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Pride and Prejudice: A Review of police Race Relations in Scotland
EXAMPLES OF NOTEWORTHY PRACTICE
Whilst HMIC found numerous instances of noteworthy practice, the following examples illustrate the range and depth of progress in race relations which is being made by forces. It should be borne in mind that other forces often shared the noteworthy practice cited - only one force is mentioned for the sake of example.
Strategic Drivers
Central Scotland Police displayed a robust project management approach to its race relations. This allowed the numerous influences, recommendations, reports and pressures to be brought together within in a coherent approach. Links were able to be made, objectives set, and policy practitioners held a strong grasp of what was being achieved and why.
Police Staff
As part of its diversity awareness training programme, Fife Constabulary place considerable investment in the provision of an external input from representatives of minority groups. The engagement and discussion this provided in the classroom environment clearly enthused the participants and created a positive learning experience. It is of note that a key trainer from that force is now assisting the Crown Office Procurator Fiscal Service with its own training programme.
Police Service Delivery
Grampian Police showed a sophisticated and rigorous system for managing, auditing and overerseeing the police response to racist incidents. Where a crime had been committed, checks were in place to ensure the correct offences were being recorded, with feedback being provided to officers where necessary. In addition, a robust approach for reporting racist crime to the Procurator Fiscal was in place, with such offence reports being fast tracked in their submission.
Monitoring and Performance
Lothian and Borders Police took the lead in developing preparation and compliance with the Race Relations (Amendment) Act 2000. Early scoping took place when the potential implications of the legislation became known, allowing all police forces in Scotland to have early notice of its impact. The Race Equality Scheme produced as part of the Act was done in close consultation with stakeholders, particularly the Commission for Racial Equality.
Community
Strathclyde Police has faced very particular issues on its race relations in recent times, strongly influenced by the huge influx of asylum seekers to Glasgow City. The consequences of this have been numerous and varied, with strong community feeling at times creating a real tension for the police to deal with. The response, particularly in the Sighthill area of Glasgow, has been one which encourages and promotes a cohesive community. Initiatives such as the North Glasgow International Festival are clearly of enormous benefit. HMIC found the officers working in the areas most affected to be absolutely committed to the whole community, showing compassion and giving assistance in difficult circumstances.
Asylum and Immigration
Dumfries and Galloway Constabulary displayed the effectiveness of its telephone interpreting service when a detective officer came across a person who spoke no English, had almost no personal possessions, had no residence or status, and had recently entered the country. Despite the circumstances - in the early hours of the morning and in cold and isolated conditions - that officer was able to communicate very quickly at a basic level in a way that allowed understanding and assistance to be provided by the police.
Diversity
Tayside Police, in developing a lay advisory group for the force, decided early on to ensure that wider diversity issues would be its remit. In addition, the independence of their lay advisors, together with their ability to constructively challenge, were seen as critical factors. This has meant the group is able to engage productivel on a variety of issues, with particular benefit being brought to those issues which impact on more than one minority group. A sub structure has now developed, allowing specialism and a greater work agenda to flourish.
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