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Vernon Coaker will drive forward initiatives to overcome barriers in minority ethnic recruitment, retention and progression in the police through his new ministerial steering group, which will deliver the recommendations in today’s assessment. The assessment was completed following meetings with key policing partners and independent stakeholders.
Other recommendations to drive forward further improvements include:
- developing the three-year equality, diversity and human rights (EDHR) strategy. A key initiative highlighted in the Policing Green Paper which will be instrumental in helping to address the issues highlighted in the assessment
- developing local recruitment, retention and progression (RRP) improvement plans to help forces take forward improvements and initiatives from the new steering group
- new local targets. In keeping with the approach on increasing local responsibility, ambitious targets should be selected and set on the most important issues locally including equality standards
- new positive action good practice guidance. The National Policing Improvement Agency (new window) (NPIA) will develop, in partnership with the Home Office, policing partners and in conjunction with the Equality and Human Rights Commission new guidance on recruitment, retention and progression for the police service
- improving the national exit interview data to examine further the reasons for ethnic minority officers leaving the police force
- mandate NPIA to explore a targeted recruitment campaign and/ or working with volunteer local forces that need support in attracting people from minority ethnic communities.
Home Office Minister’s statement
Policing Minister, Vernon Coaker, said, 'I am determined to work with the police service to offer fair and equal opportunities to all its members, regardless of age, gender, ethnicity or background.
'We have already come a long way; over the last 10 years minority ethnic officer representation in the police service has doubled. But the measures I am proposing in my assessment will go even further to ensure that the representation of minority ethnic officers in the police service continues to grow.
'We need a police service which represents the public – a representative police service will better understand and serve its local community and that is what I want us to work together to achieve.'
Good work already being done
The assessment identified existing good practice, including the Home Office, which, through the NPIA has put in place national recruitment standards for all forces, to prevent people with racist or discriminatory attitudes joining the police service. Candidates who do not pass the 'respect for race and diversity' element do not get through, regardless of how well they do in other areas.
Other initiatives already underway include the ‘breaking through’ action plan and positive action events toolkit which include practical guidance aimed at improving minority ethnic representation in the police service.
National initiatives aimed at progression in the police force include the high potential development scheme (HPDS) which is a structured programme which equips officers with the skills to become police leaders and the national senior careers advisory service which aims to enhance leaders’ capability and capability in order for officers to meet the growing leadership challenges at the top of the police force.
Post Lawrence Project Groups’ statement
Iqbal Bhana OBE, DL Independent Chair of one of the Post Lawrence Project Groups – The Racist Incident Group, said, 'I welcome this assessment and I am pleased that the minister has involved independent members to be part of the ministerial group, in addition to the statutory policing partners to assist in taking forward the recommendations of the report.
'I feel this is another opportunity for the police service to work with us to help the service to move forward. I recognise a lot has been done but I do also feel we can do a lot more.
'With the commitment of policing partners and support of independent members I am confident we can make a difference.'
Association of Chief Police Officers’ statement
Stephen Otter, the Association of Chief Police Officers (ACPO) lead for race and diversity and Chief Constable for Devon and Cornwall, said, 'This report provides valuable information for the police service nationally, and ACPO is working closely with the Home Office in driving the agenda it sets out.
‘We are pleased that it identifies good work that is taking place and the results we are seeing nationally where recruitment rates are hitting targets proportionate to the general population.
'Of course there remains much more to be done. To achieve proportionality across the police service will take time, accepting that policing is unique in requiring that to build the experience and expertise fit for command situations, future leaders must be grown from within the service – going up through the ranks.
'ACPO is working with diversity staff associations to explore innovative ways in which we can help achieve this proportionality. Chief officers recognise the vital importance of diversity both to ensuring our police service draws on the full pool of talent and to increasing the confidence that all communities have in the police.
'We also welcome the creation of a ministerial working group which can play an important role in coordinating strategies and initiatives in this area as well as driving through short-term improvements.'
To read the full assessment, click on the link below;
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