Casey Report recommendations on sensitivity and diversity and the LGBTQ community
Freedom of information request reference no: 01.FOI.25.044069
I note you seek access to the following information:
- What LGBTQ+ sensitivity and diversity training programs have been implemented since the publication of the Casey Report.
- Can you provide details on the content and duration of the LGBTQ+ training programs that have been implemented.
- How many Metropolitan Police officers have attended these programs, and what percentage of the total officer workforce does this represent.
- Are these LGBTQ+ training programs mandatory for all officers. If not, what is the criteria for attendance.
- What mechanisms are in place to evaluate the effectiveness of these training programs. How is feedback from participants collected and utilized.
- Are there plans to expand or update the current training programs. If so, what are those plans and timelines.
- How many complaints related to homophobia have been filed against officers in the past two years? How does this compare to the number filed in the two years prior to the publication of the Casey Report.
- What has been the outcome of these complaints in both time periods (the last two years and the two years prior to the publication of the Casey Report).
- What changes have been made to policies regarding the reporting and handling of homophobic crimes since the Casey Report.
- What initiatives have been implemented to engage with LGBTQ+ communities to build trust and address concerns related to homophobia since the Casey Report.
If my request is likely to exceed the cost limits set by the Freedom of Information Act, I would appreciate it if you could prioritise the following questions: 1, 3, 4, 7, 9
Decision
I have today decided to disclose the located information to you in full. Please find below information pursuant to your request above.
This FOI response outlines the way in which diversity including the LGBTQ+ community – is addressed within the Metropolitan Police Service (MPS). While the MPS does not deliver a standalone training module specifically on LGBTQ+, the topics of equality, diversity and inclusion (EDI) are covered across both our new recruit pathways and continuous learning for our frontline staff and officers.
Q1- What LGBTQ+ sensitivity and diversity training programs have been implemented since the publication of the Casey Report.
Since the publication of the Casey Report we continue to run several MPS new recruit pathways, all of which cover modules around EDI. We have also launched a number of mandated new curriculums. Our frontline staff and officers completed a New Met for London (NMFL)phase one training programme over FY24/25. We have also launched a number of leadership programmes since publication of Casey Review for first and second line leaders as well as senior leaders, all of which cover themes around EDI. We also reference LGBTQ+ issues across a number of our other more specific courses, such as the Death Investigations programme which was mandated for officers to complete over FY24/25.
Q2 - Can you provide details on the content and duration of the LGBTQ+ training programs that have been implemented.
Our MPS new recruit programmes are 10-17 weeks in length depending on the pathway. Each of these programmes includes a requirement to complete the Equality Act e-learning module which is 30 minutes in duration. Individuals also complete a module called Understanding Culture Diversity and Inclusion which includes understanding intersectionality at the Met, equality, equity and inclusivity as well as bias and unconscious bias. This module is 360 minutes in duration.
Our New Met for London phase one programme was two and a half days in duration. This programme was built around applying the Met’s values and guiding principles, including a half-day session on applying our values to being a pro-inclusive Met. This module focused on understanding others’ experiences, understanding microaggressions, and the importance of building rapport.
The First Line Leaders Programme (FLLP) was five days in duration and the first CPD programme launched in 2023. This was rolled out to all Sergeants and band D staff with line management responsibility. This course included a module on EDI which lasted 105 minutes. This module covered understanding of equality, equity and inclusive mindsets and behaviours; leader’s responsibility in building inclusive culture, including responsibilities under the Equality Act. The second year of FLLP launched in 2024 and included a 3 and half hour lesson on Cultural Diversity and Inclusive Leadership. The content built on the first year of FLLP and covered the following: understanding of self and impact on others (emotional intelligence and leadership power); how to create psychological safety; bias in decision making and behaviours; cultural diversity and how to build cultural curiosity. Finally, we are due to launch year three of FLLP in July 25 – there is a 3-hour lesson on Belonging and Inclusion focusing on all protected characteristics, cognitive diversity and how this links to operational effectiveness, challenge of leading diverse team and how to respond to those challenges in an inclusive way.
The Mid-Level Leaders Programme (MLLP) CPD launched in April 2024 and was aimed at all Inspectors and band C staff with line management responsibility. The course included a module on Inclusive Leadership which lasted 105 minutes, and specifically covered: understanding the value of building an inclusive culture, Inclusive Leadership model; understanding diversity; and unconscious bias. The second year of MLLP is due to launch in July 25. A 3-hour lesson on Belonging and Inclusion will be delivered to leaders, covering: cognitive diversity and how this links to operational effectiveness, challenge of leading diverse team and how to respond to those challenges in an inclusive way.
The Senior Leaders Programme (SLP) Pathway 1 launched in September 2024 and was aimed at all Chief Superintendents and bands A staff with significant line management responsibility. During a 3-hour lesson on Leading an Inclusive Culture, leaders had inputs on understanding what inclusive leadership is at strategic level and their role in driving inclusive leadership in the Met; biases and how they affect decisions and relationships; and disproportionality. Similar content was delivered to 229 leaders – a mixture of Superintendents/ band B staff and Chief Inspectors as part of SLP Pathway 2; this programme was not mandated, and attendance was voluntary.
The second year of SLP is in development and it will include a lesson on EDI – this will be a mandated course to all Chief Superintendents, Superintendents and Chief Inspectors, and band A and B staff with line management responsibility.
The death investigations programme was specifically created in response to the HIMICFRS report into the MPS Response to the Stephen Port murders between 2014-2015. This programme references LGBTQ+ communities. This programme is two hours in length and was delivered online to 34,000 police officers from Constable to Inspector from May 2024. Relevant topics covered in this training include: dealing with Chemsex related investigations; dealing with hate crime as well as identifying hostility based on sexual orientation; obtaining specialist support from LGBT Community Liaison Officers; working specifically with victims of sexual orientation or transgender hate crime; engaging with families where the victim’s sexual orientation may not be known; the importance of Independent Advisory Group Members (IAG) and Gold Groups in relation to decision making.
Q3 - How many Metropolitan Police officers have attended these programs, and what percentage of the total officer workforce does this represent.
Based on a workforce of 46,000, we have had:
• We have had c.2930 individuals start and complete the new recruit programmes since March 2023 (6.4% of workforce).
• 33,000 staff and officers completed NMFL phase one (72% of the workforce, 98% of our frontline staff and officers)
• 8,292 leaders completed their leadership programme between April 2024 and March 25 (18% of workforce; and 99% of eligible first and second line leaders, and 99% of eligible senior leaders attending SLP Pathway 1; and 80% of leaders who attended SLP Pathway 2. Please note FLLP was the only programme delivered in 2023; 5023 leaders completed this training, which is 95% of eligible Sergeants and band C staff)
• 34,000 officers completed death investigations e-learning (74% of workforce)
Q4 - Are these LGBTQ+ training programs mandatory for all officers. If not, what is the criteria for attendance.
The above courses are all mandatory for in-scope audience.
Q5 - What mechanisms are in place to evaluate the effectiveness of these training programs. How is feedback from participants collected and utilized.
We collect feedback from new recruits throughout key milestones in their programme, including at the end of the initial 10-17 weeks to understand how the training programme has landed. This includes circulation of surveys as well as running focus groups/forums to collect the ‘recruit voice’ in our programmes. Delegate feedback is used to inform continuous improvement of courses.
The NMfL phase one programme was evaluated through an end of course survey and feedback was used to inform the development of NMfL phase two programme.
The leadership programmes are evaluated through end of courses surveys and feedback is used to inform continuous improvement of the programme as well as the following year’s focus. These programmes are also being linked to organisational wide metrics.
The death investigations module was evaluated online through a star rating and opportunity for free text comments. This feedback is used to inform future e-learn module designs.
Q6 - Are there plans to expand or update the current training programs. If so, what are those plans and timelines.
The new recruit pathways are updated on a continual basis and the leadership programmes are redeveloped annually.
Q7 - How many complaints related to homophobia have been filed against officers in the past two years. How does this compare to the number filed in the two years prior to the publication of the Casey Report.
Q8 - What has been the outcome of these complaints in both time periods (the last two years and the two years prior to the publication of the Casey Report).
Please see the below spreadsheet data for questions 7 and 8.
9 - What changes have been made to policies regarding the reporting and handling of homophobic crimes since the Casey Report.
We can confirm that there haven’t been any changes made to the Homophobic Crime (HC) SOP at this time, but there is wider work taking place on the recommendations at Management Board level, there are currently no expectations to change our SOP at this time and we will continue to reflect the College of Policing Authorised Professional Practice for HC.
10 - What initiatives have been implemented to engage with LGBTQ+ communities to build trust and address concerns related to homophobia since the Casey Report.
LGBT+ Community Liaison Officers (CLO) are in post across London. They carry out a variety of engagement work in the community. Attending local LGBT+ Community groups and licensed premises that are LGBT+ or have LGBT+ focused events. They arrange and participate in community events alongside partners such as local authorities, LGBT+ charities and community groups.
The LGBT+ CLO’s also make contact with LGBT+ victims of crime to offer them additional guidance and support. They can be contacted via the MPS website LGBT+ community liaison officers | Metropolitan Police