EQUALITY & DIVERSITY OBJECTIVES

Transcription

1 SUFFOLK CONSTABULARY EQUALITY & DIVERSITY OBJECTIVES If you require this document in an alternative format please call

2 Introduction Please also see the Equality and Diversity Strategy: How we deliver equalities and inclusion document also stored on this website. Section 149 of the Equality Act 2010 describes the Public Sector Equality Duty. The general duty requires that public bodies must have due regard to the need to: - Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act; - Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; - Foster good relations between persons who share a relevant protected characteristic and persons who do not share it. Specific Objectives The public authorities listed in Schedule 1 and 2 of the Equality Act 2010 (Specific Duties) Regulations 2011 must: - Prepare and publish one or more objectives they think they should achieve to do any of the things mentioned in the aims of the general equality duty, by 6 April 2012, and at least every four years thereafter. - Ensure that those objectives are specific and measurable. - Publish those objectives in such a manner that they are accessible to the public. The purpose of setting specific, measureable equality objectives is to help us to achieve the three aims of the general equality duty listed above, focusing on the outcomes to be achieved. Equality objectives will help focus our attention on the priority equality issues within our organisation in order to deliver improvements in policy making, service delivery and employment, including resource allocation. Guidance for public sector bodies states that proportionality is a key principle in setting the number of objectives and their level of ambition. Protected Characteristics The Equality Act 2010 introduced the term protected characteristics to identify specific groups of people to be protected from discrimination. These characteristics are: - Age - Disability - Gender reassignment (transsexual or transgender people) - Pregnancy and maternity - Race 2

3 - Religion of belief - Sex - Sexual orientation Equality & Diversity Strategy Suffolk Constabulary has produced a Diversity Strategy which aims to build on the progress made by our organisation to improve the service we provide. This strategy not only encompasses our desire to recognise our specific and general duties under the Equality Act 2010 but also recognises how delivering equality, diversity and human rights will enhance our performance and build trust and confidence in the communities of Suffolk. The strategy describes how we will achieve our aims through a clear focus on three strategic objectives: Operational Delivery Organisational process People and Culture Our Objectives When developing our Equality Objectives we considered: Local Performance Information and information gaps Impact of objectives on service users / workforce Outcomes of Equality Impact Assessments Outcomes of feedback from / consultation with staff and communities Views of members our Strategic Equalities and Inclusion Board Development of our objectives and strategy document was undertaken in consultation with the Diversity Team, internal and external partners, namely the Independent Advisory Group (IAG), the Ipswich & Suffolk Council for Racial Equality (ISCRE), Force Champions, Staff Associations, Senior Managers and Departmental heads. Under each objective are a number of activities to reflect areas for development, ensuring we have specific targets to work towards. There are three action plans, one for each objective. The Assistant Chief constable has ownership of Operational Delivery; the Deputy Chief Constable has ownership for Organisational Processes, People and Culture. Regular monitoring of these activities will take place to measure improvement and report back to the Strategic Equalities and Inclusion Board. An annual report will be prepared and reported in the public meetings section of the Police and Crime Commissioner s Accountability and Performance Panel. 3

4 Suffolk Constabulary Equality and Diversity Objectives and Measurements OPERATIONAL DELIVERY Description Objective We will engage with our communities and increase trust and confidence by providing a fair and responsive service, listening and treating people with respect Priorities - Ensure workforce understands the requirement to deal with people fairly and with respect and dignity by embedding the new code of ethics - To strengthen public engagement with diverse groups - Work with partners in mental health to continue to improve our response to service users in need of crisis care - To improve our services for all victims of rape and serious sexual offences - Increase the numbers of victims and witnesses reporting Hate Crime, Domestic Abuse, Honour Based Abuse, Female Genital Mutilation and Trafficking - Providing a quality service to victims of crime is at the heart of what we do, we will ensure officers and staff adhere to the victims code. - Support the Local Criminal Justice Board to ensure fairness of equality to all people through the Criminal Justice System - Ensure staff use powers under stop and search proportionately, lawfully and inspire public confidence that stop and search is used fairly and effectively. Measurement Customer satisfaction of those within protected groups (Age, Gender, Disability, Black and Minority Ethnic Race) will be compared to all others. This will include satisfaction with the way the police dealt with burglary, violent crime, serious sexual offences, mental health and Anti-Social Behaviour. Baseline 3 year average percentages of people who answered Completely, Very or Fairly to the question are you satisfied with the overall service provided by Suffolk Constabulary? All Victims: 84.5% Age 16-24: 80.6% Age 25-64: 83.9% Age 65+: 87.6% BME: 79.0% Disability 73.0% Female: 85.7% Male: 88.2% 4

5 Owner Assistant Chief Constable Target Date March 2017 ORGANISATIONAL Description Objective We will ensure that the Constabulary s policies and procedures are non-discriminatory Priorities - Implement the equality standards for the police service under the general and specific duties within the Equality Act Scrutiny of policies and procedures to ensure fairness through Equality Impact Assessments (EIA) - Monitor and review public complaints data quarterly, to ensure the public can be confident in making and complaint and identify and address issues of disproportionality - Promote equality through our procurement activity Measurement Yearly average number of complaints made overall and in relation to protected characteristic related matters; specifically Age, BME race, Disability and Gender discrimination. Baseline Average number of complaints made per year in the last three years. All Complaints: 11 Age: 0.3 BME: 9.7 Disability: 1.3 Gender: 0.7 Owner Deputy Chief Constable Target Date March

6 PEOPLE AND CULTURE Description Objective We will continue to develop a representative workforce and an open and trusting culture, supporting equality of opportunity for everyone. We will continue to develop a positive action strategy to recruitment. Priorities - We will adopt the actions recommended within the College of Policing s publication for positive action on retention, progression and recruitment, to be seen as an employer of choice to all areas of our community. - To continue to develop a workforce that is more representative of the communities it serves, particularly in specialist roles from under-represented groups, such as firearms and roads policing. - To ensure any impacts from change programmes on workforce diversity are identified and appropriate mitigation is put in place. - To ensure equality of opportunity for training and development activities to support a diverse workforce. - To ensure officers and staff feel confident in using the fairness at work (FAW) process, that it is effectively implemented and proportionately used by the workforce. Measurement Yearly average percentage of workforce from BME race and female vs male. Baseline Average yearly number and percentages of staff for last three years Total workforce: 2336 BME: 1.96% Female: 43% Male: 57% Owner Deputy Chief Constable Target Date March