Chief Constable praises response officers during Week of Action

Chief Constable Jo Farrell paid tribute to response officers during a meeting of the Scottish Police Authority yesterday (Thursday 27 June).

Speaking during the National Police Chiefs’ Council Response Policing Week of Action, the Chief thanked response officers for their bravery, compassions and resilience as the first police contact across countless scenarios and times of crisis.

The Chief said senior officers had been visiting response teams across the country to thank them in person and listen to their experiences.

CC Farrell said: “Response officers work around the clock to serve the public with bravery, compassion and resilience across countless scenarios – no two shifts are the same. Response officers are often the first contact the public has with their police service, and often in moments of crisis and criticality.

“I’ve been clear that it is my duty to support frontline policing and my aim is to bring the frontline to its strongest possible position. I want to record my deep gratitude for our response officers and I know senior officers right across the country are taking time to recognise and thank their teams.”

Chief Constable Farrell provided a wide ranging update on how officers and staff are delivering for the public, including securing important convictions in murder and organised crime cases.

The Chief’s speaking note is below

This week Police Scotland is recognising and celebrating the vital role and contribution of response policing as part of the National Police Chiefs’ Council Response Policing Week of Action.

Response officers work around the clock to serve the public with bravery, compassion and resilience across countless scenarios – no two shifts are the same. Response officers are often the first contact the public has with their police service, and often in moments of crisis and criticality.

I’ve been clear that it is my duty to support frontline policing and my aim is to bring the frontline to its strongest possible position. I want to record my deep gratitude for our response officers and I know senior officers right across the country are taking time to recognise and thank their teams.

My report outlines how officers and staff are delivering for the public every day – investigating crime; securing court outcomes; and seizing illegal drugs.

This summer, policing is also supporting major events, including hugely popular music concerts, sporting events, festivals and a general election. I want to thank the officers and staff who plan and support our proportionate and appropriate policing response to ensure communities can enjoy events safely and participate in the democratic process.

Since appointment, I’ve underlined that as policing tackles threat, harm and risk, we must also focus on prevention and problem solving to support communities, eliminate harm and get on top of demand.

This month, we’re campaigning to reduce road casualties with a focus on wearing seatbelts and we’ve shared powerful testimony from people affected by road traffic collisions. I thank those who bravely shared their experiences in an effort to prevent further harm.

Introducing change that achieves efficiencies and benefits is critical to provide effective service.

We’ve now outlined a national contract to implement body worn video for over 10,000 frontline officers and staff across Scotland, over the next three years.

Motorola Solutions was awarded the contract on the basis of quality and value for money and a range of technical requirements. The new system is anticipated to work smoothly in areas with lower quality network connections, including rural locations, and we are also investing in our network capability to support this.

Body worn video can help to de-escalate incidents, improve public trust in policing and reduce complaints, support officer and staff safety, and bring wider benefits to the criminal justice system and I have been clear a national roll-out is a priority for me.

We know there is strong public and partner support for body worn video in Scotland and we will continue to explain policing’s use of this important technology, including assurance around data privacy and human rights considerations.

The national roll out of body worn video is a complex programme of work.  Appointing a supplier is an important step and we are working with Motorola Solutions to ensure that body worn video is embedded effectively for frontline officers and staff as soon as possible and we’ll continue to share details as progress is made.

I have highlighted that innovation and system-wide improvement must be prioritised and accelerated across the criminal justice system and, as we roll out body worn video, we’re working with Motorola Solutions and partners to maximise its benefits to improve efficiencies and experiences for victims.

My report details other work with the Scottish Government, the Crown Office and Procurator Fiscal Service and the Scottish Courts and Tribunal Service to support better and quicker court outcomes for victims and to provide efficiency and value for the public and I am grateful for their engagement and commitment to those shared goals.

The time it takes for victims to get justice in this system is far too long. Victims and witnesses, including police witnesses, are repeatedly cited to court when they are not giving evidence.

Along with accelerating broader change across the criminal justice system, I want key partners, including the third sector, to help us find a balance around the care, support and monitoring of people suffering with poor mental health that officers are too often picking up.

We receive a mental health related call every three-four minutes on average and each year officers deploy to well over 100,000 mental health related incidents – the equivalent work of between 500 and 600 full time officers.

I’ve asked Deputy Chief Constable Alan Speirs to lead Police Scotland’s work with partners including the Authority and the Scottish Government and we’ve established a mental health taskforce to drive work in this priority area at pace.

The taskforce will develop and embed referral pathways such as the NHS Mental Health Pathway and Distress Brief Intervention, as well as operational guidance on how to access community triage, so the public get the right response from those best able to give people the help they need and deserve.

The taskforce will also build on training to give our people the knowledge, skills and confidence to support that balance around the care, support and monitoring in our day to day policing.

Of course, policing cannot succeed in this without the support and engagement of partners. There are localised examples of fantastic initiatives such as the Neuk in Perth which I visited in April.

But we need more of this, right across the country.

We want to work with partners to ensure there is the right capability and capacity in the system, while giving officers and staff the knowledge and tools to help people access the best help for them.

Moving on, I want to briefly highlight three events which are further detailed in my report.

I was grateful for the leadership, contribution and support of the Scottish Police Authority and you, Chair, for the first Scottish Biometrics Conference which the Authority and Police Scotland jointly hosted with the Biometrics Commissioner Dr Brian Plastow in Edinburgh last week.

The event was an important opportunity to continue the necessary public conversation about policing’s ethical use of biometrics data and new technology where it can help us discharge our positive duty to keep people safe.

We welcomed around 50 law enforcement colleagues, mostly from the United States as the Federal Bureau of Investigations hosted a cycle of their National Executive Institute programme for senior officers at Police Scotland Headquarters. Along with other Police Scotland chief officers, I addressed the delegates during this important example of our commitment to sharing learning on an international scale.

I want to thank everyone who contributed to and attended our recruitment open day hosted at our Recruitment and Training Centre at Jackton, in South Lanarkshire. The showcase was well attended and gave members of the public an insight into our varied, rewarding and demanding vocation.

My report also outlines the deployment of over 190 probationary officers to local policing following the completion of their initial training earlier this month.

It is important to say we are recruiting – particularly for police officers and for staff in our contact centres and I would encourage anyone who shares our values, who wants to help us keep people safe and who is interested in a hugely rewarding career to visit the recruitment area of our website.

We have provided an overview of the projected recruitment and officer headcount profile during 2024-25 which will be presented by DCC Speirs later. As Chief Constable, I would just make a few brief comments at this stage.

We know a number of factors, going back to recruitment and training being paused during the pandemic and COP26 and an increase in retirement following pension changes, along with a recruitment pause to ensure we delivered a balanced budget in 2023-24, have contributed to greater volatility in officer numbers than would otherwise be the case.

Police Scotland’s retention rate is in line with other large police services.

So far in 2024, as with previous years, we continue to see the majority of officers leave for retirement. Although our retention rate is good, I do recognise policing is a demanding job and I’m focused on improving the experiences of officers and staff.

As I mentioned earlier, I want to bring the frontline of policing to its strongest possible position. The context of that strength goes beyond an overall officer headcount and it is important we continue to maximise experienced officers performing frontline, operational policing for our communities.

At the same time, following the Scottish Budget announcement, I outlined our plans to restart officer recruitment in March and further intakes planned during 2024-25 total over 1300 officers, the highest number Police Scotland has recruited during a year.

As part of this, we’re introducing a non-residential course operated from Jackton which, as well as increasing our recruitment capacity, recognises the barriers a residential training programme can present for potential candidates.

In summary, increasing officer numbers is a focus and we’re testing innovative approaches to maximise our probationer training capacity, while at the same time pressing change that strengthens the frontline by redirecting resources or delivering efficiencies.

Lastly, my report details changes to leadership responsibilities within the Force Executive following the appointments of Stuart Houston, Catr​iona Paton and Mark Sutherland as Assistant Chief Constables.

Our refreshed Force Executive has a shared focus to evolve our service so policing can live within our means and to ensure we support our fantastic officers and staff, to deliver the best for our communities.

Balerno Police Station to close

The Scottish Police Authority has approved plans to dispose of three police stations following public consultation.

At the SPA Resources Committee held on Wednesday, 13 March, 2024, Balerno in Edinburgh, Seaton in Aberdeen and Carluke in South Lanarkshire were all formally declared as surplus.

Police Scotland announced on 14 December 2023 proposals to close police stations across the country as part of their estate transformation strategy.

Public consultation was launched both at a local level and nationally through an online Engagement Hub, with consultations on individual properties taking place at different times. The consultations on the properties in Balerno, Seaton and Carluke all closed on Sunday, 18 February, 2024.

Balerno, on the outskirts of Edinburgh, has historically been underutilised and has not been used as an operational response station for many years. Officers deploy from Wester Hailes which is less than five miles away and has the nearest public counter.

Carluke was last fully utilised as an operational station three years ago, due to extensive water damage. Local community officers have been deploying from Lanark police station just over five miles away. Lanark is the main response hub for the area and nearest public counter. Officers have continued to effectively serve the area from Lanark with no detriment to the level of policing service delivery to the community of Carluke.

Seaton is leased space within Seaton Primary School. The station was last in operational use in response to the Covid pandemic in 2020/21. Since then, policing services in Aberdeen have been realigned and the property has not been used as an operational station for over two years. Officers previously based at this location relocated to other city stations, such as Tillydrone, which is less than two miles away.

Comments received from the public on all three properties recognised that the stations are not currently used and there was agreement that there is limited use of the buildings as a local safe place. One theme that emerged was the sentiment that local police sites represent policing and infer feelings of safety within the community.

All three properties were considered surplus to requirements by local Divisional Commanders and the SPA Resources committee approved them being declared surplus, with a view to being disposed of.

Assistant Chief Constable Steve Johnson said : “Police Scotland inherited a very large and ageing estate, much of which was not fit for purpose, with high maintenance costs and environmental inefficiencies.

“Although we have rationalised and reduced the number of our properties over the last ten years, in some cases we are still maintaining multiple buildings just a few miles apart.

“Also, with advances in digital technology and our fleet, officers are no longer tied to working from police buildings and much of their time is spent out in communities dealing with calls and helping the public.

“All buildings incur running costs and ongoing repairs and maintenance. Retaining vacant and underutilised buildings, such as these three properties, is not good use of public funds.

“I realise that that for some, the presence of a police building can bring reassurance and confidence to their local area.

“I can assure the public that our officers will continue to be active, visible and accessible in these communities. Disposing of a vacant building does not mean there will be a withdrawl of service to that area.

“Those local communities will continue to receive the same high level of service from our officers.”

The outcomes of the consultations for Seaton, Balerno and Carluke have been published and can be found on the Engagement Hub.  

Estate Transformation: Local Area Consultations – Police Scotland – Citizen Space.

New Annual Police Plan 2023-24

Police Scotland’s Annual Police Plan (APP) has now been launched.

Chief Constable Sir Iain Livingstone QPM presented the plan to the Scottish Police Authority Board in March. It was then laid in the Scottish Parliament as required under the Police and Fire Reform (Scotland) Act 2012.

Our APP uses strategic outcomes and objectives to describe the impact that Police Scotland aims to make to the lives of people across Scotland. This aligns with the Joint Strategy for Policing, Policing for a Safe, Protected and Resilient Scotland, and our strategic planning framework.

It was developed with colleagues from across the service and describes how we will prioritise our resources towards the issues that cause the most harm to people and communities.

Progress will be reported across all the activities featured to describe and demonstrate the impact of policing  on Scotland’s communities. Police Scotland’s Performance Framework is being refreshed and as in previous years, will fully align to the strategic outcomes and objectives set out in the Joint Strategy and the APP.

You can also download a PDF version here.

Policing for a Safe, Protected and Resilient Scotland

In 2020, the Scottish Police Authority and Police Scotland agreed and published our Joint Strategy for Policing (2020), Policing for a Safe Protected and Resilient Scotland. This strategy describes our ambitions for the future of policing in Scotland framed around five strategic outcomes.

Good progress has been made in developing our service since that point and the time is right to review our strategy. The Vision for Justice was published in 2022, and Scottish Government has recently reviewed and confirmed their Strategic Police Priorities for the next three years.

We are now keen to engage with our partners, stakeholders and members of the public to gain feedback on the draft document before we finalise it later this Spring.

The Scottish Police Authority and Police Scotland have now launched a public engagement exercise on the draft Joint Strategy for Policing 2023-26.

The engagement exercise launched on 11 March 2023 and will run until 23 April 2023.

To find out more and to give us your feedback, please click here.

New Chief Constable will take up post in October

INTERIM ARRANGEMENTS ANNOUNCED

Police Scotland’s next Chief Constable, Jo Farrell, will take up post on 9 October.

Chief Constable Sir Iain Livingstone QPM will leave office on 10 August with Deputy Chief Constable Designate Fiona Taylor QPM taking on the responsibilities of Chief Constable in the interim period.

The three senior officers met with Justice Secretary Angela Constance and Scottish Police Authority Chair Martyn Evans at Police Scotland Headquarters, Tulliallan, yesterday (Tuesday, 1 August).

Sir Iain said: “An effective handover which maintains stability in Police Scotland was a key priority in my retirement plans and I will continue to work with Fiona and Jo to that end.”

DCC Designate Taylor said: “My focus will be on ensuring effective policing is maintained for the communities of Scotland and I will support the effective handover from Sir Iain to Chief Constable Farrell.”

Chief Constable Farrell said: “I thank Sir Iain and Fiona for their work to ensure a smooth transition when I take command of Police Scotland.”

The leadership arrangements were agreed by the Scottish Police Authority.

Chair Martyn Evans said: “An effective and stable handover during this leadership transition is a priority and I am grateful to Sir Iain and Jo Farrell for their commitment and support.”

Justice Secretary Angela Constance said: “I’m pleased to meet Jo Farrell ahead of her taking up post as Chief Constable and looking forward to working with her in the years to come.”

Jo Farrell will be Police Scotland’s next Chief Constable

The Scottish Police Authority has announced that Jo Farrell will be Police Scotland’s next Chief Constable following Sir Iain Livingstone QPM’s decision to retire this August.

Jo Farrell has been Chief Constable of Durham Constabulary since 2019 having been Deputy at Durham since 2016 and having served in Northumbria Police since 2002.

Chief Constable Farrell joined policing as Constable in Cambridge in 1991 after a degree in business at Sheffield Polytechnic.

Chief Constable Jo Farrell

Chief Constable Farrell said: “This really is a day of mixed emotions. I am immensely proud to have served as Chief Constable of Durham and equally proud of everything the force has achieved over that time.

“Over the last six years, I have worked with some extraordinarily talented and committed people, dedicated to keeping County Durham and Darlington safe, and it has been a very difficult decision to leave.

“But as Chief Constable of Police Scotland I have been offered a unique opportunity to take on one of the most exciting and challenging jobs in UK policing.”

Chief Constable Farrell’s appointment was made by the Scottish Police Authority and approved by Scottish Ministers in accordance with the Police and Fire Reform (Scotland) Act 2012 and follows a robust assessment and selection process. 

The appointment will be for a fixed term of 4-years with the possibility of extension in line with legislation.

Martyn Evans, Chair of the Authority and the Selection Panel who interviewed candidates for the role, said:  “I am delighted to have had such a strong calibre of applicants to this important role and now announce the appointment of Jo Farrell as the next Chief Constable of Police Scotland.

“Jo is an outstanding and highly experienced senior police leader who has made an exceptional contribution to policing over her extensive career. With a proven history of innovative policing, Ms Farrell has led Durham Constabulary for the last 4-years where it was graded as ‘outstanding’ for its disruption of organised crime and how it achieves value for money. She also has UK wide experience heading the demanding Digital Data and Technology portfolio for the National Police Chiefs’ Council.

“As Chief Constable of Police Scotland, Jo Farrell will bring exceptional professionalism, building on the high level of policing operational stability and effectiveness achieved in recent years and further accelerate the culture change programmes. I look forward to working with her.”

In February Sir Iain Livingstone QPM, who was appointed Chief Constable in August 2018 and served as Interim Chief from September 2017, announced he would retire from policing after 31 years.

Sir Iain said: “I congratulate Jo Farrell and look forward to working with her to ensure an effective handover that will maintain stability in Police Scotland.

“Leading our outstanding officers and staff as Scotland’s Chief Constable is an enormous privilege. I have great confidence Jo will continue to develop our service to protect and serve our fellow citizens.”

Justice Secretary Angela Constance has welcomed the appointment of Jo Farrell as Police Scotland’s first female Chief Constable.

The current Chief Constable of Durham Constabulary, Ms Farrell was appointed by the Scottish Police Authority (SPA) following a robust six-week assessment process and will take up the post later this year, replacing Sir Iain Livingstone QPM, who is retiring in August.

Ms Constance, who approved the SPA’s appointment, said: “I am delighted that Jo Farrell has been appointed as Police Scotland’s new Chief Constable following the Scottish Police Authority’s rigorous selection process.

“Jo is the first women to be appointed to this role. As the force marks its 10th anniversary year, she has shown she has the skills needed to lead the service into the next decade and meet the challenges ahead.

“Thanks to the dedication and work of the police, recorded crime rates overall are at record low levels and we have a service that is unique in the UK with an embedded human rights focus.

“Policing will continue to be an absolute priority for this government, as evidenced by the £1.45 billion we have allocated to support it in 2023-24. I look forward to working with the new Chief Constable as the service continues to build on its significant strengths.

“I also want to pay tribute to Sir Iain for his bold leadership and wider service to keeping communities safe during a lengthy, distinguished career in policing. He leaves Police Scotland in great shape after leading it through unprecedented times.”

Read the full SPA announcement here.

Police Scotland is ‘Institutionally racist and sexist’

Chief Constable’s statement on institutional discrimination

Scotland’s Chief Constable Sir Iain Livingstone QPM addressed the matter of institutional discrimination in policing at a meeting of the Scottish Police Authority Board today (Thursday, 25 May). His statement is in full below:

I have been the Chief Constable of Police Scotland for six of our 10 years and have been a police officer, holding the office of Constable for over 30 years. As such, I have a deep and personal sense of duty and responsibility for leading, shaping and representing an institution of which all the people of Scotland should be hugely proud.

Police Scotland has grown into an organisation known to be compassionate, values based, and highly competent. It is well regarded nationally, extremely well regarded internationally, but I know it can improve, must improve.

Institutional racism, sexism and institutional discrimination have become iconic terms in the vital battle to tackle injustice. Police officers and staff, including police leaders, can be conflicted both in acknowledging their existence and in using such terms, fearing it would unfairly condemn dedicated and honourable colleagues or that it means no progress has been made since the 1990s.

Truly, I recognise and understand that conflict. I have experienced that conflict myself over a number of years.

The meaning of institutional racism set out by Sir William Macpherson in 1999 in his report on the appalling murder of Stephen Lawrence in 1993 is, rightly, very demanding.

The phrase, the terminology, however, can be and often is misinterpreted or misrepresented as unfair and personal critical assessments of police officers and police staff as individuals.

That is not the case.

Does institutional discrimination mean our police officers and police staff are racist and sexist? No. It absolutely does not. I have great confidence in the character and values of our people. I am proud of Police Scotland and I am proud of my colleagues, proud of my officers and staff.

So I know and have shared the reservations and concerns about acknowledging that institutional discrimination exists in policing.

However, it is right for me, the right thing for me to do as Chief Constable, to clearly state that institutional racism, sexism, misogyny and discrimination exist. Police Scotland is institutionally racist and discriminatory. Publicly acknowledging these institutional issues exist is essential to our absolute commitment to championing equality and becoming an anti-racist Service. It is also critical to our determination to lead wider change in society.

Prejudice and bad behaviour within policing, as highlighted by court and conduct cases, various independent reviews and by listening to our own officers and staff over recent years, is rightly of great concern and is utterly condemned.

There is no place in Police Scotland for those who reject our values and standards. Our vigilance as an organisation has never been stronger – rigorous recruitment; enhanced vetting; more visible conduct outcomes; and a focus on prevention.

Every officer in Scotland swears an oath when they take up the Office of Constable to do their duty with fairness, integrity, diligence and impartiality, upholding human rights and according equal respect to our fellow citizens, according to law. Such an oath rightly requires high levels of personal accountability.

Our officers and staff, my colleagues, do incredible things to keep our communities safe, to keep their fellow citizens safe. I know they take their duties and responsibilities incredibly seriously. Their success is illustrated by the strong bond of trust we share with the public of Scotland and our role as the service of first and last resort in times of crisis.

But we know, I know, people from different backgrounds or with different requirements don’t always get the service that is their right. We know that, for the same reasons, our own officers and staff don’t always have the experiences they deserve. When an organisation doesn’t have all the necessary policies, processes, practices and systems in place to ensure that doesn’t happen, it’s an institutional matter.

A candid, clear, assessment of institutional discrimination means recognising our absolute duty to provide just and effective policing for all according to their specific needs and circumstances. It also requires identifying and removing the deep-rooted barriers to achieving this. These are necessary steps to progress the commitment that Police Scotland will be anti-racist; a personal commitment I made to my fellow citizens at the commencement of the Public Inquiry into the death of Sheku Bayoh. And, as a commitment to the people of Scotland, it is also a commitment to Sheku Bayoh’s family and loved ones.

The onus is on us, the police service, to address gaps and challenge bias, known or unwitting, at every level, wherever bias occurs, to maintain and build confidence with all communities.

Recognising institutional discrimination, institutional racism, in my view, is a statement of reality. The real challenge, the real test, is how are we working to address it, what are we doing about it?

Our Policing Together programme identifies and co-ordinates effective and sustainable change right across Police Scotland.

We are actively, genuinely, listening to under-represented communities, inside policing and across our country and beyond, to understand how we can better serve them.

We are investing to give every police leader the skills and tools they need to build inclusive, effective teams. We are committed to increasing our knowledge and learning on inclusion. We are open, we want to know more. We are committed to regularly and actively challenging and changing our own policies and procedures to eradicate unwitting bias.

In my view, all organisations, not only in policing, should share and make those commitments to move beyond words and focus on action.

Our intention, my intention, is to move towards meeting the ambition set out by Sir William Macpherson to eliminate racist prejudice and disadvantage and demonstrate fairness in all aspects of policing.

A great strength of policing in Scotland is our diversity – anyone can be a police officer. We will attract, retain and promote a diverse workforce which reflects and represents our communities.

The police are the public and the public are the police and this is truer in Scotland than anywhere else.

Earlier this year, I appointed a chief officer dedicated to providing the sustained and visible leadership required to co-ordinate and drive this essential work.

Of course, our operational response to reports from women; from people with black or Asian heritage; people who have disabilities; LGBTI citizens; anyone from a minority group; is vital, crucial, in maintaining the confidence of all our communities.

The confidence to come forward, the confidence to know you will be treated fairly, treated with respect and with assurance that Police Scotland will respond professionally and with compassion to your own particular circumstances, characteristics and needs.

Developing our policing response to violence against women and girls and hate crime will ensure we continue our vital role in helping build a society in this country where everyone feels safe and secure and is able to thrive and flourish and truly be themselves.

We know the onus is on us in policing to continue to earn the trust of all communities. Because that relationship is the foundation of police legitimacy and vital to our ability to keep people safe. It is our moral duty. It is an operational necessity.

Injustice and discrimination are insidious wrongs with deep roots in history and our work to address institutional discrimination will and must continue beyond me as Chief Constable, beyond any individual. Acknowledging institutional discrimination, acknowledging institutional racism will, I believe, act as a catalyst to drive and embed progress. The whole service must and will retain our resolve, our commitment and our focus.

Our success, the success of policing in Scotland, will be measured by the improved experiences of our officers and staff, and of all the communities, all our fellow citizens, who we serve.

Recognition that institutional racism exists within Police Scotland is a key step, a fundamental step forward towards being an inclusive Service which champions equality for all the people of Scotland. It is the right thing to do and will make policing in Scotland even more effective in keeping people safe.

Understanding and recognising institutional racism and all forms of institutional discrimination within Police Scotland can, and should, be a source of confidence and optimism for officers and staff, for our organisation, that, collectively, we can lead necessary change in the Service and, indeed, contribute to change across society.

And our progress, our commitments, should act as a challenge to other services, other agencies, organisations and institutions – whether in business; academia; political parties; media outlets; bodies across the public, private and third sectors – to look to themselves rigorously and honestly, as we have done, and join and support the mission to eradicate discrimination.

Scotland as a whole must commit ourselves to that purpose. The Police Service of Scotland is committed that mission, committed to ensuring our police service, your police service and institutions are, together with the people of Scotland, building fairness, equality and justice.

Scottish Police Authority Chair’s response to statement on culture in Police Scotland:

Unwitting prejudice, ignorance, thoughtlessness and stereotyping exists in every part of our society and I would challenge any organisation to acknowledge its existence in their service or sector.

The Chief Constable’s announcement today is a watershed moment.

It is widely accepted that policing is not immune to the discrimination that exists in our society.

Acknowledging that the processes, attitudes and behaviours of an organisation are discriminatory – however unconsciously that may be – is the crucial next step for effective organisational development.

Police Scotland have put an enormous amount of work in to the strategies and process to drive a positive and anti-discriminatory culture.

The Authority is confident that this marks that moment for policing – one that moves the focus from continually describing problems within Police Scotland to ‘what and how we change’

Any right-minded person is wholly against such discrimination. However, as I know as former housing campaigner, being against things is not that difficult. The real challenge is to set out ‘what are we for and how are going to get there’ ….. not what are we against.

There will be two small, but very vocal groups, for whom this move to focus on change will be unwelcome.

First, those who think that all police services and indeed all police officers are irredeemably discriminatory. For them there is no optimism for policing. For them, all change is futile as policing is and always will be hopelessly and irreparably discriminatory.

The second group are those who refuse to accept there is any institutional or individual discrimination in policing. For them change is wholly unnecessary. In their eyes no change is needed because there is no problem.

We live in an increasingly polarised society. Given these two rather absurd extremes – hopelessness at one end and complacency at the other – we should be very wary of either pushing or pulling us into their camp.

Both are complete dead ends.

The Authority is grateful to the Chief Constable, his senior team and Police Service of Scotland as a whole. It takes a very advanced degree of realism, self-reflection, strength, effort and courage to reach this point.

Today’s agenda and focus on EDI shows that there is a rock-solid base for this announcement. A clear and open route map to move forward. Making change, measuring that change and increasing the pace of that change is now crucial and will be the test of sincerity.

We must also continue to listen to all those affected. Speak out and never be bystanders and support affected individual and communities.

There will be widespread relief that we can move onto talk about what evidence of change others can offer.

I want to challenge other public and private bodies: charities, academic institutions, the media, staff associations and trade unions. Where does your organisation stand on this issue?

Addressing institutional discrimination is complex and will require sustained joint effort and commitment.

While individual and service actions can make a difference, lasting change will require collective action across all our public and private institutions to create a more equitable and just society.

You can watch the full discussion, including board member questions, on SPA’s Livestream channel.

Police Scotland’s Strategy to tackle violence against women and girls

Police Scotland’s strategy to tackle violence against women and girls was presented to the Scottish Police Authority Policing Performance Committee yesterday (Monday 17 April).

The strategy is subject to final discussion by the full SPA Board next week.

Based on wide-ranging and unprecedented engagement with the general public, women and girls, survivors of violence, key partners, academics and experts, the strategy builds on the Service’s commitment to improve and future-proof its response.

Proposals within the strategy include:

  • tackling and diverting incel culture through education
  • expanding the use of sexual offences liaison officer (SOLO) led visually recorded interviews (VRI)
  • delivery of trauma-informed training to all police officers and staff

Launching the strategy, Deputy Chief Constable Jane Connors, Police Scotland, said: “We are committed to creating a society where women and girls live free from violence, abuse, exploitation and harassment.

“Women, girls, and men, have shared their experiences, their thoughts and their views on how we can tackle violence, create a service that is responsive to victims and how we prevent violence against women and girls.

“We have listened and their voices and experiences thread through our strategy.

“They have informed and influenced our approach, our commitment to act and to improve how we tackle the sexual violence and domestic abuse that disproportionately affects women and girls.

“We will work with our partners across criminal justice, and support services, to improve the opportunities and support for women to report.

“It is up to us to improve how we respond at that first point of contact. To be compassionate, to listen, to signpost to help, and to ensure women are kept informed from the moment they report.

“We are committed to continually improving the service we provide, to build confidence in reporting and in policing more widely. Our service must be trauma-informed, we will prioritise the needs of victims and survivors.

“As an organisation we are not immune from the sexism and misogyny that is at the root of this violence. Our strategy recognises the work that needs to be done internally.

“Our role is crucial, but policing alone cannot stop violence against women and girls. Our strategy outlines the actions we will take as a service, together with our partners.

“We will continue to engage, to work with our partners, to improve our response and to drive the change needed to end violence against women and girls.”

Access the Violence Against Women and Girls Strategy.

Policing in Scotland: listening to seldom heard communities

FUNDING FOR FIVE PROJECTS TO IMPROVE ENGAGEMENT

The Scottish Institute for Policing Research (SIPR), Police Scotland, and the Scottish Police Authority (SPA), have joined together to provide £62,000 to fund projects which will support the police to improve engagement with seldom heard communities.

The term ‘seldom-heard’ refers to communities which are historically under-represented and may be less likely to engage with police for a variety reasons (including race, religion, sexuality, disability, and age, as well as communities isolated through geography or economic disadvantage).

Dr Megan O’Neill, SIPR Associate Director and Lead for the Police-Community Relations network said: “The focus of these grants is to understand seldom heard communities and emphasise the role of police, researchers, and policy makers in building effective and meaningful connections.

“Many of these communities feel they are not being listened to, and we have an important role to play in support research which will ensure their voices are heard; their needs are met; and their perspectives are understood.”

Following a successful public event in May 2021, which saw almost 200 attendees come together to explore public confidence in Police Scotland for seldom heard communities, SIPR, Police Scotland and the SPA launched the ‘Seldom Heard Community Grants’ and invited all interested parties to apply for funding for projects which would support Police Scotland to further enhance its support to these communities.

Fifteen applications were received from UK-based researchers and were subject to a rigorous assessment via an award panel which consisted of senior Scottish academics, senior police officers and staff, and senior representatives from the Scottish Police Authority.

The field was highly competitive; however, it was agreed that five applications selected stood out for the relevance of their focus; innovative approaches; and robust methodologies. 

Assistant Chief Constable John Hawkins, who led this work for Police Scotland said: “It is really positive to have received so many applications of such good quality and of varying subject matters to assist Police Scotland in improving engagement with seldom heard communities. 

“This is an extremely important area of work for Police Scotland, and I look forward to receiving the outcomes from the research.”

Amanda Coulthard,  Head of Strategy & Performance at Scottish Police Authority, said: “We were delighted with the range of applications received for this fund, which focuses on improving engagement with groups who may be seldom heard.  

“The SPA commitment to policing in the public interest means it is critical we work to understand any possible barriers to engagement from seldom heard groups, and seek to evolve practice”.

Our congratulations go to:

Dr John Mendel (University of Dundee) who will lead the projectInquiring together: Collaborative Research with BAME communities and serving officers’.

Dr Mendel will work with Dundee City and Aberdeenshire Councils, as well as the Scottish Refugee Council to support police officers to engage, as co-inquirers (utilising action research), with people who are seldom heard: refugees, migrants and those from BAME communities in Dundee, Glasgow and Aberdeenshire.

This will allow a set of policing guidelines to be developed by the community of police officers and the BAME and migrants working together.

Dr Andrew Williams (St Andrew’s University) as Principal Investigator for the research projectTo be seen and heard: developing photovoice as a method for the police to engage with young people in underserved communities”.

Working with the Scottish Violence Reduction Unit, the Wallacetown Strategic Community Partnership, and the University of Exeter Relational Health Group, this project aims to support the police in adopting creative methods to engage young people in an area of significant economic disadvantage and understand the places and people that matter to them. 

Dr Julie Berg (University of Glasgow) who will head up the project “Accounting for Complexities: an Intersectional Approach to Enhancing Police Practitioner Accountability, Legitimacy & Sustainable Reform” which aims to develop an intersectional good practice tool kit through which Police Scotland can better engage with seldom heard communities in order to underpin sustainable reform and improved accountability mechanisms.

Professor Jim Moir (Abertay University) who will lead the projectHearing seldom heard groups: Policing with empathy in conversation with LGBT and young people from disadvantaged backgrounds’.

Delivered in collaboration with the Articulate Cultural Trust (a charity which supports young people to enable creativity) and Dundee City Council, this research aims to not only explore the experiences of young people from disadvantaged backgrounds where there may also be intersectional aspects at play (e.g., (LGBT-Q identifications) in encounters with the police, but also to examine the extent to which empathy and understanding of different seldom heard voices is apparent in Police Scotland.

Dr Nicole Vidal (Queen Margaret University) as Principal Investigator for ‘Refugee and asylum-seeker experiences, trust and confidence with Police Scotland’ which will collaborate with third sector organisations that provide psychological support to refugees and asylum seekers with the aim of building an understanding of the quantity and quality of refugees’ social networks and their role in influencing engagement with the police.

Dr Liz Aston, Director of the Scottish Institute for Policing Research, which will administer these grants, said: “The projects funded through the Seldom Heard Community scheme will explore some of the most pressing issues facing police-community relationships today.

“While the research will explore Scottish experiences and examples, they represent challenges being faced globally within policing. There is enormous potential for these projects to impact current policing policies and practices, and SIPR is looking forward to working with all five teams to support this wherever possible.”

For more information on these grants, or about the work of SIPR, please visit our website at sipr.ac.uk

Police recognised as Living Wage employer

The Scottish Police Authority and Police Scotland have been formally accredited as living wage employers by Living Wage Scotland.

The Living Wage commitment will see everyone who works either directly for, or who is contracted by, the SPA or Police Scotland earn more than the minimum rate of £9 an hour  – significantly higher than the government minimum wage for over 25s of £8.21 per hour. Continue reading Police recognised as Living Wage employer

Have your say on future police direction

Views are being sought on new national priorities for policing in Scotland.

The priorities set the long-term overarching framework for Police Scotland and the Scottish Police Authority. They are being updated to reflect significant developments and progress in operational delivery, emerging threats and the changing needs of communities. The priorities also focus on anticipated future demands of the service. Continue reading Have your say on future police direction