This resource is from the Committees section. This is report 11 of the 28 July 2005 meeting of the MPA Committee and presents to members the MPA Race Equality Scheme (RES) 2005 – 2008.

Sections available here:

• MPA Race Equality Scheme 2005 - 2008
  • Summary
  • A. Recommendation
  • B. Supporting information
  • C. Race and equality impact
  • D. Financial implications
  • E. Background papers
  • F. Contact details

MPA Race Equality Scheme 2005 - 2008

Report: 11
Date: 28 July 2005
By: the Chief Executive & Clerk

Summary

This report presents to members the MPA Race Equality Scheme (RES) 2005 – 2008. It has already been presented to the Equal Opportunities & Diversity Board. As it is a large document it is enclosed for members as a separate document.

A. Recommendation

The Equal Opportunities and Diversity Board recommends that the Authority approves the MPA 2005 – 2008 Race Equality Scheme.

B. Supporting information

1. The MPA is required to review its assessment of the relevance to the general duty in the Race Relations (Amendment) Act of its functions and policies by 31 May 2005. The general duty is to:

• Eliminate unlawful racial discrimination;
• Promote equality of opportunity;
• Promote good relations between persons of different racial groups.

This review looks to assess the extent to which each function and policy is relevant to fulfilling the general duty. The relevance in turn speaks to the extent and frequency of monitoring/review of each function and policy. The MPA has taken the opportunity to update the allocation of lead responsibility for each function and to update the description, lead officer and progress for each policy.

2. At the time of this review, it is good practice to review the whole of the 2002 – 2005 RES and publish an new RES covering the period 2005 - 2008.

3. That general review, over a number of months, has looked at many aspects of the 2002 – 2005 RES:

• Relevance – as described in paragraph 1 above;
• Arrangements for meeting the general duty – a general updating of the arrangements in the 2002 – 2005 RES taking into account the passage of time, new organisational structure and reviewed and revised guidelines for impact assessment;
• Achievements from the 2002 – 2005 RES action plan – a review of that action plan to determine progress and completion;
• 2005 – 2008 RES action plan – an updated action plan to carry forward the arrangements for meeting the general and specific duties of the RR(A)A.

4. Among the achievements of the 2002 – 2005 RES were:

• The commitment, in November 2004, of the MPA to a comprehensive equality and diversity policy, bringing to all areas of equality the good practice flowing from the RR(A)A.
• The review and revision of our guidance and forms for Equality Impact Assessment (EIA), along with specific training for members and staff. EIA is the essential tool for ensuring that all of our policies accord with our duty under the RR(A)A, as extended to all areas of equality.
• A comprehensive review of the management and delivery of the Independent Custody Visitor Scheme, leading to a reform programme that will ensure good equalities performance in the operation of the scheme.

5. It is of great importance that those who will be affected by the RES be afforded an opportunity to influence its construction. Such consultation will ensure that the MPA is reflecting the concerns of the community and is proposing future action with which the community is at ease. At the beginning of April 2005, the 2005 – 2008 RES was sent to all MPA members and staff, key MPS staff, staff support associations, trade unions, Race Equality Councils and a variety of other organisations and individuals (representing the ethnic diversity of Londoners) [pages 48 & 49 of the RES]. The MPA also received a request for a copy of the scheme from the representative of an organisation who was interested in reviewing it.

6. By the beginning of May 2005, the only comments to be received as a result of the consultation exercise were from MPA staff. The comments received were taken into account in producing the final draft version of the 2005 – 2008 RES and it was posted to the MPA internet site on 31 May 2005. A copy of the draft 2005 – 2008 RES is at Appendix 1 of this report.

7. Although a final draft version was produced following consultation, the MPA 2005 – 2008 RES is a living document that will, even after its approval by this Authority, continue to evolve through its currency. The consultation in April was just the beginning of the participation of Londoners and MPA employees in the 2005 – 2008 RES. It is the aim of the MPA to maintain that participation. The RR(A)A places a duty on the MPA that it cannot properly progress without that participation. Members from various communities in London attending the Equal Opportunities and Diversity Board (EODB) meeting on 7 July were reminded that their views on the RES and its operation are always welcome.

8. The 2005 – 2008 RES will be monitored regularly to ensure progress and adherence to good practice. Day-to-day responsibility will lie with the MPA Race and Diversity Unit, with corporate responsibility located with the MPA Senior Management Team; the vehicle of the MPA’s scrutiny will be the Equal Opportunities and Diversity Board (EODB). EODB will be an avenue for all concerned with the good operation of the MPA RES to be involved with that scrutiny process. A progress report on the MPA RES will be submitted to EODB at its meeting in December. This report will also address the key equality impact assessments that have been undertaken.

9. A paper was considered by EODB at its meeting on 9 July. The paper recommended that members endorse the MPA 2005 – 2008 RES and agree to its submission to Full Authority. Members agreed with that recommendation.

C. Race and equality impact

1. The RES is the mechanism whereby the MPA informs both its workforce and Londoners of the way in which it will implement the duties placed upon it by the Race Relations (Amendment) Act [RR(A)A] 2000. It is also the vehicle by which the workforce and Londoners can hold the MPA to account in implementing those duties.

2. A successful operation of the RES will produce positive benefits for all London’s diverse communities and for the workforce of the MPA. A contented workforce that mirrors, at all levels, the diverse nature of London’s communities and a community that is proud of, and confident in, its police authority will improve the general view of policing and confidence in it.

D. Financial implications

1. The Race and Diversity Unit holds a budget for the progression of race and other equality issues.

E. Background papers

None

F. Contact details

Report author: Doug Lewins, MPA.

For more information contact:

MPA general: 020 7202 0202
Media enquiries: 020 7202 0217/18

The following is available a PDF document:

• Appendix 1
  MPA Race Equality Scheme 2005 - 2008

Portable Document Format (PDF) files require Adobe Acrobat Reader, available as a free download from Adobe.