Diversity in the Metropolitan Police
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The document discusses diversity in the Metropolitan Police. It was formed in 1829 and since 2012 has been governed by the Mayor of London. There have been ongoing issues of discrimination both internally and externally. The importance of diversity management is discussed as any discrimination could damage the police's relationships with the public and affect its work. Legislation like the Equality Act 2010 requires eliminating discrimination and advancing equality of opportunity. A diverse workforce is also beneficial for business reasons like having a flexible and representative workforce that can generate new ideas. Increased media awareness means any incidents of discrimination could be highly publicized. A case study of discrimination against a black female officer is presented.
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Diversity in the Metropolitan Police
- 1. Diversity in the Metropolitan Police Benjamin Marfo
- 2. Benjamin Marfo B314160 Loughborough University 14BSB040 Assignment 1
- 3. -Formed September 29, 1829, combining several London services the current Metropolitan Police was established -Since Jan, 2012 the Mayor of London has been responsible for governing the Met Police, and appointing several positions in the force. - Since the modern establishment of the Met Police, there have been many internal and external discriminatory issues surrounding the organisation...
- 4. DIVERSITY 'any significant difference which distinguishes one individual from another.' -Personality -Internal Characteristics -External Characteristics -Organisational Characteristics
- 5. EQUALITY 'The state of all in an organisation being equal.' Not necessarily the 'same' treatment for all. Direct/Indirect Discrimination.
- 6. IMPORTANCE OF DIVERSITY MANAGEMENT In such a highly publicised organisation it is imperative the Met Police mitigates all instances of direct and indirect discrimination; whether it be within the force or to those that it serves on a day-to-day basis. Much of the force's work is based on daily relationships internally and with the general public. Any instance of discrimination from within the organisation, would effect also affect the Met Police's external environment and vice versa.
- 8. LEGISLATION
- 9. Legislation -The Equality Act 2010: eliminate unlawful discrimination, harassment and victimisation. -Requires the publishing of information regarding the Met Police's performance on equality. - Intends to advance the equality of opportunity (internal), and foster good relationships with all (external).
- 10. BUSINESS CASE
- 11. BUSINESS CASE Only relying on legislation is unlikely to promote change. A more equal and diverse organisation will benefit the 'business' in many ways...
- 12. - Flexible workforce -Representative workforce -Corporate image -New 'business' ideas -Best use of HR
- 14. The public's access to numerous channels of media is higher than ever. Any instance of discrimination within the Met Police is likely to be in the public spotlight extremely quickly...
- 15. Case Study CaROL HOWARD v. MET POLICE
- 16. -One of the force's only women firearms officers. - Discriminated against because she was a black woman. - Then victimised for claiming she was discriminated against. - Given £37,000 in compensation.