North Yorkshire Police is committed to setting challenging equality objectives across our organisation, which address the most significant and pressing equalities issues facing the communities we serve and the protected groups amongst our own personnel.
Understanding and involving diverse communities by taking steps to increase the number of under-represented groups within Police Staff, Police Officers, PCSO’s, Volunteers and Special Constabulary remains extant as will the removal of actual or perceived barriers to equality of opportunity in recruitment, retention and progression.
We do however also need to clarify how the force will increase the focus within communities to build awareness, understanding and trust across the whole community including all protected characteristics.
Supporting vulnerable victims
Supporting vulnerable victims, witnesses, suspects and detainees by explaining how North Yorkshire Police will work closely with partner agencies. To also review and develop the organisational approach towards Hate Crimes and Hate Incidents. This includes care and assistance provided to victims and witnesses, and encompasses:
Establishing and communicating clear reporting channels to communities in order that victims and witnesses know how to report Hate Crimes and Hate Incidents to NYP.
Promoting and explaining the service standards that victims and witnesses can expect from NYP.
Promoting and explaining how North Yorkshire Police will work with partner agencies to support victims and witnesses.
Clearly outlining how North Yorkshire Police will utilise Independent Advisory Groups (IAG) as a critical friend to assist in reviewing the organisational response to Hate Crime and Hate Incidents.
At present North Yorkshire only supports calls to 101, 999 and in office hours only to supporting victims. This by default excludes large numbers of our community. Also ringing these official numbers becomes daunting for the individual therefore third-party reporting centres need to be formalised and expanded.
Increasing the knowledge of, and confidence of North Yorkshire Police Officers, Police Staff, Police Cadets and Volunteers in dealing with the differing diverse groups across the County. Ensuring they understand the culture, key events and challenges of these diverse groups.
Improving management data to identify and review equality issues.
Monitoring Equality, Diversity and Human Rights (EDHR) performance and understanding how this compares to other business sectors in the region.
Utilising links with other forces, York Inclusive Employers Forum, Equality Advisory Support Service, North Yorkshire County Council, City of York Council (working under the Equality Framework for Local Government (EFLG)) etc.
Identify best practice and potential of peer review.
The five performance areas of EFLG are:
knowing your communities
leadership, partnership and organisational commitment
involving your communities
responsive services and customer care
a skilled and committed workforce.
This framework therefore also offers clues to both partnership working and mirroring of our own requirements.
The following areas are identified for NYP to follow:
Hate crime statistics.
Employee breakdowns by all protective characteristics to monitor workforce diversity.
Churn data (full review of how staff move across the force, promotions, level transfer, joiners, leavers etc. and with reasons).
Link to census data including annual mid-year estimates rather than ten yearly census data only.
Identify where process did not work, the reasons why and solutions. Learning from experience is one of the best forms of review.
Identify all Complaints related to Diversity, both internally from NYP Staff and externally from the community. Again, learning lessons is essential. Number of harassment and bullying complaints broken down by Protected characteristic and the length of time taken.