bame women in policing what about us?

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BAME Women in Policing What About Us?. By Franstine Jones. BAME Women in Policing What About Us?. All Party Parliamentary Group on Race and Community report on Ethnic Minority Female Unemployment 2012 - 2013: Black, Pakistani and Bangladeshi Heritage Women. - PowerPoint PPT Presentation


  • BAME Women in Policing What About Us?

    ByFranstine Jones


  • BAME Women in Policing What About Us?

    All Party Parliamentary Group on Race and Community report on Ethnic Minority Female Unemployment 2012 - 2013:Black, Pakistani and Bangladeshi Heritage Women


  • BAME Women in Policing What About Us?*

  • BAME Women in Policing What About Us?

    The Home Office Statistical Bulletin HOSB:09/12 Police Service Strength for England and Wales, 31 March 2012, shows that the total head count for all police officers was 136,529.The same bulletin shows that as at 31 March 2012 there were 6,706 BME police officers in England and Wales. Of that total, 1,648 are female officers. The majority of that total, 1,454 were constables. The report also highlighted that women remain underrepresented in the higher ranks as shown in the table below and the numbers of BME women officers are significantly lower than the wider BME population.


  • BAME Women in Policing What About Us?The numbers for police staff in supporting roles as at 31 March 2012 were, 85,966. The supporting roles are made up, of PCSO'S, Designated Officers, Traffic Wardens and Other Police Staff. The total of BME staff were 6,408 of that total it not clear how many are BME females. It is difficult to identify if there are any BME females in senior management positions due to staff job titles, positions and locally agreed pay.*

  • BAME Women in Policing What About Us?*

    RankRankFemale BME officer Strength at31 March 2012ACPO ranksACPO ranks1Chief SuperintendentsChief Superintendents2SuperintendentsSuperintendents2Chief InspectorsChief Inspectors8InspectorsInspectors26SergeantsSergeants129ConstablesConstables1,454

  • College of Policing Initiative BME Progress 2018Positive action in Recruitment, Progression and Retention*

  • Professional CommitteeOn 11th September 2013 it was agreed by the Professional Committee of the College, to commission this positive action programme

    Proactive work to support forces to develop BME officers to improve representation

    Proactive work to support forces to develop BME officers to improve representation

    A key deliverable in the College Strategic Intent Document and the National Equality and Human Rights Strategy 2013-2016

    Programme management resources will be provided by the College. BME officers will be representatives on the Programme Board

    Identifying, developing and promoting culture ethics, values and standards of integrity


  • ContextWhy is BME Recruitment, Progression and Retention Important?

    The police service needs a diverse workforce that is dynamic and responsive to meet the wide range of operational demands. Following a recent review, it is apparent that current data on recruitment, progression and retention over the next few years will be challenging. ACC Karen Daber and Everett Henry have been appointed to lead the programme supported by a range of subject matter experts and programme associates*

  • OverviewThe key areas of activity for this programme are:

    To undertake analysis of what the current situation is the rank and role of all BME officers and their career aspirations. This analysis, in conjunction with a full review of successful positive action initiatives across all sectors, will then inform the priorities of the programme to progress officers over the next 5 years.

    To develop a suite of products, including case studies, legal advice, Personal Development Plans, Mentoring and Coaching models, managed secondments and case management processes that will work across the College of Policing, forces and with the individual to support progression.


  • OverviewThis work has currently been completed for Chief Inspector to Chief Superintendent by Leadership & Talent and will enable focus and prioritisation of resources to develop this cohort and prepare them for Senior PNAC over the next couple of years.

    Further work will be undertaken from the rank of constable to Inspector. This work will be completed by Research, Analysis and Information in conjunction with EDHR.

    To develop a business case in relation to positive action that can be shared with forces and embedded into the national curriculum to raise awareness of what positive action is and how it benefits the business.


  • Overview

    To develop and implement a programme of continuous professional development and workshops for BME officers, over the next 18 month period, to determine what will work longer term.

    This programme of work will involve a large amount of consultation with stakeholders, beneficiaries and non-beneficiaries of the positive action initiatives and other organisations to determine what works in developing individuals that in turn will improve the representation of BME officers in policing


  • Overview

    The first of these events took place on the 2nd October 2013 and a second event is scheduled for 19th November 2013. The national talent management event on 19th November is to showcase initiatives currently in place in forces and nationally, to challenge others to implement similar activity in their own forces and to begin building a toolkit for use within forces.

    A detailed action plan has been produced.

    To develop a full evaluation process to ensure that one of the outcomes of the programme is an evidence-based approach to positive action in policing.


  • BME 2018The Expected outcomes will be:

    An incremental improvement in representation of BME officers on Senior Command Course over the next 5 years.

    Improved retention rates of BME officers across forces.

    Increased representation in specialist areas and other areas historically difficult for BME officers to access i.e. national portfolio work

    A suite of positive action advice, guidance and products and services that is available to all forces and individuals that are also applicable to other under represented groups.

    Improved take up of College products and services to support individual continuous professional development.


  • College of Policing Key programme management resources will be provided by the College.

    A BME Programme Board will be established and will include National Policing Business Area representatives and representation from BME officers and Police Staff.

    The Programme Board will report progress to the Professional Committee and the College Board.

    An estimated budget is being developed as it is anticipated that there will be additional resource requirements to deliver this programme


  • TimescalesTranche one Delivered autumn/winter 2013

    Tranche two Implementation of early deliverables into 2014 and beyond Ongoing development of workstream activity


  • What next:Develop a questionnaire for all BME officers to determine career aspirations.

    Ongoing consultation and review with specialists to address any unconscious bias Delivering presentations, attending conferences etc to promote awareness of the programme Development of communications and marketing strategy including the official launch and promotional material Public consultation and engagement


    It was the release of this report that led to and the finding that led me to look more widely at the bigger issue of the impact that the government comprehensive spending review was having on BME women in the police service.

    *Looking at these figures started me thinking about the impact on BME police staff*


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