Hertfordshire Constabulary April 2010
Gender Equality Scheme:- Review
1.
Background
1.1
The Hertfordshire Constabulary Gender Equality Scheme (GES) was finalised
in April 2007, and included an Action Plan that has been running since that
time. The GES and Action Plan covered a three year period until 31st March
2010.
1.2
In 2009, the Constabulary made a decision to move to a Single Equality
Scheme (SES). This incorporates a range of responsibilities under the various
Equality Public Duties and was in line with proposals in the Equality Bill. The
Single Scheme retains individual action plans for Race, Gender and Disability
as previously agreed.
1.3
The three year action plan is now concluded and this report forms its review.
This will be done by taking the principal headings from the GES Action Plan,
and summarising activity for all 3 years under each.
1.4
An easy-to-read version of this GES review will also be drafted. This builds
directly on the easy-to-read version of the Scheme that was previously
published.
1.5
It should be noted that since 2009 many of the previously existing force
structures have changed which will affect data collection on gender issues.
Comparisons of data in 2007 no longer will be reflective of data collected in
2009. In addition Hertfordshire Constabulary has embarked on an ambitious
programme of collaboration, the first in the country, with its neighbour
Bedfordshire. To date the following units are now joint units:





Major Crime Investigation
Scientific Services
Professional Standards
The Dog section
The Firearms Section
2.
GES Action Plan
2.1
The Action Plan is separated into 6 aims :
 For the Police Service to demonstrate consistently that it values women in
policing





2.2
The following sections summarise work under each heading in turn.
3.
3.1
To achieve a gender balance across the rank and role structure and
specialism’s
To have a women’s voice in influential policy forums focussing on both
internal and external service delivery
To develop an understanding of the competing demands in achieving a
work/life balance and a successful career.
To have a working environment and equipment of the right quality and
standards to enable women to do their jobs professionally
To develop the understanding of the impact of our services on external
communities.
For the Police Service to demonstrate consistently that it values
women in policing
The following aspects of the plan have been achieved:
 On 27th April 2007 the first women’s network, named ENGAGE, for
Hertfordshire Constabulary was launched to 200 delegates at the Fielder
Centre, Hatfield.
 An ENGAGE Committee was formed to take forward the six aims of the
GES.
 A Mentoring Scheme has been formally launched in 2007 and was
reviewed in January 2008 to ensure it is meeting the needs of the
organisation and staff.
 A revised Bullying and Harassment Policy was launched in August 2007.
 A Presentation and Public Skills Course was held for 12 members of staff
in January 2008.
 The first internal Professional Development Day (PDD) was held in
January 2008. 100 delegates attended. Force PDD’s have been held in
2009 and will continue in 2010. In addition localised PDD’s have been held
out on Area on the Central BCU and the Eastern BCU targeting confidence
building, networking, work/life balance and career mapping.
 In 2009 the force invested in the Positive Action leadership programme
(PALP) with two courses held. A further three are planned for 2010.
 A number of female staff attended a variety of professional development
opportunities each year including BAWP Professional Development Days
and the Senior Women in Policing Conference.
 In line with the new communication and marketing strategy that documents
the GES vision for equality and highlights the role and achievements of
women in the organisation a total re-brand of ENGAGE took place in
March 2010 to coincide with International Women’s Day. The launch
included new merchandising, website updates and articles for Herts Beat
thereby raising awareness of ENGAGE. A new ENGAGE stand has been
purchased and will be used at all events in the future
2010 Gender profile (refer to 1.4)
The force has seen increases in the percentage of female officers over the past 3
years, with 2007/08 being 29.3%, 2008/09 30.9% and this year (2009/10) 31.7%.
Our gender mix of female officers compares favourably to the national average of
25.1% (HO Strength Bulletin 31st March 09)
Of the 2142 officers, 66 hold the rank of Chief Inspector or above.
Of these officers, some 53 are male (80%) and 13 are female (20%). This compares
to last year when the gender mix of Chief Inspector or above was 49 male (79%) and
13 female (21%)
Our gender mix of female officers in the rank of Chief Inspector or above compares
favourably to the National average of 13.0% (HO Strength Bulletin 31st March 09)
The gender mix of police staff has stayed relatively static compared to last year, even
with our overall police staff numbers increases by 3.6 year on year.
Of the 2058 members of police staff, 85 hold the grade of A6 or above. Of these, 33
are male (39%) and 52 are female (61%). This remains the same as last year.
Business Objects reports have been developed by Work Force Planning for Learning
& Development Dept providing detailed analysis on diversity monitoring of training
requests put through the force system for capturing this information - My View.
3.2
The following aspects of the plan remain to be worked upon:
 Development of research on equal pay
 HR Recruitment Dept to proactively market opportunities for women in
policing focusing on the achievements of women
 Continuing work on “keeping in touch” – the scheme to ensure we stay in
touch with officers and staff not in the workplace through maternity etc.
4.
4.1
To achieve a gender balance across the rank and role structure
and specialism’s
The following aspects of the plan have been achieved:
 Positive action awareness days were originally put in place to attract
female officers into the Tactical Firearms Teams. This initially resulted in a
second female member of staff joining this unit however since that time
feedback has indicated that female officers would prefer to attend
familiarisation days without a gender split and these are now in place.
 A second female dog handler has also been appointed.
 Workforce Planning Dept has developed a range of reports examining
gender representation by rank / grade by department and units within.
This will monitor gender representation within specialist posts and assist
with exploring potential issues of ‘occupational segregation’.
 Significant work has been undertaken within the force review of flexible
working. The revised Flexible Working Policy was launched in March
2010. As part of the new process, details of flexible working arrangements
will be recorded on the HR IT system – Resource link. For the first time –
one definitive data source will exist. Workforce Planning is in the process
of developing a range of reports to analyse flexible working data.



4.2
The following aspects of the plan remain to be worked upon:
 Continuation of the work on gender profiling with the caveat of ongoing
difficulties that continue to be caused by re-structuring and collaboration.
 ENGAGE Committee are continuing to work with Learning and
Development Dept to re-energise specific coaching sessions as part of a
general development theme.
5.
5.1
Since 2008 work has continued to address the under-representation of
female PSU officers. Support is now being offered to new female staff
within the PSU portfolio by way of informal familiarisations and support.
OPPO Unit have held awareness sessions for female officers who may be
interested in applying for a place on the course, or who would like to find
out more regarding the role of PSU. Officers were able to observe
Hertfordshire PSU officers completing tactical training at MPS Public Order
Training Centre, Gravesend, Kent. The sessions took place as a result of
feedback given by focus groups involving female officers. A member of the
Police Authority attended one of these days along with representatives of
the ENGAGE Committee. They spent the time looking at the uniform and
equipment issued, being provided with information by an instructor and had
the ability to ask questions about the training, the fitness tests and the
situation of female officers in PSU as a whole. They also then got to watch
two full exercises to see the type of situations they would be placed in.
Awareness days will continue in 2010 however since March 2010
recruitment for PSU officers is currently on hold following Collaboration
however following the work done last year it was identified that the fitness
test (500m shield run) was a major obstacle for female officers. This fitness
test has now been removed as a requirement which should improve the
number of female officers getting through the selection process and
remove some of the ‘fear’ factor associated with PSU training for both male
and female officers.
A Female PSU supervisor and a PSU instructor have now been appointed.
OPPO/Engage is satisfied from feedback that they are able to address any
reluctance and will continue to proactively recruit females.
A new website “My Career” was launched in March 2010 after 3 years in
development which provides a tool for development which links with
Succession Management and the assessment of skills.
To have a women’s voice in influential policy forums focussing on
both
internal and external service delivery
The following aspects of the plan have been achieved:
 ENGAGE Committee members now present at all Diversity Boards and
also brief the Police Authority Confidence and Equality Working Group.
 ENGAGE Committee members met with Chief Officers each quarter to
raise issues and concerns.
 A second Sunflower centre for victims of domestic violence has been
established in Broxbourne.


5.2
The following aspects of the plan remain to be worked upon:
 Gender related questions to be added to the planned staff survey in 2010
which will continue the work ongoing since 2007 to identify the gender and
equality issues that Staff believe still need to be addressed.
 Objective 3.4 – Ensure the mechanism fro consultation takes into account
the different needs from diverse communities and the vulnerability and
isolation of women and transgendered individuals - this objective is carried
forward owing to changes to the structure of the Independent Advisory
groups following the force rationalisation from three BCU’s and IAG’s to
one single Local Policing Command on April 1st 2010. Transgender issues
will be dealt with by Keystone, Hertfordshire’s committee that represent
lesbian, gay, bisexual and transgender staff from 1st April 2010.
 Collaboration with Bedfordshire who do not currently have a women’s
network together with ongoing work with Evolve, the regional women’s
support network.
6.
6.1
To develop an understanding of the competing demands in
achieving a
work/life balance and a successful career.
The following aspects of the plan have been achieved:
 Leadership Seminars in 2008 included work/life balance input.
 Flexible training for PCSO’s and CCR/FCC staff in place.
 A new flexible working policy was introduced in March 2010
 Work life balance and flexible working policies are contained in all new
managers programmes in addition to CDLP.
6.2




The following aspects of the plan remain to be worked upon:
Review ongoing staff surveys once published to identify work/life balance
concerns.
Monitor Fairness at work claims for work/life balance themes
To improve the recording of requests to work flexibly in order for meaningful
monitoring to take effect.
Conduct research to assess whether there is a correlation between part - time
/ flexible working and career progression
7.
7.1
Specialist DV courts are now held in each petty sessional area.
Following consultation with Force Custody team hygiene packs are now
located in all custody suites thereby providing personal dignity to female
detainees.
To have a working environment and equipment of the right quality
and
standards to enable women to do their jobs professionally
The following aspects of the plan have been achieved:





7.2
A dedicated space for female officers has been made available within the
Tactical Firearms Units.
Several female members of staff are currently assisting Procurement Dept
with trialling pieces of equipment to ensure they are fit for purpose for
female staff.
A boot contract taking into account the views of female staff was tendered
in 2008.
An Engage Committee representative is now a member of the Uniform
User group
A Uniform and Operation Dress Code Policy ( P60074) to accommodate
variations in dress based on cultural, racial and religious backgrounds and
beliefs has been introduced.
The following aspects of the plan remain to be worked upon:
 Continue to work on trialling new equipment.
8.
To develop the understanding of the impact of our services on
external
communities
8.1
The following aspects of the plan have been achieved:
 A Sexual Assault Referral Centre (SARC) has been established at the
Sunflower Centre in Watford. This was a first for the County and has now
been joined by our second SARC at Broxbourne.
 A Bramley Suite was developed at a local hospital to deal with child victims
of crime.
 Specific policing responses and ownership is now in place to handle
crimes of female genital mutilation and people trafficking.
 A large programme of training in Domestic Violence Incident attendance
has been completed.
 Harm Reduction Units are being formed on each Area who will have
responsibility for gender based crimes.
 The number of female force medical officers has increased.
 Force Champion appointed for Honour Based Violence and Forced
Marriages and this is now part of daily force business
 Training events ran for Senior Investigating Officers including an input from
the Metropolitan police Force Marriage Unit.
 Work with Victims Support took place to increase number of male sexual
assault trained volunteers. This had relatively little success although an
additional male was recruited. The new service now being offered though
is much more robust as a result of the recruitment campaign.
8.2
The following aspects of the plan remain to be worked upon:
 Research into use of police powers with gender bias needs to be
completed.
 Work to progress an external ENGAGE Women’s Forum
Hertfordshire Constabulary recognises that we police a rapidly changing society and
therefore a rapidly changing workforce as well. Both place challenges upon us which
we seek to meet. The GES will support initiatives that arise in the future both locally
and nationally to ensure it continues to evolve and keep pace with change.