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Claire brown allan presentation
- 1. Equality Act 2010 Equality Objectives Claire Brown-Allan Head of Profession – Neighbourhoods, Confidence and Equality
- 2. Equality Act 2010 • Consolidates over 30 years of equality legislation – standardizes and equalizes • Most provisions came into force 1st Oct 2010 – protection against discrimination with regard to “goods and services” and employment • New “single” Public Sector Equality Duty – 5th April 2011 • 2 Specific Duties – publishing duty (31st January 2012) and equality objectives (5th April 2012)
- 3. Public Sector Equality Duty A public authority must, in the exercise of its functions have due regard to the need to: • Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
- 4. Public Sector Equality Duty • Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
- 5. Public Sector Equality Duty • Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
- 6. Specific Duty – Equality Objectives • Potential equality objectives identified by benchmarking the Force against the National Equality Standard for the Police Service. • Police Authority organised community engagement events. • Communities’ priorities identified and incorporated into finalised objectives.
- 7. Specific Duty – Equality Objectives • 1st April 2012 – 5 equality objectives set. • Integrated into the Force’s Policing Plan for 2012/13. • Last for 4 years. • Published on the Force’s website. • PCC may wish to review and identify further equality objectives.
- 8. GMP’s 5 Equality Objectives 1. We will work with communities and partners to improve our response to hate crime. 2. We will work with local community organisations to improve our services.
- 9. GMP’s 5 Equality Objectives 3. We will be transparent about how we deal with people, including those who are searched or arrested. 4. We will develop our understanding of the communities we serve, and how our activities may affect them.
- 10. GMP’s 5 Equality Objectives 5. We will be transparent about what we are doing to support and develop the people who work and volunteer for us.
- 11. Any questions?
Editor's Notes
- Example – the Hate Crime Steering Group with an emphasis on disability hate crime
- Example: the national implementation of an emergency text messaging service for hearing and speech-impaired people. Emergency Text Messaging Service In September 2009 Greater Manchester Police was one of a number of emergency services that commenced a pilot in relation to a national emergency text messaging service for hearing and speech-impaired people. The pilot was developed by the Department of Communities and Local Government along with a number of other organisations, for example: BT, Cable and Wireless. A key partner was the Royal National Institute for the Deaf (RNID) who led on communication and engaging with service users. Following the success of the pilot, the single emergency text message number and service was launched nationwide. The Emergency Text Messaging system is part of the standard 999 service, but has been designed specifically for hearing and speech-impaired persons. In order to be able to use the service, an individual would need to register their mobile phone with EmergencySMS in the first instance - this would simply be via a text saying 'register' to 999. In order that the facility is open to the target group, Action for Hearing Loss (formerly the RNID) has led on communication in order to raise awareness. Attached is a leaflet that Action for Hearing Loss has promoted and which explains the facility, how to register a mobile phone and what to expect when making an emergency call. The development of this facility makes best use of today's technology, as well as acknowledging that most people have access to a mobile phone; hearing-impaired persons particularly embracing this from of communication. The provision of an emergency text messaging service complements other existing options: A textphone facility for non-emergency calls - hearing and speech-impaired persons can textphone 18001 101. A dedicated fax number for hearing-impaired persons - the machine being located at the Force's Clayton Brook OCR and under constant monitoring for any incoming contact. However, it is acknowledged that this facility is rarely used. In addition, the Force has an on-line facility for any victim of hate crime, or any person reporting a hate crime on behalf of the victim, to electronically report using this facility. This provides an additional contact method for hate crime, including hearing-impaired persons reporting disability hate crime.
- An example could be the work undertaken with young people following the disturbances in August 2010. There had been a real desire to show young people in a positive light amongst the wider community. Hence activity to foster good relations between young people and the rest of society.
- Equality Standard for the Police Service – copied from NPIA’s website: Past scrutiny of police equality performance - public inquiries and HMIC inspections - produced reactive action plans. To drive equality more effectively, we need to take a proactive approach using this dedicated framework. Our local government delivery partners improved equality performance by using an equality framework. We found that trying to use their framework added bureaucracy in 'translating' it to policing. We needed our own dedicated framework. Police service equality specialists asked for a dedicated improvement tool to support benchmarking and help them share effective practices. As resources diminish, there is a need to learn from each other and adopt activities that others have already shown to deliver equality. The Standard is about improving confidence in the workforce and in the communities served by ensuring the different needs, perceptions and experiences are understood and taken into account when dealing with local concerns and priorities.
- We will work with communities and partners to improve our response to hate crime. Have used the ‘Lets Kick Racism out of Football’ logo mainly because it is so obviously hate crime focussed – there is an action in the Steering Group’s Action Plan for Spec Ops to develop the ‘Kick racism out of football’ into other forms of hate crime, e.g. homophobia, transphobia. All Neighbourhood Teams to consult with partners, and engage with their community, and identify at least one potentially marginalised group in their neighbourhood and develop a programme of activity aimed at identifying and tackling the factors that create vulnerability to hate crime. Divisional Partnership Teams and the Neighbourhoods, Confidence & Equality Unit to support Neighbourhood Teams to identify communities, in particular less visible communities or those not currently engaging with local teams. Examples could include: Gypsy and Traveller communities, Asylum Seekers and Refugees, Transgender people or people with Mental Ill Health. Background Notes: The force carries out a range of activity to tackle hate crime, and hate crime is a long standing force priority. In fulfilling the Equality Duty there is an expectation that rather than to attempt to replicate activity equally across all “protected characteristics” covered by the Equality Act, the force should instead identify priorities. With regard to hate crime, we have identified that there are some groups of people who are potentially marginalised from the full range of work we carry out on hate crime. A requirement for each Neighbourhood Team to carry out a programme of work specifically aimed at one community or group in their neighbourhood will allow us to continue to develop our response to hate crime. The work will assist GMP to address more long standing problems, and look for innovative solutions to the underlying causes that make some people more vulnerable to hate crime. We will work with local community organisations to improve our services. Have used a picture for the Government’s ‘Advancing transgender equality’ again because it so obviously relates to a protected characteristic group and service delivery improvements Annually publish details of activity undertaken by all 54 Neighbourhood Teams in Greater Manchester in partnership with, or commissioned from, community and voluntary organisations, particularly as it relates to providing services to diverse victims of crime. Background Notes: The force is keen to build on the large amount of partnership work it carries out and increase our involvement with local community and voluntary organisations. Neighbourhood Surveys guide our activity and local groups that work with diverse communities are in a good position to work in partnership with us to provide appropriate services to diverse victims of crime; we must seek out new opportunities to continue to deliver a first class service to all. A requirement for all our local Neighbourhood Teams to publish what they are doing in partnership with others will allow the huge amount of good work that is taking place to be recognised, provide ideas and inspiration for other teams and allow the force and the public to question any gaps in the services provided.
- We will be transparent about how we deal with people, including those who are searched or arrested. The Custody Branch to publish a report that considers arrest, custody, bail and “disposal” procedures with regard to all protected characteristics under the Equality Act. The report to outline what equality monitoring of activity takes place at present, what policies and procedures are in place and whether this monitoring or policy is published; the report to outline proposals, and seek community comment on, how the force can increase transparency and improve public scrutiny of our activity in this field. The Neighbourhoods, Confidence and Equality Unit to review the information collected in relation to people who have been subject to stop and search powers. Report to the Greater Manchester Police Authority Confidence and Equality Sub-Committee (which scrutinises the force on stop and search activity), detailing what information is published and / or subject to scrutiny by GMPA and seek direction on how the force can increase transparency and improve public scrutiny of our activity in this field. Subsequently revise and republish this objective, in light of GMPA and public feedback to the reports, to outline future activity in the area. Background Notes: The force recognises that our activity and decision making processes in relation to the people we search, arrest and hold in custody needs to be transparent and fair. We must both comply and be seen to comply with the Equality Duty in order to maintain the confidence of communities in our use of such powers, and we recognise the heightened risk of disproportionate or unsuitable treatment of people from diverse communities. The force has recently changed the way it manages the custody of suspects and has created a centralised department to manage the custody process. Whilst the force already monitors its decision making and has numerous policies in place, the creation of the new department provides an opportunity not only to review how equality is considered but also increase transparency and seek public scrutiny. We will develop our understanding of the communities we serve, and how our activities may affect them. The External Relations and Performance Branch to review what demographic information is currently captured in relation to all of the protected characteristics under the Equality Act and document how such information is used to inform our understanding of differing needs of diverse communities and any disproportionality of impact of our activity for diverse communities. An identified person from each Neighbourhood Beat to review and update their local “know your community” profiles Background Notes: Truly understanding our communities is vital in order that we can deliver the best services to all members of the community based on individual need. The Equality Act 2010 extends the public sector Equality Duty from race, disability and gender to a total of 8 “protected grounds” and the amount of available information about the profile of our communities continues to grow, not least with the impending results of the last census, but also from more local and community sources. There is therefore both a need and an opportunity to reconsider what demographic information we collect about our communities and the people we come into contact with. Actions at a force level to both review what demographic information we currently collect, and how we make use of it, combined with a refreshing of the local “know your community” profiles we maintain, will allow us to ensure we continue to be able to properly understand the different perspectives and needs of diverse communities, and any disproportionality of impact of our activity.
- We will be transparent about what we are doing to support and develop the people who work and volunteer for us. The Human Resources and Professional Standards Branch to significantly increase the amount of information they publish regarding the force’s internal processes. Specifically relating to: Grievance submissions, including number of submissions, the protected characteristics of staff making the submission and category of grievance e.g. bullying, discrimination, and outcomes of grievance submissions; Employment Tribunal applications, including number of applications, type of claim and protected characteristics of staff; People leaving the organisations, including reasons for leaving the organisation and their protected characteristics; Police Officer applications for promotion, by protected characteristic, and outcome; Disciplinary action, including protected characteristics of police officers and police staff subject to action; Progress in relation to achieving the force recruitment targets for special constables, police staff and police officers – 38% women and 9% from Black and Minority Ethnic Communities. Background Notes: The force has made significant progress over the last decade in working to ensure that the profile of staff in GMP is reflective of the diverse communities of Greater Manchester, and any new recruitment activity will aim to recruit a workforce that is reflective of our communities. It is essential that previous good work on recruitment continues in the form of activity to ensure that we retain a diverse workforce. We can do this by making sure we continue to ensure that our staff are treated fairly and in a non-discriminatory way. Increased transparency about our activity supports our fulfilment of the Public Sector Equality Duty by allowing our staff and the communities of Greater Manchester to scrutinise our performance.