The Northumbria Police and Office of the Police and Crime Commissioner (OPCC) JOINT DIVERSITY AND EQUALITY ANNUAL MONITORING REPORT

The Northumbria Police and Office of the Police and Crime Commissioner (OPCC) JOINT DIVERSITY AND EQUALITY ANNUAL MONITORING REPORT 2015 1

CONTENTS 03 Purpose 03 Joint Statement 03 Our Statutory Equality Duties 04 Meeting The Statutory Equality Duties 05 Governance 05 Equality Information and Analysis 05 Diversity and Equality Annual Monitoring Report 2015 06 Objective One Provide a fair, responsive and appropriate service to the communities we serve. 13 Objective Two Engage with all communities by listening and responding appropriately to increase confidence. 15 Objective Three Have a workforce that is more representative and knowledgeable of the communities we serve and that is reflected across the organisation. 18 Objective Four Equality standards and performance will be monitored, analysed and improved across the organisation. 20 What Next? 20 Monitoring The Force s Progress 20 Policies and Procedures 22 Publicising Force Progress 22 Alternative Formats 23 Appendix A - Equality Data 59 Appendix B - Policies and Procedures 61 Appendix C - Glossary 2

The Northumbria Police and Police and Crime Commissioner (PCC) Joint Diversity and Equality Annual Monitoring Report 2015 Purpose Northumbria Police and the PCC have a duty to make sure equality and diversity is at the heart of policing, for both communities and staff. This report will provide an update on how we are meeting the Public Sector Equality Duty, set out by the Equality Act 2010, and our future plans. Joint statement of the Police and Crime Commissioner and the Chief Constable: We are committed to providing services to our communities which embrace diversity and that promote equality of opportunity providing a fair and responsive service to the communities we serve. Only through engaging with communities and listening to and responding to your views will we maintain and build on the confidence you have in the Police. That means getting to know our communities and improving the quality of information and 'intelligence' about the range of needs across the community. We aim to maintain the high levels of satisfaction and overall experience of the public when they do require our help, and will continue to work hard to ensure that barriers to accessing services are removed. We re committed to using our community leadership role to promote a strong and cohesive community, and working with partner agencies around common interests to deliver a service which both our communities and staff are proud. Our Statutory Equality Duties Under the Equality Act 2010, public authorities must describe how they will meet the Public Sector Equality (General) Duty Regulations, 2011. Specifically, the PCC and Northumbria Police must have due regard to the need to: Eliminate discrimination, harassment and victimisation and any other conduct prohibited by the Act. Ensure equal opportunities between people who have a protected characteristic 1 and those who do not. Foster good relations between people who have a protected characteristic and those who do not. 1 The protected characteristics covered by the Equality Duty are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. 3

Under specific duties (Specific Duties Regulations, 2011), the PCC and Northumbria Police must: Publish information to show how it complies with the general equality duty. Prepare and publish equality objectives. The PCC and Northumbria Police must also: Consider the information that is published internally and nationally before preparing its objectives. Ensure the objectives are specific and measurable. Set out how progress will be measured. The PCC will monitor the actions of the force to ensure compliance with the Equality Act. Meeting the Statutory Equality Duties In March 2013, the PCC and Chief Constable published the 2013-17 Joint Equality Objectives, in line with the requirements of the Equality Act 2010. These are as follows: 1. Provide a fair, responsive and appropriate service to the communities we serve. 2. Engage with all communities by listening and responding appropriately, to increase confidence. 3. Have a workforce that is more representative and knowledgeable of the communities we serve and that is reflected across the organisation. 4. Equality standards and performance will be monitored, analysed and improved across the organisation. The Joint Equality Objectives are reviewed annually by the PCC and Northumbria Police, to ensure they remain relevant and reflective of the communities they serve. In support of the Joint Equality Objectives, an Equality Delivery Plan is in place, with activity identified from the following sources: Incomplete or ongoing actions from the previous year s plan; The Police and Crime Plan and the 2015/16 Chief Constables Delivery Plan; The Office of Police and Crime Commissioner (OPCC); The national Equality, Diversity and Human Rights Strategy for Policing and Equality Improvement Model (EIM); The Hate Crime Strategy; The Force s Stop and Search Action Plan; The Violence against Women and Girls (VAWG) Strategy; and The 2015/16 Strategic Assessment. Progress to demonstrate delivery of the Joint Equality Objectives is reported to the Force s Equality Board on a quarterly basis. Membership of the Board includes 4

representatives from departments and the OPCC. The Chair of the Board is Assistant Chief Officer (Corporate Services). The delivery plan remains subject to change (to cater for any emerging equality issues/threats), and is refreshed each year, to ensure it remains current and focused on the appropriate areas. Governance The Northumbria Police Strategic Management Board (SMB) meets monthly and is responsible for agreeing, driving and monitoring improvements across all aspects of performance, including the delivery of equality objectives. It is attended by Chief Officers, senior leaders and the PCC. Equality Information and Analysis During 2015, Northumbria Police monitored data by age, gender and ethnicity. Information concerning other protected characteristics, such as disability, gender reassignment, marriage/civil partnership, pregnancy/ maternity, religion/ belief and sexual orientation is collated and monitored proportionately. This ensures the data the Equality and Human Rights Commission (EHRC) recommends collecting is regularly assessed for equality impacts. Diversity and Equality Annual Monitoring Report 2015 The Equality Board receives regular reports informing them of equality issues relating to both the workforce and the community. The Diversity and Equality Annual Monitoring Report 2015 summarises progress against each of the Equality Objectives. To ensure the data is as current as possible, and reflects a full 12 month period, the reporting period October 2014 to September 2015 has been used for the purpose of this report (unless otherwise stated). The key equality issues identified within this document will be used to help shape future equality-based activity. A summary of monitored equality data is shown in Appendix A. 5

Joint Equality Objectives: 2013/17 Objective 1 - Provide a fair, responsive and appropriate service to the communities we serve. Putting Victims First Within the Police and Crime Plan 2013-18, the PCC has a clear priority of Putting Victims First ; ensuring they are provided with a policing service that is fair, responsive and appropriate to their needs. On 1 April 2015, the PCC launched Victims First Northumbria (VFN), an independent victim referral service, which puts victims at the heart of its service, ensuring they are given the help and support needed to cope and recover from the difficult experience they have faced. Every victim is given a dedicated care co-ordinator and partnership work is carried out with police and other partner agencies, to provide streamlined and co-ordinated support throughout the criminal justice process. Referrals to VFN are primarily made via Northumbria Police, however they can also be made by individuals (including self-referrals), agencies and other police forces. Following a report of a crime, each victim is visited by Northumbria Police and a detailed needs assessment carried out by the attending officer. The purpose of this needs assessment is to establish if the victim has any support needs and whether they are entitled to an enhanced service under the Victims Code of Practice (VCoP) 2. The Force monitors the equality data of those referred to VFN, to identify any disproportionality in terms of the protected characteristics. Between April and September 2015, 21% of victims with a needs assessment were referred to VFN; 27% of female victims were referred and 16% of male victims. The proportions of referrals across ethnicities were similar and those referred across age bands varied from 18% for persons under 16, to 23% for those victims aged 25-34 and 75 years and over. Victim Satisfaction Northumbria Police aims to provide a high quality service to its communities and surveys over 11,000 members of the public each year to see what can be done to help improve services, particularly for those with a protected characteristic. The Force has the highest satisfaction survey results in the country for the overall service provided to communities; with 91.1% of victims of crime happy with their overall experience. Satisfaction is high for both White and Black Minority Ethnic (BME) victims of crime. A gap of 1.1% exists between the two measures (89.9% of White victims compared to 88.8% of BME victims satisfied with the service received); an improvement on 2013/14, when the gap was 5.4%. The gap continues to be monitored by the Force Equality Board. Hate Crime There have been increases in all hate types (48%, 331 crimes) in comparison to 2013/14. Racially-aggravated hate crime continues to account for the greatest 2 https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/476900/code-of-practice-for-victimsof-crime.pdf 6

proportion of all hate crime within the force area at 79%; however, this has reduced from 89% in 2011/12 and 84% in 2013/14. The force acknowledges that some types of hate crime remain under-reported and work continues in this area to increase confidence and encourage reporting. During April to September 2015, 36% of hate crime victims were referred to VFN, in comparison to 21% of all crime victims. Referral data will continue to be monitored, to ensure there is no disproportionality in terms of the protected characteristics. In the 12 months to September 2015, 86% of hate crime victims were satisfied with their overall experience with the police. To increase confidence and tackle all types of hate crime (including faith-related crime), the Force has successfully delivered a Hate Crime Strategy and accompanying action plan, which focused on five key objectives of: prevention, identification, recording, investigation and bringing offenders to justice. Despite the completion of the action plan, effort remains on-going to incorporate all hate crime activity and levels of awareness into daily policing. The Hate Crime campaign Being you is not a crime. Targeting you is continues to be promoted throughout the Force area, to ensure everyone understands what constitutes a Hate Crime and encourage reporting. In support of National Hate Crime Week 2015 (12-19 October), the Force promoted the work undertaken to raise awareness of the issues affecting vulnerable/ protected groups. Community Engagement Officers (CEOs) in each area command hosted stalls and attended community meetings and events to encourage reporting and promote the support available to individuals. A schedule of local activity was shared with the OPCC, and promoted externally via press releases and social media. On 15 October 2015, the OPCC held a Hate Crime Conference, in conjunction with the North East Race Equality Forum (NEREF). Presentations were delivered on the latest hate crime research, and workshops carried out to share good practice; specifically in relation to programmes developed by Northumbria Police and partners to address the under-reporting of hate crime and support for victims. Recommendations from these workshops will help to shape future activity in this area. Key achievements and local activity in relation to tackling Hate Crime include: Development of the CEO s role force-wide, which includes close liaison with VFN. This has led to the implementation of an agreed protocol in respect of all Hate Crime Victims. Delivery of Hate Crime training to Police Cadets, Special Constables (SCs) and Student Officers. Additional awareness and refresher training has also been provided for front-line staff outlining definitions and responsibilities around Hate Crime. Safe Reporting Centres (SRC) within Northumbria have been cited as good practice by Her Majesty s Inspectorate of Constabulary (HMIC). The use of SRCs and their locations are subject of a further internal review, to check that SRC staff 7

are aware of their role and have received training, as well as considering their future use/ development. Hate Incident Monitoring Groups are in place in all Local Authority (LA) areas (attended by the Police), demonstrating a commitment to partnership working and identifying emerging issues and trends. A conference was held with members of the Jewish community in Gateshead, where a Crown Prosecution Service (CPS) input was delivered to raise awareness of criminal justice processes and enhance prosecutions against hate crime offenders. Collaborative work was undertaken with Be (formerly Tyne Trans) 3 in relation to the reporting of hate crime and the support available to the Trans community. BBC Inside Out filmed interaction between Northumbria Police officers and members of the Trans Community in Newcastle (aired on 2 November), which demonstrated improving confidence in the police. In Southern Area Command, questionnaires were formulated for persons with disabilities, to gain an insight into their knowledge of hate crime. Questions were based around what constitutes a hate crime, whether they have been a victim and how to report it. Findings have been used to determine future engagement and training. In October 2015, a member of Your Voice Counts 4 and a member of Sunderland Pride Organising Committee took part in a Community Opportunity event, to see how the Force deals with hate crime and supports victims. This provided a half day opportunity to work with the Community Engagement Team (CET) and go out on patrol with a neighbourhood officer. A visit was also carried out to VFN to see what support is available to victims of hate crime. Vulnerability and Repeat Victims Tackling crimes committed against individuals or groups because of a protected characteristic remains a high priority for Northumbria Police. In order to identify, support and provide a high quality service to the most vulnerable victims of crime, anti-social behaviour, intimidation or harassment, the force routinely monitors the levels of repeat victimisation by protected characteristic, to ensure appropriate safeguarding measures are in place. Vulnerable and repeat victims are monitored and reviewed on a daily basis via Area Command Daily Management Meetings (DMMs), to ensure victim needs and safeguarding issues are addressed and managed. Neighbourhood Policing Teams (NPTs) have responsibility for ensuring relevant Harm Reduction Plans are implemented and regularly reviewed. As part of its annual inspections into Police Effectiveness, Efficiency and Legitimacy (PEEL), HMIC s Vulnerability Inspection (June 2015) examined how effective forces are at protecting vulnerable people from harm and providing support. This included how forces respond to and support missing and absent children and victims of domestic abuse (DA), and how well prepared forces are to respond to and safeguard children at risk of sexual exploitation. 3 Be (formerly Tyne Trans) is a voluntary organisation based in Newcastle upon Tyne, where volunteers work to improve the lives of Trans and Non-Binary people throughout the North of England and beyond. 4 Your Voice Counts is a disability advocacy group, which helps people with learning difficulties find out about different services and organisations that can support them. 8

Northumbria was one of 12 forces assessed as good. Key findings include; The protection of vulnerable people from harm has been made a high priority by the Force; with both the PCC and the Chief Constable having a strong commitment to improving the services they provide. Clear and consistently-applied processes are in place to identify repeat and vulnerable victims; with regular and robust supervision and scrutiny of incidents to ensure an appropriate and timely response. There has been significant investment in staff training, which ensures a good level of knowledge and understanding. Good arrangements are in place with partner agencies to keep vulnerable people safe, and the Force is continually working to enhance these arrangements further. The Force has made, and continues to make investment in information technology (IT) to support improvements to bring about greater efficiencies and effectiveness in victim care services. Overall, the Force provides a good response to and safeguards missing children and victims of DA, and is well prepared to tackle child sexual exploitation (CSE). Mental Health Last year saw the introduction of the South of Tyne Street Triage Team. This brought together Northumbria Police and Northumberland, Tyne and Wear NHS Foundation Trust (NTW) to work jointly to improve services for people experiencing mental health crisis. This service was so successful, that in July 2015, it was expanded to the North of the Tyne, covering Newcastle, Northumberland and North Tyneside. The Street Triage Service provides an enhanced service to those who require mental health treatment to avoid them being detained unnecessarily under Section 136 (S136) of the Mental Health Act. The team responds to calls for assistance from partner agencies, manages contact from the public and provides appropriate support, advice and guidance to some of the most vulnerable members of society. An evaluation of the Street Triage Service has recently been undertaken. Findings show that this approach is having a significant and consistent reduction on the use of S136 powers by police officers, and a subsequent reduction in the amount of time officers are spending dealing with these types of incidents. Between October 2014 and September 2015, there were 349 S136 detentions (compared to 613 in 2014/15). By ensuring early intervention and utilising the professional skills of the mental health nurses, alternative clinical or diversionary pathways can be offered to individuals, ensuring the most appropriate service is provided. Training around the use of S136 has been delivered to police officers working alongside staff in mental health hospitals, as well as student officers and Custody Sergeants. Awareness sessions have also been delivered to the mental health crisis teams and Psychiatrists, to outline their role in the S136 process. PCC Baird represents the Association of Police and Crime Commissioners (APCC) on the National Mental Health Crisis Care Concordat and supports the regional Crisis Care 9

Concordat which sees police, the NHS, councils and the voluntary sector in the north east coming together to improve the crisis care for those with serious mental health issues. Action plans are in place in each of the six LA areas, to support Concordat declarations, and include; access to support before crisis point; urgent and emergency access to crisis care; quality of treatment and care when in crisis; and recovery and staying well, preventing future crises. Keeping Young People Safe from Harm NPTs continue to engage with young people in a variety of ways including diversionary events, online meetings/forums and attendance at local schools to deliver inputs aimed at preventing harm. Throughout 2015, inputs to students have included: healthy relationships, knife crime, hate crime, radicalisation and the PREVENT agenda, fake identification (ID), underage drinking and substance misuse, internet security, use of social media, cyber bullying and sexting. The Force works in partnership with the interactive safety centre Safetyworks! Two CEOs are collocated at the centre and work as part of the Safetyworks! Team. A number of educational packages have been developed in conjunction with the Tyne and Wear Fire and Rescue Service (TWFRS), aimed at raising awareness and safety concerning CSE, vulnerability, e-safety and sexting. The Centre reopened on 14 September 2015, with over 3,500 individuals attending to date. Stop and Search In order to better understand the impact of Stop and Search powers on communities, the Force became an early adopter of The Best Use of Stop and Search Scheme, which was announced by the Home Secretary in April 2014. The scheme aims to achieve greater transparency, community involvement in the use of stop and search powers and supports a more intelligence-led approach, leading to better outcomes. An action plan is in place combining actions and recommendations from the Best Use of Stop and Search Scheme and the 2013 HMIC inspection into the Use of Stop and Search. This includes oversight and governance arrangements, renewed emphasis on training and handling complaints when they arise, as a result of the tactic being used. Northumbria will continue to improve its use of the tactic and will ensure that each time officers use the power they do so in a legal, fair and proportionate manner. Northumbria Police recognises that the involvement of the public is important in keeping confidence high in the Force area, whether through scrutiny panels, involving the Strategic Independent Advisory Group (SIAG), observing the tactic first hand or publishing neighbourhood level data (via the Police.uk website). In June 2015, a Community Opportunity initiative was introduced as part of the Force s commitment to place communities at the heart of policing and deliver a service that addresses their concerns. Community Opportunity gives members of the public the chance to gain a practical insight into the nature of police work (including the use of police powers) and is aimed at helping to improve trust and confidence within communities. 10

The scheme allows local residents to join police on patrol, attend meetings with officers or join volunteers on the Community Speedwatch scheme. Anyone who has concerns about issues in their area and wants to know what is being done to tackle these can apply to take part in the scheme via the Northumbria Police website. Whilst Community Opportunity is not available to under 18 s, a number of focus groups have been held with young people to raise awareness of the stop and search tactic. Youth Stop and Search Leaflets have been printed and distributed to Area Commands for distribution to youth groups, detailing the stop and search process and their rights. An internal marketing campaign has been undertaken around Know Your Powers and the fair and effective use of Stop and Search; with a further training package delivered to all front-line staff in September 2015. Domestic and Sexual Abuse A key priority in the Police and Crime Plan 2013-18 is to reduce domestic and sexual abuse. In support of this, the regional Violence against Women and Girls (VAWG) Strategy focuses on: domestic and sexual abuse; human trafficking and sex work; forced marriage and honour crimes; Female Genital Mutilation (FGM); and harassment and stalking. The strategy aims to improve the support and protection of women and girls who are victims of violence or abuse, and raise public confidence to enable the improved reporting of incidents to the police. Specific activity undertaken in support of the VAWG Strategy includes: The development of an early intervention/ safeguarding guide to assist frontline professionals in recognising the signs which could indicate a child, young person or their family may be vulnerable and in-need of help. The continuation of the Domestic Violence Support and Assistance (DVSA) Patrols introduced by the PCC across the Force area on Friday, Saturday and Sunday evenings, which involve joint patrols with partner agencies and officers utilising Body Worn Video cameras. In November, the BBC worked with the DVSA car in Sunderland, to showcase the value the initiative brings for victims of DA. The delivery of CSE training to all taxi licenced holders within South Tyneside by the LA and police. The introduction of DA Global Positioning System (GPS) proximity devices, which uses technology to create alerts if a victim and perpetrator are in close proximity to each other to avoid them having actual contact. The introduction of Centralised Specialist Domestic Violence Courts to deliver more effective case management and shorter trial adjournment dates. The delivery of training to vets and RSPCA in conjunction with 'Medics against Violence' regarding the link between DA and animal cruelty. The completion of two Home Office DA Victims Survey pilots. An evaluation report is being prepared, however it remains the intention of the Home Office to mandate the survey for all forces in 2016/17. Promotion of the DA campaign What time is kick off in your house? during the Rugby World Cup tournament in June. DA helplines were promoted during the campaign which included hard-hitting posters aimed at perpetrators and victims 11

Coercive control and attitudes training has been delivered jointly by the OPCC and Northumbria Police, to all front-line staff and key non front-line staff. Inputs have been developed for delivery in schools regarding healthy relationships, sexual health and consent, and CSE. Roll-out will continue into 2016, with LA partners. Four DA focus groups have been held with DA victims and support agencies across Gateshead and Tyneside, to gain their views on the effectiveness of Northumbria Police when dealing with DA. BME and Lesbian, Gay, Bisexual and Transgender (LGB&T) representatives were also present at the groups. A DA campaign In an abusive relationship, things are never as they seem on the surface, commenced on 30 November to raise awareness of all forms of abuse over the Christmas/ New Year period. Communications activity will continue until the end of January 2016. A series of multi-agency safeguarding operations continue across the Force area to protect victims/ potential victims of serious sexual offences. In March 2015, Northumbria Police was awarded three successful Police Innovation Fund Bids, relating to domestic and sexual abuse. These consisted of: The introduction of two intelligence-led multi-agency operational hubs to tackle CSE, Vulnerability and Modern Day Slavery; The identification, tackling and safeguarding of serial DA victims through the Gateshead Multi-Agency Safeguarding Hub (MASH), whereby funding assists with data analysis to identify serial victims and provide them with support and access to specialist agencies via dedicated DA workers; and The tackling of DA perpetrators (enhanced), through analysis of data relating to the recency, frequency and gravity of offending via a Multi-Agency Tasking and Coordination Process (MATAC), to identify and target the most harmful perpetrators. Home Office Innovation Funding has been used to expand DA Perpetrator Services across the Northumbria Force area. Barnardos and Impact Family Services have recently established a new voluntary DA perpetrator programme for the Northumberland area (BIPP); with the programme accepting referrals from Monday 23 November 2015. This will be expanded to cover the North Tyneside area in 2016. There are four additional perpetrator programmes in place across the Force area, which are as follows: South Tyneside Domestic Abuse Perpetrators Programme (STDAPP) - Barnardos and Impact Family Services Sunderland BIG Programme Barnardos, Impact Family Services and Gentoo Housing Newcastle Domestic Violence Protection Project (DVPP) Barnardos Gateshead Domestic Abuse Perpetrator Programme DETER innovations (accepts referrals force-wide). 12

Objective 2 - Engage with all communities by listening and responding appropriately to increase confidence. Understanding our Communities The OPCC continues to engage with six Advisory Groups 5 based on the protected strands of the Equality Act 2010. Each group is made up of community representatives from across the North East, who come together to provide advice and support to Northumbria Police and the OPCC. The membership of these groups is currently under review, to ensure they remain current and fit for purpose. Within the 2015/16 Equality Delivery Plan, the Force has pledged to undertake research to ensure an improved understanding of our neighbourhoods. A student placement from Northumbria University is working with the Corporate Development Department to identify what activity is being undertaken at both a local and national level with regards to community profiling. It is hoped that this will identify sources of good practice, help identify demand and assist with the forces duties around equality and diversity and community cohesion. Engaging with Communities and Improving Accessibility The Force ensures Police Officers, Police Community Support Officers (PCSOs) and Special Constables (SCs) are available at convenient locations and times to listen and respond to the concerns of diverse communities. This includes attendance at established police bases within supermarkets, schools and public buildings, frequent patrols in areas of high footfall and attendance at local meetings. Neighbourhood Policing Teams (NPTs) regularly engage with local support organisations to raise awareness of policing services and provide support to service users. For example: In Southern Area Command, regular meetings and drop-in sessions are being held with two projects for homeless young people. Individuals are identified and given the opportunity to take part in the Community Opportunity initiative to improve relationships between young people and the police and highlight the support available. In Central Area Command an A-Z of LGB&T services has been developed and distributed by Newcastle CET. Rainbow Home (an LGB&T support group for Asylum Seekers), is attended by the CET on a monthly basis to build confidence and trust within the community. English for Speakers of Other Languages (ESOL) classes and conversational classes are also attended by Central s CET, to build trust and confidence with newly placed residents, and raise awareness of the support available to them. In Northern Area Command, engagement work is ongoing between the CEO and Traveller s Liaison Officer at Northumberland County Council, to establish good relations and identify seasonal trends with regards to traveller groups. Northumbria Police works closely with the Alzheimer s Society on the initiative Dementia Friends. Officers have been given specialist training about the condition, how it can affect people, how to spot the signs of someone with it and how to address 5 PCC Advisory Groups consist of Belief, BME and Faith, LGB&T, Age, Disability, Gender and Victims. 13

their needs. Officers also use information provided by family members and carers to build a picture of where someone with dementia may be likely to go, if missing, to help locate them. The adoption of this initiative has been recognised nationally by the House of Commons. In August 2015, two Force representatives were invited to Westminster as guests of the Alzheimer s Society, to celebrate the initiative and highlight the ways local officers are working to better support people with dementia. The initiative demonstrates, through partnership, what steps can be taken to ensure the needs of people affected by dementia are considered and realised. Work continues to improve and develop engagement opportunities with diverse communities. Social media channels such as Facebook, Twitter and the Northumbria Police Website, are used to inform the public of ongoing events (including NPT activity) and provide key messages in relation to crime prevention and community safety initiatives. The level of online engagement is steadily growing. At 1 st December 2015, the Force had 80,630 followers across all corporate Twitter accounts; an increase of 24,520 on the previous year (56,110 in December 2015). Visits to the Force s corporate Facebook pages have also increased by 68.6% - from 41,339 in December 2014 to 69,706 in December 2015. A number of new Twitter accounts have, and continue to be set up to serve and support some specific roles (e.g. the Chief Constable), specific functions and NPTs. All engagement methods are promoted Force-wide including the 101 number, the online 101 form and the Crime Prevention ipad App. Less traditional methods of engagement such as Skype are also currently being considered, to improve interaction with a wider audience. Northumbria Police and the OPCC understand the importance of identifying and reducing barriers experienced by diverse groups and individuals, when accessing public services. Consultation has been carried out with disability agencies and disabled residents across the Northumbria force area, to better understand the gap that exists in the perceptions of policing between disabled and non-disabled residents and identify areas for improvement. This included a focus group with deaf and hearing impaired individuals. In July 2015 consultation was carried out with Northern Pride participants to assess LGB&T experiences and perceptions of Northumbria Police. Consultation was also carried out with Sunderland Pride participants in September 2015. Overall, fewer participants thought there were barriers to reporting to the police, compared to previous years; with more participants thinking that Northumbria Police understand the issues affecting LGB&T people and believe that they are doing all they can to tackle LGB&T hate crime, compared to 2014. 14

Future engagement and training opportunities arising from the surveys have been incorporated into the Equality Delivery Plan for progression. Activity undertaken in response to the actions will be monitored on a quarterly basis, via the Equality Board. In order to ensure improved accessibility for communities, co-location with partners continues to be developed across the Force. This encourages further integration into communities and enhances engagement opportunities with both partners and the public (particularly hard-to-reach communities).to date, 21 new NPT bases/ sites are now complete, with a further 4 to be progressed in 2016. In addition to this, the Street to Strategic project continues to be rolled-out across the Force, to allow officers and staff to directly access and update key information from within their communities. Objective 3 - Have a workforce that is more representative and knowledgeable of the communities we serve and that is reflected across the organisation. Workforce Profile Northumbria Police is committed to developing and retaining a workforce that is more diverse and representative of the communities it serves. Whilst recruitment opportunities are limited by current financial pressures, Human Resources (HR) Department continues to ensure any opportunities which arise are appropriately marketed to attract a diverse representation. Likewise, internal selection processes are robustly managed to ensure everyone has fair access to all opportunities either through promotion, progression or new learning. In support of this, a Recruitment, Retention and Progression Plan is being developed in conjunction with the College of Policing (CoP), to assist with positive action and career development initiatives. The plan focuses on three main areas: engagement, recruitment and retention. Over the last 12 months significant engagement has taken place with underrepresented communities, organisations and groups, to encourage applications. Internal focus groups have been held with BME officers, staff and volunteers to discuss the barriers experienced by BME communities (e.g. engagement techniques and cultural barriers) when considering a career with Northumbria Police. In addition, surveys have been carried out at community equality events such as Northern Pride, Newcastle Mela, Sunderland Pride and a Disability North DNEX event, to establish public confidence as well as barriers to working for and volunteering for Northumbria Police. The Recruitment, Retention and Progression Plan incorporates all of this feedback. In November 2014, Northumbria Police launched an extensive recruitment campaign, to encourage diverse groups to apply for a policing career. Given the positive response, as well as additional financial challenges, recruitment was suspended from June 2015. In total 2,884 application forms were received; of which, 866 were female (30.4%) and 115 (3.8%) from BME applicants. 15

Victim-led Training Victims needs and perspectives continue to be incorporated into each stage of the training design, implementation and delivery process, to ensure police officers and police staff are equipped with the knowledge and skills needed to undertake their role in an empathetic, respectful and professional manner. The following victim-led training packages were delivered to officers and staff throughout 2015: DA Standard Risk Safeguarding DA Coercive Control DA Perpetrator Tagging Scheme Body Worn Video (BWV) Putting Victims First The Victims Code of Practice (VCoP) Female Genital Mutilation (FGM) Mental Health Street Triage Service This approach will continue into 2016/17. Stonewall 6 The Force participated in the Stonewall Workplace Equality Index 2016 and is continuing to work with Stonewall and other key stakeholders to make improvements to how LGB&T officers and staff are supported and engaged via changes to policy, procedure, training, monitoring and communication. Feedback received from LGB&T communities has resulted in the introduction of the LGB&T Liaison Officer Role. This role has been developed to improve engagement and build trust and confidence within LGB&T communities. This involves attendance at all equality events (both internal and external to the organisation) and has developed into a specialist role, which provides advice to both SMT members and colleagues, regarding LGB&T issues. Support Association Activity Internal Support Associations play an important role in the development and review of people management policies, procedures and practices, and in the promotion of the needs and views of particular groups within the Force. They are available to individuals employed by Northumbria Police, to provide moral support and signpost individuals to further support when required. The Force works closely with these Associations to create awareness, gather internal and external feedback, and support staff and officers through the Equality Events Calendar. Work is underway with the Support Associations to re-design how the Force can meet the needs of its current workforce. This includes the launch of new LGB&T and Women in Policing Associations, whilst promoting the current Disability Support Association (DSA). 6 Charity campaigning for the equality of lesbian, gay, bisexual and trans people across Britain 16

Implementation of these Associations will: create a wider awareness of the support available within the Force enable the Force to gain a wider understanding of the needs of the workforce and in turn, local communities enable the Force to effectively engage both internally and externally Positively impact on recruitment, retention and progression for all officers, staff and volunteers. Unsatisfactory Performance (Police Officers) and Capability (Police Staff) Northumbria Police is committed to creating and maintaining an effective workforce. To achieve this, the Force has policies and procedures in place aimed at supporting and developing its officers and staff to ensure they fulfil their potential and achieve a high standard of attendance and performance within their roles and responsibilities. Cases of unsatisfactory performance and capability are routinely monitored by the HR Department and the Force Equality Board. Analysis by protected characteristic has been undertaken and no discriminatory patterns have been identified. Grievances The Force has an established process to manage internal complaints raised by staff and where possible, the Force will try to resolve grievances informally in the first instance as this often presents the most benefit for a long-term solution. The Force maintains a pool of trained mediators who can work with people to resolve issues. In cases where informal resolution is not appropriate, these are formally progressed and monitored in accordance with the Force s HR procedures. Analysis by protected characteristic has been undertaken and no discriminatory patterns have been identified. Volunteering The Force currently has 222 Special Constable Volunteers. The proportion of BME (0.5%) and female (21.6%) Special Constables within the Force is low. There remains a large number of Special Constables who have not declared their ethnicity, as the provision of this data is voluntary. To promote and encourage a workforce which is representative of the communities we serve, a Volunteering Strategy is in place to increase the numbers of under-represented groups within Northumbria. In-line with the Strategy, volunteering opportunities are promoted via the Force internet and at public events, to encourage applications from diverse communities and underrepresented groups. Over the coming months, social media will be used more frequently to further encourage and promote volunteering opportunities throughout the Force area. This will include the promotion of the Special Constabulary, Police Cadets, Police Support Volunteers (PSVs) and Community Opportunity. The Northumbria Police Cadet Scheme is a four year scheme aimed at 14-15 year olds. It provides an opportunity for young people to participate in a wide range of activities whilst developing key life skills. The group is diverse and represents the communities of Northumbria Police. Of the 282 Cadets, 45.7% are female and 3.5% are BME. The group also includes 25% vulnerable young people. 17

All Northumbria Police Cadets take part in the Duke of Edinburgh Scheme to provide them with a qualification that is recognised by employers. The completion rate of Cadets taking part in the scheme is 92% which compares to a national average of 45% - this is the highest in the region. There are currently 67 PSVs 7, of which 16 are female. Female representation has increased by over 50% since March 2013, however the representation is still low (23.9%) when comparing to that of male (76.1%). Change Programme Northumbria Police ensures that any impacts on workforce diversity arising from the Change Programme are identified through Equality Impact Assessments (EIAs). During business review consultation stages, one-to-one sessions are held by line managers and supported by HR, where the personal impact arising from change can be discussed by staff and, if considered appropriate, mitigations put in place to ensure individual needs are met. A formal entry exists within each project plan which requires project teams to consider additional stakeholder input for an enhanced consideration of equality issues, if appropriate. A clear governance process is in place which oversees the formal transition from proposal development to decision making. Objective 4 - Equality standards and performance will be monitored, analysed and improved across the organisation. Anticipatory Duty Under the Equality Act 2010, Northumbria Police has a duty to ensure reasonable adjustments are made to afford every individual fair and equal treatment and access to services, whilst ensuring their dignity and human rights are protected. Police officers and staff are required to anticipate their interaction with the public, particularly those with protected characteristics, and be aware of what they would do and the adjustments they would make, in advance of situations arising. To ensure the Force meets these requirements, Equality Champions have been identified and trained in all Area Commands and departments. A continual cycle of awareness raising is in place with regard to the Equality Act 2010, and in particular, the element of anticipatory duty; as failure to fulfil this duty could be considered discriminatory. A template has been developed and included for use within Force Operational Orders. This will ensure officers; have consideration of the protected characteristics, identify the potential impacts, and record suitable actions required to reduce, eliminate or promote them. 7 Police Support Volunteers (PSV) are members of the public who support Northumbria Police by giving up their time and experience to help the Force improve quality of service provided to communities in terms of Community Speed Watch (CSW). 18

National Equality Improvement Model In February 2015, the Force conducted a self-assessment against the College of Policing s (CoP) Equality Improvement Model (EIM), to assess activity undertaken across key equality functions and identify good practice and areas for improvement. Out of ten indicators, Northumbria Police were unable to fully evidence only one area relating to the involvement of communities in the scrutiny of data, to improve performance. To address this, an action has been included within the 2015/16 Equality Delivery Plan which states We will improve the trust and confidence of diverse communities in our use of Stop and Search, and wider policing tactics, and involve communities in the scrutiny of data to improve performance. In response, the PCC has agreed to use an oversight committee that will meet twice a year to scrutinise Stop and Search records in support of the Best Use of Stop and Search Scheme principally disproportionality, legality, conduct of the officer and grounds for the stop and search. Focus groups will also be developed to enhance the experience for young people, and the Force s SIAG will continue to be consulted on the effects this tactic has on some groups. Using the EIM as a continuous improvement tool, the Force will undertake a review against the indicators on a six-monthly basis; with the next review due in February 2016. Contracts and Procurement All suppliers tendering for business must complete a diversity questionnaire. Equality and diversity requirements are also included in tender specifications for goods and services which must meet the needs of specific user groups, for example, contracts for interpreting services. The responses are assessed as part of the award of contract. From 1 st November 2014 to 31 st October 2015, 378 questionnaires were assessed as part of the award of contracts process, with no failures to meet the required standards. The responses received have confirmed that suppliers receiving business from the Force are complying with legislation and have implemented policies within their business to avoid unlawful discrimination. Diversity updates have been introduced as a standard agenda item on Key Contract Monitoring Meetings, therefore requiring Contractors to bring to the Force s attention any diversity matters/ issues that have occurred within their business. No negative issues were raised during the reporting period. Complaints The force continues to build on the success of the joint Complaints Triage System. This allows the PCC and Chief Constable to monitor and improve how complaints against the police are handled; ensuring referral to Professional Standards Department (PSD) for formal recording and allocation of an Investigating Officer (where appropriate). In the 12 months to September 2015, a total of 1,274 police complaints were received, of which 1,017 (79.8%), were resolved by the Triage Team within 10 working days. Every complaint received at the OPCC is reviewed by a senior member of staff to ensure there is no discriminatory behaviour towards those identified in the protected strands. 19

Understanding the make-up of complainants is important to ensure the Force addresses the specific needs and requirements of everyone in the community, including those from protected groups. It helps the Force to understand what is required in the service it delivers, and allows action to be taken to implement improvements and ensure there are no disparities in service provision. A system has recently been introduced to allow the Force to better capture the protected characteristics of complainants. This involves the Complaint Service Advisor (CSA) sending out correspondence to every complainant, which includes questions around their protected characteristics. Analysis by protected characteristic has been undertaken and no discriminatory patterns have been identified. In September 2015, the Independent Police Complaints Commission (IPCC) issued revised guidelines to improve the handling of discrimination complaints, as well as a set of key principles to help police forces improve the accessibility of the complaints system. To support the roll-out of these guidelines, an IPCC training workshop was held in September with the Head of PSD and two representatives in attendance. These guidelines have since been rolled-out to the remainder of PSD staff, area command officers/ staff and external partners, to assist in the effective handling of allegations of discrimination (including discrimination based on race, sexual orientation, religious belief, age, or disability). What next? Northumbria Police and the OPCC will continue to work with stakeholders to agree future equality objectives and ensure we meet our equality obligations. A review of the equality objectives will be undertaken by 31 st March 2016, to ensure they remain current and fit for purpose. Monitoring the Force s progress The OPCC and Northumbria Police aim to embed equality throughout all business and service delivery. Public consultation through surveys, focus groups and other engagement activity, informs our equality objectives and the Equality Board monitors progress on a quarterly basis. Details are released in an annual report on the Northumbria Police and OPCC websites at: www.northumbria.police.uk and www.northumbria-pcc.gov.uk. Policies and Procedures Equality Impact Assessments (EIAs) are carried out on all policies, procedures and processes within Northumbria Police to help ensure the Forces anticipatory duty has been addressed and reasonable adjustments made. 20