How are we improving equality and diversity?
Equality and diversity is integral to all aspects of the performance and corporate strategic activity of Northumbria Police Authority (NPA) and Police Force.
To ensure that NPA and Northumbria Police continue to set, and meet, challenging targets for improvement in equality and diversity, Authority Members monitor and scrutinise performance and achievement in this area.
Our Performance 2004/05
Each year Northumbria Police is required to collect and publish a number of statutory and local performance indicators, which NPA scrutinise on a quarterly basis to ensure transparency, accountability and value for money for local taxpayers. A number of these indicators relate to equality and diversity and are outlined in the table below.
Indicator No. |
Description of Indicator |
Perf. 03/04 |
Perf. 04/05 |
Target 05/06 |
Target
06/07
|
Target 07/08 |
CITIZEN FOCUS – Statutory Indicators |
SPI 3a |
Satisfaction of victims of racist incidents with respect to the overall service provided |
New for 04/05 |
81.9% |
To increase by 3% by 2007/08 |
SPI 3b(ii) |
From 1(e), comparison of satisfaction for users from visible minority ethnic groups with respect to the overall service provided |
New for 04/05 |
76.3% |
To increase by 4% by 2007/08 |
SPI 3c (ii) |
Percentage of PACE stop/search which lead to arrest by ethnicity of the person stopped: Minority ethnic persons |
18.6% |
16.3% |
Monitoring performance indicator |
SPI 3d (ii) |
Comparison of sanction detection rates for violence against the person offences by ethnicity of the victim: Minority ethnic persons |
New for 04/05 |
28.5% |
Monitoring performance indicator – targets will be set when sufficient baseline data has been accrued. |
SPI 3e |
Proportion of police recruits from minority ethnic groups compared to the proportion of people from minority ethnic groups in the economically active population |
1.7% |
2.8% |
5% |
6% |
6% |
SPI 3f |
Ratio of officers from minority ethnic groups resigning to all officer resignations |
New for 04/05 |
1:0 |
1:1 |
SPI 3g |
Percentage of female police officers compared to overall force strength |
18.5% |
19.5% |
20% |
21% |
22% |
CITIZEN FOCUS – Local Indicators |
LCF 4 (i) |
Number of Police and Criminal Evidence Act 1984 (PACE) stop/searches of minority ethnic persons per 1,000 population |
10.74 |
12.25 |
Monitoring performance indicator |
DOMAIN 3 – Promoting Public Safety: Local Indicators |
LPS 1 a |
Percentage of racist incidents finalised |
86.3% |
88.7% |
90.0% |
93.0% |
96.0% |
LPS 1 b |
Of LPS 1a, the percentage concluded with a positive result |
51.2% |
44.1% |
55.0% |
56.0% |
57.0% |
DOMAIN B – Resource Usage Local Indicators |
LRU 1 |
Percentage of new appointments to the police strength which is female |
29.5% |
37.4% |
40.0% |
40.0% |
40.0% |
LRU 4 |
Percentage of minority ethnic police officers in the force |
1.18% |
1.26% |
1.625% |
1.750% |
1.875% |
Performance information for 2005/06 will be available soon. In the meantime if you require further information, please contact us.
For a more detailed account of performance management and further performance information, please view our Strategic Plan.
Employment Monitoring
Employment monitoring information informs our work and promotes race equality. The information is used to review and adjust, where necessary, functions and policies. For example, information regarding the involvement of people from different racial backgrounds in services, provided by Northumbria Police Authority and Northumbria Police, is vital to help inform us about the impact of our functions and policies on our communities.
In addition, information regarding the composition of our workforce, and Authority, is essential in understanding how our organisation and Northumbria Police can better reflect the communities of Northumbria.
Employment Monitoring Data for Northumbria Police Authority April 03 – March 06
Year
|
Job |
No. of Applicants |
Disabled |
Ethnicity |
Marital Status |
Age |
Gender |
2003/04 |
Administration Assistant |
16 |
Yes: 1
No: 14
Not Stated: 1 |
No data is available |
Male: 5
Female: 0 |
Consultation Assistant |
3 |
Yes: 0
No: 3 |
Male: 3
Female: 0 |
2004/05 |
Community Engagement Officer |
21 |
Yes: 0
No: 21 |
White: 18
Chinese: 2
Black: 1 |
Single: 10
Married: 7
Separated: 4 |
46+: 3
36-45: 7
26-35: 5
25&Under: 4 |
Male: 10
Female: 11 |
Best Value Policy Officer |
19 |
Yes: 0
No: 19 |
White: 13
Black: 2
Not Stated: 4 |
Single: 15
Married: 4 |
46+: 2
36-45: 3
26-35: 14
25&Under: 0 |
Male: 7
Female: 12 |
2005/06 |
Policy Officer |
17 |
Yes: 0
No: 17 |
White: 15
Black: 1
Not Stated: 1 |
Single: 7
Married: 7
Separated: 2
Widowed: 1 |
46+: 2
36-45: 4
26-35: 7
25&Under: 3 |
Male: 5
Female: 12 |
Support Officer |
16 |
Yes: 0
No: 15
Not Stated: 1 |
White: 13
Chinese: 1
Asian: 1
Not Stated: 1 |
Single: 14
Married: 9
Separated: 2
Not Stated: 1 |
46+: 0
36-45: 4
26-35: 7
25&Under: 4 |
Male: 4
Female: 12 |
Policy Officer |
5 |
Yes: 0
No: 5 |
White: 5 |
Single: 2
Married: 3 |
46+: 0
36-45: 0
26-35: 4
25&Under: 1 |
Male: 1
Female: 4 |
Employment monitoring data, for Northumbria Police, will be available to access soon. In the meantime, if you require additional information please contact us.
How are Northumbria Police improving equality and diversity?
Northumbria Police are progressing a number of initiatives, which will have a positive effect on equality and diversity. By way of example:
- Flexible working practices to facilitate a sensible work-life balance for staff (i.e. career breaks, reduced working hours) have been adopted.
- A flexible bank holidays policy has been introduced.
- A Disability Equality Scheme Working Group, which includes members of the public, is scoping reasonable adjustments, policies and practices to ensure disability equality is considered at all stages of decision-making.
- A Modern Apprentice Scheme, to improve application from young people, has commenced.
- Familiarisation programmes and presentations, for potential Black Minority Ethnic (BME) candidates and for BME community groups, are being rolled-out.
- An adoption leave policy has been established.
To find out more about any of these initiatives or to learn more about the progress Northumbria Police are making towards improving equality and diversity please visit www.northumbriapolice.co.uk
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