Unconscious bias training within the Met from March 2022 to March 2023

Freedom of information request reference no: 01.FOI.23.029451

I note you seek access to the following information:

I would be grateful if you could provide the following information in respect of the last twelve months (22.03.2022-22.03.2023):
1. Please confirm whether or not staff of the Metropolitan Police undergo unconscious bias training.
2. The total amount of money spent on Equality, Diversity and Inclusion (EDI) training.
3. The names of any third-party training providers employed by the Metropolitan Police to deliver EDI training.
4. A list of all EDI training provided to staff. Please provide the information in the form of a list of module titles, for example ‘Valuing Diversity and Inclusion’ or ‘Anti-Racism Training’.
5. The number of job roles in the organisation that are mainly or exclusively focused on EDI. This might include ‘EDI Officers’ or ‘Heads of Diversity and Inclusion’ but does not include general human resource managers. Please provide the total number of roles and a list of the individual job titles.

Decision

I have today decided to disclose some of the requested information. Some data has been withheld as it is exempt from disclosure and therefore this response serves as a Refusal Notice under Section 17 of the Freedom of Information Act 2000 (the Act) by virtue of the following exemptions:

Section 21(1) – Information reasonably accessible to the applicant by other means

Reason for decision

The information requested concerning existing officers and staff, is already available in the public domain and, where information is already in the public domain we are not required to re-publish the data, instead, public authorities are required to direct you to the information, which we have done in this instance by providing the relevant link. This action is in accordance with section 21 of the Freedom of Information Act.

I am pleased to advise that some of the information requested in relation to Unconscious Bias Training for existing officers and staff is already in the public domain via the MPS’ Publication scheme and I have included a link below for your reference.

With reference to new recruits, this information is disclosed below.

Disclosure

Q1 - Please confirm whether or not staff of the Metropolitan Police undergo unconscious bias training.

EDI (Equality, Diversity & Inclusion) training is incorporated into week 1-17 of the New Recruits Training Programme.

Q2 - The total amount of money spent on Equality, Diversity and Inclusion (EDI) training.

The money spent on EDI Training is incorporated within into the wider budget for programmes delivered by Babcock and is therefore not costed as a separate budget.

Q3 - The names of any third-party training providers employed by the Metropolitan Police to deliver EDI training.

Babcock International delivers this training through 4 universities for the PEQF (Policing Educating Qualifications Framework) recruits.

Q4 - A list of all EDI training provided to staff. Please provide the information in the form of a list of module titles, for example ‘Valuing Diversity and Inclusion’ or ‘Anti-Racism Training’.

The code of ethics and standards of professional behaviour underpins the learner journey for every officer joining the Met. Diversity and Inclusion as well as hate crime and domestic abuse are key sessions in the learner journey:
• Engagement and Inclusion Part 1 – changing perspectives: The purpose of this session is to enable student police officers to safely explore themes of prejudice and bias, and also to encourage listening to others
• Engagement and Inclusion Part 2- unconscious bias: The purpose of this session is to look specifically at unconscious bias and examine how it may impact the student police officers’ role in the future
• Engagement and Inclusion Part 3 –The Equality Act: This section focuses on the Equality Act and examines the different types of discrimination. The input provides an opportunity to look at how student police officers consider the Equality Act in line with their dealings with the public, it is also an opportunity to discuss equality within the Met.
• Domestic Abuse – understanding victims who have specific needs or characteristics that make them particularly vulnerable, such as age, gender, sexual orientation, disability, cultural background, immigration status and profession.
• Hate Crime – officers knowing the characteristics of hate crime, the legislation and how to respond to an allegation of Hate Crime across Disability, Race, Religion, Sexual orientation and Transgender and barriers to reporting Hate Crime. Stalking and harassment is also covered.
• Professional Standards - The code of ethics is delivered across the whole of the learning. Specific attention is paid to combatting discrimination, harassment and bullying of any description. College of Policing - Code of Ethics
In the first two weeks they cover Police Powers/Human Rights & Equality and Engagement & Inclusion: Changing perspectives, Unconscious Bias, The Equality Act and Decision Making. This learning is further established in their second and/or third year of academic and practical training."

Q5 - The number of job roles in the organisation that are mainly or exclusively focused on EDI. This might include ‘EDI Officers’ or ‘Heads of Diversity and Inclusion’ but does not include general human resource managers. Please provide the total number of roles and a list of the individual job titles.

As advised above, training is delivered by Babcock International.

As stated above, with reference to training for all MPS staff, please note that this information is already published via the MPS’ Publication Scheme which is in the public domain.