 |
| Equality and Diversity - Positive Action |
|
|
|
Tayside Police supports the principle of Equal Opportunities for all in employment and service delivery and opposes all forms of unlawful
or unfair discrimination on the grounds of gender, race, nationality, ethnic or national origin, age, marital status, disability, sexual
orientation, transgender status, domestic circumstances, Trades Union / Staff Association activity or religion. Unlawful discrimination
takes place when one person is treated less favourably than another and the reasons for doing so cannot be justified.
We realise that every police officer, special constable and member of police staff working for Tayside Police is responsible for delivering a fair and professional service, promoting equality for all. We also recognise that minority ethnic and faith communities and people with disabilities do not belong to a single group in society. Therefore, our approach to promoting equality is broad with equality and diversity issues being debated and addressed through a variety of internal and external forums that involve management, staff and community members. Positive action and a proactive approach to developing existing and new equality initiatives and resources has been the driving force for change within Tayside Police. Some of the cross-cutting forums and initiatives that play an important part in the promotion of equality and diversity within the Force include The Force Policy and Performance Committee The Chief Constable, or in his absence, the Deputy Chief Constable, chairs the meetings. Members include Force Executive, Divisional Commanders, Staff Associations, Trades Unions, Force Solicitor and Heads of Departments. This committee provides a forum for discussion, and approving policy. It also provides a formal forum where the Chief Constable can discuss service delivery regularly and directly with senior managers so that performance can be monitored and service delivery measured. The Diversity Development Group This group meets every three months and is made up of experienced officers and staff from Divisions and Departments, Trades Unions and Staff Associations. The group examines and reviews, on an ongoing basis, Tayside Police policies, practices and procedures and all aspects of service delivery in relation to equality and diversity. This helps to proactively promote equality and to work towards the elimination of unlawful and unfair discrimination by or within Tayside Police. The Diversity Development Group is chaired by the Deputy Chief Constable (DCC) who is also a member of the Policy and Performance Committee and the Association of Chief Police Officers in Scotland (ACPOS) Diversity Business Area. This link enables the DCC to bring national issues and ACPOS guidance to the attention of the Tayside Police Executive, members of the Diversity Development Group and the various Lay Advisory Groups. This link also allows relevant community and organisational issues to be raised at Force and national level. Vulnerable Witnesses Working Group Detective Superintendent, HQ Crime Management, chairs this group to ensure that the requirements of the Vulnerable Witnesses (Scotland) Act 2004 are being met. Equality and Diversity Lay Advisory Group This advisory forum was formed in May 2006. The membership of around 30 includes individuals and representatives of support organisations reflecting age, gender, disability, race, religion/faith and lesbian, gay, bisexual and transgender (LGBT) communities. The Deputy Chief Constable chairs the meetings. This is clear evidence of the Force Executive's support and commitment to equality issues. Other Force representatives include senior police officers from each division, the Equal Opportunities and Policy Adviser, the Diversity Adviser, Recruitment Manager and Policy Sergeant from HQ Crime Management. The group meets every four months. Each time the discussions focus on a particular issue or aspect of Tayside Police as mutually agreed. This partnership with the community enables valuable consultation and discussion to take place regarding sensitive issues that are likely to affect the diverse communities served by Tayside Police. Dundee Equality and Diversity Partnership A multi-agency partnership established in 2004 and includes representation from the statutory, voluntary and community sector. It has been developed as part of the Community Planning Partnership concept. Its remit encompasses all aspects of diversity. It allows for debate and agreement on the approach to problem solving in areas of common interest and responsibility. Victim Support Victims of crime are referred to Victim Support as a matter of course, unless specifically requested otherwise. This allows the victims an opportunity to access appropriate support. Equal Opportunities and Policy Adviser Responsible for managing equality and diversity issues in relation to all areas of employment. This includes ensuring that Tayside Police makes best use of staff resources by recruiting, retaining, developing and promoting the best people and that all employment policies, procedures and practices are fair, objective and transparent. Diversity Adviser Responsible for managing equality and diversity issues in relation to all aspects of service provision. This includes providing specialist diversity advice to all staff, the development of appropriate policy and guidance to assist the delivery of a fair and professional service, and the development and review of the Tayside Police Race, Disability and Gender Equality Schemes. Staff Development Manager Has overall responsibility for diversity training. Occupational Health Nurse & Staff Support Adviser Provides support and assistance to disabled staff. Recruitment Manager Responsibilities include positive action and innovative methods of promoting career opportunities within Tayside Police to all sections of the community, particularly those that are under-represented. Community Liaison Officers Based within each of our three divisions, these officers work closely with the diverse communities in their areas and report back any concerns raised to their management. Harassment Contact Officers Tayside Police has a duty to look after their staff. Any allegation of harassment is taken seriously and monitored until it is resolved. A Harassment Contact Scheme is in place. Carefully selected members of staff are trained to provide support to colleagues who may be experiencing harassment at work. The Harassment Contact Officers are normally available during office hours. They can be contacted by calling the helpline where a list of contact officers' names and telephone numbers are available. The calling member of staff can then choose who they would like to contact. 24 hour Access to Interpreter Services A 24 hour, seven days a week service, face to face and by phone is available to all Tayside Police officers and support staff. This provides access to over 100 community languages to improve communication with people who are not fluent in English. In addition, sign language options are available for those who have sensory impairments. Tayside Police Diversity Awareness Guide Our Staff Development Unit produced this useful resource. A copy is given to all staff. It contains valuable information about the various communities and faith groups that live and work in Tayside. The guide highlights the importance of using appropriate language and being respectful to others at all times. A list of useful contacts is included within the guide to enable staff to seek further advice. |
