Police Scotland Equality And Diversity Mainstreaming & Equality .
Police ScotlandEquality and DiversityMainstreaming & EqualityOutcomes Progress Report 2021NEXTCONTENTS
ContentsChief Constable’s Foreword 3Introduction 4Covid-19 Pandemic 5Section 1 – Mainstreaming 6Leadership 6Strategy, Planning and Performance 6Governance 9Procurement 11Equality and Human Rights Impact Assessment (EqHRIA) 12Section 2 – Equality Outcomes Progress 14Equality Outcome 1 15Equality Outcome 2 20Equality Outcome 3 24Equality Outcome 4 29Equality Outcome 5 33Equality Outcome 6 37Equality Outcome 7 46Appendix A 52Police Scotland/SPA Equal Pay Statement 2021 522BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Chief Constable’sForewordThe consent, support and co-operation ofour fellow citizens lies at the heart of PoliceScotland’s identity and legitimacy.Improving equality and diversity is achallenge for all of society. It is right thatpolicing strives to demonstrate publicleadership and be an exemplar for others.Policing in Scotland will always value thatdeep-rooted and fundamental relationshipwith the public we serve.In progressing vital work to mainstreamequality and diversity, policing can enableand support our dedicated and committedofficers and staff to better represent, reflectand serve the public.To ensure that bond is as strong as possible,policing must fully represent and reflect thecommunities which we serve.Our commitment to equality and diversityis crucial to the public service that PoliceScotland provides to our fellow citizens.Our Equality and Diversity Mainstreamingand Equality Outcomes Progress Report2021 demonstrates how we work to ensureequality is embedded in everything we do.It outlines the progress which has beenmade against our Equality Outcomes acrossall levels of the organisation.This is a legal obligation for Police Scotland,but it is also a moral duty reflecting ourvalues of Integrity, Fairness, Respect andupholding and enabling the Human Rightsof everyone.Iain Livingstone QPMChief ConstableImportant progress has been made,however there is much still to do to ensurepolicing in Scotland supports and enablesall people to thrive, flourish and fully bethemselves.3BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
IntroductionPolice Scotland has a duty to ensure wepay due regard to, and act in line with, theEquality Act 2010. Our aim is to exceedthese requirements wherever possibleby integrating equality into day-to-daybusiness practices and decision makingwhile ensuring Police Scotland plays itspart in contributing to the advancementof equality and good relations in both theworkplace and communities.We will continue to strive towardsmainstreaming equality and diversity into allwe do as an organisation. Police Scotlandrecognises there is still work to be done andwe will continue to develop and focus onthis as an area of significant priority.This report provides updates onmainstreaming across key strategicareas, including leadership, strategy andperformance, and procurement. It alsohighlights the activity which has beenundertaken to reflect the progress we’vemade to date against our most recentEquality Outcomes.This report is comprised of three sections:Section 1 MainstreamingSection 2 Progress on our EqualityOutcomesSection 3 Equal Pay StatementEveryone within our organisation has a keyrole to play in delivering our equality anddiversity priorities; the Progress section ofthis report provides evidence of some ofthe excellent work happening across PoliceScotland. As we move into the next phase ofour plans we aim to make further progressin these areas as well as looking at thosefeatured in our new Equality Outcomes.4BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Covid-19 PandemicA national Community Impact Assessmentand an Equality and Human Rights ImpactAssessment (EqHRIA) has been developedto allow us to consider wider needs andimpacts on our policing activity. EqHRIAprocesses continue to be refined to ensurethat they reflect the changing nature ofPolice Scotland’s response to COVID-19 andhow that impacts on certain sectors andcommunities. We continue to deliver;The last year has seen significant pressuresand change for our officers and staff andcommunities across Scotland due toCOVID-19. In February 2020, the ChiefConstable implemented a commandstructure and strategy for Police Scotland’sresponse to COVID-19 in Scotland, underOperation TALLA.Operation TALLA has seen the developmentof a number of contingencies recognisingthe unprecedented nature of the pandemicand the significant impact it continues tohave on people’s lives. Visible patrols Effective call handling based onindividual needWe know that it has exacerbated underlyinginequalities having a disproportionate effecton some groups including those on lowincomes, older people and disabled people.However, we have continued to consolidateand create partnerships at local and nationallevels, working to mitigate the impacts ofCOVID-19 and to safeguard communityresilience and cohesion. Professional investigations to supportvictims of crime Support for the most vulnerable insocietyOn 8 April 2020, the Chief Constablecommissioned an Independent AdvisoryGroup (IAG), led by Human Rights lawyerJohn Scott QC. The IAG continues to reviewPolice Scotland’s use of the emergencylegislation and ensure its application hasbeen, and continues to be, proportionateand ethical, reporting to the Scottish PoliceAuthority. The IAG brings considerablevalue and experience to our thinking andoperational practice and contributions tothe group from grassroots representatives,advocates and activists allow the voices ofthe communities we serve to be heard.The Chief Constable has from the outset,outlined a clear and consistent policingstyle, approach and method. Our publicengagement is based on an approach usingthe 4 ‘E’s Engage Educate Encourage EnforcePolice Scotland continues to focus on thesafety and wellbeing of people, places andcommunities in Scotland and adapt to thechanging demands COVID-19 presents.5BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Section 1 – MainstreamingPolice Scotland have focused on developingour mainstreaming approach at a strategiclevel and have seen improvements in thisarea since the last reporting period. Whileour approach to tactical matters alsofocuses on mainstreaming Equality, Diversityand Inclusion into all relevant work, we haveprovided our tactical level updates in sectiontwo of this report set against our EqualityOutcomes to avoid duplication of reporting.Evidence in Practice – The DeputyChief Constable (DCC) sponsor for racerecently held a series of ‘Talk Truth toPower’ sessions where officers and stafffrom ethnic minority backgrounds wereinvited to talk directly to the DCC abouttheir lived experiences of workingfor Police Scotland. The officers andstaff openly discussed their personalexperiences in a safe space and toexpress what action they felt couldsupport the organisation in creating amore inclusive culture. Following thesesessions the DCC shared the learningwith other members of the executiveteam and supported the developmentof a BME action plan which sets out theaction that we will take to create aninclusive culture that attracts, developsand retains a diverse and representativeworkforce.LeadershipWe are committed to developing leadershipat all levels and have a leadership frameworkin place to develop leaders who are visible,approachable, supportive, act as mentorsand who coach and develop talent in theorganisation. This framework highlightsthat our leaders will recognise the value inharnessing diverse and different thinkingand will support and encourage thedevelopment of all our people, at everyopportunity, across the organisation. Theywill create environments where innovationand change is enabled with our people’swell-being at the heart of decision making.Strategy, Planning andPerformanceIn order to promote diversity and inclusionour leadership team have establishedexecutive level sponsors for a numberof protected characteristic groups. Thecreation of these sponsors sets out a strongexecutive level commitment to equality,diversity and inclusion and acts as anexample to all levels of management acrossPolice Scotland. The executive sponsorswork closely with our Equality and Diversityspecialists and diversity staff associationsand advocate the priorities of theseprotected group at an executive level.In order to integrate mainstreaming, we areworking on embedding equality, diversity,inclusion and human rights into all ofour strategies, plans and performanceframework. This strategic approach aimsto ensure that equality, diversity andinclusion is captured in strategy, deliveredthrough normal business planning andreported through our national performanceframework. In addition, specific Equality andDiversity plans and reports are developed asrequired to complement the organisation’splanning and performance mechanisms andprovide a specific focus where required.6BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Policing for a safe, protected and resilient Scotland2020 saw the launch of a new JointStrategy for Policing, Policing for a safe,protected and resilient Scotland, whichsets out the kind of police service webelieve we should be and that we should allbe working towards.Strategic Outcome2020 – 2023Outcome 1 – Threatsto public safetyand wellbeing areresolved by a proactiveand responsivepolice serviceThis strategy reflects our commitment toequality, diversity and inclusion and providesa strong platform to continue to build afairer and more inclusive police service.Our strategic outcomes, which form part ofthis strategy, strongly align to our EqualityOutcomes 2017 – 2021:Equality Outcome 2017 – 2021Equality Outcome 2 – All incidents involving harassment ofpeople based on their protected characteristics are recordedand subject to a holistic assessment of wellbeing concernsand needs to influence wider multi-agency investigation,intervention and support tailored to individual needs, and toprevent repeat victimisation.Equality Outcome 3 – Victims of gender-based violence/abuse are safer and are confident that the police areresponsive to their needs.Outcome 2 – Theneeds of localcommunities areaddressed througheffective servicedeliveryEquality Outcome 4 – People from and across protectedgroups are meaningfully engaged with us and their viewscontribute to service improvements.Outcome 3 – Thepublic, communitiesand partners areengaged, involved andhave confidence inpolicingEquality Outcome 1 – Victims, witnesses and partner agenciesfeel more confident in reporting hate incidents through avariety of methods.Outcome 4 – Ourpeople are supportedthrough a positiveworking environmentenabling them to servethe publicEquality Outcome 6 – We have a workforce that is morereflective of the communities we serve.Outcome 5 – PoliceScotland is sustainable,adaptable andprepared for futurechallengesEquality Outcome 5 – Everyone accesses services,communication and information from Police Scotland in waysor methods that best suit their needsEquality Outcome 7 – We have a workplace where officersand staff feel valued and respected and have their needs metappropriately.This alignment ensures that our service wide priorities drive progress in relation to equality,diversity and inclusion and paves the way for effective mainstreaming through our planningand performance mechanisms.7BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Annual Police Plan 2020Enabling StrategiesOur Annual Police Plan 2019/20 (APP) isframed around the strategic outcomes thatdescribe the impact and difference PoliceScotland aims to make to the lives of peopleacross Scotland.Underpinning the Annual Police Plan is arange of enabling strategies at businessarea level. Our approach to strategydevelopment ensures that Equality &Diversity is a key consideration and thatwe assess the impact of our strategicdirection. These assessments are alsoused to inform the development ofsupporting delivery plans and actions.This work is an ongoing journey and isgradually improving as each of the enablingstrategies is developed or reviewed.The plan describes clearly how we willprioritise our resources towards the issuesthat cause the most harm to people andcommunities. This ensures we have thegreatest impact by outlining our objectivesand our activity across our service.Mainstreaming into this plan thereforeensures that equality, diversity and inclusionremains an organisational priority. In thisregard, our Annual Police Plan 2020/21included two wide reaching actions relatingto equality and diversity:Evidence In Practice – Our PeopleStrategy – Empower, Enable andDevelop Our People (2018 – 2021)includes the equality considerationsidentified through the EqHRIA withinthe strategy document itself. Thisaims to ensure that the considerationsare clearly visible to those driving thestrategy forward and built into thedelivery of the strategy. This strategyis now under-review again and weare building on this initial successto include clear alignment to ouremployment equality outcomes withinthe revised strategy. Use high quality Equality and HumanRights Impact Assessments (EqHRIA)to ensure that policy and practicesin policing proactively consider thepotential impact on equality andhuman rights Promote equality and diversity, bothexternally and internally, strivingto exceed the requirements of theScottish Public Sector Equality DutyThese actions are owned across the serviceand ensure that every business area buildsrelevant Equality & Diversity actions intotheir local plans.Performance FrameworkThe Police Scotland and Scottish PoliceAuthority performance framework is fullyaligned to the strategic outcomes andobjectives set out in the Joint Strategy andthe APP. This framework provides the meansto monitor and measure progress on ourstrategic outcomes and priorities for policing.Our commitment to mainstreaming willcontinue to be reflected in future AnnualPolice Plans and other service plans.The alignment of our strategic outcomeswith our equality outcomes and theinclusion of Equality & Diversity actionsin our annual plans therefore supportsimproved mainstreaming into ourperformance reporting practices. RelevantEquality & Diversity performance measureshave now been built into the performanceframework to ensure that relevantperformance updates are included in ourusual performance reports.8BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
GovernancePerformance reports are provided publiclyto the SPA on a quarterly basis. In addition,an annual performance report measuringprogress against agreed outcomes isprovided to the Chief Constable andto the Scottish Police Authority.Our strategic governance structuresfor equality, diversity, inclusion andhuman rights are comprised of anoverarching strategic oversight boardwith two supporting groups – one with aservice delivery focus and one coveringemployment matters. These meetings areall chaired at executive level and provideforums to focus on key equality, diversity,inclusion and human rights priorities.We made a commitment to mainstreamingrelevant Equality & Diversity reporting intoperformance reports in the Quarter OnePerformance Report 2019-2020.The equality, diversity and inclusionfocused meetings are aligned to theorganisational priorities and also escalateto the relevant governance board toensure successful mainstreaming asoutlined in the chart over the page. PoliceScotland Governance Boards have alsohad inputs to reinforce the importanceof the Equality and Human Rights ImpactAssessments and how this processshould inform relevant agenda items.Evidence In Practice – The QuarterTwo Performance Report 2019-2020included:Workforce profiles in relation to sex,race, sexual orientation and disabilityScottish Women’s Development Forum(SWDF) hosted their annual Awards andConferenceIn addition, all wider primary andmanagement boards use a single reportingtemplate which includes a section tohighlight any relevant equality, diversity,inclusion and human rights and/or socioeconomic implications. This allows businessareas to outline their equality and humanrights considerations and decision makersto take account of relevant impacts andopportunities in their decision making.SWDF pregnancy & maternity research(look forward)Gender Neutral Hats and LGBTIRecruitment Event (look forward).Since then a number of Equality andDiversity updates have been includedthroughout our performance reportsincluding a full update on our EqualityOutcomes in the Chief Constable’sAssessment of Policing Performance2019/2020 (Pg 68 – 77).We recognise that this is an ongoing andevolving journey and will continue to focuson appropriate opportunities to mainstreamequality, diversity and inclusion updates intoour performance reporting mechanisms.9BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Figure 1 Strategic Governance StructureEquality, Diversity, Inclusion and HumanRights Strategic Oversight BoardA new Equality, Diversity, Inclusion andHuman Rights Strategic Oversight Board,chaired by DCC People and Professionalismmet for the first time on 1 March 2021.The Board replaces the previous Equalityand Human Rights Strategy Group and ismade up of Assistant Chief Constables andDirectors, Equality and Diversity Specialistsand statutory and diversity staff associations.Equality, Diversity and InclusionEmployment (EDIE) GroupIn October 2019, the EDIE Group Termsof Reference were reviewed to ensure astrategic focus that drives mainstreamingand is aligned to current policing priorities.To support this, the EDIE group membershipnow includes senior representatives fromCrime and Operational Support, LocalPolicing and Corporate Services to ensurea link into divisions. In addition the groupnow escalates to other relevant primary/management boards including the Peopleand Professionalism Management Boardand Strategic Leadership Board in additionto the Equality, Diversity and Human RightsStrategy Group.The Board’s role is to: draw together current activity andclose identified gaps; focus on prioritising and giving effectto identified actions; oversee the delivery of the EqualityOutcomes and the Equality andDiversity Action Plans being developed;The EDIE standing agenda now covers: Strategic Employment Priorities –which allows relevant organisationalactivity to be considered from anequality, diversity and inclusionperspective and appropriaterecommendations provided to theactivity owner. deliver on the current Equality,Diversity and Inclusion (Employment)Framework; engage with external partnersor critical friends and agreeingappropriate, ethical and deliverablemeasurements to ensure deliveryagainst all of the above. Data, Insights and Ideas – which includesthe review of workplace monitoring,research results, benchmarking andenvironmental scanning. This supportsthe identification of new and emergingtrends, best practice and potential risksand helps to drive an innovative andevidence based approach.The Board reports into the StrategicLeadership Board and the Scottish PoliceAuthority Board.10BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Procurement Communications and Engagement– which supports effectivemainstreaming across the servicethrough sharing of data findings,priorities, lessons learned and bestpractice etc.We continue to undertake procurement inaccordance with the Scottish Governmentguidelines and requirements; the process isfollowed, from initiation to the awarding ofcontract.As part of the procurement process, weutilise a sourcing strategy for each project.Within this strategy, specialists and clientdepartments examine any requirementsor necessity for EqHRIAs relating to thegoods or services we are procuring.This has helped to ensure that equalityconsiderations are an integral part of theprocurement decision-making processand that the needs and impact of relevantgroups are fully considered.Equality & Diversity External ServiceDelivery GroupThe Equality & Diversity External ServiceDelivery group provides is a link betweenthe Equality, Diversity, Inclusion & HumanRights Strategic Oversight Board and thepublic service delivery functions of PoliceScotland. Its primary responsibility is togather evidence of work undertaken tomeet Police Scotland’s service deliveryfocused Equality Outcomes, and wherenecessary to drive progress to assist inmeeting our Equality Outcomes, buildingan evidence-based understanding of ourquality of service to diverse communities.Further stages of the procurementprocess are planned in advance to ensureequality and diversity are considered.Procurement are part of the Clothingand Equipment Working Group wherethere is representation from our staffassociations. This has provided procurementthe opportunity to hear opinions andperspectives from a diverse group forconsideration and also allows procurementto feedback improvements/changesto clothing and equipment that areplanned. For example, at the specificationdevelopment stage and also during usertrials and evaluation for clothing and/orequipment, consideration is given to stylesand fits that suit individual needs, to ensurethat any issues that may inhibit a user/wearer of the final selected product areaddressed prior to award.The group promotes a corporate andconsistency of policy and practice acrossPolice Scotland in matters relating toEquality & Diversity service delivery tothe public, and identifies items of goodpractice across the force area, and outwith,and encourages implementation for allappropriate divisions.The group also examines and draws onfindings of EQHRIAs, external researchstudies (by universities and other agencies),and Police Scotland’s own managementinformation and research, to identify areasfor improvement in Equality & Diversityservice delivery to the public.Following the tendering element ofthe procurement process, as describedabove, there is ongoing contract suppliermanagement which can influence thissubject over the course of the contract.Community Benefits can be a scored criteriawithin the tender whereby an offer canbe evaluated by evidencing communitybenefits that could be provided or realisedover the course of the contract.All matters regarding Equality &Diversity business are discussed and ifappropriate, escalated to the Equality,Diversity, Inclusion & Human RightsStrategic Oversight Board and/or otherappropriate governance boards.11BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Equality and Human RightsImpact Assessment (EqHRIA)– a tool for mainstreamingContract supplier management is used tomonitor and encourage the delivery of anycommunity benefits. Communities are notjust considered to be a geographic areabut can encompass communities that areidentified by protected characteristics.EqHRIA is an evidence-based assessmentthat ensures potential equality and humanrights impacts and opportunities areidentified and acted upon as part of adecision making process. It is a key toolto support mainstreaming of equality andhuman rights considerations into all policingpolicies, processes, practices and decisions.Evidence In Practice – Procurementof BSLDuring 2020 it was recognised thatBritish Sign Language (BSL) interpretingwas not available through existingagreements for the Justice Sector inScotland.In recognition of this, we aim tocontinuously improve our EqHRIA practicesand tools to ensure we are evolving ourorganisational approach to EqHRIA –moving from process to mindset. We arefocused on ensuring organisation wide useof proportionate and effective EqHRIAs tosupport mainstreaming.The main interpreting agreement forpublic sector by Scottish Governmentdid not include BSL and various localarrangements were being used.While EqHRIAs are routinely used to supportthe development of more inclusive policiesand practices, we have identified gaps inrelation to the development and publicationof EqHRIAs (outwith policy) and are workingto improve this.Police Scotland undertook aprocurement exercise on behalf of theJustice Sector and awarded a contractfor BSL interpretation that ensuresthat the specialist needs of BSL usersare considered so they are able toeffectively communicate to Police andother agencies.12BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
This improvement work is currently led bythe EqHRIA Improvement Group which hasa remit to:Evidence In Practice – IntroducingVideo Conferencing for CustodyCourt Appearances coordinate the continuousimprovement of EqHRIA policy,guidance, training, communicationsetc., andFollowing a joint review with CrownOffice and Procurator Fiscal Services(COPFS) and the Scottish Courtand Tribunal Services (SCTS), weexamined alternative measures tocustody court appearances usingVideo Conferencing rather thanpersonal appearances. The objectivesurrounding the work was to identifyand mitigate any barriers that mayprevent individuals, particularly thosewith protected characteristics frombeing able to utilise this method ofcourt attendance. monitor Police Scotland compliancethrough scrutiny and assurance work.Work to support continuous improvementof EqHRIAs so far includes: an EqHRIA Assurance Review toidentify areas of strength and areas forimprovement, pilot of an EqHRIA form for strategyand change, development of EqHRIA ‘quick guides’to support trainingAn EqHRIA was completed, enablingus to highlight both improvementsand any obstacles in introducingthis method. We did extensiveconsultation with court users,including Sheriffs, Court Officersand Prosecutors and representativesfrom the Law Society and membersfrom Equality Advocacy groups. Wealso invited members of SupportingOffenders with Learning Difficulties(SOLD) to attend at a custody suite,to enable them to see and providetheir input on the process. development of EqHRIA EmploymentTools for common employmentactivities such as organisationalchange, inclusion of an EqHRIA risk on our riskregister, benchmarking and dip sampling ofEqHRIAsThe continuous improvement of thismainstreaming tool ensures that progressis maintained and that EqHRIA becomes acommon mind-set and a truly embeddedpart of our decision making processes.We then adapted a full mitigationplan to adapting criteria to allowall persons in custody to be ableto appear at court via VideoConferencing and used theirpersonal feedback to furtherimprove the process. Carrying outthe consultation and using theEqHRIA has allowed us to identify avirtual process for all persons whoneed to appear at court which takescognisance of Human Rights andequality considerations.13BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Section 2 – EqualityOutcomes ProgressIntroductionThe previous Equality Outcomes werepublished to coincide with the 2017/21reporting period, with 6 monthly updatesbeing aligned to Equality and DiversityGovernance processes. Since 2020 progresson our Equality Outcomes is captured aspart of the main strategic updates thatsupport the delivery of the Annual PolicingPlan and Deputy Chief Constable/DeputyChief Officer Plans. SPA also continue tooversee our delivery.The updates record the range of activitiesbeing undertaken to ensure our outcomesare progressed.It is acknowledged that we may nothave achieved all that we set out to do,however we continue to work with ourbusiness areas, partner agencies and thecommunities to bridge these gaps, and seekto continuously improve.14BACKNEXTCONTENTSMAINSTREAMING & EQUALITY OUTCOMES PROGRESS 2021
Equality Outcome 1Victims, witnesses and partner agencies feel more confident in reporting hateincidents through a variety of methods.Being a victim of hate crime and targetedwholly or partly due to a personalcharacteristic can have a devastating impacton victims, their families and can potentiall
MAINSTREAMING & EQALITY OTCOMES PROGRESS 2021. Section 1 - Mainstreaming. Police Scotland have focused on developing our mainstreaming approach at a strategic . level and have seen improvements in this area since the last reporting period While our approach to tactical matters also focuses on mainstreaming Equality, Diversity
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Accessible Travel Annual Delivery Plan 2021-22 Transport Scotland 4 Finally, I would like to take this opportunity to pay particular thanks to the Mobility and Access Committee for Scotland (MACS), Disability Equality Scotland (DES) and all the members of our Accessible Travel Steering Group. All of whom have
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