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Hate crime is the most impactive manifestation of hostility and prejudice in our society. Being targeted either wholly or partly due to a personal characteristic can have a devastating impact upon the victim and, in some situations, have a corrosive effect on community cohesion. Public confidence can also be seriously affected if the police and other agencies’ responses are seen to be ineffective.
The purpose of this policy is to ensure that we
This in turn should
For the purpose of the policy the following terms and definitions are used:
Hate Crime
Any Criminal Offence which is perceived, by the victim or any other person, to be motivated by a hostility or prejudice based on a person’s:
Race or perceived race, religion or perceived religion, sexual orientation or perceived sexual orientation, disability or perceived disability, or against a person who is transgender or perceived to be transgender.
Hate Incident
Any incident where a Crime has NOT been committed but where it is perceived by the victim or any other person, to be motivated by a hostility or prejudice based on a person’s:
Race or perceived race, religion or perceived religion, sexual orientation or perceived sexual orientation, disability or perceived disability, or against a person who is transgender or perceived to be transgender.
Hostility
“ In the absence of a precise legal definition of hostility, consideration should be given to ordinary dictionary definitions, which include ill-will, ill-feeling, spite, contempt, prejudice, unfriendliness, antagonism, resentment, and dislike. (CPS Definition)
Applies (but not limited) to: All categories of Dyfed-Powys Police employees, whether full-time, part-time, permanent, fixed term, temporary (including agency staff, associates and contractors) or seconded staff. Any employee accessing and using Force assets and property must have due regard to the contents of this policy.
This policy applies to all police personnel when dealing with the following monitored strands of Hate Crime and Incidents as identified by the College of Policing’s National Policing Hate Crime Strategy:
These strands are monitored as part of the annual data return. Hate crimes and non-crime hate incidents motivated by hostility are also committed against people who are targeted because of a non-monitored personal or protected characteristic. This guidance also applies to those allegations.
The aims of this policy and supporting Operational Guidance are to:
Ensure that victims of Hate Crimes and Incidents receive a consistent and professional service by Dyfed-Powys Police.
Further information in relation to these documents can be located at:
https://www.equalityhumanrights.com/
https://www.college.police.uk/app/major-investigation-and-public-protection/hate-crime
https://www.cps.gov.uk/crime-info/hate-crime
All officers and police staff involved in the recording, investigation of hate crime and incidents are personally responsible for adhering to the policy and associated operational guidance. If there is any ambiguity surrounding any aspects of the operational guidance, then advice is to be sought from a supervisory officer. For this policy, the respective Prevention and Partnership Inspector in each Local Policing Area would be the first point of contact. Further clarification and suggested amendment to the policy can then be discussed at the quarterly force wide Hate Crime Group currently chaired by the portfolio lead at Chief Inspector level. (See 5 below)
This policy is set out to meet the core principles as set out in the Code of Ethics.
Dyfed-Powys Police holds a specific Hate Crime Group meeting on a quarterly basis. This meeting is chaired by the Portfolio Lead and focuses on data, trends, repeat occurrences, community tension, satisfaction rates, training and any learning to take forward. This meeting has a core membership of internal and external stakeholders including local authority Community tension Teams, Victim Support and the CPS.
The portfolio lead also attends the Hate and Community Tensions Board Cymru where data performance and issues are discussed and progressed on a national basis.
Through these forums Dyfed-Powys Police can assess if the principles and practice of this policy are adhered to and embedded operationally.
This Policy will be reviewed biannually by the portfolio lead for Hate Crime.
CODE OF ETHICS CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.
HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.
EQUALITY IMPACT ASSESSMENT
Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.
The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:
The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.
Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty.
EQUALITY IMPACT ASSESSMENT COMPLETED: December 2023