Diversity and Inclusion training 1034/2023
FOI Reference: 1034/2023
Request:
1. Broken down annually, from 2019 to present how many training sessions related to ‘Diversity Equity and Inclusion’ have employees of your organisation been invited to complete? If possible, please detail how many of these training sessions were mandatory for employees to attend, and how many were voluntary. If possible, please also detail how many of these training sessions were led by internal staff, and how many by external providers.
Please share with me the titles of the five most recent DEI-based training sessions provided to your organisation’s employees.
2. How many staff members whose role is predominantly focussed on DEI does your organisation employ? For example, employees with titles such as ‘diversity manager’, ‘head of inclusion’, or ‘head of culture’. Please also inform me how many such roles your organisation held at year end (or whenever you measured them) in 2022, 2021, 2020 and 2019.
3. Please inform me how many internal grievances have been raised by employees of your organisation from 2019 to present, broken down by year.
4. Please inform me how many internally raised grievances have resulted in disciplinary procedures being instigated from 2019 to present, broken down by year.
5. Please inform me how many of your employees have received sanctions following disciplinary procedures that arose as a result of internally raised grievances from 2019 to present, broken down by year. If possible, please detail how many instances of each outcome were enacted (EG number of written warnings, number of dismissals etc); please also break this information down by calendar year.
6. If possible, please inform me what your organisation’s total expenditure (or budget, if expenditure is too time-consuming/difficult to calculate) has been for external ‘DEI’ training sessions from 2019 to present, broken down by year.
7. If possible, please inform me what your organisation’s current salary budget or expenditure (whichever is more convenient) is for staff members whose roles are predominantly focussed around DEI. Please also provide this information for 2019, 2020, 2021 and 2022, broken down by calendar or financial year, whichever is more convenient.
8. If possible, please tell me how many staff your organisation currently employs. Please also tell me how many staff your organisation employed (at whichever point in the years you have measurements to hand for – EG year-end) in 2022, 2021, 2020 and 2019.
Response 1:
I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.
|
Year |
Internal/External Provider |
Training |
Optional or mandatory |
|
2019 |
External |
Gypsy /Traveller Awareness Training |
Optional |
|
2021 |
External |
BSL Level 3 |
Optional |
|
2022 |
External |
BSL Level 4 |
Optional |
|
2022 |
External |
BSL Exam |
Optional |
|
2022 |
External |
BSL Level 1 (2nd course) |
Optional |
|
2022 |
External |
BSL Level 2 & 6 |
Optional |
|
2023 |
External |
Introduction to LGBTQ+ inclusion |
Optional |
|
2023 |
External |
Menopause Forum |
Optional |
|
2023 |
External |
Welsh Language Course |
Optional |
|
2023 |
Internal |
First Line Leaders Programme - Police Race Action Plan input |
Mandatory |
|
2023 |
Internal |
Introduction to Equality, Diversity and Inclusion – given to all new recruits, new staff and transferees |
Mandatory |
|
2023 |
Internal |
Competency Value Framework Interview Course – Unconscious Bias input |
Optional |
Response 2:
I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.
3:
Equality, Diversity and Welsh Language Manager.
Welsh Language Specialist - title changed on 6th Jan 2020 to - Equality, Diversity and Welsh Language Officer.
Equality, Diversity and Welsh Language Support Officer.
Response 3:
I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.
2019 – 15
2020 – 15
2021 – 7
2022 – 6
2023 – 1
Data provided is based on calendar years. If a grievance is referred to professional standards and investigated as misconduct it isn’t counted as a grievance because it isn’t investigated as such.
Response 4 & 5:
I can confirm that Dyfed-Powys Police does not hold the information requested, this is due to the fact that generally the grievance and misconduct procedures are two separate processes, and a matter will be referred through one or other of the processes. This decision is made when the matter is first reported and that’s the route it takes. There’s no cross over or referral between the processes. It could be that conduct issues emerge during a grievance process, but these will be new matters that have come to light so will not directly reflect the original report. Basically, if a matter is being dealt with as a grievance it won’t result in disciplinary proceedings.
Response 6:
I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.
2019 - £2,825
2020 – £1,875
2021 - £1,500
2022 - £21,761
2023 to 22/11/23 - £1,840
Response 7:
I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.
2019 – £94,783
2020 – £86,682
2021 – £99,515
2022 – £104,329
Response 8:
I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.
Dyfed Powys Police currently employ 799 staff members (please note that this does not include Police Officers). Please see below figures for staff totals for each financial year (Recorded in March):
2019 – 716
2020 – 735
2021 – 794
2022 – 810
(This is a response under the Freedom of Information Act 2000 and disclosed on 13/06/2024)