National Workforce Diversity Strategy a positive step

National Workforce Diversity Strategy a positive step

10 October 2018

PASL Lead Zac Mader

As part of moves to make policing more represented, the NPCC, have announced new recommendations for all senior police leaders to improve diversity within their operational command.

It is one of a number of recommendations in a new toolkit for forces, designed to help them attract and retain more people from underrepresented groups. The toolkit is part of a broader strategy that aims to make policing more diverse and inclusive and build confidence with groups who historically have lower levels of trust in policing.

PFEW Police Association of Strategic Leaders (PASL) Lead Zac Mader, said: “It is incredibly important that the police service represents the community in which they serve in order to effectively police their communities. The announcement today is a positive step towards improving recruitment and retention of groups that are still underrepresented within policing.

“I, and my colleagues at PFEW are committed to supporting quality and diversity throughout the police service in England and Wales and the Police Federation. We recognise the barriers to recruitment experienced by officers from all sections of the community and we support any efforts to increase diversity, raise awareness and promote best practice about the issue.”

The strategy and toolkit are informed by independent research from the National Centre for Social Research (NatCen), which showed police officers and staff felt a lack of accountability from senior leaders was impeding progress. 

It has been endorsed by all police chiefs and addressed nine protected characteristics including race, gender, religion and disability and the progress will be scrutinised by Her Majesty’s Inspectorate of Constabulary.

Zac continued: “I must stress that the focus should not be on meeting targets but also be supporting the right people to represent our communities and improve the public’s trust and confidence in the police service.

“We also cannot ignore the fact that there is a recruitment crisis in policing in general  and the government needs to invest in the service adequately to ensure that policing is seen as a desirable career for all no matter what you race, gender, religion or disability.”

Two further toolkits are being developed to support the strategy. One will focus on measures to better understand the composition of communities and respond appropriate to their concerns or crimes against them, including hate crimes. Another will make recommendations for working with public sector partners to address disparities in the system.

 

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