The PRAP aims to address the disparities affecting Black people and lower levels of trust and confidence in the police among some Black people.
Four key workstreams
There are four key workstreams in the plan, for each of these we have a superintendent who is leading on them.
Represented (internal culture and inclusivity)
A police service that is representative of Black people and supports its Black officers, staff and volunteers.
Not over-policed (Use of powers)
A police service that is fair, respectful and equitable in its actions towards Black people.
Involved (Community engagement and relations)
A police service that routinely involves Black people in its governance.
Not under-protected against victimisation
A police service that protects Black people from crime and seeks justice for Black people.
What are Derbyshire Constabulary doing to support the plan?
It is nearly a year since the plan was published and here in Derbyshire we have made a number of improvements in force to address the aims including the following:
Operation Hampshire – a national campaign which aims to improve treatment towards police officers has been extended to help stamp out hate crime. We have a zero-tolerance approach to racism and discrimination against our officers.
As part of this officers/staff now receive follow up support. Feedback sessions are held with officers who are repeat victims of hate crimes.
The hate crime officer for the force monitors and captures all hate crime reports involving an officer or staff member, this provides a personal approach to support and make suggestions of what support is available.
The deputy chief constable, Simon Blatchly is holding several focus groups with B.A.M.E officers and staff. These sessions have highlighted several areas to address. Updates will be provided on these once complete.
Our staff support networks continue to support the PRAP including the Race Equality Network (REN) working with Show Racism the Red Card to share learning.
Black history and PRAP inputs are now delivered on sergeant’s leadership training days and to PCSO supervisors.
The force Talent Strategy has been updated to better reflect the PRAP outcomes.
A survey has been sent to B.A.M.E officers to understand individual career goals, challenges and to identify plans to support.
Exit interviews have been revised to better identify discriminatory behaviour and unfair treatment.
Stay interviews are due to be introduced to help identify issues before staff get to a point of handing in their notice.
Professional Standards are working with the Independent Advisory Group (IAG) to improve transparency in processes. In addition to this the Race Equality Network provide scrutiny of decision making within the misconduct arrangements.
Further updates including what our officers are doing in the community, and progress on the PRAP will continue to be communicated via this page.
How can you help support our Race Action Plan?
If you would like to share your views with the National Police Chiefs’ Council team who are leading the Police Race Action Plan, or ask questions or obtain information, you can do so by emailing: [email protected]