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London's police force has made great strides in recruiting more black and ethnic minority officers and has redesigned its selection and leadership development processes and career paths. The changes enabled it to scoop this key prize at the Personnel Today Awards 2017. The runners-up also showed off plenty of innovative new policies and thinking in these areas.
Metropolitan Police Service
For the first time in the Met's history it has more than 4,000 black and minority ethnic officers. It has also substantially increased the number of new police constable BAME recruits from 16% in 2014-15 to over 28% in 2015-16 and maintained this for 2016-17.
These improvements are the outcome of the Met’s determination to ensure it “looks and feels like London”. Over the past three years, the force has conducted a programme across recruitment, selection and promotion, career development and talent management, leadership capability, staff engagement and grievance management.
It has redesigned police constable recruitment to reduce disproportionality in its selection process and launched marketing campaigns leading to over 40% of applicants from BAME backgrounds. It also runs targeted recruitment campaigns to attract candidates with a second language and now places a greater emphasis on skills and behaviours needed for policing in the recruitment process.
The force now runs Meet the Met events and offers pre-assessment workshops for BAME and female applicants to increase their chances of success. Police Now, its new graduate scheme, has achieved a 54% female and 28% BME recruitment rate in year two, higher than standard recruitment routes.
Staff surveys at the Met used to show that staff felt some career development processes were unfair. In response, promotion processes have been completely redesigned to include more varied ways of selecting officers.
The force has developed a new leadership framework, setting out the behaviours it values and will assess during our promotion processes.
There is a new leadership development programme, Leading for London, to ensure managers at all levels understand their role in creating a safe, welcoming workplace with fair practices that encourage all staff to challenge and innovate. This offers a range of development opportunities to BAME and female officers, dependent on rank, with the majority being accessed online.
Since 2013 the Met has promoted 225 BAME off