Equality, Race and Diversity Issues

Over the past year, the Force has made great progress in relation to equality, race and diversity issues across the seven strands of its Dignity Programme. Some of the issues tackled are highlighted below.

Overview

The Force has developed and implemented an equality impact assessment process for new and existing Force polices and processes. This will ensure equality and human rights impact assessment across the seven strands of diversity. The Force also continues to work in partnership with the Local Criminal Justice Board Independent Advisory Group (LCJB IAG) that provides independent advice on key issues that include policy development, training development and delivery, and critical incident management. This serves to ensure that the wider minority community issues are properly considered in key areas of business development and service delivery.

The Force has recently revised its Corporate Management structures to ensure that it is able to effectively work in partnership with the Police Authority and Independent Advisors to corporately manage Diversity, Equalities and Human Rights and to ensure that these processes properly align BCU and Departmental activity and support the continued implementation of Neighbourhood Policing, Citizen Focus and the Quality of Service Commitment.

Race Equality Scheme

The number of black and minority ethnic staff within the Force has increased since 2006/2007. The current establishment being 9 Police Officers, 2 Police Community Support Officers, 1 special constable and 2 members of police staff. A Career Development Officer has been appointed who manages recruitment, retention and progression initiatives for underrepresented groups. Work has commenced on the Race Equality element of the new Single Equality Scheme as agreed by the Chief Officer team. The development work continues under the guidance of a Chief Superintendent.

Gender Equality Scheme

As a result of positive action, there has been an increase in the representation of female staff in specialist operational roles. The Force has established a Gender Agenda Working Group chaired by a Chief Superintendent, supported by local groups. The Working Group has highlighted a number of key work areas that are being progressed. One such area is the identification of three priority actions that will best deliver gender equality outcomes. These relate specifically to progression, specialisation and ‘Women in the Criminal Justice System’.

Disability Equality Scheme

The Force has recently received the Remploy – ‘Leading the Way’ (Wales Region) Award. The Force has also participated in a national assessment undertaken by the Employers Forum and has received a number of actions for improvement that are now properly informing the Force Action Plan in this regard. Following an extensive consultation exercise the Force has developed a Disability Protocol that will improve its service to all its communities. A working group chaired by a Chief Superintendent has been established to further drive performance improvement in this area. The South Wales and Dyfed-Powys Police Ability Support Network have worked in partnership to develop and publish a quarterly Newsletter that also helps to identify key national and local good practice.

Welsh Language Scheme

The Force has delivered training for staff across a wide range of levels. The Force has collaborated with other criminal justice agencies in the delivery of training. The Force has signed up to the Welsh Language Board “You have the right… use your Welsh” initiative. The Force has formally recognised Welsh Language as a skill and has adopted the Welsh Language Board approved five levels as an indicator of linguistic competence.

Sexual Orientation

The Lesbian, Gay, Bisexual and Transgender Group (LGBT) group meets quarterly and any issues of concern are raised with senior managers. The Force has a Gay Police Association co-ordinator and a Chief Superintendent has portfolio lead for this area of work. The Force has published guidance on outing awareness and harassment on grounds of sexual orientation. Officers attending Gay Pride events have been granted the option of attending in Force uniform.

Religion and Belief

The Force has sponsored role specific and awareness enhancing training in religion and belief. AChief Superintendent has been appointed as portfolio lead to further enhance improvement in this area.

Age

The Force has implemented an action plan in respect of ‘Age Equality’. The force continues to adopt a proactive approach to this area of work and has recently appointed a Chief Superintendent as portfolio lead to continue to progress work in this regard. The Force has received a national award for its work with young people on the Prince’s Trust Scheme.

Hate Crime

The Force has taken active steps to enhance its support to victims of hate crime, signing up to the True Vision national initiative for the on-line reporting of hate crime. An early indication from the evaluation of the Hate Crime Support Officer initiative in our Powys Division has indicated the enhanced level of service to and satisfaction from some of the most vulnerable victims of crime within our many different rural communities.

Learning and Development of Staff

The Force has made significant progress in delivering the Police Race and Diversity Learning and Development Programme (PRDLP). All staff are now required to attend a ‘Managing Difference’ workshop following which they must complete a workplace based portfolio of evidence to demonstrate their competence in this area. This is in line with national guidance and reflects the National Occupational Standards (NOS) which aim to improve overall performance, customer focus and the service provided to our many different rural communities.