The recruitment and retention
of officers from ethnic minority groups
121. The present under-representation
of ethnic minority officers in the police service is not acceptable.
We support the Home Secretary's setting of targets for all forces
to increase such representation. We welcome the positive response
by the police service to such targets (paragraph 186).
122. Whatever the merits of targets,
it is clear that one of the reasons why there are few black and
Asian police officers is the mistrust rightly or wrongly felt
towards the police service by many in those communities. This
has no doubt been exacerbated by the ineffectual police inquiry
into the murder of Stephen Lawrence. Another reason is the unfair
and vocal criticism of the police by some community leaders. To
increase applications from candidates in ethnic minority groups
the police service must be seen to be fair. Better training in
community and race relations will lead to better policing of black
and Asian communities, which will, in turn, help to increase the
number of applicants from these communities (paragraph 187).
123. We are concerned that ethnic minority
officers in the police service are promoted at a slower rate than
white colleagues. We recommend that more research is conducted
to establish why this is the case. Good practice in the retention
of ethnic minority officers should also be researched and the
results disseminated to all forces (paragraph 188).
124. We welcome the action taken by
the Metropolitan Police Service to increase the number of ethnic
minority officers in the force. Other forces should examine their
practices and take similar steps where appropriate. We strike
one note of caution: such action must be conducted sensitively
to ensure that it does not give the impression of unfair special
treatment or cause resentment with other officers. Forces should
brief all officers to appreciate the importance of these actions
(paragraph 189).
125. It is extremely surprising that
no candidates from ethnic minority groups have been judged good
enough to join the Accelerated Promotion Scheme for Graduates
in the past four years. As part of the expansion of that scheme
which we recommend above, a review should be carried out to ensure
that it does not discriminate against any group of candidates
and that it enables all those with the requisite skills and abilities
to get to the top ranks of the police service from whichever ethnic
group they come (paragraph 190).
126. The Government agrees that the under-representation
of ethnic minority officers in the service is unacceptable.
127. The Government agrees that mistrust
towards the police is a factor in low ethnic minority recruitment.
The initiatives taken in West Yorkshire for improving the profile
of the force with the local ethnic minority communities proved
to be a more successful initiative to attract applicants than
targeted specific recruitment drives in other forces.
128. Research into rates of progression
for black and Asian Police Officers has been completed and the
findings published. The report highlighted the fact that progression
was slower for ethnic minority officers than their white counterparts
and robust targets have been put in place to counteract this.
In addition the ongoing work on leadership in the police currently
led by a Home Office working party is looking at encouraging and
supporting diversity in the highest ranks of the police.
129. The Home Office has published a national
strategy to encourage positive action throughout the police service
(see the attached booklets [16]). Plans for monitoring and developing the Action Plan are in place.
130. As already mentioned above, the accelerated
promotion scheme for graduates is under review. The review is
considering the lack of ethnic minority recruits to the scheme.
November 1999
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