Learning and Development

Training plays a critical role with regard to the requirements of the Equality Act both internally and externally. The Act itself has introduced changes regarding how certain characteristics are to be protected and it has been necessary to ensure that staff are aware of these changes.

To this end Hampshire Constabulary has developed a one day fairness and equality course which is a mandatory training course for all staff. The course content covers the Equality Act itself, as well as exploring beliefs and attitudes, sources of support and the Equality Standard. The training has been specifically developed to contribute to the elimination of discrimination, harassment, victimisation and other conduct that is prohibited by the Equality Act. This training is further designed to foster good relations between persons who share a relevant protected characteristic and persons who do not share that characteristic.

At the end of December 2011, this training has been delivered to more than 3,250 officers and staff, with remaining staff to be trained in 2012. An e-learning package has been specifically developed to be completed by those staff who have not yet received the classroom training. This training package is also available as a supplement to the classroom training for those who have completed the course.

The “Stop and Think” report published by the European and Human Rights Commission in March 2010 highlighted Hampshire as being one of a number of forces where the ratio of black / white stop searches appeared disproportionate. The findings were based on data from 2007-2008, however it was recognised that this presented a serious risk to public confidence in the organisation.

As part of a number of actions to address this concern, the Learning and Development Department created training on stop and search powers for local delivery that addressed the issue of disproportionality. To gain an independent review of the process, Learning and Development has delivered training on stop and search to the Independent Advisory Groups. This training specifically targets areas such as disproportionality and gender reassignment. Independent Advisory Group members are also involved in the dip sampling process of stop and search which requires them to randomly select and scrutinise the forms completed by police officers following any stop and search of a member of the public. As with the fairness and equality training, the stop and search training has been designed with the aim of eliminating discrimination and harassment.

In terms of advancing equality of opportunity, Learning and Development have facilitated a Positive Action Leadership Course (PALP) for women and staff from a black and minority ethnic background. Hampshire Constabulary recognises that black and minority ethnic (BME), gay, female, disabled officers and staff and those from faith groups continue to be under-represented at all ranks and grades within the Police Service, particularly at senior levels and within key specialist roles. PALP has been developed to encourage staff from these under-represented groups to remain in the organisation and seek progression either laterally or through promotion when opportunities arise.

Learning and Development have also facilitated a “Springboard” course. Springboard is an initiative aimed at tackling under-representation of women at different levels within the justice sector. The programme enables women to take more control over their own lives by identifying the clear, practical and realistic steps that they want to take and developing the skills and confidence to allow them positively progress within the organisation. It is designed for women from all backgrounds, ages and stages of their lives. Although the programme was initially written and developed for women in non-management grades, over its life, women from all levels have participated in and benefited from the programme. Many programmes are now used by management and professional women.

Learning and Development have also addressed, managed and supported officers with dyslexia and dyspraxia. Where possible, a reasonable adjustment to the workplace is assessed and there are many portals for information and advice available to officers and staff, including the internal intranet site and the employee support helpline.