitored process of mainstreaming diversity into all training. Ongoing Ongoing Probationary training courses at SPC are currently being reviewed. The content of these courses are being examined to ensure that diversity is mainstreamed throughout all inputs. Local delivery with alignment to national delivery with an emphasis placed on threading diversity through all local training is to be carried out. No Objectives Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Not Protectively Marked 29 Not Protectively Marked No Objectives Actions 34. Appropriate resources and support to be given to the development of diversity related education programmes which address the specific needs of specialist/operational roles. Completion Review Update Date Sound Governance and Efficiency a) Identify roles requiring Complete Complete specific needs training, ie Specific diversity inputs are given to staff in Custody Officers, identified roles, ie Custody Officers, as well as Professional Standards, being included in other courses, ie same sex Domestic Abuse Liaison relationships in domestic violence input. Inputs to Officers etc. other staff groups are available on request. b) Ensure appropriate resources provided to develop training programmes for role specific training. Ongoing Ongoing Custody Manager training includes role specific diversity considerations around dealing with custodies who have specific needs or risks. Police Custody and Security Officer (PCSO) training also includes diversity awareness. Other role specific training is an area where the inclusion of related diversity inputs is particularly focussed and is subject to ongoing monitoring and review. Ongoing Diversity awareness issues are included in all role specific and specialist training carried out in Force. The identification of staff members who require particular diversity role specific training is constantly monitored and reviewed. Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation c) Ensure that those requiring specific needs training are trained. Ongoing Not Protectively Marked 30 Not Protectively Marked No Objectives 35. Tailor training to address the different learning needs and styles of individuals. 36. Take cognisance of changes in employment and anti discrimination law and disseminate to all staff, ensuring an understanding of the impact. Completion Review Update Date Sound Governance and Efficiency a) Review training styles for Complete Complete all training courses. Training styles have been reviewed and courses now contain a variety of methods to b) Ensure that trainers have accommodate the different ways of learning. sufficient support to identify and deliver appropriate training needs and styles. a) Identify new and emerging Ongoing Ongoing diversity related legislation Staff in Community Support Department are and its impact on the Force. aware of any new and emerging diversity related legislation. Monitoring procedures have been expanded to accommodate the new Offences (Aggravation by Prejudice)(Scotland) Bill when it is introduced. The Single Equality Scheme itself is a pre-cursor to the Equality Bill, due for publication later this year. b) Circulate updates on new and emerging legislation through Weekly Orders, training inputs etc. Complete Complete Any new and emerging legislation is disseminated through a variety of means, including Weekly Orders and the Force's Diversity Group. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Age Disability Gender Race Religion/Faith Sexual Orientation Not Protectively Marked 31 Not Protectively Marked No Objectives 37. Develop the Diversity Group to a tasking and co-ordinating group in order to progress diversity throughout the Force. Completion Review Update Date Sound Governance and Efficiency a) Through robust November Ongoing leadership, develop profile 2009 The Diversity Group continues to be attended by and understanding of the role some senior managers in Force and work to of the Diversity Group address actions continues. throughout the Force. b) Cultivate culture of all diversity related issues being disseminated through Diversity Group. April 2010 Ongoing Diversity related issues, including key policies, are beginning to be fed into the group. Minutes relating to Diversity Group meetings will be made available to all staff on the internal Force website. Ongoing The Grampian Police website is regularly updated with diversity issues, including the Single Equality Scheme and Annual Report. Recently, information on how to contact Grampian Police was added in seven community languages. The Network forum for the lay advisory group needs more further consideration. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation 38. Progress development of Force website to include diversity area. a) Identify material for Internet site, including network forum for Lay Advisory Groups. b) Develop diversity page for Internet site. Ongoing Ongoing Age Disability Gender Race Religion/Faith Sexual Orientation c) Collate central resource package on the Intranet, detailing diversity related services and support groups, available internally and externally. Ongoing Ongoing Key materials are now being included on Community Support Department pages on the internal website. Not Protectively Marked 32 Not Protectively Marked No Objectives Impact assess and monitor procurement processes to encourage development of diversity by contractors. 40. Ensure appropriate response to heightened community tension. 39 Completion Review Update Date Sound Governance and Efficiency a) Impact assess Complete Complete procurement process, to Grampian Police have processes in place in their ensure fairness in any contracting arrangements to ensure that all process. requirements under equality legislation are enforced. Contractors and sub-contractors are required to evidence their anti-discrimination policies. a) Compile Community April 2010 Ongoing Cohesion Contingency Plan Dialogue is ongoing between Community Support in conjunction with Grampian Department and the Grampian Police Emergency Emergency Planning Unit. Planning Unit regarding the compilation of this plan. Actions Diversity Strands Age Disability Gender Race Religion/Faith Sexual Orientation Age Disability Gender Race Religion/Faith Sexual Orientation Not Protectively Marked 33