Copy of the Equality Diversity and Inclusion policy
Freedom of information request reference no: 01.FOI.23.027577
I note you seek access to the following information:
1. Please provide a copy of your force's Equality Diversity and Inclusion policy.
2. Which internal and external parties gave advice/were consulted on the development of the policy? Who was responsible for signing off on the policy?
3. Please provide copies of Equality Diversity and Inclusion training materials used with staff; used with volunteer members of the public.
4. Who delivers this training?
5. Who conducts the Equal Opportunities monitoring?
6. Which characteristics/groups are included in the Equal Opportunities monitoring?
Decision
I have today decided to disclose the located information to you in full.
Please find below information pursuant to your request above.
Q1 - Please provide a copy of your force's Equality Diversity and
Inclusion policy.
The link to STRIDE strategy
Q2 - Which internal and external parties gave advice/were consulted on the development of the policy? Who was responsible for signing off on the policy?
The MPS Strategy for Inclusion, Diversity and Engagement ‘STRIDE’ was developed in 2021 and is an over-arching strategy currently due to run until 2025 (published in the latter part of 2021). It is supported each year by a bespoke action plan; the 2022 STRIDE Action Plan was published in June 2022 and will be updated in 2023.
In preparation for STRIDE as an over-arching strategy, consultation took place across a variety of partners, independent advisory groups and internal colleagues, this was replicated for the development of the 2022 STRIDE Action Plan, albeit due to the fairly recent consultation on the over-arching strategy, consultation was reduced.
Key consultation for the 2022 STRIDE Action Plan included the STRIDE External Reference Group (developed from the Deputy Commissioner’s Delivery Group (DCDG) External Reference Group), the STRIDE Internal Reference Group (developed from the DCDG Internal Reference Group), a number of central Independent Advisory Groups including the Race IAG and the LGBT+ IAG, the Disability Improvement Group (where the Disability IAG and Staff Support Association attend) and relevant partners within MOPAC. Development and finalisation of the STRIDE Strategy and the 2022 STRIDE Action Plan was subject to regular and ongoing review through the relevant boards, delivery groups and their leads, established as part of the MPS response to its diversity and inclusion aims and responsibilities. Its final sign off was by the MPS Management Board, presented by AC Helen Ball as the lead for the Professionalism Business Group.
Q3 - Please provide copies of Equality Diversity and Inclusion training materials used with staff; used with volunteer members of the public.
Equality, Diversity and Inclusion Training across Foundation Courses
Designated Detention Officer (DDO) - Within the context of Introduction to Custody 3• State the legal responsibilities of Custody Staff (this includes looking at Protected Characteristics, human rights and health and safety.)
N.B There are no specific inputs on equality, diversity and inclusion however those themes underpin DDO’s are responsibility for the welfare of detainees within their Custody suite and therefore there is a focus on recognising detainee safety and vulnerabilities (e.g. Children, mental illness,) as well as treating them with respect this would also include cultural matters (e.g .food in terms of meals provided, provision of medical care and medication and gender resignation in respect of searches.) Those themes are also reinforced and assessed through a series of practical’s and assessments throughout the entire course.
Metropolitan Special Constable (MSC) – Diversity Presentation
• Summarise three different diversity topics that have been presented to them
The students receive a briefing sheet on their first day for when they go to borough and receive a diversity topic that they are to research and do a five minute presentation back to their class
Public Affairs Office (PAO) and Police Community Safety Officer (PCSO) – Diversity and Public Confidence
• Describe the make –up of a person’s identity and the influence that helps shape values, beliefs and preferences
• Recognise how a person’s personal values beliefs and preferences affect their attitudes and responses to situations
• Explain the terms “prejudice”, “Discrimination” and “stereotype” and the understanding we have of them influence the perception of discrimination
• Outline the concept of communication and the factors that may influence interaction with colleagues from different backgrounds and how miscommunication can be reduced
• Give examples of how cross-cultural difference may affect interaction between individuals and groups
• Define the “protected characteristics” described in the Equality duty set out at section 149 of the Equality Act 2010
• Describe the general considerations regarding age, disability, gender, sexual orientation, race, religion and belief.
Telephone Digital Investigations Unit (TDIU) –Equality and Diversity
• Describe the make –up of a person’s identity and the influence that helps shape values, beliefs and preferences
• Recognise how a person’s personal values beliefs and preferences affect their attitudes and responses to situations
• Explain the terms “prejudice”, “Discrimination” and “stereotype” and the understanding we have of them influence the perception of discrimination
• Give examples of how cross-cultural difference may affect interaction between individuals and groups
• Describe the general considerations regarding age, disability, gender, sexual orientation, race, religion and belief.
Q4 - Who delivers this training?
Learning and Development Directorate
Q5 - Who conducts the Equal Opportunities monitoring?
The STRIDE External Advisory Board is chaired by the Commissioner and its members comprise a range of external advisers with relevant experience, the chairs of three corporate IAGs (Independent Advisory Groups) and several internal leads.
The STRIDE Delivery Board is chaired by AC Professionalism. Its members comprise the chairs of business group STRIDE meetings, the Federation, unions and Superintendents’ Association, and the chairs of the Black Police Association, the Association of Muslim Police, the LGBT+ Network and the Disability Staff Association. Most departments and operational command units (OCUs) have a STRIDE group.
Staff with Crime Prevention Inclusion & Engagement are trained to conduct and provide advice on the completion or Equalities Impact Assessments to enable the measurement and monitoring of Equal Opportunities.
Q6 - Which characteristics/groups are included in the Equal Opportunities monitoring?
Gender and ethnicity are recorded on the Workforce Data Report. Sexual orientation, disability and nationality are optional categories for officers/staff to complete from an HR perspective.