| Item | Objective
| Completion Date | Verification
| Status |
| 1. Policy statements and communication |
The Commander of the Household Cavalry to issue a directive to all ranks drawing attention to the Army's Equal Opportunities Directive and stressing his personal commitment to its objectives,
| April 96 and upon a new Commander succeeding
| Copy of the directive in the Commander's name and report certifying its distribution.
| Last Directive issued on the 30 May 2000 by Col Browne, Commander Household Cavalry.
|
| | to refer to the directive quarterly in orders, and
| Quarterly | Copy of orders.
| Published quarterly on orders. |
| | to use it in Household Cavalry recruitment literature.
| October 96 | Copy of new material.
| Latest material issued Jun 00. |
| 2. Review of procedures and criteria | The Household Cavalry to review the criteria for deciding who shall be given officer sponsorship, having regard to the need to avoid indirect racial discrimination,
| |
| Fully compliant with HQ Rec Gp criteria. Now fully compliant with criteria for the Army.
|
| | to set out the revised criteria, and
| May 96 | Copy of criteria |
|
| | to make them available to enquirers and applicants.
| July 96 | Report back on arrangements made.
| |
| | The Army to review the BARB test to checks its validity for applicants of ethnic minority origin and conformity with best practice on the use of psychometric tests, to take advice from the Commission, and to make necessary changes to practices.
| December 96 (interim)March 97 (final) |
Report back of interim and final conclusions, proposals for change and necessary changes effected.
| A report by DERA into possible adverse impact in the Personal Qualities Assessment Profile (PQAP) Version 1, published in Jan 99, concluded that no adverse impact was identified against ethnic minorities. The Army is investigating enhancements to existing selection systems and these are being assessed by Human Sciences (Army). These include the extension of the time spent in the Recruit Selection Centre to provide a realistic job preview, and the examination of personality, motivation and team working measures. No new measures will be introduced in the short-term and not before a full validation (subject to external review) has been conducted.
|
| 3. Ethnic Records |
| |
|
| 3(a) Applications | The MoD to conduct a thorough review of the tri-Service arrangements for ethnic monitoring of recruitment and selection in the light of the Commission's recommendations, to consult the Commission, to report the conclusions of the review and,
| April 96 | Consultation undertaken. Report back made.
| Review undertaken by July 1996 with new procedures for recruitment monitoring introduced by same date.
|
| | to make necessary changes to practices.
| November 96 | Periodical report back on changes made.
| |
| | A separate record to be made of the ethnic origin of all applicants considered for the Household Cavalry pending the tri-Service review.
| April 96 | Report back on arrangements made.
| Records maintained. |
| 3(b) Serving Personnel | The MoD to conduct a thorough review of the tri-Service arrangements for ethnic monitoring of serving personnel in the light of the Commission's recommendations, to consult the Commission, to report the conclusions of the review, and
| April 96 | Consultation undertaken. Report back made.
| Review undertaken by July 1996; new survey of serving personnel completed by October 1996.
|
| | to make necessary changes to practices.
| November 96 | Periodical report back on changes effected.
| |
| | Arrangements to be made for a management audit of the ethnic origin of all personnel serving in the Household Cavalry and attachments pending the tri-Service review.
| April 96 | Report back on arrangements made.
| Records are kept on EM representation. There are currently 1 EM Officer and 15 soldiers serving with a further 3 in selection and training.
|
| 3(c) Other | A record to be made by the appropriate means of the ethnic origin of:—participants in outreach and positive action activities;—persons applying for and gaining officer sponsorship for the Household Cavalry.
| April 96 | Report back on arrangements made.
| Reported in Quarterly and Annual reports submitted to CRE.
|
| 4. Ethnic monitoring |
| |
| |
| 4(a) Recruitment and selection | Ethnic origin information to be analysed by:—sex—source of application—regiment/corps and trade preferred—regiment/corps and trade achieved—BARB test score—reasons for rejection—success rates
| |
| Ethnic Origin information has been adjusted, in that we no longer report on regiment/corps and trade preferred or achieved. All other areas are recorded.
|
| | Arrangements to be made for reports to be produced quarterly of these analyses:—showing both numbers and proportions of applicants and those accepting employment;—comparing the position with previous quarter's results—drawing conclusions on patterns and trends and making recommendations for action to promote equality of opportunity.
| June 96 | Report back on arrangements, etc
| Quarterly reports submitted to CRE from July 1996; regular MOD/CRE bilaterals to discuss analysis.
|
| | Quarterly reports to be produced.
| Quarterly beginning December 96 | Copy of reports.
| Quarterly reports submitted to CRE from July 1996.
|
| | Separate reports to be produced on the ethnic origin of applicants considered for the Household Cavalry pending the tri-Service review.
| Quarterly beginning April 96 | Copy of reports.
| Annual report includes an annex from the H Cav giving details.
|
| 4(b) Serving Personnel | Ethnic origin information to be analysed by:—sex—regiment/corps and trade—training received—time in rank and promotion rates—premature discharge rates
| |
| Reports and statistical analysis produced by DASA and reported on in Quarterly report.
|
| | Arrangements to be made for quarterly report to be prepared of these analyses in appropriate detail,—showing both numbers and proportions of personnel of different ethnic origin,—comparing the position with previous quarters' results,—drawing conclusions on patterns and trends and making recommendations for action to promote equality of opportunity.
| June 96 | Report back on arrangements, etc.
| Included in the data for the Quarterly report.
|
| | Quarterly report to be produced.
| Quarterly beginning December 96 | Copy of reports.
| |
| | Separate reports to be produced in respect of management audit of the Household Cavalry pending completion of the tri-Service review.
| Quarterly beginning April 96 | Copy of reports.
| Quarterly reports submitted to CRE from July 1996.
|
| 4(c) Other | Ethnic origin information on applicants and those accepted for Household Cavalry officer sponsorship to be analysed.
| April 96 | Report back on arrangements, etc.
| Now reported on by RMAS on entry into training. HQ RG still maintain records of applicants, RCB passes, sponsorships etc, which are reported on in the CRE Quarterly and Annual reports.
|
| | Arrangements to be made for annual reports to be prepared of these analyses, showing both numbers and proportions of applicants and those accepted for sponsorship according to their ethnic origin, comparing the position with previous years' results, drawing conclusions on patterns and trends and making recommendations for action to promote equality of opportunity.
| April 96 | |
|
| | Annual reports to be produced.
| Annually beginning April 96 | Copy of reports.
| Annual reports produced. |
| 4(d) Postings | Ethnic origin information on serving personnel of other regiments and corps posted on attachment to the Household Cavalry to be analysed.
| |
| The ethnicity of attached personnel is monitored by the Army Personnel Centre. Currently there are no EM attached.
|
| | Arrangements to be made for annual reports to be prepared of these analyses showing both numbers and proportions of personnel posted according to their ethnic origin, comparing the position with previous years" results, drawing conclusions on patterns and trends and making recommendations for action to promote equality of opportunity.
| April 96 | Report back on arrangements, etc
| Full details reported in Annual reports. |
| | Annual reports to be produced.
| Annually beginning July 96 | Copy of reports.
| |
| 5. Written instructions | Written instructions on their responsibilities under the Race Relations Act and the Equal Opportunities Directive, including their responsibilities in respect of racial abuse and harassment, to be issued by the Commander of the Household Cavalry to:—commanding officers—adjutants—officer commanding and second in command of the mobile display (recruitment) team—all officers, NCOs and men who undertake duties in connection with promoting and facilitating opportunities for service in the Household Cavalry.
| April 96 | Report certifying that the instructions have been issued and received.Copies on instructions.
| CGS's latest directive issued by Gen Sir Michael Walker on 20 April 2000 shortly after being appointed. H Cav instructions were last updated and issued on the 30 May 2000 by Col Browne, Commander Household Cavalry.
|
| | Written instructions on their responsibilities under the Race Relations Act and the Equal Opportunities Directive to be issued by the Director of Army Manning and Recruitment to:—the commanders of MROs, their officers and staff—ACOs and NOC recruiters.
| April 96 | Report certifying that the instructions have been issued and received.Copies of instructions.
| Recruiting Group EO Action Plan—issued Apr 98Recruiting Group EO Policy Statement—issued Apr 99. Next iteration due in Jan 01, as new CRG takes over. Religious guidance for COs, NCOs/Recruiters—Issued Feb 99.
|
| | such instructions to be incorporated in standing written instructions for staff of ACIOs and MROs.
| July 96 | Copies of instructions.
| Standing Instructions are being rewritten, and will include all EO Instructions.
|
| 6. Training | All Household Cavalry personnel to receive training under current programmes.
| September 96 | Report back on training provided including numbers.
| All Army personnel are required to receive EO training twice a year under the Individual Training Scheme. New entrants receive EO training at the training regiments.
|
| | Recruiting staff in post to be given thorough on-site training on racial equality, including the objectives of the Action Plan and techniques for encouraging ethnic minority applicants to consider opting for the Household Cavalry/Division.
| March 97 | Report back on training provided including numbers.
| The entire recruiting field force was re-briefed in 2000 on the background to the ethnic minority element of the recruiting campaign, their role in it and their targets. EO training is also a formal part of the training courses for recruiters held at ASR' utilising both Employment Policy Staff and a civilian consultant.
|
| 7. Positive Action | The Household Cavalry to revise its recruitment literature in consultation with the Commission to give greater prominence to an equal opportunities message.
| October 96 | Copy of new material
| Latest video and posters were issued in Jun 98.
|
| | DAR and the Household Cavalry to review the options for developing additional careers material containing a positive equal opportunities message and consult the Commission on proposals.
| April 96 | Consultation undertaken. Report back on proposals.
| Since 1998-99 there has been a structured EM marketing plan within the overall RG marketing plan. RG have been making increased use of the ethnic minority press.
|
| | The contribution of the No. 1 (Household Division) Army Youth Team to be sustained and, if possible, expanded and the Household Cavalry to sustain and strengthen its contribution to the work of the team.
| Ongoing | Report back. |
The team is commanded by a H Cav Captain. The Regt continues to support the team with a number of events this year.
|
| | As far as possible, and consistent with good employment practice, the AYT to maintain organisational continuity and continuity of staffing in order to maximise its capacity to build ongoing personal relationships with its customers.
| Ongoing | Report back. |
All positive action reported on in the Quarterly and Annual CRE reports.
|
| | DAR to provide coordination and oversight of all positive action efforts.
| April 96 | Report back. |
Focus Consultancy provides co-ordination of the majority of positive action efforts. New post in HQ RG—SO2 EM Rec, which is dedicated to EM recruiting matters and liaison with Focus.
|
| | DAR to consult with the Commission with a view to maximising opportunities for the Household Cavalry's mobile display (recruitment) team to target events in areas of above average ethnic minority population.
| December 1996 | Copy of team's programmes for 1996 and 1997.
| The H Cav mobile display team has now amalgamated with the Royal Armoured Corps Team. This team has a full programme of events and is supported by a SNCO and a trooper from the Regt.
|
| | The Household Cavalry to seek to place NCO recruiters in ACIOs (TRICOs) located in areas of high ethnic minority population and at the earliest opportunity to deploy ethnic minority soldiers and officers in the recruitment effort.
| September 96March 97 | Report back on postings of recruiters, soldiers and officers.
| The H Cav currently have 10 SNCOs in recruiting positions in areas of high ethnic minority population.
|
| | Suitable ethnic minority NCOs to be encouraged to undertake tours as recruiters, with priority to be given to ACIOs in areas with high ethnic minority populations.
| September 96 and March 97 | Report back on postings of ethnic minority recruiters.
| This takes place as a matter of course in consultation with MS Glasgow. In addition we have EMLOs in London, Birmingham and one due to start in the Manchester area, early 2001.
|
| | The Household Cavalry to set numerical, date-limited targets for the numbers of ethnic minority applicants, enlistments and officers sponsorships and to assess performance against targets.
| March 96March 97 | Report back on targets set.Report back on performance.
| HQ Rec Gp set a goal for sponsorship of 1 officer and 2 OR enlistments for the year. Last year H Cav sponsored 3 officers and 6 ORs.
|
| 8. Handling complaints | All serving Army personnel to receive detailed information on their right to make a complaint of racial discrimination, (including racial abuse or harassment) and the arrangements for obtaining redress.
| [done] | Report back on arrangements made.
| All soldiers in the Army receive details of this during EO training. Leaflet "Harassment—How to Complain About It" is issued down to an individual basis.
|
| | All Commanding Officers to be reminded of the importance of avoiding delay in dealing with racialdiscrimination (including racial abuse or harassment) complaints.
| June 96 | Report back on arrangements made.
| Delay is regretted in all circumstances. Delay is usually due to the requirement of a full investigation and the full legal process. The MoD is sensitive to the rights of both the respondent and the complainant.
|
| | The Household Cavalry to record all complaints of racial discrimination (including racial abuse or harassment) and to report on numbers, state of progress and outcome quarterly.
| March 96Quarterly beginning July 96 | Key data to be reported.
| There has been one case in 2000 where a trooper accused another trooper of racial discrimination. Disciplinary action is in progress.
|
