Increased confidence in the For senior officer appointments, interview process through scale recruitment for specific roles, e.g. involvement of independent student police officers and apprentices, members and specialist police officer roles develop a wider pool of diverse external / community interview panel members Embedded positive action Develop the role, reach and accessibility support within recruitment Positive Action Team of the Positive Action Team in processes recruitment processes An understanding of local Engage with divisional Senior Leaders communities and Positive Action Team - and Local Policing Teams in order to groups within with support from District develop local community engagement, in local community Senior Leadership line with the Positive Action Strategy demographics and Teams engagement plans developed 2.2 Ensure the proportionate Establish a team to build organisational Increased organisational Organisational Learning retention and progression understanding of diversity, equality and understanding and fair Workforce and of staff across the inclusion relating to the retention and application within retention Development Branch – organisation in order to progression of underrepresented groups and progression processes retention and progression achieve appropriate team representation (including Engage with student officers in Increased retention and at senior level to provide preparation for future promotion progression of role models) of our processes and development officers. changing diverse opportunities the broader umbrella of Future proportionality in communities and a Developing Diverse Leaders programme ranks is reflective of the workforce that can meet workforce the needs of our Develop activities to bring together communities traditionally underrepresented groups Attract a workforce with the Positive Action Team – e.g. BME women from educational skills and abilities to the with support from the institutions, communities and GMP’s diverse communities within retention and progression team, OLWD
For senior officer appointments, scale recruitment for specific roles, e.g. student police officers and apprentices, and specialist police officer roles develop a wider pool of diverse external / community interview panel members Develop the role, reach and accessibility of the Positive Action Team in recruitment processes Engage with divisional Senior Leaders and Local Policing Teams in order to develop local community engagement, in line with the Positive Action Strategy Increased confidence in the interview process through involvement of independent members Embedded positive action support within recruitment processes An understanding of local communities and groups within local community demographics and engagement plans developed Positive Action Team Positive Action Team - with support from District Senior Leadership Teams 2.2 Ensure the proportionate retention and progression of staff across the organisation in order to achieve appropriate representation (including at senior level to provide role models) of our changing diverse communities and a workforce that can meet the needs of our communities Establish a team to build organisational understanding of diversity, equality and inclusion relating to the retention and progression of underrepresented groups Engage with student officers in preparation for future promotion processes and development opportunities the broader umbrella of Developing Diverse Leaders programme Develop activities to bring together traditionally underrepresented groups e.g. BME women from educational institutions, communities and GMP’s Increased organisational understanding and fair application within retention and progression processes Increased retention and progression of officers. Future proportionality in ranks is reflective of the workforce Attract a workforce with the skills and abilities to the diverse communities within Organisational Learning Workforce and Development Branch – retention and progression team Positive Action Team – with support from the retention and progression team, OLWD
Appendix%20B%20-new%20equality%20objectives%20for%202018-21%20for%20inclusion%20in%20strategy.docx