‘Refreshed focus’ on embedding equality and diversity in policing

The ‘Joint Equality Outcomes 2021/23’ outlines eight priorities to provide a “refreshed focus” for the work that both organisations already have underway in this area.

Police Scotland Chief Constable Iain Livingstone said: “The consent, support and cooperation of our fellow citizens lies at the heart of Police Scotland’s identity and legitimacy.

“Embedding equality and diversity will ensure policing better represents, reflects and serves our communities as we build and maintain our bond of trust with the public.”

The new set of ‘outcomes’, published this week, have been developed following extensive internal and external engagement, including an online survey open to the public.

The eight Joint Equality Outcomes cover both equality in employment and in service delivery. They are:

1. Reporting hate incidents (confidence and support) – Victims, witnesses and partner agencies feel confident to report hate incidents and receive a consistent level of response and support;
2. Accessibility of services and communication – People from and across protected groups access services, communication and information provided by Police Scotland and the SPA in ways or methods that best suit their needs;
3. Meaningful engagement – People from and across protected groups are meaningfully engaged, with their insight, expertise and lived experience being used to prioritise prevention and improve our joint services;
4. Violence against women and girls (confidence and support) – Women and girls at risk of becoming victims of violence, and those facing violence, are safer and confident that the police are responsive to their needs;
5. Workforce insights – We use timely insights from workforce diversity monitoring to support evidence-based planning and decision-making;
6. Leadership – Our leaders have the right skills and confidence to lead in relation to equality, diversity, inclusion and human rights;
7. Officer/staff retention – Resignation rates of under-represented groups are proportionate to our current workforce profile; and
8. Recruitment and progression – We have inclusive recruitment and promotion processes in place that prevent unnecessary barriers affecting under-represented groups.

Martyn Evans, chair of the SPA, said: “The SPA and Police Scotland are committed to ensuring equality is at the heart of policing and our Joint Equalities Outcomes set out clearly how we will make that happen.

“Addressing equality, diversity and inclusion within policing is a focus and priority for the leadership of both organisations and I am confident that we are moving in a direction that will make policing even more responsive and representative in the future.”