Discrimination in the Met Police

Meeting: 
MQT on 2017-01-18
Session date: 
January 18, 2017
Reference: 
2017/0254
Question By: 
Len Duvall
Organisation: 
Labour Group
Asked Of: 
The Mayor
Category: 

Question

I refer to the oral question asked by Navin Shah AM at MQT on November 16th last year on this subject. Do you agree that the issue regarding progression goes way beyond mentoring? Do you not also agree that we need a much more structured approach to consider the development plans of failed candidates in order that the MPS can prepare them if they consider re-applying?

Answer

Answer for Discrimination in the Met Police

Answer for Discrimination in the Met Police

Answered By: 
The Mayor

I want the MPS to become a better place to work and to encourage more female and Black, Asian and Minority Ethnic (BAME) Londoners to join the police and build lasting, successful careers.

The MPS undertakes a comprehensive range of action to improve the progression of BAME officers. This includes webinars, face-to-face development sessions, mock exercises and one-to-one coaching. The MPS is also working hard to attract more BAME and female officers into specialist roles through open days, coaching and mentoring programmes.

The MPS has redesigned promotion processes to make them more transparent through the use of independent assessors, better training for assessors (including an input on unconscious bias) and a wider range of selection methods.  A new career development service is being rolled out between January and March which will be available to all BAME and female officers.  This will provide an interactive, online toolkit as well as coaching and mentoring to support lateral and vertical progression.

These initiatives are having a positive effect. In 8 of the last 12 promotion processes the MPS have promoted a higher percentage of BAME applicants relative to eligible numbers at the current rank.