Agenda item

Report of the Commissioner of the City of London Police.

The Committee received a Report of the Commissioner of the City of London Police concerning the activities supporting the delivery of the Equality and Inclusion Strategy.

A Member, noting the welcome approach to greater diversity across the Police’s workforce, queried whether there were measurable benefits that could be presented to senior Officers and Members when reviewing and analysing the progress made. Officers responded that building up this data was a key part of the current workload in this area and it was anticipated that both the Inclusive Employer staff survey results (due for circulation to Members in late September) and the CoLP HR commissioned Attraction Plan (2019 – 2024)  would give a greater indication of the scale of measurable benefits. Members requested that the Attraction Strategy Update Report be circulated to Members of the Committee when signed off by officers.  

In addition, officers proposed that future iterations of Equality and Inclusion update Reports would provide greater visibility of the 48 separate workstreams.

In response to a query, officers confirmed that a reverse mentor scheme was in place and a “buddy” scheme had been developed, which matched BAME recruits with inspectors.

In response to a query, the Assistant Commissioner confirmed that the Strategic Workforce Plan operated in parallel with the Corporate Plan. It was important to emphasise the golden thread that existed between each of these plans and officers would ensure that this was a key focus in written Committee Reports going forwards.

In addition, new recruitment was overseen by senior officers and the Force had seen a 40% uplift in BAME recruits with further progress being made. In response to concerns about a lack of firm timelines on recruitment milestones, officers confirmed that a good deal of work was currently being undertaken in this area internally, and a Review was taking place on the whole recruitment process. A Recruitment Manager and a Senior Strategic Diversity Lead would also be joining the organisation shortly, the latter appointment was in line with other Forces.

Separately, the Assistant Commissioner informed the Committee that greater use was being made of the Police’s staff associations, than was the case previously, in order to assist with recruitment drives.

On behalf of the Committee, the Deputy Chair expressed special thanks to the Assistant Commissioner of all his efforts in this area. This would be the Assistant Commissioner’s last meeting of the Committee before he departed the City of London Police later in the autumn.    

RESOLVED – that the Committee noted the Report.