Unconscious Bias Training - Victims and Monitoring

Keywords

Mandated, Unconscious, Bias, Training, Stereotypical, Terms, Gender, Neutrality, Alienate, Cause, Offence, Specific, Minority, Groups, Victims, Determines, Monitored, Undertaking, Program, Neutral, Language, Self-awareness, Individual, Subject, Outcome, Aware, Conscious, Identify, Biases, Impact, Actions, Decision, Making, Multi-faceted, Package, Leadership, Diversity, Inclusion, Integration, Practical, Strategy, Performance, Reviews, Personal, Development, Plan, Upskilling, Retraining, Attracting, Progressing, Retaining, Workforce, Trends, Complaints, Compliments, Data, Named, Staff, Early, Intervention.

Publication Number

PUB 1332

FOI Reference Number

15989

Request Title

Unconscious Bias Training - Victims & Monitoring

Date Range

N/A

Information Requested

I was pleased to note, within the Statutory Report 2021, a recognition of unconscious bias within Essex Police and pleased to read the following extract.

Mandated Unconscious Bias Training

A new online training package has been produced by the Leadership and Development Team regarding Unconscious Bias. Unconscious biases are the underlying attitudes and stereotypes that people unconsciously attribute to another person or group of people that affect how they understand and engage with a person or group.

Monthly updates were circulated to senior leaders with details of completion rates. This training package was mandated for completion by Essex Police’s workforce by 30th April 2020. Raising awareness in this area has assisted with attracting, recruiting and retaining a more diverse workforce and community engagement.

However, in light of the above and the stereotypical terms I provided, terms that do not recognise gender neutrality and would clearly alienate and cause offence to specific minority groups, I am left wondering why such minority groups would appear to be excluded from the “Mandated Unconscious Bias Training” program.

It would appear to me that Essex Police believe only certain minority groups can be the victim of unconscious bias.? If that is the case, please advise who determines which minority groups can be victim’s and upon what basis is any such decision?

I would also like to know how Essex Police officers are monitored for unconscious bias both prior and following their undertaking this training program.

Perhaps Essex Police might follow the lead of Lufthansa who recently announced that it will ditch the traditional ‘Ladies and Gentlemen’ greeting when welcoming customers on board its flights and will instead adopt gender-neutral language.

Disclosure with Exemptions

Full Disclosure

Information Correct as at

31 July 2021

Date of Disclosure

23 August 2021

Related Documents/Links

N/A

FOI 15989 Response

Having completed enquiries within Essex Police in respect of Section 1(1)(a), Essex Police does hold information relating to your request, Essex Police can confirm in respect of Section 1(1)(b) the following data in response to the questions set into the above commentary:

Caveat: The data is correct as at 31/07/2021

It would appear to me that Essex Police believe only certain minority groups can be the victim of unconscious bias? If that is the case, please advise who determines which minority groups can be victim’s and upon what basis is any such decision?

The Unconscious Bias training focuses on the self-awareness for the individual and not the subject (although examples may be used to illustrate biases). The expected outcome from the training is that the individual becomes aware that we all have unconscious bias and once conscious of that, should be able to identify their own biases which they will then be in a position to manage and ensure that any biases do not impact on their actions and decision making.

I would also like to know how Essex Police officers are monitored for unconscious bias both prior and following their undertaking this training program.

Unconscious bias (UB) training for Essex Police is multi-faceted in that there is e-learning with an UB package, it is included in leadership training and the force has invested in an external provider to train across the force on diversity and inclusion to allow integration and practical application of the EDIC Strategy. The performance of officers is assessed in performance development reviews which take place every 6 months and then a follow up with a personal development plan if further upskilling is required which may include retraining. The performance improvement of individuals leads to an organisational performance and assists in attracting, progressing and retaining the workforce. Obtaining information on individual officer performance falls outside of the timelines set for this request.

In addition, trends are monitored through complaints and compliments data against named staff where early intervention and training can be taken.