Conclusions
70. Much has already been done to try to address
the problem of the lack of recruits from Nationalist communities,
although so far measures have met with limited success. The almost
immediate leap in application rates from young Roman Catholic
men and women from about 12 per cent to 22 per cent during the
cease fires between August 1994 and February 1996 did not, unfortunately,
translate into an equally high rate of acceptances for Roman Catholics.
The restoration of the IRA's cease fire, with effect from 20 July
1997, has not produced a similar increase in applications from
Roman Catholics.[99]
Given the rejection of British sovereignty by many in Northern
Ireland it is doubtful that substantial numbers from all parts
of the community in Northern Ireland will apply to join the RUC
or other force which owes its allegiance to the British Crown
in the short-term. The pressures on those who might seek to join
the RUC from within their own society will continue to be an important
barrier until a lasting peace settlement is in place.
71. Overcoming the imbalance of Roman Catholics
and Protestants will only follow a change in the political background
in Northern Ireland. A lasting peace will mean a reduction of
the security role of the RUC and provide an opportunity to re-cast
the RUC in a mode similar to other police forces.
72. Although it may seem tempting to take dramatic
short term steps to alleviate the serious imbalance in the numbers
of Roman Catholics and women in the RUC, positive discrimination
is not an option which would provide an acceptable solution. It
is unlawful. The Secretary of State and the Chief Constable
of the RUC thought that there was no case for creating an exception
to the law and allowing positive discrimination in favour of Roman
Catholic applicants to the RUC over the coming years.[100]
We agree that such a policy would be short sighted and
serve only to create antagonisms rather than remove them. This
does not, however, rule out affirmative, positive action directed
at under-represented groups in order to encourage good candidates
to apply to join the RUC. As the Government's discussion paper,
Principles for Policing in Northern Ireland, states:
"Our vision is:
- of a police service recruited proportionately
across the entire community;
- policing fairly, impartially, efficiently
and effectively, in constructive partnerships with the community
at all levels;
- delivering a service based firmly on principles
of professional integrity, and protection of human rights; and
so;
- unambiguously accepted and actively supported
by the entire community."[101]
To this end, the goal should be established of
bringing the proportion of Roman Catholics serving in the police
force into line with their proportion of the population of Northern
Ireland, within a reasonable time-scale. The RUC should publish
the targets they have agreed with the FEC to increase the proportion
of applications from Catholics within specified time-scales.
73. Even before 1969 there were only 11 per cent
Roman Catholics in the RUC. The lack of Roman Catholics cannot
be ascribed solely to intimidation connected with campaigns of
political violence. Clearly the RUC should be made more acceptable
to the minority community. There is some solid ground to build
on — Police Authority surveys suggest that many Roman Catholics
accept that the RUC is doing a fairly or very good job. A minority
of Roman Catholics regard the RUC as doing a very or fairly poor
job.[102]
74. One coming event which might be helpful is the
introduction of the Police Ombudsman. The police investigating
complaints against themselves has long been a contentious issue
everywhere, but particularly so in Northern Ireland. If the Ombudsman
proves effective in terms of making the investigation process
more open this has the potential to remove a substantial reason
for mistrust of the police, namely a belief that officers can
deal harshly with citizens without fear of external accountability.[103]
75. Reform of the recruitment system to remove
obstacles to broadly based recruitment is an urgent necessity.
The RUC has done much to ensure scrupulous fairness, but it must
build on its work by opening up the recruitment process as much
as possible to scrutiny. The declared aim of the RUC management
should be to make the force as inclusive as possible. It should
measure its success by creating targeted recruitment policies
with set achievement levels. These levels should be open to adjustment
to reflect the changing composition of society in Northern Ireland.
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