Gloucestershire ConstabularyCommunications Department

Racial Equality and Diversity StrategyFebruary 2011

Communication StrategyStrategy title: Racial Equality and Diversity Strategy

Proposed implementation deadline:Wednesday 6th April 2011

Strategy duration:5 years (2011 – 2016)

The boardTony Melville, Chief ConstableMichael Matthews, Deputy Chief

Constable;and Ivor Twydell, Assistant Chief

Constable.

Executive SummaryRaise the reputation GC amongst all

stakeholders (contractual and community)

Build partnerships and relationships with multi-cultural communities

Raise awareness of racial discrimination to internal and external constituencies

Enhance the ethnic diversity of employees at GC

Offer sustainable value to the local economy with recruitment

The Public Sector Equality Duty (PSED) comes into effect 6th April 2011:◦Falls under the Equality Act 2010◦Enforced by the Equality and Human

Rights Commission◦Promotes equality within the public

sector age, disability, gender, gender

reassignment, pregnancy and maternity, race, religion or belief and sexual orientation

Background information

PSED ObjectivesTo tackle racial discriminationTo promote equal opportunitiesTo promote good race relationsTo deliver strict consequences to

those who are involved in racial discrimination

PSED Objectives (SMART)Keyword How the objectives are SMARTSpecific Each objective is specific and clear.Measurable The objectives can be measured by

numbers of reports of racial discrimination, within GC and the local community.The growth rate of BME employees at GC would be an indicator of equal opportunities.The recording of incidences of racial discrimination and how the offences are dealt with is a suitable way to see how the offences are being dealt with.

Achievable The objectives are achievable but will take several years of strategy implementation to achieve.

Relevant All objectives are relevant to both the PSED and the GC Racial Equality and Diversity Strategy, as they are all about promoting racial harmony.

Time-based The PSED comes into effect on 6th April 2011. The duty must be practised and in full effect by this date.

UK Police Labelled ‘Racist’

http://www.guardian.co.uk/uk/2010/mar/10/racism-police-stop-search

Stop and searches:

• Police forces scrutinised for racial discrimination• More stop and searches performed on BME than W civilians

UK Police Labelled ‘Racist’

UK Police Labelled ‘Racist’

The Metropolitan Police (2008/2009):

71 general stops per every 1,000 people195 stops per 1,000 Afro-Caribbean people78 stops per 1,000 Asian people49 stops per 1,000 white people 120,000 recorded stops were “unnecessary ”

stops performed on BMEs

457% more searches on BME than W

Ethnic Diversity Within Gloucestershire Constabulary

W BMENot Specified

•Total W employees: 2255.23•Total BME employees: 54.73•Total not specified: 42.3

Ethnic Diversity Within Gloucestershire Constabulary

Total ethnicity outlined in the Gloucestershire Constabulary 2009/2010 Chief Constable report

W BME NS Total

M F M F M F

Chief Constable 1.00 0 0 0 0 0 1.00

Deputy Chief Constable 1.00 0 0 0 0 0 1.00

Assistant Chief Constable 2.00 0 0 0 0 0 2.00

Chief Superintendent 6.00 1.00 0 0 0 0 7.00

Superintendent 10.00 1.00 1.00 0 0 0 12.00

Chief Inspector 19.00 2.00 0 0 0 0 21.00

Inspector 53.80 10.63 2.00 0 1.00 0 67.43

Sergeant 161.75 31.71 7.00 0 3.00 0 203.46

Constable 655.74 312.33 13.77 1.00 10.00 1.00 993.84

Total 910.29 358.67 23.77 1.00 14.00 1.00 1308.73

Police Staff 288.70 400.98 6.00 9.61 11.43 12.06 728.78

PCSOs 66.48 70.11 6.35 3.00 1.00 0.81 147.75

Special Constables 103.00 57.00 3.00 2.00 1.00 1.00 167.00

Grand Total 1368.47 886.76 39.12 15.61 27.43 14.87 2352.26

Gloucestershire ConstabularyCurrent Equality Policy

Vision 2010:

Promotes racial equality and diversity

Lacks corporate social responsibility (CSR) Activity

The Need For CSR

Cornelissen says that CSR activity involves, “philanthropy, community involvement, and ethical and environmentally friendly business activities”.

CSR:•is beneficial to an organisation•creates reputational returns •creates better financial performance•will raise the reputation of Gloucestershire Constabulary amongst contractual and community stakeholders

(Cornelissen, J., 2008)

Gloucestershire Constabulary’sConstituencies

Contractual Community

Customers Consumers

Employees Regulators

Distributors Government

Suppliers Media

Shareholders Local communities

Lenders Pressure groups

(Cornelissen, J., 2008)

The Communication Department’s CSR Recommendations

1. Partnerships with top Gloucestershire BME groups:

• Partnerships with the top three Gloucestershire-based BME groups

• Demonstrations (total of 15 hours per year) – urging members to come forward to report racial incidences

•Recruitment sessions with group members

The Communication Department’s CSR Recommendations

2. Partnership with Gloucester FM, the region’s multi-cultural community radio:

• Advertise Gloucester FM on all GC collateral

• GC employees to dedicate 10 hours quarterly for fundraising events for the community radio

•GC on radio slots broadcasting racism clamp-downs

The Communication Department’s CSR Recommendations

3. Secondary school demonstrations:

•GC to visit top 20 largest Gloucestershire mixed-race schools

•1 hour demonstrations to years 10 & 11, educating about racism

•The demonstrations will speak about careers in the police force.

The Communication Department’s CSR Recommendations

Summary:

•Gloucestershire Constabulary to dedicate 75 hours per year to these CSR activities

• Local media to be notified of activities