EHRC on Compliance of PSED /Equality Policies
Keywords
Equality Policies, Diversity, Inclusion, Learning Development, EDIC, IAG
Publication number
PUB 1172
FOI reference number
15179
Request title
EHRC on Compliance of PSED /Equality Policies
Date range
Information requested
Information I wish to see 2020 response to EHRC on your compliance of the PSED. As a Freedom of Information, I wish to see your Equality Policies.
Disclosure with exemptions
Full Disclosure
Information correct as at
13th March 2021
Date of disclosure
5th May 2021
Related documents/links
FOI 15167 response
Thank you for your enquiry which has been logged under the above reference.
Section 1 of the Freedom of Information Act 2000 (FOIA) places two duties on public authorities. Unless exemptions apply, the first duty at Section 1(1)(a) is to confirm or deny whether the information specified in a request is held. The second duty at Section 1(1)(b) is to disclose information that has been confirmed as being held. Where exemptions are relied upon Section 17 of FOIA requires that we provide the applicant with a notice which: a) states that fact b) specifies the exemption(s) in question and c) states (if that would not otherwise be apparent) why the exemption applies.
In respect of your enquiry:
As a freedom of Information I wish to see 2020 response to EHRC on your compliance of the PSED. As a Freedom of Information I wish to see your Equality Policies. The ICO allow 1 month to respond
Having completed enquiries within Essex Police in respect of Section 1(1)(a), Essex Police does hold information relating to your request. Under Section 1(1)(b) the below has been provided in relation to your request: This data is correct as at 21st March 2021.
The Diversity, Equality & Inclusion Strategy was launched in Essex on 30th November 2020 and is aligned with the National Police Chiefs Council Diversity, Equality & Inclusion Vision 2018-2025 and is attached.
In an effort to assist under Section 16 of the act you may find the following of interest
The following working groups attended and contribute to the above.
Learning & Development EDIC Group
A Learning & Development Equality Diversity Inclusion & Cohesion (EDIC) task and finish working group commenced in November 2020 which is chaired by Head of Learning & Development, Chief Superintendent Mat Newton every 6 weeks.
The membership consists of internal officers/staff at a variety of ranks and grades (senior leaders, learning & development managers & staff, Diversity & Inclusion team, staff networks, support groups and staff associations) and external membership through Independent Advisory Group Networks and invited stakeholders.
Ongoing workstreams: -
- Review all current training delivery from a DEI perspective and training policy
- Horizon scanning for future DEI training needs
- Update the communication plan to increase awareness of the importance of understanding DEI issues from both a staff and public point of view
- Engage and enable community leadership to build understanding
Stop & Search EDIC Group
An Equality Diversity Inclusion & Cohesion (EDIC) task and finish working group commenced in September 2020 to understand how best to address a range of areas relating to disproportionality which is chaired by Assistant Chief Constable Andy Prophet every three months.
The purpose of the EDIC is to understand, address and where necessary reduce disproportionality in Essex Police, initially with a focus on stop and search. The group is made up of senior leaders, the Diversity and Inclusion Manager, operational police colleagues and staff at various ranks and key representatives from members of the public, local Independent Advisory Groups and young people. This board is complemented by data and activity from the Use of Force Board.
Ongoing work streams: -
- Engagement action plan – Involving using the Independent Advisory Group network and other community groups to identify the best way to talk to communities about the impact of disproportionality.
- Training for officers - Focusing on the quality of an interaction and the closure of the stop, especially when the search is negative, maximising the opportunity to ensure the interaction was constructive.
- Using technology to offer opportunities for feedback – Providing the person stopped an easy way to provide feedback on the quality of the interaction.
Further details regarding Essex Police’s response to the equality act 2010 for the year 2021 can be found via https://www.essex.police.uk/SysSiteAssets/media/downloads/essex/about-us/equality-and-diversity/essex-police-statutory-duty-report-2021---final---290121.pdf
In addition the protocol on equality opportunities in Employment can be found via https://www.essex.police.uk/SysSiteAssets/foi-media/essex/our-policies-and-procedures/human-resources/l1300-protocol-equal-opportunities-in-employment.pdf
Essex Police trusts that the links and information provided is of assistance.
Thank you for your interest in Essex Police.
The above request will be included within the Essex Police Publication scheme https://www.essex.police.uk/foi-ai/af/accessing-information/