Equality, Diversity and Human Rights Strategy 2012

Transcription

1 Equality, Diversity and Human Rights Strategy 2012 Strategy Owner Head of Human Resources Version 1.0 Last Review Date March 2012 Next Review Date March 2014 Date of SDG approval For note April 2012 Protective Marking Not protectively marked This document has been assessed for: Compliance with Legislation Equality Impact Assessment Freedom of Information issues Human Rights compliance Health and Safety Risk Management Page 1

2 Equality, Diversity and Human Rights Strategy Introduction Foreword from the Temporary Chief Constable: As Chief Constable of Cleveland Police I am fully committed to the delivery of a high quality service to all of our communities, which is appropriate to individual needs. Putting People First is the basis for my vision and is split in to four areas Partnerships, Professionalism, People and Problem Solving. The vision is that by 2014 I want Cleveland Police to be a leading force in delivering citizen focussed neighbourhood policing. We will achieve this whilst at the same time protecting our communities from the threat of serious crime, terrorism and engaging with all of our neighbourhoods in delivering the problem solving and partnerships they want. I will underpin the vision by continuing to invest in the development and skills of all our staff. In this our Equality, Diversity and Human Rights Strategy I have set out not only the equality and diversity objectives for the Force, but have also articulated leadership and management arrangements for equality and diversity and a structure that will ensure that this strategy is capable of evolving over its life as new challenges become apparent. As a service provider the principles of equality and diversity are an integral part of everything we do and our Corporate Governance Framework and revised equality impact assessment procedures will enable us to ensure that our policies, functions and practices have taken into consideration the impact that our decisions could have on our diverse customers. Cleveland Police has achieved a great deal over the past few years and we rightly have a fine reputation for our equality and diversity work. My aim is to build upon that success and continue to deliver a service that recognises, understands and meets the needs of all our communities whilst continuing to develop and realise the full potential of our staff. Jacqui Cheer Temporary Chief Constable Page 2

3 Introduction The strategy covers the nine protected characteristics as defined under the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex/gender and sexual orientation. Our strategy aims to meet the legislative requirements to ensure that we deliver services that reflect and respond to the needs of all our communities and to ensure that we undertake employment practices that meet our obligations to staff and also aim to fulfil their needs. Our strategy demonstrates how Cleveland Police will aim to eliminate unlawful discrimination, harassment and victimisation by treating communities, officers and staff fairly, with dignity and respect, making sure everyone has access to our services. Demonstrating our commitment to equality and diversity prior to the introduction of the Equality Act 2010, throughout January to June 2010 Cleveland Police held a series of community and staff consultation events to get peoples views and experiences about what we do well and where we can improve. The work was invaluable in ensuring that our Strategy reflects the priorities and concerns of our communities and staff. Full details of all equality and diversity activities are shown in the annual outturn report which was presented to the Police Authority Policy and Resources Panel meeting in December 2011 and can be accessed on the Cleveland Police Authority web pages. To access the site click here Beyond these activities the Force and the Police Authority on an ongoing basis undertakes a range of communication, consultation and engagement activities. Details of these are contained within the Local Policing Plan which can be viewed on the Cleveland Police Authority web pages. To access the site click here 2. Objectives 2.1 Cleveland Police commitment to equality and diversity The Equality Act 2010 sets out a general duty for public bodies, including Police Forces, specifying that in the exercise of their functions, they must have due regard to the need to: Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act. Advance equality of opportunity between people who share a protected characteristic and those who do not. Foster good relations between people who share a protected characteristic and those who do not. Page 3

4 Cleveland Police has been committed to the principles of the Equality Act for a number of years prior to its introduction. In 2010 we adopted and implemented the National Policing Improvement Agency (NPIA) Equality Standard for the Police Service as the mechanism to determine our level of capability regarding equality and diversity. Two baseline assessments have been carried out by senior police officers and police staff, the most recent being in July 2011, from which the Force has determined that it has successfully met and maintained the baseline level of the Equality Standard. A gap analysis against the Equality Standard has informed the preparation of the latest version of the Force Equality and Diversity Action Plan. Other initiatives that have taken place include: The introduction of neighbourhood policing which has strengthened our focus on increasing local communication, consultation and engagement to ensure that people have more involvement in their local policing priorities. To support the neighbourhood focus the Communities and Partnerships Team placed an electronic questionnaire on the Force website for completion by members of the community. This has been enhanced by presentations to the district Independent Advisory Groups and interactive focus groups in the community to ensure a wide cross section of the community could be involved. We have an established process of equality impact assessments (EIA). An EIA is the process by which Cleveland Police assesses the effects that a policy or procedure (actual or proposed) is likely to have on groups or individuals in respect to the protected characteristics and any other differences that emerge. We have an established Staff Equality Forum (SEF) which consists of representatives from the Staff Support Associations (SSAs). Staff support groups play a very important part in the organisation as our critical friends, enabling staff and officers from under represented groups to have their voices heard at all levels of the organisation. They also assist the Force in consulting with and involving staff in a variety of issues including strategic decision making enabling the Force to fully engage with staff and raise awareness of issues. The Support Associations include the Disability Support Network, Black Police Association, Gay Police Association, Christian Police Association, Trans Police Association, Police Pagan Association, Unison and the Police Federation. An established Hate Crime Strategy focused on the prevention, reporting and recording of hate crime. This strategy is further underpinned by support for victims and a rigorous investigation process. Since 2003 the Cleveland Police Strategic Independent Advisory Group (SIAG) has been in existence. This body, formed from various local community groups acts as a critical friend to the Force, enabling the views and issues input to inform Force strategy and policy. In addition to the SIAG each Policing District has its own IAG chaired by an independent member of the local community. Page 4

5 2.2 Equality and Diversity Objectives The Force Policing Plan has identified the policing priorities as being to: Keep you safe Reduce crime Reduce antisocial behaviour Secure financial stability and deliver value for money In order for the Force to effectively deliver its service our current corporate equality and diversity objectives are: To improve public protection services with a priority focus on vulnerable victims specifically in relation to child protection, domestic abuse, sexual offences and hate crime, with the aim of lowering repeat offending and repeat victimisation and increasing the rate of positive outcomes. To reduce antisocial behaviour with a priority focus on reducing the number of repeat and vulnerable victims both as individuals and within the diverse neighbourhood and communities. Specific measures around achieving these objectives can be found by accessing the Local Policing Plan which can be found on the Cleveland Police Authority web pages. To access the site click here To implement the Force equality action plan which has been derived from the National Policing Improvement Agency (NPIA) equality standards for policing services model. The Force aim is that it will always at least meet the baseline level of achievement of the NPIA standard. The equality action plan will be based primarily on identified gaps in meeting this level. To access the NPIA site click here. Further objectives will be continually developed to meet ongoing operational and organisational priorities. 3. Delivery 3. Management and Leadership of Equality and Diversity A clear governance and leadership structure will oversee this strategy. 3.1 Corporate Business Meeting (CBM) Page 5

6 This group meets monthly and is chaired by the Chief Constable. Membership consists of all Service Unit Managers, representatives from Cleveland Police Authority and invited guests depending upon business. The group s primary role is to provide strategic direction and leadership in policing and organisational matters, including equality and diversity. Within its overall strategic responsibility it ensures that equality and diversity remains high profile whilst working towards its internalisation within the organisation. The group is also required to evaluate and scrutinise all aspects of organisational performance; identify its current position against relevant objectives, and identify what steps are needed to address gaps and achieve success. 3.2 Equality and Diversity Action Group (EDAG) This group meets quarterly and is chaired by the Assistant Chief Constable (Crime and Operations). Membership of the group consists of the Head of People & Diversity, Chief Inspectors and police staff equivalents from each service unit and a representative from staff associations and Unison. The key objectives of the group are to co-ordinate progress of the Equality Diversity and Human Rights Strategy through their own service unit action plans, provide tactical responses to issues from the Corporate Business Meeting that impact upon equality and diversity and share best practice to the rest of the group, and deliver on the Equality and Diversity Action Plan. 3.3 Human Resources The Head of People & Diversity provides the strategic driving force on behalf of the Chief Constable to ensure that the core values of fairness and equality are embedded internally across all parts of the organisation and externally to the services we provide to the community of Cleveland. 3.4 Staff Equality Forum The Staff Equality Forum meets on a bi-monthly basis and is made up of individuals representing the Staff Support Associations (SSAs). The group assists the force in embedding equality and diversity, improving the quality of service for our communities and sustaining the development of our officers and staff. As part of the consultation mechanism it also provides feedback in relation to the potential impact of Force policies and procedures. 3.5 Communities and Partnerships Unit The Communities and Partnerships Unit provides operational support through engagement with advisory groups, partner agencies and other local forums. Specifically the Unit works with local authority and other partners such as the Teesside Vulnerable Adults Board and Victim Support. The overall remit includes a systematic and targeted approach to engaging and involving diverse communities and partners through networks and forums such as the IAG, PREVENT agenda, Neighbourhood Watch, Page 6

7 mental health, Community Safety Accreditation and Firearms Licensing, together with external organisations such as RNIB and SCOPE. 3.6 Cleveland Independent Advisory Group (IAG) This group meets on a bi-monthly basis and has an independent member of the local community as chair. Membership includes representatives from various community groups and organisations as well as the Chief Constable, Police Authority, Staff Support Networks and other guests as appropriate relating to the business underway. The key objective of the IAG is to act as a critical friend to Cleveland Police with the intention of improving understanding and service delivery. This is also supported by local IAGs in each of the policing districts. 3.7 Conclusion Geographically Cleveland Police is one of the smallest Forces in England and Wales although the area is one of the most densely populated locations in the country. We are responsible for policing a predominantly urban, densely populated area, closely resembling metropolitan authorities in socio-economic characteristics. We aim to police with the consent and the co-operation of all members of the community. Consent is vital and cannot be taken for granted. For consent to be earned and sustained, the public need to have absolute confidence in us and the service we provide. We are committed to involving and listening to the public in our equality and diversity work so that we can reflect the knowledge and experience of community members who use our services. For further information or to find out more about our equality and diversity work visit: 4. Monitoring Delivery of the strategy will be monitored through the Corporate Business Meeting chaired by the Chief Constable and the Equality and Diversity Action Group led by the Assistant Chief Constable (Crime and Operations). The Head of Performance Review and Inspectorate will initiate an annual review of the strategy as part of the Force Planning Cycle to ensure it continues to meet the objectives of the Policing Plan. Page 7

8 5. Appendices Appendix Description 1. The Equality Act Version control Version Date Reason for update Author 0.1 Mar 2012 New Strategy Howard Russell 0.2 April 2012 Minor amendments following force consultation Howard Russell 1.0 April 2012 Approved strategy Howard Russell Page 8

9 Appendix 1 The Equality Act 2010 The Equality Act (The Act) became law in October It harmonises and replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and ensures consistency in what employers need to do to make the workplace a fair environment and comply with the law. Importantly, the Act will bring together nine major pieces of discrimination legislation and over 100 statutory instruments setting out connected rules and regulations, providing a clearer framework for equality. The Act has also replaced the word strand with the term Protected Characteristic, of which there will be nine: 1. Age 2. Disability 3. Gender Reassignment (new) 4. Marriage and Civil Partnership (new) 5. Pregnancy and Maternity (new) 6. Race 7. Religion or Belief 8. Sex/Gender 9. Sexual Orientation The Act sets out a general duty for public bodies, specifying that in the exercise of their functions, they must have due regard to the need to: Eliminate unlawful discrimination, harassment and victimization and other conduct prohibited by the Act. Advance equality of opportunity between people who share a protected characteristic and those who do not. Foster good relations between people who share a protected characteristic and those who do not. These are sometimes referred to as the three aims or arms of the general equality duty. The Act further explains that due regard for advancing equality involves: Removing or minimizing disadvantages suffered by people due to their protected characteristics. Taking steps to meet the needs of people from protected groups where these are different from the needs of other people. Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low. Page 9

10 Specific duties Beyond the general public sector equality duty there are further specific duties required of the public bodies, as follows: A public authority must publish information to demonstrate its compliance with the duty. The information must be published: (a). not later than 31 st January 2012; and (b). subsequently at intervals of not greater than one year beginning with the date of last publication. The information a public authority publishes must include, in particular, information relating to persons who share a relevant protected characteristic who are: (a). its employees (b). other persons affected by its policies and practices. A public authority must prepare and publish one or more objectives it thinks it should achieve to comply with the public sector equality duty. The objectives must be published: (a). not later than 6 th April 2012; and (b). subsequently at intervals of not greater than four years beginning with the date of last publication. An objective published by a public authority must be specific and measurable. A public authority listed must publish the information referred to above in such a manner that the information is accessible to the public. Cleveland Police aims to apply the legislative requirements of the Act and ensure that its workforce understand their responsibilities. Page 10