Annual Equality Report 2022

Getting it right

2022 has seen an increase in the use of multi-agency scrutiny panels in this area of business. A new stalking and harassment scrutiny panel and a panel focusing on domestic abuse cases which have resulted in a ‘no further action’ outcome.  These panels aim to understand what factors impact these investigations and create learning to improve future practice.  Reviewing all available paperwork on an incident, the panels consider whether:

• alternate lines of enquiry could have been pursued;
  
• due consideration should have been given to an evidence-led prosecution;
  
• investigators considered all of the information available when assessing the risk to the victim
  
• incidents of coercive control were identified.

In addition to providing feedback to the investigating officers; where additional lines of enquiry are identified, these are pursued with updates provided to the panel.

Application of Domestic Violence Protection Orders and Stalking and Harassment Protection Orders have been an on-going focus for the force. In addition to these civil measures which can safeguard victims, Devon & Cornwall Police introduced the LEPH (Law Enforcement and Public Health) Link app to the mobile data devices held by frontline officers, PCSOs and the Special Constabulary.  The app provides bespoke public health resources which victims can be signposted to based on their needs.

3 Access and Engagement: Ensure that external and internal service provision is accessible and addresses the needs of diverse communities

• Develop new routes of access for enquiries and reporting that meet the needs of different communities and groups.
• Develop and deliver a programme of activity to improve access to information and services for diverse communities.
• Review and further develop the use of digital media as source of information and communication alongside established approaches.

In addition to reviewing the work under this Equality Objective, there has been significant work undertaken under this objective in light of changing force systems and issues arising from the

well publicised 999 and 101 reporting difficulties experienced by the public.

Because of this, our work in 2022, has focussed on which reporting pathways are preferred and used by individuals from diverse communities to report crimes. Identifying what has worked, where improvements are needed where things haven’t and overcoming gaps in light of the move nationally to the Single Online Home website as the interface for policing across the UK. 

With ongoing changes to the policing estate, a physical and virtual audit has been undertaken with the intention of standardising the displays and formats that are used within and across policing. 

2022 saw also the establishment of a new internal staff support network for disabled staff and officers within Force. 

In 2021, the College of Policing and the National Chiefs Council published a report as part of the Police Uplift Programme. The report was commissioned in conjuncture with PurpleSpace, to review workplace adjustments and to improve diversity and inclusion. In response all police forces across the UK committed to achieve Level 3 Disability Confident Leader Status, which we hope to achieve by December 2023. To achieve this we have worked internally on our recruitment and retention of members of the workforce with a disability and/or issues of mental health and wellbeing specifically:

• updating our policies, operational procedures, and step-by-step guides to managers;
  
• on support to members of the workforce including the provision of reasonable adjustments;
  
• understanding the progression and pay of those with a disability when compared to other members of the workforce.

An additional component of becoming a Disability Confident Leader is the work that we do in force to support individuals who may be going through mental distress; monitoring and measuring the wellbeing of members of the workforce.

4 Leadership & Positive Action: Build, support and retain a workforce that is diverse, inclusive, and better reflects the communities we serve

• Have more diversity across our organisation and in its leadership, value difference as a strength and to see the benefits we gain from inclusion in its broadest sense. We want to gain value from diversity of thought and approach, ensuring everyone can contribute.
• Communities see us as an inclusive organisation and to consider policing a career of choice and for us to be considered an inclusive workplace where everyone can thrive.
• Have an inclusive workplace to extend to everyone we work with, those we employee, who volunteer, contractors and suppliers.
• Have clearer career paths for police staff and be more diverse and inclusive within specialist teams and functions.