#WeCops - Wednesday 11th November 2020 9pm (GMT Standard Time) Diversity & Recruitment in policing

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Hosted by WeCops using #WeCops

This chat is guest hosted by @DCCPhilCain @SupersWylie @Nita_Pankhania1

#WeCops

Wednesday 11th November 2020 at 2100 hours

Hosts:

PC Sylvia Masih-Gill from Thames Valley Police tweeting as @TVP_PAET

DCC Phil Cain from North Yorkshire Police tweeting as @DCCPhilCain

Chief Supt Ian Wylie from the Superintendent’s Association tweeting as @SupersWylie

Nita Pankhania from Thames Valley Police tweeting as @Nita_Pankhania1

 

Pre-Read: 

 

 

The last few months have been especially challenging for policing- not least because of the COVID-19 pandemic, but also because of some of the wider issues around race that have affected policing internationally.

 

We have seen the impact of the Black Lives Matter movement and increased conversation about racism in policing. Over the last few months we have seen protests, video footage of officers being assaulted, controversy over officers decisions to ‘take the knee’. Coupled with the recent publication of the NPCC data, which has shown disproportionality in the issuing of COVID FPNs to those from minority backgrounds[1]. This has been an incredibly challenging time for policing.

 

We need to understand the impact of some of these national challenges on officers and staff within our organisations who are members of under-represented groups. What it must feel like as a BAME officer, or an officer from the Gypsy Roma Traveller community, or from the LGBT community, who will read some of the negative reports in the media about how their own organisation discriminates against those groups. What impact does this also have on those who might be considering a career in policing?

 

We are in the middle of the national Police Uplift Programme which seeks to recruit a further 20,000 Police Officers. Within this is a real opportunity for Policing to make our service representative of its communities for the first time, across all roles and ranks, however we need to understand some of the barriers and blockages to that- both internally and externally.

 

Positive Action seeks to ensure that we have a diverse workforce that represents the communities we serve, but what cultural impact has Positive Action had and how it this being received within policing?

 

And whilst the ambition and commitment from policing is there to be more representative of our communities, is this achievable with positive action alone or do we need a change in legislation like Affirmative Action in Northern Ireland which was introduced in 2001? This allowed appointment of police officers and police support staff to be made on a 50:50 basis for Catholics and Non-Catholics. After just under 10 years of Affirmative Action in PSNI, a review was carried out in 2011 which found that Catholic representation had increased from 8.3% to 29.38%[2].

 

The YouTube video https://www.youtube.com/watch?v=4K5fbQ1-zps, which shows a group of people running a race to win $100, demonstrates how privilege and social inequalities can have a deep impact on someone’s ability to even get to the starting line.

 

We need to understand how we make our organisation a fully inclusive one, that represents our diverse communities, that values people as individuals, and ensures that not only can everyone come into the workplace to be their best self, but that they can thrive. Everyone needs to be able to run a fair race.

 

 

#WeCops Hosts

 

PC Sylvia Masih-Gill

 

Sylvia first joined Thames Valley Police in 1996 as a Special Constable serving in Oxford City. She always aspired to become a Police Officer and took the opportunity to join Thames Valley as a full time member of police staff in 1999. Having worked in a variety of departments over the coming years, Sylvia put her application in to become a Police Officer in 2008.

She was a successful candidate and during her 11 years’ service as a Police Officer she has worked within rural and city locations. Sylvia’s Indian heritage has meant she has faced many challenges in her personal life and during her course of duty. It is these challenges that have inspired her to have a passionate involvement in various groups such as the Staff Association for Black, Asian and Minority Ethnic Staff, for which she has been an executive member for a number of years.

More recently an exciting opportunity arose for Sylvia to serve on the Positive Action and Engagement Team. This is where she is currently seconded, actively driving projects to increase BAME representation on the force and offering high levels of support to maintain the retention and progression of serving members of staff. 

 

 

Deputy Chief Constable Phil Cain – North Yorkshire Police

 

Phil grew up in Colburn, Catterick Garrison and joined the Royal Air Force in 1988.  He spent 13 years with the RAF before joining North Yorkshire Police in 2001.

 

Phil started his police career as a uniformed Constable in Scarborough, followed by a variety of roles as both Constable and Sergeant, including working in Response, Intelligence and Custody Teams.

 

In 2009 Phil was promoted to Inspector and served in York as both a Response Inspector and Neighbourhood Inspector for York South and then York West Neighbourhood areas.

 

In 2011 he was promoted to Chief Inspector and served in the Force Control Room as a Silver Commander. In 2012 Phil moved to become the Deputy Commander for York Neighbourhood Command where he remained until being promoted to Superintendent in 2013 where he became the Neighbourhood Commander for York and Selby Command.  This included responsibility for all geographically-based staff in Crime and Investigations, Response, Neighbourhood and Intelligence functions. As the Neighbourhood Commander, Phil was also responsible for developing partnership relationships with both York and Selby Local Authority teams and other key public, private and third sector partners.

 

In 2016 Phil moved to Headquarters to take up a strategic role, which included introducing the new Nexus Unit which assists the Force in promoting a culture of continual learning.

 

Phil was appointed Temporary Assistant Chief Constable in February 2017, and graduated from the Strategic Command Course in early 2018. He subsequently took on the role of permanent Assistant Chief Constable, with a responsibility for local policing.

 

Following a national recruitment process, Phil was appointed to the position of Deputy Chief Constable in September 2018.

 

He is a qualified Public Order, Firearms and Civil Contingencies Commander and has been involved in the policing of several high-profile events, including Royal visits, flooding and other environmental incidents, sporting events and protest activity.

 

Phil is the NPCC Race, Religion and Belief lead for Internal Confidence and in May 2020 also took over as NPCC lead for Workforce Representation and Diversity.

 

Phil is married with three children.

 

 

Chief Supt Ian Wylie – Superintendent’s Association

 

Ian joined Kent Police in 1995 and transferred to Avon and Somerset Police in 2002. Following the accelerated promotion course he was promoted to Superintendent in 2007 and performed a variety of roles across the force including leading on violent crime reduction in Bristol. In 2015 he was promoted to Chief Superintendent and Area Commander for Somerset. In 2017 following a force reorganisation he took responsibility for a portfolio across the force leading Neighbourhoods and Partnerships. In 2019 Ian was elected Vice President of the Police Superintendent’s’ Association and as part of his role leads the associations support to all issues relating to inclusion.

 

 

Nita Pankhania – Thames Valley Police

 

Nita is the Business Partner for Diversity and Inclusion for Thames Valley Police (TVP), joining the police force in 2010. Her role at TVP is to lead the equality, diversity and inclusion agenda.

 

Previously Nita worked at the College of Policing (NPIA) in various roles in HR Management.   During her HR career, Nita has delivered on various projects, including employment relations, change management, resource management, recruitment, and pay and grading reviews.  As a CIPD qualified HR professional she has diversified these skills and coupled them with her passion to make a change on the diversity and inclusion agenda. 

 

Nita currently manages two teams; Diversity and Inclusion Advisors and a Positive Action and Engagement Team (PA&E Team).  

 

The PA&E Team is formed of Police Officers from diverse backgrounds, their remit is to focus on building engagement in under-represented communities and encouraging people from Black, Asian and minority ethnic communities to consider a career in policing. Additionally, the team deliver innovative projects to support progression and retention within the force.  

The impact of Covid-19 has impacted on the outreach work of the team, however not to be defeated the team have re-focused their activity to online platforms and social media.  The work of both these teams play an integral part to achieve the aspirations for a diverse and inclusive force.

 

 

[1] https://news.npcc.police.uk/releases/independent-analysis-of-coronavirus-fines-published

[2] https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/136382/50_50_consultation.pdf





 Chat Contributers

 





 Chat Word Cloud

 

 Participant bio cloud





 Chat Summary

 

 

WeCops Blog – Diversity & Recruitment in Policing

Wednesday 11th November

 

On Wednesday 11th November the WeCops Twitter chat discussed diversity and recruitment in policing. This chat was hosted by DCC Phil Cain @DCCPhilCain, Chief Supt Ian Wylie @SupersWylie, PC Sylvia Masih-Gill @sylviam_g and Nita Panakania @Nita_Pankhania1 from the Thames Valley Police Positive Action Engagement Team @TVP_PAET in conjunction with Katy Barrow-Grint @ktbg1 from the @WeCops team. We thank them all for supporting this chat and writing the blog!

 

This was a very interesting chat with significant contributions and debate. In the hours chat alone WeCops trended on Twitter at number 7 for the first time ever and we had a reach of almost 2.9 million. This was our second highest WeCops chat in the last five years since the WeCops inception.

 

The Policing Minister Kit Malthouse also joined the chat on the night – a clear acknowledgement that WeCops is recognised as a great forum for debate at all levels including the Home Office, and allows engagement for anyone of any role or rank in the police service, as well as members of the community to contribute to the discussion.

 

This blog will be shared with Kit Malthouse as well as the NPCC lead for DEI, CC Ian Hopkins. Please share with your force diversity leads too.

 

 

Question 1. How can the police service become a more attractive occupation for under-represented groups?

 

Communities and community perceptions

A number of comments related to the need to recognise that the use of police powers and how the use of force is impacting upon perceptions of the police service within minority communities in particular. Contributions went on to assert that the use of police powers impacts on community’s trust and the service needs to examine those powers through a different cultural lens and to then develop policies accordingly. There was concern that under-represented communities don’t understand what policing is about, and perhaps in part because communities don’t feel that we are invested in them. It was argued that we need to reach out and connect with communities if individuals from those communities are to have any likelihood of seeing policing as a career for them. Finally, there was concern expressed that the media are creating a harmful narrative supported by negativity on social media.

 

Recruitment

There was much engagement with specific recruiting issues. Commentary picked up the work to increase policing by 20,000 officers which is examining every stage of the recruitment process to identify and remove opportunities for disproportionality and unfairness in the process. It was suggested that black, Asian and minority ethnic applicants could be supported better through the provision of ‘mock’ applications and assessments prior to their real application and process commencing. There was also commentary into using targeted social media more effectively like ‘Police Now’ have done, and consideration for the use of retired black, Asian and minority ethnic officers to assist with recruitment. There was acknowledgement that there needs to be different pathways into policing with flexibility that would attract different people into the service, for example, part time opportunities. This was built upon by a number of comments relating to the need to consider direct entry more widely and to move away from the ‘old pathways’ which could attract a different set of people to the service. And finally, questions were asked as to whether we know what works in other industries? And whether we need to consider diversity in a much wider sense, with one comment stating that some in our communities believe that policing is only for rich kids. There were also some comments in relation to vetting and the maintenance of standards. There was concern about standards being compromised but also the need to use vetting in a less arbitrary manner.

 

Working environment and blockers to progress

Comments in relation to the working environment focused on the need for a sense of inclusivity every day in the workplace and not just to see one or two role models as the solution. Make sure the job is for everyone and not put all the onus on a few ethnic minority officers. Other comments also suggested that role models need to come from the majority as well as a from black, Asian and minority ethnic officers. It was suggested that there needs to be a golden thread of diversity through everything that we do across the service, it can’t just be an add on. In terms of Inclusivity at work it was stated that it is not just being allowed to be there but being valued for what you bring. This was built upon with some comments in relation to unity, not uniformity, where diversity of thought is welcomed, and where difference is integrated not absorbed. One comment said that ‘the key to a good working environment is shared values and common purpose’, although a number of comments related to people still feeling that they are unable to bring their whole selves to work. Comments indicated that there are some who feel that individuals become robotic in their responses when listening to staff from under-represented groups talking about their lived experiences. In relation to retention, it was suggested that we must sort out the internal challenges if we are to stop people from leaving the service, with a clear need for a sense of organisational justice. It was also asked what learning are we deriving from those who leave the service from under-represented groups?

 

Attraction

If we are to make the service more attractive, there were several comments relating to the use of Cadets as an ‘employment pipeline’ and to start young but think beyond blue lights and horses as the only attraction; also, the need to get into colleges if we are to be seen as a career of choice. It was stated that becoming the career of choice requires role models but not ‘poster boys’ and girls. Comments stated that the public want real stories, real cops, and real role models with others wanting Q and A with those officers on Zoom to tell potential applicants, what’s it really like. There were comments about the extent of diversity and the importance of not ignoring the wider issues of intersectionality. One way of improving our attraction and providing support for people joining the service was to consider linking an applicant to a person already in the service from their own community, and overall, showing how proud we are of our current diversity.

 

Q2: Is positive action enough or should we now consider positive discrimination in policing? Why?

 

The overwhelming consensus seemed to be that using Positive Discrimination was a step too far and that we needed to really push Positive Action to the boundaries.  There was concern of what damage introducing Positive Discrimination could do and that we have barely scratched the surface of what we could do using Positive Action.   Comments referred to PNSI and how Positive Action was applied to recruit more catholic police officers, this worked.  However, it was questioned whether it could work for diversity in a wider non-binary format.  It was argued that it would be difficult to compare the two, PNSI was different to the rest of the UK, i.e. Northern Island was a conflict zone, historic disputes going back centuries. 

 

It was highlighted that if it was applied without thought could it have a huge detrimental effect.  Policing is about being the beacon of impartiality, fairness and integrity, to even be associated with the word discrimination would be damaging. Discrimination is what some in the service have been fighting against for years.  It is never positive because it will always disenfranchise one or more groups. In order to make a difference we need to level the playing field and make opportunities truly equal.

 

Comments expressed that the term Positive Action can turn people away and going down the Positive Discrimination route would be even more detrimental.  We need to change the narrative and have open and honest conversations about what each of our differences bring to enable any cultural change.

 

It was suggested that we really need to look at our policies and practices first, some were critical of the bias in the recruitment process and that this disadvantaged certain underrepresented groups. We need to ensure that everyone has equal access to growth opportunities, and we need to trade outdated policies and practices proven to those that foster inclusion.

A huge consensus from the comments suggested that there needs to be an education piece first where we need to explain the difference between positive action and positive discrimination.  There needs to be more myth busting and understanding the difference between the two. 

 

Working with our communities

Some comments referred to the opportunity of the Police Officer 20k uplift programme and whether we need could gain more traction by getting our communities to support us in this endeavour.  Thames Valley Police explained that they are already doing by working with their Independent Advisory Groups.  It was argued that we cannot expect communities to take the responsibility and has to be a dual.   We need to ask our communities ‘why not policing as a career’ and although forces are doing this; do we act on the responses and listen to our communities?

Better engagement with our communities was a key topic, ensuring that we listen to our communities as well as taking on board what they have to say.  Comments in relation to individuals understanding cultural differences and what this brings to the service is important. 

 

Working with our internal workforce

Comments highlighted that we need to educate our internal officers and staff first so that they can fully understand the difference between Positive Action and Positive Discrimination to then support Positive Action initiatives and become allies.   Some forces are doing well in this area and we can all learn from each other, comments suggested that we need a more sustained positive action plan applied by all forces, these results cannot be achieved over-night and we need investment.  It was suggested that we need to be bold when using Positive Action and that to get the best from this we needed to ensure that our communications strategy needs to be on point so that we can clearly explain what we are doing and why we are doing it.   However, this is just part of the jigsaw and there was concern that some may always see positive action as positive discrimination. 

 

A number of comments related to Positive action measures impacting individuals in a negative way i.e., it has been alluded to that they were promoted not on merit but because of their protected characteristic. This would possibly have a further detrimental impact if we were proposing to go down the positive discrimination route. Staff Associations are critical, and we need to have a buy in all levels not just expect it to be a top-down approach.  It was highlighted that positive action should not always be about specific programmes and schemes for development, but instead showcasing talented black, Asian and minority ethnic individuals and have a plan in place to develop them ensuring there is a breadth of experience in varied policing areas.  It was commented that the elephant in the room with diversity work is that leaders in a position of privilege must use it to allow others equal access to power.  This is why diversity efforts falter.  Finally, it was highlighted that equal rights for others does not mean less rights for you - it’s not a pie!

 

Question 3.  Black, Asian and minority ethnic officers may sometimes leave within their first 2 years of service.  How can we encourage the retention and progression of colleagues?

 

The discussion here started with comments highlighting that the TVP Positive Action Engagement Team had just introduced a mentoring programme which focusses on support from black, Asian and minority ethnic colleagues for ethnic minority student officers at the point of joining.  A number of comments from individuals and forces recognised this as a crucial part in supporting the journey for new officers in what is a challenging road ahead.  Role models were seen as important in terms of retention and progression to fuel inspiration and aspiration. Should we be placing more value on staff by having these open discussions of career progression and development right from the start? 

 

Exit interviews were a hot topic.  What have we done wrong? How can we improve?  How can you help us to change this? Whilst these were seen as important discussions to be had particularly around where learning and progression can come from, are these conversations a little late?  It was commented “In truth if anyone leaves the service and it comes as a surprise, I would regard that as management failure.  Good leadership means knowing your troops inside out”.  Are the management equipped with recognising that joining the Police is a complete culture change?

 

Are we portraying the right image at the point of recruiting? There is a lot of work that goes in to creating the right marketing strategies and emphasis put on how much fun the “job” is but are we portraying the right image.  Can we encourage more ride alongs and more transparency in what our roles involve?

 

Lastly in relation to Culture and inclusivity it was commented that “True inclusion is unleased when we feel like we belong. ‘Institutionally Inclusive’ – a continuous, sustained effort towards helping diverse teams/communities feel engaged, empowered, accepted and valued. It’s no use having diversity if individuals feel excluded”.  The passion to want to make a difference can be seen from the many that took part in this conversation. A lot of learning, a lot of improving and a lot of education.  Senior leaders need to listen and be bold enough to accept what has gone wrong and brave enough to make changes.  Whilst not perfect, strides are being made in the right direction.  “Also give yourselves a pat on the back (from an external perspective) you have great desire to bring change (sometimes more than others) - yes there is a long way to go, equally policing has come a long way!”

 

Thanks to everyone for your contributions! WeCops hope you can take learning from this chat and use it in your own force or organisation. 

 

 

 

 





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 #WeCops transcript

 
@WeCops
11 November 2020 21:00
1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https://t.co/hHsFkeNtd5
@ktbg1
11 November 2020 21:00
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@jem7069
11 November 2020 21:01
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@JaredLevens
11 November 2020 21:01
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@TheBigHon
11 November 2020 21:01
@WeCops Have you asked those groups? #WeCops
@DisPolPres
11 November 2020 21:01
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@EmiliePhilpott
11 November 2020 21:01
@WeCops I think it’s about really showing communities the representation that we do have in our police forces from their own backgrounds, the best way for people to be able to picture themselves working in our force is by being able to identify with others in the force #wecops #1
@mark74brown
11 November 2020 21:01
@WeCops Pay scale can be blocker and always comes up...it has to be competitive compared to other careers #wecops
@DannoReynolds
11 November 2020 21:02
@TheBigHon @WeCops Straight in as a starter for 10, Mr H. Which groups? #WeCops
@HECTORSOLE
11 November 2020 21:02
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@DCCPhilCain
11 November 2020 21:02
@WeCops Sorry #wecops and I am co-hosting! Cake fine!
@coachfizz
11 November 2020 21:02
@DCCPhilCain @WeCops Ensure that those already within policing feel happy and able to recommend policing as a career #wecops
@DannoReynolds
11 November 2020 21:03
#WeCops https://twitter.com/DCCPhilCain/status/1326631267094450176
@cks702
11 November 2020 21:03
@WeCops #wecops - taster days, shadow a staff member. As we've moved into an era of digital platforms... Q and A with officers from differing roles. Use passionate staff from all departments, not just the ones in positive action roles. Forces to see the value of good staff associations.
@DannoReynolds
11 November 2020 21:03
#WeCops https://twitter.com/BTPDMurray/status/1326631311101059074
@DeeMCollins
11 November 2020 21:03
@WeCops We need to think thoughtfully about why policing hasn’t been successful enough thus far, accept our past mistakes and the influence of social injustice, genuinely engage with all, and most importantly offer support to those who want to join, and to them once they are in #WeCops
@EmiliePhilpott
11 November 2020 21:03
@WeCops At TVP we have a really great @TVP_PAET and I genuinely think one of the best things about them - that they are such a powerful and positive representation of the diversity our force does offer. They can break boundaries that myself as a white British can’t always do #wecops
@DCCPhilCain
11 November 2020 21:03
@mark74brown @WeCops That may be one element but does public service and making a difference to communities counter balance? #wecops
@notlistenning1
11 November 2020 21:03
@TheBigHon @WeCops Many communities have always said to families dont join police #wecops Nothing to do with poor recruiting but actual life reasons
@ktbg1
11 November 2020 21:03
@WeCops How do we know it’s not an attractive occupation? Maybe it is, and there are other barriers which prevent or deter people from joining #wecops
@cop_outlaw
11 November 2020 21:03
@WeCops Must have equality of opportunity as police are citizens in uniform - we have. Far more diversity between individuals than groups, selection based on group characteristics is flawed, if the aim is to become better- diverse skills & not post modern obsession on groups.#wecops
@DDOJulesB
11 November 2020 21:03
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@kerrimonaghan1
11 November 2020 21:03
#wecops Great point Dennis https://twitter.com/btpdmurray/status/1326631311101059074
@DannoReynolds
11 November 2020 21:03
@DCCPhilCain @WeCops You are allowed one Boss... #WeCops :)
@cmgray2019
11 November 2020 21:04
@WeCops And we need to learn more about the underrepresented communities. . . #wecops
@SuptAliRoss
11 November 2020 21:04
@WeCops I agree that connection is key, but not on our terms. Listening has to come first #wecops
@U8Juniors
11 November 2020 21:04
@WeCops 1. Eradicate the racism that exists within the service. 2. Treat those people from under represented groups within the service better. Give them the same opportunities. 3. Accept that difference brings huge value and hold to account those in influential positions #wecops
@ShamilaMajid
11 November 2020 21:04
@WeCops Visible role models, targeted recruitment campaigns, identify and solve current policies on Vetting which can be a barrier for those trying to join. #Wecops
@K_QureshiMPS
11 November 2020 21:04
@WeCops Only today I reviewed 18 page document from under represented officer on how she was bullied and discriminated/harassed by a supervisor. Sadly it does happen but fortunately not as often as others portray on social media. #wecops
@jem7069
11 November 2020 21:04
@WeCops Quite a bit of insight has come through the work with uplift certainly seeing role models is one aspect but also feeling policing is inclusive and that is impacted not just by the look but daily contact #wecops
@Nita_Pankhania1
11 November 2020 21:05
@WeCops We need to engage, talk and most importantly LISTEN to our communities ....#wecops
@TheBigHon
11 November 2020 21:05
#WeCops https://twitter.com/KJohnston4210/status/1326631651464667137
@ConstableXL
11 November 2020 21:05
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@TheBigHon
11 November 2020 21:05
#WeCops https://twitter.com/notlistenning1/status/1326631704765849601
@CCjwillo
11 November 2020 21:05
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@CILisaGore
11 November 2020 21:05
@WeCops We need to start first by having an inclusive organisation that appeals to members of all communities- we need to do more to show how proud we are of the diversity that already exists in our organisations- if you can't see it you can't be it #wecops
@ktbg1
11 November 2020 21:05
@DCCPhilCain @WeCops I’m not sure what @CCLeicsPolice would say.... he’s our normal hashtag checker! #wecops
@DannoReynolds
11 November 2020 21:05
@cks702 @WeCops There is something about the power of Show and tell, community events and all that. Not just for connecting up people but also the feel-good factor on both sides... But we used to do loads of this and still didn't nudge the needle that much. #WeCops Wicked problem
@WYP_AnnaButton
11 November 2020 21:05
Consultation is key - different groups have different needs, the disabled community wants greater emphasis on reasonable adjustments and better assessment processes, our BAME communities, more confidence in what policing is trying to achieve #wecops https://twitter.com/wecops/status/1326630784053125121
@fatwhitebloke
11 November 2020 21:05
@WeCops #WeCops externally we cannot separate out the issues of police powers (stop-search, over policing) and use of force, disproportionlity in outcomes from recruiting.
@kerrimonaghan1
11 November 2020 21:05
#wecops https://twitter.com/dispolpres/status/1326632009628782592
@cks702
11 November 2020 21:05
@WeCops #wecops as a passionate WMP officer, but also representing the Sikh staff associations both local and national. We really are working hard to recruit staff... In all roles not just as police officers.. so we make ourselves available to have a chat or signpost the individual.
@Emily1kate
11 November 2020 21:05
@WeCops Offer work experience, once you spend time with us you cant help but like us #Wecops
@mussa_meman
11 November 2020 21:05
@WeCops We’re after quick results. We need to work with schools and colleges early on, outlining the different roles, opportunities and why they ought to consider policing as a career of choice. This is long term though. Do we have time or do we want quick results? #wecops
@notlistenning1
11 November 2020 21:06
@ShamilaMajid @WeCops So remove vetting or lower it? #wecops thats a slippery slope. Sorry all regs and rules for a reason, do not lower standards
@DannoReynolds
11 November 2020 21:06
#WeCops https://twitter.com/EmiliePhilpott/status/1326631907216470018
@CCNYP
11 November 2020 21:06
@WeCops We need to listen more #wecops
@_the_blue_line_
11 November 2020 21:06
RT @CCNYP: Diversity & Recruitment in policing with @DCCPhilCain, @SupersWylie, @Nita_Pankhania1 via #WeCops 11/11/2020 https://t.co/veUsKD…
@mark74brown
11 November 2020 21:06
@WeCops Under represented groups will look at other careers...sorry I wasn’t specific enough on the last...and pay can be an issue...there’s a lot more to it than that which is why the question is so pertinent #wecops
@EmiliePhilpott
11 November 2020 21:06
@cks702 @WeCops This Is a really great idea, I think bringing the force to communities rather than expecting them to come to us is important and we all feel better when we can identify ourselves within somewhere #wecops
@Maryoshaughnes8
11 November 2020 21:06
@DCCPhilCain @WeCops #wecops that’s what @PositiveActnDHM does. He provides support and advice on how to navigate the application process and does q&a via WhatsApp. His methods could be a template for any organisation looking to increase diversity
@WecopsCaroline
11 November 2020 21:06
Q1 is out ?? #wecops https://twitter.com/wecops/status/1326630784053125121
@Bashman786
11 November 2020 21:06
@WeCops By looking after those staff we already have so they can be role models for those we want #WeCops
@carmenwhittle
11 November 2020 21:06
@WeCops #WeCops
@SuptAliRoss
11 November 2020 21:06
@WeCops I think that our occupation may be attractive for different reasons, pay, career path, assisting communities and we need to better explore each of those and tailor our campaigns so that we reach people ok different ways #wecops
@K_QureshiMPS
11 November 2020 21:07
@WeCops We need to move faster to recognise these issues so the community confidence is increased. #wecops
@ConstableXL
11 November 2020 21:07
@WeCops We’ve got to keep being the change we want to see. We underestimate just how much value it carries when we see someone like us achieving and dispelling myths. Just look at people like @KamalaHarris @KarenGeddes18 @EssexBarrister to name a few. #Wecops Q1
@maginnis78
11 November 2020 21:07
@WeCops Pay, conditions, opportunities, development, role models, different entry routes, exit and reentry, standards, professionalism, modern, better portrayal in media, public perception....#WeCops
@jem7069
11 November 2020 21:07
@DannoReynolds @DCCPhilCain @WeCops Agree not just about the individual but connection with family and community that may be a barrier #wecops
@RobBudden
11 November 2020 21:07
@WeCops #WeCops
@fatwhitebloke
11 November 2020 21:07
@WeCops #WeCops Internally we need to address retention, promotion, discipline outcomes. Who would join a job to be confined to lower ranks , excluded from specialist roles and investigated
@coachfizz
11 November 2020 21:07
So much of our work focuses on those who come from groups currently underrepresented in policing. To make it an attractive career for all we must also work with the current majority population to show how a more diverse workforce also benefits them - part of solution #wecops
@EmiliePhilpott
11 November 2020 21:07
@WeCops Using resources we already currently have to #ridealongs are a great way to show people a taster to policing, if we could link individuals up with a officer from their own community to do a ride along I think that would work brilliantly #wecops
@owaied_al
11 November 2020 21:07
@WeCops The challenge is to identify what attractive is for underrepresented groups because it may not be what we expect. A key area is professionalising entry routes. It has to be seen as a career with clear progression in order for some people to be supported in joining up. #wecops
@TVP_PAET
11 November 2020 21:08
@WeCops Having been in post with the @TVP_PAET engaging with communities and listening to them allowing trust and confidence to build #wecops
@coachfizz
11 November 2020 21:08
@CCNYP @WeCops Yes, we need to remember we have two ears! #wecops
@KJohnston4210
11 November 2020 21:08
#wecops https://twitter.com/kjohnston4210/status/1326632341951967238
@TheBigHon
11 November 2020 21:08
@notlistenning1 @WeCops Indeed, and example when I worked for the Met's Positive Action Team was the Bangladeshi Community in East London. Our recruitment literature was actually written for community elders on why policing was acceptable in the UK, not targeting potential recruits #WeCops
@SuptChrisCasey
11 November 2020 21:08
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@coachfizz
11 November 2020 21:08
RT @Bashman786: @WeCops By looking after those staff we already have so they can be role models for those we want #WeCops
@EmiliePhilpott
11 November 2020 21:08
@DisPolPres @WeCops How do you think we could better our working environment ? Is there anything you feel is lacking ? #wecops
@Kerrinwilson999
11 November 2020 21:08
@WeCops We need to demonstrate openness, warmth & willingness to expand our police family to include minority communities. Role models, comms, taster sessions, showcase the variety of jobs #wecops
@notlistenning1
11 November 2020 21:08
#wecops 1.What racism are you talking about and your internal experience? 2. What same opportunities are not given? Please expand as service has never been so inclusive with actual positive discrim in place for minority groups https://twitter.com/U8Juniors/status/1326631856406749185
@DannoReynolds
11 November 2020 21:08
@U8Juniors @WeCops I think that we have made strides in doing just this but I also recognise that my own limitations and experiences may prevent me from knowing if we have made as much difference as I think. #WeCops
@ktbg1
11 November 2020 21:08
@kitmalthouse @WeCops Hello Minister, thank you for joining us! Please can you add the #wecops hashtags into all your tweets ??
@DannoReynolds
11 November 2020 21:08
#WeCops https://twitter.com/Bashman786/status/1326632241406078982
@DannoReynolds
11 November 2020 21:08
#WeCops https://t.co/vZpC1BawNW
@RobBudden
11 November 2020 21:09
@WeCops Recognise that different communities have distinct barriers and not everyone makes career decisions via being handed leaflets and mugs. #WeCops
@DCCPhilCain
11 November 2020 21:09
@fatwhitebloke @WeCops Pete you are right but does this mean it is even more important to understand the impact those powers have on our communities through different cultural lenses and then ensure we work with communities to design our policies for use of those powers? #wecops
@kitmalthouse
11 November 2020 21:09
@WeCops Rightho #wecops !
@kerrimonaghan1
11 November 2020 21:09
@DumasHayley @WeCops #wecops
@cmgray2019
11 November 2020 21:09
@WeCops We need to ensure people realise what an asset they could be to the force with their knowledge/past experience - many people don't realise the skills they have, having a diverse mix is a gift. #wecops
@sggffgdfgdf
11 November 2020 21:09
@WeCops #wecops This is a difficult one due to the myths of police officers targeting communities who have suffered . Stop&Search. Police service can be more attractive if we understand the communities & they don't feel targeted.
@kerrimonaghan1
11 November 2020 21:09
@CityPoliceBD @WeCops #wecops
@JaredLevens
11 November 2020 21:09
@WeCops We often see promotional videos from the BAME officers perspective. I’d like to see more impactful content where the myths have been dispelled from the BAME family/community and they see what community difference officers make #wecops
@DannoReynolds
11 November 2020 21:09
#WeCops don't forget the hashtag in every tweet so they can be seen by all. ?? https://twitter.com/HelloRuthMoore/status/1326631457507454976
@cks702
11 November 2020 21:09
@EmiliePhilpott @WeCops Honestly, if your force is under represented in a particular field. The first question is why is this not appealing to them. What is out communication like? Are we visible? Approachable? Are we sending out the right mesaages? What is that message? What are the perceptions?#wecops
@WYP_AnnaButton
11 November 2020 21:09
#wecops we also need to look at why policing is not viewed anymore as a career for life, the average service length in some police forces is 2-5 yrs, achieving 30 is dropping. Also why for eg in my own force BAME representation with our special Constables is above police officers https://twitter.com/wecops/status/1326630784053125121
@DannoReynolds
11 November 2020 21:09
#WeCops don't forget the hashtag in every tweet so they can be seen by all. ?? https://twitter.com/SupersWylie/status/1326631873381097472
@PCRotherham
11 November 2020 21:09
@WeCops Being honest and visible, if we do something that affects a particular community be transparent about why - build the trust from the ground up. Invest more in Neighbourhood so that connections are being made out in the streets #WeCops
@kerrimonaghan1
11 November 2020 21:10
@BTPDMurray @DeeMCollins @WeCops #wecops
@DannoReynolds
11 November 2020 21:10
#WeCops https://t.co/veS3KKV3il
@kerrimonaghan1
11 November 2020 21:10
@BTPDMurray @DeeMCollins @WeCops #wecops
@DeeMCollins
11 November 2020 21:10
The opportunity around recruiting now is huge, however retention is perhaps even more important. This has been an issue in the past. Each new joiner must genuinely have a development and support plan bespoke to them as well as the needs of the role #WeCops
@RobBudden
11 November 2020 21:10
@BTPDMurray @DeeMCollins @WeCops And to understand what the operational payback is.. #WeCops
@DCCPhilCain
11 November 2020 21:10
@jamesfierce @WeCops @DisPolPres Is it even more complex than that when you take into account intersectionality? One to ponder for the next question. #wecops
@kerrimonaghan1
11 November 2020 21:10
@DS_Besure @WeCops #wecops
@notlistenning1
11 November 2020 21:10
@cmgray2019 @WeCops So what else has to be done? You are aware that every box is ticked? #wecops This has been done for 15-20 yrs already never stops , just read tweets and images on here
@jem7069
11 November 2020 21:10
@CityPoliceBD @WeCops Showing the difference you make to a community has come back as a a key factor #wecops
@BTPDMurray
11 November 2020 21:10
@WeCops #wecops Policing is continually confronted with a reoccurring position of making progress then falling backwards. Moving forward as a inclusive work place built on mutual respect, equality is key to internal /external community procedural justice, trust and legitimacy.
@CILisaGore
11 November 2020 21:10
@WeCops We need to embrace diversity in the widest possible sense- Essex police's latest recruitment campaign is an excellent example of this. We need to take care not to damage the emotional contract with staff we already have when undertaking targeting recruitment #wecops
@kerrimonaghan1
11 November 2020 21:10
@SupersWylie @WeCops #wecops
@coachfizz
11 November 2020 21:10
@kitmalthouse @WeCops Not just about asking those from groups currently underrepresented to be role models. All the onus should not be on them. Also need to work with majority #wecops
@WecopsCaroline
11 November 2020 21:10
@SupersWylie @WeCops Agree - but actually people who ‘look like you’ have a huge role to play too #wecops - I don’t mean everyone with beards! ??
@gmhales
11 November 2020 21:10
1) What does research say about boosting diversity in orgs? 2) What's the evidence for 'what works' in policing? (Please say someone has looked...) 3) What do those from under-represented groups already working in policing think/say about doing so? #wecops https://twitter.com/WeCops/status/1326630784053125121
@jem7069
11 November 2020 21:10
@DS_Besure @WeCops How can we do that better #wecops
@fatwhitebloke
11 November 2020 21:11
@WeCops #WeCops we also need to address the rejection of poeple when they do apply: vetting standards and assessment tools in poartiucular. Who applies for a job when their friends an dfamily and have been rejected? What does it say about what it will be like inside?
@ChiefSuptBCHCJ
11 November 2020 21:11
@EmiliePhilpott @WeCops I am trying to broaden out the ridealong concept to other areas e.g. cusody in my portfolio. This will help people see the role but also improve trust and confidence in how we interact with differing communities in other areas of policing #wecops
@Kerrinwilson999
11 November 2020 21:11
@WeCops Getting non minority communities to be advocates #wecops
@mussa_meman
11 November 2020 21:11
@WeCops By the time some get 2 A levels, a lot hav made their minds up. look at the process. 1)app form 2)NAC 3)final int 4)Medical 5)physical 6)vetting. Can fail at any point. Would you go to uni, get into debt, apply knowing you may not b successful? Parents wil discourage #wecops
@WYP_AnnaButton
11 November 2020 21:11
#wecops reinsitgate trust within our communities, involve them, understand the real and perceived barriers which are there. Utilise existing networks such as independent advisory groups to help https://twitter.com/wecops/status/1326630784053125121
@EmiliePhilpott
11 November 2020 21:11
@cks702 @WeCops Perception is a great point, really myth busting I suppose... what things do communities thi are issues within policing that actually may not be? I remember vividly a young girl at an event questioning whether she could join the police wearing a hijab 1/2 #wecops
@autisticcop
11 November 2020 21:11
And those who think differently, too... #wecops #autism #Neurodiversity https://twitter.com/superswylie/status/1326631873381097472
@kitmalthouse
11 November 2020 21:11
@JaredLevens @WeCops This is a good point. As part of the uplift campaign we’ve been discussing what should be in the next phase of advertising to encourage underrepresented groups. Ideas? #wecops
@RobBudden
11 November 2020 21:11
@fatwhitebloke @WeCops So realise the interdependencies as we do in other aspects of policing all the time #WeCops
@carmenwhittle
11 November 2020 21:12
@WeCops Everyone in management and involved with recruitment should read Rebel Ideas by @matthewsyed it explains a lot. #WeCops
@WeCops
11 November 2020 21:12
Remember to include the hashtag #wecops in every tweet so all can see and contribute. Thanks https://t.co/MRhCgqVCPV
@Laura_Bowlby
11 November 2020 21:12
@WeCops Leading by example - more role models at the top of the organisation. The power of first contact with police - early engagement at primary school age and earlier, making that contact positive. #wecops
@CILisaGore
11 November 2020 21:12
@WeCops British Army are also doing an excellent job- see Army Jobs on Facebook- they have zoom sessions with soldiers showing how diverse the workforce is and the opportunities are #wecops
@mark74brown
11 November 2020 21:12
@carmenwhittle @WeCops I know it gets done but also ‘roadshow’ style recruitment campaigns which are held within under represented communities and early doors in schools...really make a push in going to them and not expect them to come to the police when there’s a recruitment window #wecops
@SupersWylie
11 November 2020 21:12
@WecopsCaroline @WeCops There's nothing wrong with a beard ???? but seriously we do have a huge role to play. I talk to different groups alot who talk about the need for Allies to support those in the service #wecops
@PCRotherham
11 November 2020 21:12
@mussa_meman @WeCops Exactly Mussa! Neighbourhood Policing is so important to the legitimacy of Policing in the UK and I worry that it's being overlooked, whether it's crime reduction, increasing trust or building bridges - it starts with good NHP teams. Not catchy HR social media posts #WeCops
@SunitaGamblin
11 November 2020 21:12
@WeCops One way that @Police_Now has successfully attracted diverse candidates into policing is through targeted social media advertising. #WeCops
@EmiliePhilpott
11 November 2020 21:12
@cks702 @WeCops Luckily I had the fantastic @OxMisbah with me who was a great advocate and had a fantastic talk with the girl about her experiences. More perception changing is key #wecops
@owaied_al
11 November 2020 21:13
@WeCops Greater diversification and representation at senior ranks. Allowing younger generations to feel inspired #wecops
@fatwhitebloke
11 November 2020 21:13
@WeCops #WeCops I know BAME cops deserve a retirement but they should be our (paid) outreach into communities as they have lived experiences to share.
@TomGaymor
11 November 2020 21:13
@InspAmyHunter @WeCops Being more flexible is vital, as is recognising transferable skills and allowing recruits to apply into specialisms. The NCA and military do this well ???? #WeCops
@PoliceSuccess
11 November 2020 21:13
What kind of support is currently provided by force positive action teams for BAME candidates who want to join? What works well? Is it being replicated? #Wecops Q1
@kerrimonaghan1
11 November 2020 21:13
@HelloRuthMoore @WeCops Absolutely #wecops
@BluelightInfo
11 November 2020 21:13
@WeCops It’s attractive to many already - but when the @CollegeofPolice national assessment process fails far far more BAME candidates than white - which has been an endemic problem for years (AIR consistent 0.80 or less), it might look like not attractive when opposite is case? #wecops
@ChiefSuptBCHCJ
11 November 2020 21:13
@jamesfierce @WeCops @DisPolPres Agree - I am strategic lead for age in Herts which is a cross-cutting protected characteristic and there are some real challenges for recruitment and retention in this area too. #wecops
@CityPoliceBD
11 November 2020 21:13
@WeCops Is the issue also retention - why are staff from under represented groups leaving and what have we learnt from this? #WeCops
@WeCops
11 November 2020 21:13
#wecops https://twitter.com/kitmalthouse/status/1326632635343507463
@EmiliePhilpott
11 November 2020 21:13
@ChiefSuptBCHCJ @WeCops This is a really great idea,as a police staff member I gained so much from my ride along and think having the oppprtunity to see other departments is key for understanding how our force works together a whole #wecops
@PCRotherham
11 November 2020 21:13
@mussa_meman @WeCops And know you've still got to complete a pointless/worthless degree once in and justify for seven years your year wage increase? #WeCops
@UKCopHumour
11 November 2020 21:14
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@coachfizz
11 November 2020 21:14
@gmhales Yes, we have looked at evidence. One of the challenges is the lack of real empirical evidence - too many past initiatives without thorough evaluation #wecops
@WYP_AnnaButton
11 November 2020 21:14
#wecops also appreciate that it’s not just about one specific thing - the Federation magazine this month features the story of a Met Officer who said ‘I didn’t expect them to employ a black person over 30’ - age and ethnicity right there https://twitter.com/wecops/status/1326630784053125121
@ktbg1
11 November 2020 21:14
RT @WeCops: #wecops
@jem7069
11 November 2020 21:14
@DisPolPres @WeCops Agree here about joint advocacy #wecops we all have a part to play but many people feel because they are not from a certain group they can’t have a voice how do we ensure they feel confident to have one
@ConstableXL
11 November 2020 21:14
@DeeMCollins @WeCops 1.) We need to ask the people who have lived the experience. 2.) We need to be totally prepared to listen and then HEAR the response. No ego, no politics, no comebacks. #WeCops Q1
@notlistenning1
11 November 2020 21:14
@ShamilaMajid @WeCops Sorry standards remain and rules and regs for a reason, That must remain the same across all recruits, no change in anything #wecops New York did that and my god the fall out was huge
@TheBigHon
11 November 2020 21:14
@BluelightInfo @WeCops @CollegeofPolice Have we any idea why? #WeCops
@InspAmyHunter
11 November 2020 21:14
@WeCops We have recently seen a lot of negativity on social media from certain sections of the public against an officer wearing a hijab, or a group of young female officers. We need to make a real statement as a service on this, as for many, those attitudes may be a real barrier #wecops
@kitmalthouse
11 November 2020 21:14
@CILisaGore @WeCops We have discussed exactly this. Q&A with cops from a similar background to applicants - get a real picture. #wecops
@mrscookie26
11 November 2020 21:14
@BTPcareers @WeCops Completely agree, different aspects of the job will appeal to different people #wecops
@EmiliePhilpott
11 November 2020 21:14
@TVP_PAET @WeCops @ThamesVP We do and we have great engagement with people who aren’t aware of this opportunity #wecops
@Giles__York
11 November 2020 21:14
@DeeMCollins #wecops I think you’re right to focus on the stage beyond attraction too, how many policies have blind bias in them, how do we make under represented groups feel like they belong...
@AndreaBeedles
11 November 2020 21:14
RT @WeCops: Remember to include the hashtag #wecops in every tweet so all can see and contribute. Thanks https://t.co/MRhCgqVCPV
@UKCopHumour
11 November 2020 21:14
If you’re taking part in the @WeCops discussion, don’t forget to use #wecops hashtag https://twitter.com/wecops/status/1326633817403252737
@Nita_Pankhania1
11 November 2020 21:14
@WeCops There are lots of misconceptions of what policing is about ( for various reasons) with some of our under represented communities, we need to ensure that we communicate the reality and why is it an attractive occupation ... #WeCops
@K_QureshiMPS
11 November 2020 21:15
@SupersWylie @WeCops Respectfully disagree, as a BAME officer I couldn't care less what the leaders look like. We just need a fair process to make it an equal process, recognising there can be unconscious bias. #wecops #merit
@DannoReynolds
11 November 2020 21:15
#WeCops https://t.co/SML12e8sUC
@KevinPurcell65
11 November 2020 21:15
I think this is so true. #WeCops https://twitter.com/cilisagore/status/1326632155582242817
@coachfizz
11 November 2020 21:15
@autisticcop Yes, absolutely @autisticcop #wecops
@mrscookie26
11 November 2020 21:15
@NWPCCFoulkes @WeCops Couldn’t have said it better myself #wecops
@BluelightInfo
11 November 2020 21:15
@DCCPhilCain @WeCops And stop failing BAME candidates in national assessment process at far higher rate than WB - this has been consistent problem for several years and has yet to be addressed ? #wecops
@rozila_kana
11 November 2020 21:15
We are very good at rolling out smiling BAME staff on recruitment posters but dont recognise their value when it comes to senior high profile high visibility operational roles where they can truly make a difference to communities #wecops
@skicrampons
11 November 2020 21:15
@fatwhitebloke @WeCops There's a significant difference between correlation and causation #wecops
@tOneTeam500
11 November 2020 21:15
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@SupersWylie
11 November 2020 21:15
@DeeMCollins I agree but we can't underestimate the role of first line supervisors influence to make a career sink or swim. #wecops
@DannoReynolds
11 November 2020 21:15
#WeCops Much more - much much more... https://twitter.com/DisPolPres/status/1326634358321651712
@BTPDMurray
11 November 2020 21:15
@WeCops There needs to be a golden thread on diversity and inclusion from the @CollegeofPolice @HMICFRS @PoliceChiefs @supts and forces. This can no longer be a pick and choose option #wecops Consistency and transparency will build trust #wecops
@BTPcareers
11 November 2020 21:16
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@OxMisbah
11 November 2020 21:16
@WeCops Someone who is a from an underrepresented group I can understand and know first hand the difficulties and barriers that often communities encounter. This ranges from family perceptions, individual concerns and expectations of what policing really is. #wecops
@DDOJulesB
11 November 2020 21:16
@TheBigHon @WeCops What you said .....exactly what you said maybe we should go ask them see #wecops
@ShamilaMajid
11 November 2020 21:16
@kitmalthouse @WeCops BAME officers have been doing a great job advocating. An important element is ensuring the culture is open & welcoming of underrepresented communities across all ranks.investing in current officers & staff, enabling positive experiences to expose the greatness of policing #wecops
@EBKN13
11 November 2020 21:16
@WeCops Highlight and your positive actions and not just words and platitudes. Saying you've learned from the past is okay but define and explain the "positive steps taken" Don't come across as corporate, robotic & dismissive when people are talking about their lived experiences? #wecops
@CILisaGore
11 November 2020 21:16
@kitmalthouse @WeCops If we use zoom and work together as regions we could have a huge reach #wecops
@jem7069
11 November 2020 21:16
@CCGilesYork @DeeMCollins Great to hear from you Giles, it is only having really stepped back and looked at some of these do you realise the oddities #wecops
@mrscookie26
11 November 2020 21:16
@WeCops We need to show how difference in the force genuinely makes a difference, enhancing the service we offer our diverse communities #wecops
@cks702
11 November 2020 21:16
@Bashman786 @WeCops Absolutely agree. Rentention is another biggest challenge #wecops
@fatwhitebloke
11 November 2020 21:16
@skicrampons @WeCops #WeCops I am guessing people don't care about stats, they care about having a fair chance?
@reghollis8
11 November 2020 21:16
@WeCops The visible role model won’t work for someone in their late 20’s or 30’s who already has a career (and likely to be better paid etc) - yes it will potentially make them proud but unlikely to make them join us - we have to get into schools and colleges and showcase there #WeCops
@SupersWylie
11 November 2020 21:17
Role models are so important...and we know from the research how important they are to retention and progression. #wecops https://twitter.com/rozila_kana/status/1326634651406962695
@kitmalthouse
11 November 2020 21:17
@EmiliePhilpott @WeCops Great idea #wecops (blues and twos ride along I did in Northants was terrifying. But then I think that was the objective!)
@EmiliePhilpott
11 November 2020 21:17
@kitmalthouse @WeCops Pointing to progress is key! It’s great saying “we encourage”or “we advocate” but we need to be showing evidence.. only then will people see tides really are changing and active work is being done #wecops
@gmhales
11 November 2020 21:17
@coachfizz Is anything being done to change that? It's no good if forces are experimenting with their recruitment without evaluation and/or without sharing their findings. How do they hope to change? #wecops
@Marathon_Tardis
11 November 2020 21:17
@WeCops Personally I think rebalance the over/under policing aspect that minority communities have complained about - increase SNTs in diverse areas with a long term strategy of recruitment - too much short term focus on evidence & results #WeCops q1
@Maryoshaughnes8
11 November 2020 21:17
@mark74brown @carmenwhittle @WeCops #wecops i could be mistaken but I’m sure it’s bury that set up a drop in centre within the community where they provide advice and support with applications
@CityFed
11 November 2020 21:17
@WeCops #wecops pay and status needs to change! Why would you join and risk alienation at work and in your community for what is given back! Takes real guts n motivation to even try
@Giles__York
11 November 2020 21:17
@SunitaGamblin @WeCops @Police_Now #wecops and by presenting a completely different offer...too long we have said new people today have to tread the path old people walked...it’s different today...eg direct entry, recognising new officers are qualifying at degree level...and always have done
@DelphiEllis
11 November 2020 21:17
One reason they may not apply, is because they may come from communities that have historically felt unsafe from policing. If they don’t feel safe outside the service, why would they feel safer in it? Even if the job itself is unsafe, show them their safety matters. #WeCops https://twitter.com/wecops/status/1326630784053125121
@InspWelch
11 November 2020 21:17
@WeCops Visible but accessible role models people want to see people like them. Retaining and making it a great career choice. No point recruiting and then losing people or making them regret joining. #wecops
@WecopsCaroline
11 November 2020 21:17
@WeCops I think we gotta start young, Cadet groups, youth groups, show alllll policing has to offer, not just the blue lights and horses (tho I do love that side of policing) but others may be interested in something different - we do LOADS!! #wecops
@dadwithahat1
11 November 2020 21:17
@WeCops By asking those groups and those who’ve applied from those groups. By identifying the barriers visible and invisible and making sure we take them down or lift people over them. #wecops
@DannoReynolds
11 November 2020 21:18
@CityPoliceBD @WeCops Why are police officers and staff leaving and what can we learn from this? #WeCops
@TheBigHon
11 November 2020 21:18
@gmhales Funny you should ask that... The vast majority of BME recruits have a close role model (family or close friend) already in the Job... #wecops https://repository.canterbury.ac.uk/item/87yqy/skin-coloured-targets-an-examination-of-the-effects-of-the-use-of-targets-in-the-police-in-black-minority-and-ethnic-bme-candidate-selection-and-recruitment
@TheBigHon
11 November 2020 21:18
RT @WecopsCaroline: @SupersWylie @WeCops Agree - but actually people who ‘look like you’ have a huge role to play too #wecops - I don’t mea…
@SupersWylie
11 November 2020 21:18
#wecops https://twitter.com/jem7069/status/1326634362033541120
@WecopsCaroline
11 November 2020 21:18
#wecops https://twitter.com/fatwhitebloke/status/1326634676015009792
@sggffgdfgdf
11 November 2020 21:18
RT @WeCops: Remember to include the hashtag #wecops in every tweet so all can see and contribute. Thanks https://t.co/MRhCgqVCPV
@InspWelch
11 November 2020 21:18
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@EmiliePhilpott
11 November 2020 21:18
@kitmalthouse @WeCops It really shows the public what the job of an officer is and can break barriers down of any misunderstandings that may be in someone’s way of joining... this goes for everyone too not just under-represented groups ! #wecops
@KatieMagnet
11 November 2020 21:18
Also needs to be threaded through PEQF curriculum and not depend on who has bought the licensed product. National only #wecops https://twitter.com/BTPDMurray/status/1326634803593154561
@gmhales
11 November 2020 21:18
@coachfizz There are clues in the data about where things seem to have worked, but not how/why. Who is collating that? http://www.police-foundation.org.uk/publication/perspectives-on-policing-a-diversity-uplift-police-workforce-and-ethnicity-trends/ #policeworkforce #wecops
@DeeMCollins
11 November 2020 21:18
We should also be mindful that not all under-represented groups are the same in different locations. Expectations, needs and aspirations may vary from place to place. Hence local approaches and initiatives, together with the overarching national drive are important #wecops
@OxMisbah
11 November 2020 21:19
@WeCops Forces need to learn from the fantastic variety of individuals they have within. There is so much that can be learnt and which can also help encourage the wider community #wecops
@coachfizz
11 November 2020 21:19
@BTPDMurray @WeCops @CollegeofPolice @HMICFRS @PoliceChiefs @SuPts Absolutely Dennis - current work on our joint action on inclusion and race equality joins us together #wecops
@EBKN13
11 November 2020 21:19
@WeCops When talking about minority issues don't talk about and measure them in a BAME comtext when each community group has its own history and relationship with policing. Understanding that 50 years of history won't go away in 2... #wecops
@cks702
11 November 2020 21:19
@ktbg1 @WeCops I was one of them. My family deterred me to join and pursue a more conventional route. I still hear the same conversations with younger colleagues to date. #wecops
@jem7069
11 November 2020 21:19
@EBKN13 @WeCops Certainly through the uplift we are looking at every stage , getting the data to focus the actions and bring accountability and challenging every process but we also need to open about the past and also be willing to accept more standard accountable processes #wecops
@mark74brown
11 November 2020 21:19
@Maryoshaughnes8 @carmenwhittle @WeCops Support with applications and thereafter with the assessment centres is vital...it’s not so they get an easy ride in but it’s a difficult process and a real lottery at the start...rejection will put off another application #wecops
@AndreaBeedles
11 November 2020 21:19
#wecops https://twitter.com/nwpccfoulkes/status/1326632640095588367
@WYP_AnnaButton
11 November 2020 21:19
@DannoReynolds @CityPoliceBD @WeCops #wecops I was involved in a massive piece of work at West Yorkshire which is looking at this
@mrscookie26
11 November 2020 21:19
@Nita_Pankhania1 @WeCops Agree, engagement that builds trust & confidence, conversations about recruitment come later #wecops
@coachfizz
11 November 2020 21:19
@CCGilesYork @DeeMCollins Good to see you here! #wecops
@U8Juniors
11 November 2020 21:19
@kitmalthouse @WeCops How can they be advocates when many of them don’t like the way they’re treated in the job? Address these issues first before even even thinking you can use them to tell others how good policing is #wecops
@EmiliePhilpott
11 November 2020 21:20
@mrscookie26 @WeCops Completely agree - showing under-represented groups the hugely positive impact that bringing difference and diversity into the force is key ! “Difference” can sometimes be perceived as a negative but it’s the total opposite ! #wecops
@WeCops
11 November 2020 21:20
2) Is positive action enough or should we now consider positive discrimination in policing? Why? Don't forget the hashtag #WeCops https://t.co/E9ksZUhelT
@PoliceSuccess
11 November 2020 21:20
Policing has communication standards which need to be met. Language is a significant factor. Aspiring recruits whose 1st language isn’t English may struggle with police written/oral tests, but not all. Are there any free access courses? Is that support available? #Wecops Q1
@DannoReynolds
11 November 2020 21:20
@PCRotherham @mussa_meman @WeCops I am not entirely sure but I am sure that the evidence indicated that the reason we don't attract from all areas of the community is that you join and get no formal qualification. Makes the job less attractive... I am prepared to be corrected #WeCops #PEQF #Degreegate
@PC_RichieT
11 November 2020 21:20
@WeCops Competitive pay & communicate the benefits of policing and opportunities available throughout the career of a Police Officer #wecops
@suzanneharvey
11 November 2020 21:20
@CCGilesYork @SunitaGamblin @WeCops @Police_Now I have a friend who has a degree. Applied several times unsuccessfully to be a cop and she’s a parent of a toddler so the residential training element of Police Now is impossible for her. She would make a great cop but again she’s been shut out #wecops
@CILisaGore
11 November 2020 21:20
@InspAmyHunter @WeCops You are right- the hostility towards female officers on social media is a disgrace and all of us need to call it out #wecops
@SuptChrisCasey
11 November 2020 21:20
@WeCops Create new direct access routes to roles for people with specialist interests and skills. We need to evolve. Promote the direct entry routes that exist now. Visible role models. #WeCops
@RobStanVic
11 November 2020 21:20
@WeCops 2/2 highlight when we get things right, and never be afraid to challenge discriminatory behaviour or actions in all their forms #wecops
@SupersWylie
11 November 2020 21:20
This has been a key element of their success. The results for the detectives scheme is staggering. #wecops https://twitter.com/CCGilesYork/status/1326635133638758403
@DCCPhilCain
11 November 2020 21:20
@reghollis8 @WeCops Agree about attracting the younger generation. Can we do more with police cadets? Could this be a recruitment pipeline and not just engagement? #wecops
@TVP_PAET
11 November 2020 21:20
@WeCops Having officers that can share lived experiences and their personal journeys is important. #wecops
@SuptAliRoss
11 November 2020 21:20
@CityPoliceBD @WeCops I wholeheartedly agree, we should be focusing on reflection and learning from those leaving to enable us to better support the staff we do have in the organisation already. Increased retention and better inclusivity must have a knock on affect for future diversity #wecops
@coachfizz
11 November 2020 21:20
@gmhales Quick answer is yes #wecops
@Maryoshaughnes8
11 November 2020 21:21
@WeCops #wecops mock applications/assessment centres so they know what to expect and can answer the questions. The police aren’t the only organisation struggling with a process which excludes those they are trying to attract
@soave1000
11 November 2020 21:21
@WeCops What is an under-represented group? What is an over- represented group? At what what point does representation become representative? On what statistics is representation based? Residential population v available population? We need clear definitions #WeCops
@DannoReynolds
11 November 2020 21:21
How do we amplify that voice of the lived experience? #WeCops https://twitter.com/ConstableXL/status/1326634362515972097
@Emily1kate
11 November 2020 21:21
@WeCops @kitmalthouse #wecops I would like to add social mobility into the under represented groups. I am working with my organisation to show young adults at college that the police is open to them. Recent feedback from a group thought that only rich kids joined the police.
@danalee2
11 November 2020 21:21
@WeCops The foundations need to be right for starter, create the right culture within and then demonstrate with real people and their stories and experiences. #wecops
@autisticcop
11 November 2020 21:21
@WeCops If policing wants to be serious we need to tailor our diversity and inclusion approach. “There's no one size fits all and to find out what effective solutionmeans for us takes time, it takes effort, and we’re going to make mistakes. It’s an iterative process. #wecops
@jem7069
11 November 2020 21:21
@ShamilaMajid @kitmalthouse @WeCops Some really interesting research for females that there is a tipping point of 30% when culture is impacted and this leads to more inclusive decisions etc impacts ranks as well #wecops not there yet with gender but maybe this is why things are better or I feel they are
@EmiliePhilpott
11 November 2020 21:21
@WeCops I think we always need to be careful with positive discrimination... equality is very important here. Equality must be for everyone and no one must feel that they are being kept out of a movement, 1/2 #wecops
@fatwhitebloke
11 November 2020 21:21
@SupersWylie @WeCops A white, senior allie is worth their weight in gold Ian. #WeCops
@PCRotherham
11 November 2020 21:21
@WeCops Never cross over to positive discrimination, PA already brings up so many barriers between staff who benefited from PA and those who do not. Classic example I've heard plenty of times is "You've only got the role because you're gay" #WeCops
@U8Juniors
11 November 2020 21:21
@WeCops If the systemic issues were addressed in the service, you wouldn’t need any action whatsoever because people would flock to join it. The focus should be on this first #wecops
@mark74brown
11 November 2020 21:21
@kitmalthouse @CILisaGore @WeCops Applicants also need help through the recruitment process...applications are not easy to complete...there aren’t many jobs like policing that require so much evidence around competencies...so those who are in service could really help those from the minority groups #wecops
@CityFed
11 November 2020 21:21
@kitmalthouse @WeCops #wecops point 2, think the difference in % in the uplift so far is about 0.5% more needed
@WYP_AnnaButton
11 November 2020 21:22
This right here - local strategy at West Yorkshire is going to be different to North - BAME under representation is historical in my force and has been an issue since I joined the diversity unit 14 years ago #wecops https://twitter.com/deemcollins/status/1326635546941284352
@ConstableXL
11 November 2020 21:22
@JOBPlodK @DeeMCollins @WeCops Yes. We deflect as if to save face or just outright deny what’s being said. The answers are there and it actually frustrates us internally. Which then means we don’t sell the job. #WeCops Q1
@PC_RichieT
11 November 2020 21:22
@ktbg1 @WeCops Great point made Ma’am! #wecops
@coachfizz
11 November 2020 21:22
@EmiliePhilpott @mrscookie26 @WeCops And also showing how difference benefits all, not just those from underrepresented groups #wecops
@cks702
11 November 2020 21:22
@ktbg1 @WeCops It's been mentioned already... Share experiences.. allow people to understand the value of what the police do and how they can can bring all of themselves to the organisation.. value them and their beautiful cultural differences #wecops
@lizmead867
11 November 2020 21:22
@WeCops If we do what we’ve always done, we’ll get what we’ve always had .... we need to think differently, realise that we are in different times and our recruitment processes are not that different from years ago #wecops
@jem7069
11 November 2020 21:22
@OxMisbah @WeCops Have we focus on the individual to the exclusion of the family and community and realise the challenges for that person #wecops
@mussa_meman
11 November 2020 21:22
@WeCops Some dnt feel comfortable discussing their needs with their supervisors & some supervisors fail when it comes to cultural competencies. Needs to work both ways and supervisors need to know their staff. #wecops
@CILisaGore
11 November 2020 21:22
@Emily1kate @WeCops @kitmalthouse Which is why it's important to promote diversity in the broadest possible sense- we need to promote shared values #wecops
@gmhales
11 November 2020 21:22
@TheBigHon Isn't that true of all police recruits? Presume that explains slow progress boosting diversity. NB we know BAME diversity is being driven by Asian, esp. male, recruitment. #wecops
@BTPDMurray
11 November 2020 21:22
@WeCops I believe positive action would cause more negative damage than it fixes but we can push boundaries to level the playing field #wecops
@PCRotherham
11 November 2020 21:22
@WeCops If we got the basics right and understood that change doesn't happen overnight and correcting the wrongs of our past can take a lifetime to overcome, we would not need to rely on Positive Action. #WeCops
@EmiliePhilpott
11 November 2020 21:22
@WeCops We must not make other communities feel that they are not important enough and that they need to belong to an under-represented community to have “recruitment value”. We could lose our public trust and that’s the most important thing #wecops 2/2
@TheBigHon
11 November 2020 21:22
@suzanneharvey @CCGilesYork @SunitaGamblin @WeCops @Police_Now How many forces have retained residential training? I think many have dispensed with that now... #WeCops
@mark74brown
11 November 2020 21:22
@Maryoshaughnes8 @carmenwhittle @WeCops Sounds like Bury has introduced a good example of this #wecops
@SuptChrisCasey
11 November 2020 21:22
@BTPcareers @WeCops Even positive action gets a lot of public (and maybe even internal) push back. But we need to stick with it. #WeCops
@SuptMarshall
11 November 2020 21:22
@WeCops Thoughtful and targeted recruitment is essential to 'sell' the service as an employer and career of choice. Role models are also critical at all levels of the service #wecops
@DannoReynolds
11 November 2020 21:23
@InspAmyHunter @WeCops I am not convinced that social media is that representative of what our communities all think anymore. It is a useful barometer but needs to be approached with appropriate caution. Just my own view and that has changed over the years on here. #WeCops
@EBKN13
11 November 2020 21:23
@WeCops Didn't PSNI do a positive discrimination drive to increase their numbers of Catholic officers? Would people in the service say it benefitted them. However would the same recruiting method be as simple and effective in London considering its massive range of diversity? #wecops
@WecopsCaroline
11 November 2020 21:23
Q2 out, and it’s controversial- but there is calls for radical action, is this is?? #wecops what do you all think? https://twitter.com/wecops/status/1326635813417922563
@MsOHara71
11 November 2020 21:23
@WeCops Role models are key, those who look a little different, think a little different, speak a little different..honest conversations are needed... Across all roles, grades and ranks #wecops
@TheBigHon
11 November 2020 21:23
Vital I would say... #WeCops https://twitter.com/TVP_PAET/status/1326635993689174016
@kerrimonaghan1
11 November 2020 21:23
@sggffgdfgdf @WeCops #wecops
@SupersWylie
11 November 2020 21:23
One key takeaway from tonights #wecops https://twitter.com/fatwhitebloke/status/1326636216150798351
@DannoReynolds
11 November 2020 21:23
@mrscookie26 @BTPcareers @WeCops I think this has always been one of the biggest draws and appealing factors of a career in policing. #WeCops
@Rank_Success
11 November 2020 21:23
@mark74brown @kitmalthouse @CILisaGore @WeCops For info, anyone aspiring to join the police service can find blogs & food for thought around recruitment at Police Success: https://www.policesuccess.co.uk/blog #Wecops
@dadwithahat1
11 November 2020 21:24
@WeCops The danger is that with the latter those that achieve rank or specialist posts will be labelled as only having got there due to PD. This will create more divisions or resentment potentially and could undermine them. #WeCops
@BTPDMurray
11 November 2020 21:24
@WeCops I believe positive discrimination would cause more negative damage than it fixes but we must push the boundaries #wecops
@eastlondoncop
11 November 2020 21:24
@WeCops We need to work with those that control the image of the police. Currently we are portrayed as racists and discriminatory in our use of stop and search. We are not portrayed as an attractive employer. The media are creating a harmful narrative that must be addressed #wecops
@TheBigHon
11 November 2020 21:24
@gmhales Pretty much! #WeCops
@cop_outlaw
11 November 2020 21:24
I wholeheartedly agree there must be equality of opportunity, but not outcome, not equity. People are individuals: provide everyone with opportunity to join police, give everyone same opportunities in police. Deciding outcomes on characteristics- that is a slippery slope. #wecops
@ConstableXL
11 November 2020 21:24
@DannoReynolds We listen with humility. We accept people’s realities. We report back. We make change. We include our people. We develop them accordingly. We make them leaders too. #WeCops
@mussa_meman
11 November 2020 21:24
@WeCops I work on our orgs workforce rep team. I’m happy with how we approach positive action. However, I’m uncomfortable about positive discrimination. #wecops
@DannoReynolds
11 November 2020 21:24
@UKCopHumour @WeCops Thank you... extra #WeCops points to you tonight.
@ConstableXL
11 November 2020 21:24
RT @DannoReynolds: How do we amplify that voice of the lived experience? #WeCops
@Marathon_Tardis
11 November 2020 21:24
@WeCops NO!!! The Police are meant to be the beacon of impartiality, fairness & integrity. To even be associated with the word discrimination would be damaging. Keep up the positive action - never discriminate. #2wrongsdontmakearight #WeCops q2 https://t.co/qHPSQF7PdF
@BluelightInfo
11 November 2020 21:24
Positive Action is a solution to a problem created by the police service ? Fix the system and positive action might not be needed - see data in the pics - PD would only amplify the current situation #wecops https://twitter.com/wecops/status/1326635813417922563 https://t.co/uooYR7poTG
@DisPolPres
11 November 2020 21:24
@WeCops There is a risk of making decisions with the best of intentions but on behalf of those who may hold a different view. #WeCops
@jem7069
11 November 2020 21:24
@SuptMarshall @WeCops Public feedback is they want to see real cops, real stories and want to see role models #wecops
@Kerrinwilson999
11 November 2020 21:24
@WeCops The term positive action pushes so many people away & that will be tenfold with positive discrimination. Let’s change the narrative to ‘equal representation’. #wecops
@NWPDOI
11 November 2020 21:24
@WeCops Have we really exploited all positive action opportunities as a service? There is still plenty to learn and implement before positive discrimination is employed which I believe could be very harmful #wecops
@TVP_PAET
11 November 2020 21:24
@WeCops By using positive discrimination how would this be received by colleagues and would this be more harmful than positive? #wecops
@EBKN13
11 November 2020 21:24
@WeCops Facilitate the same kind of questions and discussions that take place via @WeCops but not just with members or associates of the police community but also members of the public who don't engage or actively dont like the police as well. #wecops
@KevinPurcell65
11 November 2020 21:24
Positive action is enough if it truly makes a difference, if outcomes are evaluated and the outcome is career long support not a push to recruit, then no support. #WeCops https://twitter.com/wecops/status/1326635813417922563
@DeeMCollins
11 November 2020 21:24
I don’t think we have explored positive action opportunities sufficiently thoroughly as yet, and any action becomes less successful if the culture within policing isn’t all embracing of inclusion. #wecops
@PC_RichieT
11 November 2020 21:24
@WeCops What @PCRotherham said. #wecops https://t.co/1ykHIGhUec
@coachfizz
11 November 2020 21:25
@WeCops Need to use positive action to the full before exploring anything else. Not convinced that we’ve explored all options currently permitted under legislation #wecops
@Wiggett_IE
11 November 2020 21:25
@TheBigHon @gmhales The diversity challenge is perhaps then about how to reach out to a group (of whatever background) beyond those with pre-existing connections? #wecops
@cks702
11 November 2020 21:25
@WeCops Let's face it, when a role is advertised & the PA team approach you directly or via staff association, or taster days are put on for the staff that wouldn't ordinarily apply for roles... The perception and the vocalisation of this by others is.. shall we say not positive #wecops
@WYP_AnnaButton
11 November 2020 21:25
#wecops mixed views on this I hand on heart believe if positive action is used in the right way supported by robust inclusion strategy positive discrimination is not needed. We can’t afford to alienate everyone else because forces haven’t figured out, rectified historical issues https://twitter.com/wecops/status/1326635813417922563
@mussa_meman
11 November 2020 21:25
We already have this with PA. It’ll be worse with PD. #wecops https://twitter.com/dadwithahat1/status/1326636836605792269
@ksnmiyagi
11 November 2020 21:25
@WeCops Absolutely NO to ‘positive discrimination’. Discrimination is what some in the service have been fighting against for years. It is never positive because it will always disenfranchise one or more groups. Level the playing field. Make opportunities *truly* equal. #WeCops
@PC_RichieT
11 November 2020 21:25
@PCRotherham @WeCops I’ve been told I’ll never go up the ranks because I’m a white middle-aged British male - not the same obviously but it’s there sadly #wecops
@ACQ91
11 November 2020 21:25
@WeCops #wecops We haven’t yet got a full understanding of positive action amongst the public or our officers. They already believe it is positive discrimination so at this stage this will only lead to negativity. 1/2
@soave1000
11 November 2020 21:25
@WeCops #WeCops
@K_QureshiMPS
11 November 2020 21:25
@WeCops I understand the organisation recently rejected Positive Discrimination as Positive Action hasn't been exhausted. In reality positve action hasn't barely started and the good work from @PurpleWisdom has been lost. #wecops #drawingboard
@DDOJulesB
11 November 2020 21:25
RT @WecopsCaroline: Q2 out, and it’s controversial- but there is calls for radical action, is this is?? #wecops what do you all think?
@Jamessenior209
11 November 2020 21:26
@WeCops I think how we advertise could have a big impact. Moving away from generic adverts to targeted recruitment using a different and more personalised approach. Interesting research on this from the US https://bit.ly/3pnqnRe #WeCops
@CILisaGore
11 November 2020 21:26
@WeCops We don't do positive action properly- if we did it would be much more effective. When we do do it it's clumsy and not explained well. Our comms strategy needs to be better and PA should be presumed for unrepresented groups. We need to be bold. #wecops
@PCRotherham
11 November 2020 21:26
@EBKN13 @WeCops Very good points! PA/PD is often driven at one specific "community" rather than addressing the balance as a whole. #WeCops
@EmiliePhilpott
11 November 2020 21:26
@PCRotherham @WeCops Perception does not and will not ever change over night. We must keep at it and show our public that we are trying and we are moving in the right direction organically, positive discrimination can have negative affects on public & internal morale #wecops
@jem7069
11 November 2020 21:26
@BTPCasey @BTPcareers @WeCops Not convinced we have positive action right, or the investment needed and really know what works #wecops thoughts? Anyone in the chat who has personal experience?
@TheBigHon
11 November 2020 21:26
@KevinPurcell65 I also find a lot of people can't tell the difference... It can also be expensive to do (tough in times of shortage). #WeCops
@HelloRuthMoore
11 November 2020 21:26
@WeCops #WeCops great question...such complex answers...I don’t want recognition for things I can’t change or influence, my gender, ethnicity,sexuality. PSNI often quoted, but I need the longer term the changes did not permeate the culture. More to be explored with Positive Action first
@ShamilaMajid
11 November 2020 21:26
@WeCops Do people know the difference?! #wecops myth busting required!
@HlnCor
11 November 2020 21:26
@DCCPhilCain @reghollis8 @WeCops We are piloting a 912 programme starting from year 9 through to cadets, specials then regulars and other police staff roles - early days and see how this develops #wecops, @DCCPhilCain
@westieross
11 November 2020 21:26
@WeCops The uplift programme does provide good opportunities to increase diversity amongst officers, but is there a risk diversity among whole workforce could be negatively impacted if forces have to make staff redundant if they can’t afford both? #WeCops
@skicrampons
11 November 2020 21:26
@TheBigHon @gmhales So not 'that' diverse, diversity...#wecops
@SuptMarshall
11 November 2020 21:26
@WeCops We need to be clear what we mean by positive action, explain it to our workforce and then commit to it. Positive discrimination will, I think, cause more problems than it will solve #wecops
@MsOHara71
11 November 2020 21:26
@WeCops Until we have the right data we won't fully maximise the opportunities PA brings.. And until we are bold with PA we will never know the potential. PD would, in my opinion, divide more than it would conquer #wecops
@DannoReynolds
11 November 2020 21:26
@SupersWylie @DeeMCollins As a barrier or is that just because in all types of work people generally will join an organisation but leave because of their (poor) line manager or leadership? #WeCops
@carmenwhittle
11 November 2020 21:26
@WeCops We just need staff who understand cultural differences or diverse differences ie are culturally different themselves or are diverse to be more involved with recruitment and promotion. Only then will positive action have the maximum impact #WeCops
@AndreaBeedles
11 November 2020 21:26
#wecops https://twitter.com/nwpccfoulkes/status/1326636842662449154
@DSuptHenderson
11 November 2020 21:26
???? this ...equality of opportunity provide though diverse schemes such as a bursary idea I’ve had for awhile..recruit via support through uni developing skills we desperately need along the way ie digital, cyber & give all YP dedicated to public service a chance to thrive #wecops https://twitter.com/emily1kate/status/1326636157971656705
@cop_outlaw
11 November 2020 21:26
@WeCops I wholeheartedly agree there must be equality of opportunity, but not outcome, not equity. People are individuals: provide everyone with opportunity to join police, give everyone same opportunities in police. Deciding outcomes on characteristics- that is a slippery slope. #wecops
@EmiliePhilpott
11 November 2020 21:26
@BTPcareers @WeCops The public will always, in my opinion, look at new recruitment strategies to judge equality and diversity in the police , not least because it is under media scrutiny, we have to be mindful of this #wecops
@notlistenning1
11 November 2020 21:26
@PCRotherham @WeCops Exactly this. I saw New York police depts years ago 1980s on, turn to "positive discim" to select certain candidates for promotion. It created hatred and lack of trust in those selected. #wecops dont do what others failed at and binned experiment
@BTPDMurray
11 November 2020 21:27
@WeCops Short-circuit discrimination instead of unintentionally feeding it by positive discrimination.Ensure that everyone has equal access to growth opportunities. Trade outdated policies for practices proven to foster inclusion. Harness employees' unique skills and perspectives #wecops
@smile_network1
11 November 2020 21:27
Couldn’t agree more #wecops https://twitter.com/tvp_paet/status/1326635993689174016
@Albo1125
11 November 2020 21:27
@WeCops Discrimination is never 'positive'. Why should someone lose out based purely on the colour of their skin? The police have already been held to have acted unlawfully with supposedly 'positive action' seriously overstepping the mark... Says enough. #WeCops
@kerrimonaghan1
11 November 2020 21:27
@InspAmyHunter @WeCops You are absolutely right Amy. I was warmed by all the officers who spoke up but a lot of people would be put off by that and who could blame them! #wecops
@jem7069
11 November 2020 21:27
@ShamilaMajid @kitmalthouse @WeCops So right Uplift working with forces to make this data accessible as standard ... the service should have done this a long time ago but I feel we are getting there at a pace now but then use that data to be accountable #wecops
@coachfizz
11 November 2020 21:27
@SupersWylie There’s something here about uniform and people not going home to their communities in uniform #wecops
@SupersWylie
11 November 2020 21:27
@WeCops Can we look ourselves in the eye as a service and say " we have done all we can?" If the answer is yes, then........But what do you think? #wecops
@SunitaGamblin
11 November 2020 21:27
@ktbg1 @WeCops Is the recruitment process fast enough or do prospective candidates have long waiting times through different stages of the assessments, do we keep them engaged through regular positive action and support/care throughout the recruitment process ? #WeCops
@Giles__York
11 November 2020 21:27
@BTPCasey @BTPcareers @WeCops #wecops this is absolutely my experience of pushing hard on positive action...greater proportions of under represented groups often attracts ‘a raised eyebrow’ or accusations of “tokenism”
@PCRotherham
11 November 2020 21:27
@BTPCasey @BTPcareers @WeCops Do we though sir? I don't see evidence of Positive Action working, what I see is evidence of it causing unnecessary friction. I agree something has to be done to address the balance, just not convinced PA is it #WeCops
@DCCPhilCain
11 November 2020 21:27
@WeCops PD was applied in PSNI to recruit more catholic officers. It worked but can it work for diversity in a wider, non-binary format? If it is applied without thought could it have a detrimental effect? And finally, have we exhausted PA? Some forces are seeing great results. #wecops
@CILisaGore
11 November 2020 21:28
@WeCops I have been called a 'quota filler' already by twitter trolls - if there was positive discrimination things would get even worse. I regularly have to explain that females do actually get promoted on merit #wecops
@BluelightInfo
11 November 2020 21:28
Are @fatwhitebloke and I the only people on Twitter who see the endemic discrimination in the police recruitment process as the BIGGEST issue recruitment is facing? Black pass rate 44% vs 81% White British! Someone try and persuade me this is OK #wecops ? https://twitter.com/wecops/status/1326635813417922563
@cks702
11 November 2020 21:28
@WeCops If staff understand the roles, application proccess aren't so mundane and ppl feel empowered to apply.. do we really need a label under positive action ? Or positive discrimination? #wecops
@WeCops
11 November 2020 21:28
Really good opportunity to engage with the Policing Minister @kitmalthouse on such an important issue for policing. Whatever your role or rank, get involved! @wecops is on its second Q of the night, have a look on our page and join the chat ?? #wecops
@soave1000
11 November 2020 21:28
@PCRotherham @WeCops That is exactly it. Unfortunately too many people high up are in a rush and then use “change” for their promotion. No time for mature reflection, analysis and consistency #WeCops
@ACQ91
11 November 2020 21:28
@WeCops #wecops An inclusion survey in the NW highlighted this with an equal number of males & females stating they didn’t agree with positive action. We need to share awareness and educate people around what it is, what is does and importantly that we still want the best. 2/2
@TheBigHon
11 November 2020 21:28
@skicrampons @gmhales An role modelling must be more that just showing a BME face in a uniform... It needs to be far more personal than that! #WeCops
@gmhales
11 November 2020 21:28
NB, the answers may well be very different for eg Black Caribbean and Black African communities, and different again for Asian women. So which groups and is the approach/message tailored? #wecops https://twitter.com/WeCops/status/1326630784053125121
@EmiliePhilpott
11 November 2020 21:28
@dadwithahat1 @WeCops I also feel that those from under-representation communities could grow a large distaste for this, not WANTING to get promoted or recruited as a token gesture. Everyone should progress as a merit of thier own worth #wecops
@DS_Besure
11 November 2020 21:28
@jem7069 @WeCops I’d say through working groups & panels. Not lining up ‘visibly BAME officers’ as it was termed in a chain of emails, and marching such officers 1 by 1 into an office to check on their welfare due to what happened in ????. That’s what I had, it felt cold #wecops ...
@EBKN13
11 November 2020 21:28
@PCRotherham @WeCops So taken on past met recruitment campaigns. As a black man I would be successful in one, but as I don't speak a second language I would of been unsuccessful in another? So what are you looking for? Looks or culture? Skills and abilities or generic relatability? #wecops
@coachfizz
11 November 2020 21:28
@MsOHara71 @WeCops Agree @MsOHara71 #wecops
@skicrampons
11 November 2020 21:28
@WeCops I guess it depends which under-represented classes you mean? LGBT? Working class? Science graduates? The disabled community? Mothers? ... #wecops
@WeCops
11 November 2020 21:28
RT @ACQ91: @WeCops #wecops An inclusion survey in the NW highlighted this with an equal number of males & females stating they didn’t agree…
@jem7069
11 November 2020 21:28
@HECTORSOLE @DS_Besure @WeCops Are we bold enough with the decisions fast tracking, ranks jumping etc #wecops
@BTPDMurray
11 November 2020 21:28
@Kerrinwilson999 @WeCops For too long, dialogues on multicultural issues turn to debates, trying to prove why each person is right in their respective positions, instead of conversations grounded in the exploration of each person's values, motives, and needs. #wecops
@mark74brown
11 November 2020 21:28
@WeCops The word “discrimination” whether it’s positive or negative is a heavy word to use...it can evoke a negative response even if it’s with the best intentions...positive action is better...if done right it does “what it says on the tin” ??????? #wecops
@kitmalthouse
11 November 2020 21:28
@WeCops A step too far and law change not on the cards. Much more to be done on positive action though and we can always work harder and smarter to find and encourage applicants to step forward. Maybe we should do more outbound “search”? #wecops
@dadwithahat1
11 November 2020 21:28
@EmiliePhilpott @WeCops That’s an equally valid concern #Wecops
@SuptChrisCasey
11 November 2020 21:28
@BTPcareers @WeCops Absolutely! We need to explain it externally and internally. I think we’re on the right track at @btp and I’m confident that @BTPDMurray will speed things up no end! No pressure Dennis! #WeCops
@WYP_AnnaButton
11 November 2020 21:29
This is why I have always been against positive discrimination- the issue of under representation is because forces have developed polices and practices which have not included the very people we are trying to attract #wecops https://twitter.com/btpdmurray/status/1326637577064079361
@TheBigHon
11 November 2020 21:29
@Wiggett_IE @gmhales Is that possible, or can we develop those connections at a local/personal level? #WeCops
@EmiliePhilpott
11 November 2020 21:29
@CILisaGore @WeCops Comma strategy is interesting, I wonder if there are better ways for our staff and officers to be communicated with regarding the differences between positive action / discrimination #wecops
@J8Tsx
11 November 2020 21:29
@WeCops Neither show inclusion #wecops
@DS_Besure
11 November 2020 21:29
@jem7069 @WeCops When BAME officers go back and report such incidents to friends and family it’s signals that the service hasn’t made much progress in race relations and how to approach the subject #wecops ...
@soave1000
11 November 2020 21:29
@cks702 @WeCops And is procedurally just? #WeCops
@Neil_Wilby
11 November 2020 21:29
@DeeMCollins You mean in the way you embraced '#inclusion' and '#diversity' during your reign as chief? https://neilwilby.com/2020/01/14/hero-police-officer-sues-chief-constable-over-racial-and-religious-discrimination/ #wecops #policefamily #discrimination
@owaied_al
11 November 2020 21:29
@WeCops As a BAME officer, I am well aware there is more to be done. However, the principle of equal opportunity is fundamental. Once we start dictating outcomes, this fundamental principle is lost, along with the legitimacy of any such scheme #wecops
@coachfizz
11 November 2020 21:29
@jem7069 @ShamilaMajid @kitmalthouse @WeCops And now we have a standard and consensus on how and what data should be collected #wecops
@MsOHara71
11 November 2020 21:29
@WeCops Think we need to pay better. The risks are greater out there than ever before, the laws aren't as strong as they could be to protect us and we wonder why struggle to recruit from diverse backgrounds..Those with differences have multi layers to be targeted for than others #wecops
@WeCops
11 November 2020 21:30
There's a really great discussion going on tonight, thanks to everyone for joining in! This is a friendly reminder to say Don't forget the hashtag #WeCops! Tonight's final question will be coming out in a few minutes ?? https://t.co/lt29VTWixZ
@TheBigHon
11 November 2020 21:30
@BluelightInfo @DedicatedPeeler That is what I linked to... #WeCops
@ACQ91
11 November 2020 21:30
@WeCops #wecops Positive action increases our pool of recruits and hence ensures we are reaching the best as opposed to the fear we will then only select from a smaller pool . I don’t think we are ready for positive discrimination. Above all we have to remain ethical and fair.
@PCRotherham
11 November 2020 21:30
@DannoReynolds @mussa_meman @WeCops Policing is a vocation, why would you need a formal qualification? As a society, we place too much emphasis on papers saying you've studied at one thing. We too often judge a fish at it's ability to climb a tree #WeCops
@SuptAliRoss
11 November 2020 21:30
@CILisaGore @WeCops Couldn’t agree more and because we are clumsy with it we then find it is resented, we need to really push it forward #wecops
@coachfizz
11 November 2020 21:30
@SupersWylie @WeCops I think the answer is no, not yet Ian #wecops
@DS_Besure
11 November 2020 21:30
@jem7069 @WeCops It was literally a 5 min convo with someone from SLT about how I felt in light of racial tensions in the world and that was it. Defeated the whole purpose for me #wecops
@InspWelch
11 November 2020 21:30
@WeCops I’d say let’s get our positive action offer perfected first. It can be inconsistent. #wecops
@Pervkdog
11 November 2020 21:30
@WeCops No, recruit, promote on merit and ability #WeCops
@BluelightInfo
11 November 2020 21:30
So - time to make some noise!!! Why are people connected with policing not P%^sed off at the lack of action to address the massive problem over several years with the Adverse Impact in Police Recruitment ? #wecops https://twitter.com/kimberleyveru/status/1326638037447684096
@BTPcareers
11 November 2020 21:30
@kitmalthouse @WeCops It’s encouraging to see, despite pressure to go further, that the government can see we already have further to go with what’s already available to us. We can and will do more. #WeCops
@DannoReynolds
11 November 2020 21:30
Don't forget the hashtag #wecops in every tweet. (also as the chat is moving so fast - don't feel you have to read every tweet now as it will be available on the website http://www.wecops.org to review later) https://t.co/rDTpxqvAYx
@Nita_Pankhania1
11 November 2020 21:30
@WeCops We need to have more education about the difference between PA and PD first and the reasons why we need to push the boundaries in PA first #Wecops
@EmiliePhilpott
11 November 2020 21:31
@EBKN13 @PCRotherham @WeCops I think we need to be emphasising the matter that all difference makes a positive difference on our workforce rather than trying to pick up on certain aspects of difference we want to “increase” #wecops
@WeCops
11 November 2020 21:31
RT @InspWelch: @WeCops I’d say let’s get our positive action offer perfected first. It can be inconsistent. #wecops
@kerrimonaghan1
11 November 2020 21:31
@NWPCCFoulkes @WeCops #wecops
@SuptChrisCasey
11 November 2020 21:31
@PCRotherham @BTPcareers @WeCops I know we’ve boosted our numbers from underrepresented groups at BTP with PA. But, there’s a lot more to do. I’m not sure that we can just open the doors and hope everyone will come in. I think PA has a place for sure. #WeCops
@gmhales
11 November 2020 21:31
Has positive action really been maxxed out? Have forces really learnt from research and past experiences to change/try everything? #wecops https://twitter.com/WeCops/status/1326635813417922563
@StaffsPoliceCC
11 November 2020 21:31
@MsOHara71 @WeCops I agree with Tracy - summed up the challenge/opportunity succinctly! #WeCops
@Wiggett_IE
11 November 2020 21:31
@TheBigHon @gmhales If the barrier is lack of connection, then the best route may be to focus on building those connections #wecops
@PCRotherham
11 November 2020 21:31
@EBKN13 @WeCops Way back in 2015 I looked at applying for @cheshirepolice but was put off by the requirement to have a Degree in Policing and (if memory serves) a second language. #WeCops
@DannoReynolds
11 November 2020 21:31
@SuptAliRoss @CILisaGore @WeCops Welcome to #WeCops :)
@ConstableXL
11 November 2020 21:31
@WeCops The question is framed as if we’re talking about the subject group when really we should be asking if (we) even want to be treated as such. We’re the ones that just want to be treated and rewarded for what we do well. #WeCops Q2
@fatwhitebloke
11 November 2020 21:32
@Kerrinwilson999 @BluelightInfo How long shall we give it? Uplift was once in a generation and @CollegeofPolice blew it. Its time for a more radical approach #WeCops
@sggffgdfgdf
11 November 2020 21:32
RT @Bashman786: @WeCops By looking after those staff we already have so they can be role models for those we want #WeCops
@BTPDMurray
11 November 2020 21:32
@BTPCasey @BTPcareers @WeCops @BTP #wecops
@danalee2
11 November 2020 21:32
@CCNYP @WeCops Couldn't agree more @CCNYP #wecops
@KennedySerena
11 November 2020 21:32
@MsOHara71 @WeCops Completely agree - Tracy. We absolutely need accurate data - both quantitative & qualitative to under the ‘why’ and problem solve together with our communities. #wecops
@fatwhitebloke
11 November 2020 21:32
@BluelightInfo How long shall we give it? Uplift was once in a generation and @CollegeofPolice blew it. Its time for a more radical approach #WeCops
@DS_Besure
11 November 2020 21:32
@WeCops Our officers are our greatest asset and link us to the wider community. We have to tap into their thoughts and ideas first. If we can’t get it right from within we stand no chance in attracting outside... #wecops
@ACQ91
11 November 2020 21:32
@BTPDMurray @Kerrinwilson999 @WeCops Absolutely. We have stopped people feeling comfortable having the discussion. They are scared of saying how they feel and that closes the opportunity to discuss and educate. Open it up. Allow views and then we have an opportunity to change minds and culture #wecops
@PurpleWisdom
11 November 2020 21:32
The first positive action initiative in policing took place in 1971. It has been repeated over and over again achieving minimal results. How much public money has to be spent on such initiatives before realising it’s not the answer. #WeCops https://t.co/Ndx5kCqnhV
@RobBudden
11 November 2020 21:32
@WeCops If PA was 'enough' we would not be here. But that would assume it was the only factor. Nothing should be off the table at this sadly early stage if we are serious about solving problems. Why hem ourselves in before exploring problem? #WeCops
@mark74brown
11 November 2020 21:32
@CILisaGore @WeCops Always amazes me why Policing can be clumsy with things like this...after all it has so much interaction with the public and yet trip up too much...after 191 of professional police it’s still an issue! #wecops
@WYP_AnnaButton
11 November 2020 21:33
#wecops also what happens after this as positive actions solves the initial problem but actually then the fall out rate or retention rate is not great #stillable https://twitter.com/wecops/status/1326635813417922563
@ConstableXL
11 November 2020 21:33
“You could walk on water, and they will still say it’s because your can’t swim.”#WeCops https://twitter.com/wecops/status/1326635813417922563
@DannoReynolds
11 November 2020 21:33
#WeCops https://t.co/meDM3JOydc
@TheBigHon
11 November 2020 21:33
@Wiggett_IE @gmhales Indeed, of course another finding from the research was that most BME officers just wanted to 'get on with the job' and be identified as a 'special case' or treated any differently when in the Job... (Their words) #WeCops
@kerrimonaghan1
11 November 2020 21:33
@Your8alance @WeCops #wecops
@BluelightInfo
11 November 2020 21:33
On behalf of 1000s of aspiring police officers - I’m with you - but the service needs to take a stand and totally redesign the assessment process - current process favours more ‘people like us’ than a more diverse audience #wecops https://twitter.com/kerrinwilson999/status/1326638322547089411
@rozila_kana
11 November 2020 21:33
Would we need positive action/ discrimination if we removed the barriers that our recruitment processes create? Arent we setting people to fail by assessing for what we think we want instead of what can they offer to make us richer eg lang skills, cultural competency #WeCops
@ConstableXL
11 November 2020 21:33
@WeCops You could walk on water and they will still say it’s because you can’t swim. #WeCops
@Wiggett_IE
11 November 2020 21:33
@TheBigHon @gmhales We hear many stories about role models inspiring people to join, who otherwise wouldn’t have done so. It sounds like an ad for community policing #wecops
@soave1000
11 November 2020 21:33
@DCCPhilCain @WeCops #WeCops
@PCRotherham
11 November 2020 21:33
@BTPCasey @BTPcareers @WeCops Sure but what analysis is being done on staff moral as an effect of PA? Is this in turn causing more harm than good? #WeCops
@fatwhitebloke
11 November 2020 21:33
@BluelightInfo #WeCops Scots data in today says the same problem in Scotland. Appointment rate <half for Black and Asian. AI index .499. Shocking.
@kerrimonaghan1
11 November 2020 21:33
@cmgray2019 @WeCops #wecops
@pc_lawrence
11 November 2020 21:33
Positive Discrimination Is Unlawful For A Very Good Reason. There Is Nothing ‘Positive’ About Discriminating Against Anyone. Let’s Not Be Lazy & Address The Root Cause Instead Of Box Ticking Our Way Out Of A Much Bigger Problem. #WeCops https://twitter.com/wecops/status/1326635813417922563
@BTPDMurray
11 November 2020 21:34
@WeCops Many academics argue that the ugly truth about diversity is that some people worry they must give up their power for others to have a chance - sharing power isn't the same as losing it #wecops
@TVP_PAET
11 November 2020 21:34
@WeCops We need allies internally to fully understand the difference between the 2 and support pa initiatives #wecops
@EBKN13
11 November 2020 21:34
@WeCops Is BAME still appropriate? Is the feeling and historical experience and the baggage and challenges the same for Blacks, Asian, European? Are they the same for Muslims, Christians, Jews and everything inbetween? #wecops
@skicrampons
11 November 2020 21:34
@gmhales Do we have a shortage of Tanzanian officers? #wecops https://www.bbc.co.uk/news/av/uk-wales-42922346
@SuptMarshall
11 November 2020 21:34
@WeCops Nor can PA simply be a top down approach. We need understanding and buy in at all levels of the service. Staff associations have a big role to play too #wecops
@CityFed
11 November 2020 21:34
@DCCPhilCain @WeCops #wecops hard to compare the two, aimed to reach one group and not all protected characters. But never say never
@K_QureshiMPS
11 November 2020 21:34
@WeCops I often get challenged by other supervisors testing if I am suitable as a Sgt. They soon realise that was a bad move. Just imagine if I indeed was promoted on PD and not on merit #wecops
@Albo1125
11 November 2020 21:34
@kitmalthouse @WeCops Kit, massive problem for ethnic minorities in policing is the verbal abuse they get often from their own 'communities'! Ever since ruling in 2012 (Harvey v DPP) hardly any action gets taken against this, Section 5 Public Order discriminates against police - needs fixing #WeCops
@notlistenning1
11 November 2020 21:34
@SuptMarshall @WeCops Absolutely no doubt. Any discrimination will create a massive problem, Just recruit and promote etc on ability nothing else #wecops
@SuptChrisCasey
11 November 2020 21:34
@MsOHara71 @WeCops Good point! So many staff in BTP and I’m pretty sure most forces, don’t disclose hidden diversity. It’s then hard to know whether we really have a problem or not. #WeCops
@BTPDiversity
11 November 2020 21:34
@WeCops I haven't seen many dissecting voices so far on the damage Positive Discrimination would do #wecops and agree wholeheartedly with my colleagues. We've barely scratched the surface of what we could do using Positive Action so let's push the boundaries a little more.
@jem7069
11 November 2020 21:34
@WeCops There is much more we can do to attract people, have processes that are consistent + evidenced based I believe but we also need to acknowledge societal disadvantage and the impact if we are to take advantage of uplift #wecops
@goIdenboobs
11 November 2020 21:34
#followtrick rt if you like harry styles blackpink ariana grande fine line sza fine line zayn malik bella hadid gigi hadid modelling ifb fc audios iMessage #therepairshop Octavian NS10v10 #wecops https://t.co/FMvTukKnhP
@BTPDMurray
11 November 2020 21:34
@WeCops The elephant in the room with diversity work is that leaders in a position of privilege must use it to allow others equal access to power. This is often why diversity efforts falter #wecops
@DannoReynolds
11 November 2020 21:34
#WeCops https://t.co/fMbF7tiL86
@DannoReynolds
11 November 2020 21:35
#WeCops https://t.co/cgNYvpJn3k
@DCCPhilCain
11 November 2020 21:35
@kitmalthouse @WeCops The police service and government are pushing recruitment of 20k extra officers. Can we gain more traction through asking communities to do it for us? #wecops
@PoliceSuccess
11 November 2020 21:35
Does anyone know what kind of support is currently provided by force positive action teams for BAME candidates who want to join? What works well? Is it being replicated? #Wecops Q2
@EmiliePhilpott
11 November 2020 21:35
@Nita_Pankhania1 @WeCops I totally agree @CILisaGore had a great point about comms strategies needing to be strong to communicate the differences #wecops
@TheBigHon
11 November 2020 21:35
This... Perception is everything! #WeCops https://twitter.com/eastlondoncop/status/1326636862899892231
@WYP_AnnaButton
11 November 2020 21:35
Horray !!!! Someone of the same thinking as me lol #wecops https://twitter.com/pc_lawrence/status/1326639292186243072
@SupersWylie
11 November 2020 21:35
Perhaps we need to explore legislation changes to other blockers in the service. For example our antiquated pension arrangements that prevents flexible movement to and from the service. These sorts of changes could make a difference ignificant to retention. #wecops https://twitter.com/kitmalthouse/status/1326638038324310016
@GarryE2
11 November 2020 21:35
@WeCops Has PA actually got out of the foothills? Some are critical of bias in the recruitment process for example. if that is true then removing the bias for would open the service up to be more representative in one action. Lots to consider around basic issues first. #WeCops
@mussa_meman
11 November 2020 21:35
@WeCops U need 2 b consistent, patient, resilient & persistent when it comes to PA. My concern is that after the uplift, we stop recruiting as there is going to be a bill that needs paying, thereby resulting in the loss of all the good and yards we’ve put in. #wecops
@MsOHara71
11 November 2020 21:35
@WeCops I don't feel like I'm in an under-represented community when Im not in work. I mix with people similar to me, Im the norm, its when I go to work I am aware I am a minority. But I'm not in a community, we need to move away from using that terminology. In my humble opinion #wecops
@gmhales
11 November 2020 21:35
@BluelightInfo @fatwhitebloke I don't think we've yet seen the analysis that looks at the extent to which differential success rates are explained by eg English language skills, prior experience as a PCSO, prior educational attainment etc - have we? #wecops
@EBKN13
11 November 2020 21:36
@PCRotherham @WeCops @cheshirepolice If a career in policing is a destination, we need to make the entry routes to that destination as diverse and accessible as possible. Otherwise your only going to be able to attract and retain the same kind of people. #wecops
@DannoReynolds
11 November 2020 21:36
#WeCops https://t.co/03ivXaKcgU
@SuptChrisCasey
11 November 2020 21:36
@PCRotherham @BTPcareers @WeCops Good question. But hopefully if explained properly, most people would ‘get it’. #WeCops
@DannoReynolds
11 November 2020 21:36
#WeCops https://t.co/7VXYk6Dh3G
@ACQ91
11 November 2020 21:36
@BTPDMurray @WeCops #wecops The best leaders develop others to become better than them and take over from them.
@TheBigHon
11 November 2020 21:36
@Wiggett_IE @gmhales Well, I'm always up for promoting #CommunityPolicing #WeCops
@PCRotherham
11 November 2020 21:36
@ConstableXL @WeCops Exactly this Chris! As always you're a fountain of widsom #WeCops
@CityFed
11 November 2020 21:36
@SupersWylie @WeCops #wecops Now targeting on recruitment is so much better than the current methods that don’t fall far from the tree, tiny pool because of it
@BTPDMurray
11 November 2020 21:36
@MsOHara71 @WeCops The narrative behind the data is essential too. What is the underlying cause - the lived experiences #wecops
@pc_lawrence
11 November 2020 21:36
Not Afraid To Say It Either. Best Equality Legislation In The World & We’re On About Tampering With It Due To Years Of Poor Practice. Change The ‘CULTURE’ First. #WeCops https://twitter.com/wyp_annabutton/status/1326639678825656324
@RobBudden
11 November 2020 21:36
@MsOHara71 @WeCops So we need at least the depth of data we have in other operational fields. I'm positive about this direction of travel.. #WeCops
@fatwhitebloke
11 November 2020 21:36
@WeCops #WeCops PA is far too patchy , massively under resourced and badly understood. I am a big supporter of PD as I think we have had our chance, but we should do great PA well too.
@mussa_meman
11 November 2020 21:36
@PCRotherham @DannoReynolds @WeCops I think there’s a place for quals in policing. However, there’s no reason why couldn’t have alternative routes into policing to complement the current routes. #wecops
@Nita_Pankhania1
11 November 2020 21:36
@NWPDOI @WeCops Personally I don’t think we have, we can do much more before even thinking about going down the route of positive discrimination #wecops
@kitmalthouse
11 November 2020 21:37
@DCCPhilCain @WeCops Definitely think we can do it together where appropriate. #wecops
@PCRotherham
11 November 2020 21:37
@Kerrinwilson999 @WeCops I LOVE THIS! #WeCops
@AnonyPlod
11 November 2020 21:37
Make the job attractive to the potential candidate's family as well. Many of the families have had the bad experience with us first, they're the ones that will plant the seed of doubt into their child's brain, long before we get chance to encourage them to apply #WeCops https://twitter.com/WeCops/status/1326630784053125121
@TheBigHon
11 November 2020 21:37
I meant NOT identified as special cases.... #DamnSausageFingers #WeCops https://twitter.com/TheBigHon/status/1326639129195634688
@WYP_AnnaButton
11 November 2020 21:37
#wecops including asking for a level 3 qualification which we know from research disadvantages some under represented groups from even applying who would make a great police officer #stillable https://twitter.com/jem7069/status/1326639480938377216
@maginnis78
11 November 2020 21:37
@WeCops We need to be bold with our processes for Diversity and Inclusion in recruitment, retention, development. We have played at this for at least 20 years. Often seen as pet projects for individuals with no wider corporate development. #WeCops
@notlistenning1
11 November 2020 21:37
#WeCops Reading all replies as fast I can, I have yet to see one tweet in favour of "positive discrimination" . ANY discrimination is wrong and will create hatred and failures. New York police tried it and failed badly. Why is this even a conversation in any force?
@Jas_2317
11 November 2020 21:37
@WeCops Internal change first #wecops . Once the picture within is representative it may give communities the confidence. It’s important to as @rozila_kana stated in her post it’s not just showcasing smiley bame faces on posters ??????
@OxMisbah
11 November 2020 21:37
@WeCops There is an absolute fine line and IMHO, PA has some push back but huge steps have been taken which is great. PA has many appropriate avenues to explore if approached correctly. PD is not the right approach. #wecops
@EBKN13
11 November 2020 21:37
@WeCops Maybe bit of tangent but does British Domestic and foreign policy have a direct impact on Minority groups attitude to policing? #wecops
@DumasHayley
11 November 2020 21:37
@CILisaGore @WeCops We certainly do #wecops
@BluelightInfo
11 November 2020 21:37
PA can be turned into nothing more than #GamePlaying - I do the PA support for Notts and Derbyshire Police. Consistent high pass rate. Last cohort BAME & LGBT cohort from D’shire, 23 out of 24 passed. I would have achieved same results if they’d given me 24 x 12 year olds #wecops https://twitter.com/wecops/status/1326635813417922563
@RobBudden
11 November 2020 21:38
@InspWelch @WeCops Or even detrimental via stigma.. #WeCops
@EmiliePhilpott
11 November 2020 21:38
@WeCops Surely the very underpinning nature of policing is about equality and justice... I don’t see how we can stand by this &then elevate people simply based on their ethnicity or background when others may be equally as worthy but don’t fit the “quota” that’s basic inequality #wecops
@mark74brown
11 November 2020 21:38
@SuptMarshall @SupersWylie @WeCops Professional policing in the UK has been around for 191 years now...times changed as have the workforce...it takes a long time before parity comes...eg women being seen as equal members of the service or height restrictions lifted etc...this is just the latest challenge #wecops
@jem7069
11 November 2020 21:38
@mussa_meman @WeCops Growth brings opportunity yes but if we can fix the system, Or idea the data to show fairness and share the best practice maybe we provide something that sustains - hopefully we also get a step change over the next 2 years as well #wecops
@SJ_8040
11 November 2020 21:38
@WeCops #wecops I think stop focusing so much on how it looks on the poster and more on what the individual needs are of officers. After all, they know where they come from and the community they represent.
@WecopsCaroline
11 November 2020 21:38
@CILisaGore @WeCops I agree - BUT whilst being very careful that they are not treated as the ‘poster boy/girl’ and the reality is that there is a decent inclusive environment that awaits all officers. This can’t be a media exercise #wecops
@KatieMagnet
11 November 2020 21:38
RT @fatwhitebloke: @WeCops #WeCops PA is far too patchy , massively under resourced and badly understood. I am a big supporter of PD as I t…
@soave1000
11 November 2020 21:38
@SupersWylie @WeCops Depends on what measurements & who is measuring the “success” of Police Now & it’s legitimacy within the rest of policing. And is it really needed #WeCops
@coachfizz
11 November 2020 21:38
@BTPDMurray @WeCops And the issue is that that is so ‘baked in’ (and not just in policing) that they may not even realise that they’re not allowing others equal access #wecops
@KatieMagnet
11 November 2020 21:38
RT @WYP_AnnaButton: #wecops including asking for a level 3 qualification which we know from research disadvantages some under represented g…
@fatwhitebloke
11 November 2020 21:38
@WeCops The PSNI experience and the Canadian Tribal Police Program are different models with the same aim (in fact CTPP is even more radical) We should be on the plane (after Covid) #WeCops
@gmhales
11 November 2020 21:38
Also: don't cull police staff and PCSOs, especially if you want to improve/retain Black workforce (not just police officer) representation in an organisation like the Met. #wecops https://twitter.com/WeCops/status/1326630784053125121
@ConstableXL
11 November 2020 21:38
@BluelightInfo @fatwhitebloke Sat with @metpoliceuk deputy commissioner last week and offered to research this. Problem identified but no answer as to why. Acknowledged that it’s not good enough. Buddy / mentor system in the pipeline! #WeCops
@SJ_8040
11 November 2020 21:39
@WeCops #WeCops I think stop focusing so much on how it looks on the poster and more on what the individual needs are of officers. After all, they know where they come from and the community they represent.
@RobBudden
11 November 2020 21:39
@Nita_Pankhania1 @WeCops Yes education is key #WeCops
@CILisaGore
11 November 2020 21:39
@WecopsCaroline @WeCops Yes not a media exercise but a reality exercise #wecops
@DumasHayley
11 November 2020 21:39
@Nita_Pankhania1 @NWPDOI @WeCops So much more to do, understanding of PA is limited. We need to try harder #wecops
@WYP_AnnaButton
11 November 2020 21:39
And does not fit in with the ethos of inclusion because you are creating divides from the start #wecops https://twitter.com/notlistenning1/status/1326640208264237056
@PCRotherham
11 November 2020 21:39
@mussa_meman @DannoReynolds @WeCops I don't disagree Mussa, but it should be up to the individual to choose, not a mandatory. #WeCops
@Jas_2317
11 November 2020 21:39
@WeCops #wecops in my humble opinion this isn’t just about departments and strategy’s it’s delivery of a strategy that matters. A meaningful strategy ????
@WeCops
11 November 2020 21:39
RT @SJ_8040: @WeCops #WeCops I think stop focusing so much on how it looks on the poster and more on what the individual needs are of offic…
@Kerrinwilson999
11 November 2020 21:39
@WeCops Society is so polarised in all sorts of ways at present & introducing divisive initiatives will push the public away from policing. Whatever we do we must remember we need to keep the confidence of the public in our approach #wecops
@MsOHara71
11 November 2020 21:39
@WeCops Weve a chance now with workforce data,we need to use a sensible marketing campaign on that..Saying we can't ask or we shouldn't ask isn't good enough anymore..It isn't just hidden difference we don't share&thats because fundamentally we mistrust.. We work together on this #wecops
@cks702
11 November 2020 21:39
@DCCPhilCain @kitmalthouse @WeCops My question would be do the communities understand the work? We want to recruit talented individuals or those with potential to want to make a difference and hold the values of the organisations. If the right community and motives are aligned, then yes. #wecops
@DSuptHenderson
11 November 2020 21:39
@WeCops A lot to be said for every day interactions of all our officers and staff. I know why I joined, it wasn’t a recruitment campaign, a flash ad or a careers talk, it was a first hand experience, being treated superbly well by a female cop when I was a victim of crime #wecops
@jennyparryUK
11 November 2020 21:39
@WeCops So much more we can and should be doing before we consider positive discrimination - I’m not sure it would even be effective in the long run but it would confirm we have failed to fix things, challenge the status quo and engage our underrepresented communities #wecops
@WeCops
11 November 2020 21:40
3) BAME officers may sometimes leave within their first 2 years of service. How can we encourage the retention and progression of BAME colleagues? - Remember to include #WeCops! https://t.co/puj6e79mwu
@BluelightInfo
11 November 2020 21:40
Such an important issue that no-one has done any research into this despite it being a consistent but under debated problem for several years - if I sound angry I am - on behalf of 1000s of candidates failed by a discriminatory system #wecops https://twitter.com/gmhales/status/1326639825731133445
@AndreaBeedles
11 November 2020 21:40
@DeeMCollins Totally agree which is why we have developed a Buddy Scheme as an extra student officer supporter from our @NWPBAPA members making contact from Day One #WeCops
@BTPDMurray
11 November 2020 21:40
@coachfizz @WeCops Equality, diversity and inclusion can sometimes be perceived - quite inaccurately - as political correctness or an exercise in government ‘box ticking’ #wecops
@Jas_2317
11 November 2020 21:40
@DeeMCollins @WeCops #wecops legacy is key
@jem7069
11 November 2020 21:40
@WYP_AnnaButton True this is seen in a number are forces, recognised prior learning forces can apply and guidance has gone out plus working on access course to enable those that haven’t had opportunity in earlier life to meet the standards more from @CollegeofPolice in the new year #wecops
@DannoReynolds
11 November 2020 21:40
@mark74brown @SuptMarshall @SupersWylie @WeCops Should we turn this on its head then and look at what we do really well and then do much much more of that? #WeCops
@SupersWylie
11 November 2020 21:40
@soave1000 @WeCops Be interested to know whether you think PN is needed ? #wecops
@Meatheadsnowman
11 November 2020 21:40
@WeCops PD is far more complicated then this tweet allows. For example are you going with national population or regional? What is considered success? What about the loss of skills by forcing early retirement? What about the increase in ethnicity pay gap? PD is NOT the answer #WeCops
@mrscookie26
11 November 2020 21:40
@WeCops Having continued support and mentor shop available when the join is essential #wecops
@BTPDMurray
11 November 2020 21:40
@coachfizz @WeCops Policing diversity and inclusion initiatives must become less about compliance with legislation and more about leading change, improvement initiatives, engaging, motivating and improving the potential of staff #wecops #visiblefeltleadership
@soave1000
11 November 2020 21:41
@jem7069 @WeCops That is a more societal and economic angle. Young white boys from working class backgrounds have the lowest educational achievement #WeCops
@cks702
11 November 2020 21:41
@WeCops For some, positive action and the drive to focus on particular audiences is just the thing some may need to sway them to join #wecops
@Jas_2317
11 November 2020 21:41
@WeCops #wecops by looking internally first not just recruit, recruit and forget retention. We must understand the ‘why’ ????
@MsOHara71
11 November 2020 21:41
@PCRotherham @BTPCasey @BTPcareers @WeCops I agree Stephen.. It feels divisive to me and I have access to it from many angles... #wecops
@GorillaoJustice
11 November 2020 21:41
@WeCops Is the aim an increase in representation or should we aim at a higher ethical & moral standard of equality for all irrespective of anything? Shouldn’t it be ability based and the support given to address the imbalance surround inability? #wecops
@TheBigHon
11 November 2020 21:41
@WeCops Well, once again you need to ask those that a leaving why they are leaving (have a proper exit process)...? #WeCops
@DrRoyBailey
11 November 2020 21:41
@WeCops Positive discrimination is both pejorative and unlawful, whereas positive action implies constructive help to reduce structural unfairness. #wecops
@SupersWylie
11 November 2020 21:41
Always easier to open an unlocked door! #wecops https://twitter.com/DannoReynolds/status/1326640955894738945
@WeCops
11 November 2020 21:41
RT @Jas_2317: @WeCops #wecops by looking internally first not just recruit, recruit and forget retention. We must understand the ‘why’ ????
@dadwithahat1
11 November 2020 21:41
@WeCops Ensure they and all leavers get an effective exit interview to establish why. #Wecops
@DannoReynolds
11 November 2020 21:41
@BluelightInfo Is this the positive impact of coaching and mentoring? Preparing people for what they need in order to pass? Does that mean the system is broken or that what you do is really good and shows a way to support all that may need additional support? #WeCops
@PCRotherham
11 November 2020 21:41
@rozila_kana THIS! ALL OF THIS! ?????? Rozila you've hit the nail on the head. #WeCops https://t.co/nZls8hWMSh
@EmiliePhilpott
11 November 2020 21:42
@WeCops We must ensure that the working environment we “sell” at recruitment is the same as they one they experience when in our forces #wecops
@GorillaoJustice
11 November 2020 21:42
@TheBigHon @WeCops #wecops https://t.co/BuQDTfvNAE
@mussa_meman
11 November 2020 21:42
@gmhales @WeCops Totally agree. However, when around 80% of ur budget is spent on wages, our police staff colleagues r likely 2 bear the brunt. On the flip side, some forces were better prepared, stopped recruiting &skills matched into posts. This resulted in minimising the loss of staff #wecops
@BluelightInfo
11 November 2020 21:42
That makes 3 of us @ConstableXL ! Seriously though, buddy mentor system just #GamePlays a broken recruitment system that has massive Adverse Impact on BAME candidates? #wecops https://twitter.com/constablexl/status/1326640585109868546
@sggffgdfgdf
11 November 2020 21:42
@WeCops No more lazy cops on shift . #WeCops need to spread the message across county lines. Recruit the best and train the best without probing religion, ethnicity, race , colour . Attractive bonuses with bright ideas to change police polices.
@TVP_PAET
11 November 2020 21:42
@kitmalthouse @DCCPhilCain @WeCops This is something we are doing in @ThamesVP working with our Independent Advisory Groups in @TVP_Aylesbury #wecops
@notlistenning1
11 November 2020 21:42
@WYP_AnnaButton Yet we see this discussed by recruitment, exam boards, promotion, departments and HR. Why we all know it breeds contempt and hatred #wecops
@Jas_2317
11 November 2020 21:42
@WeCops #wecops by looking internally first not just recruit, recruit and forget retention. We must understand the ‘why’ ????. Schemes alone in my humble opinion do not work. Often Bame avoid such programmes because they do not want to be singled out
@fatwhitebloke
11 November 2020 21:42
@DCCPhilCain @WeCops When the MPS asked for PD legislation 10+ years ago I said they should do PA right first. Still waiting in most forces. How long shall we wait. Impatient of South Yorks. #WeCops
@DCCPhilCain
11 November 2020 21:42
@WeCops How do we create truly inclusive organisations where there is a real sense of belonging? Even talking about inclusion creates uncomfortable conversations - how do we tackle this? #wecops
@RobBudden
11 November 2020 21:42
@BTPDMurray @WeCops Yes we need to change this mindset as @kimberleyVERU says 'its not a pie!' #WeCops
@DannoReynolds
11 November 2020 21:42
#WeCops Tweet! https://twitter.com/Kerrinwilson999/status/1326636951114567682
@jem7069
11 November 2020 21:42
@GarryE2 @WeCops Lot of work going on through the @CollegeofPolice reviewing the new on line assessment and certainly we are seeing benefits from the other processes. #wecops but we can’t be complacent and need to have parity.
@kimberleyVERU
11 November 2020 21:42
@WecopsCaroline @WeCops Fully agreed @WecopsCaroline #WeCops
@DumasHayley
11 November 2020 21:42
@DCCPhilCain @kitmalthouse @WeCops It needs to be a dual approach, we cannot expect communities to take the responsibility. Though we do need to ask them ‘why not policing, as a career’ I know we all try, but do we really act on the response? #wecops
@InspAmyHunter
11 November 2020 21:42
@WeCops Meaningful exit interviews will give us some answers, but by then it’s far too late. We need to support, coach and mentor people from the start to help them understand and realise their potential. Promotion processes that value strengths over ‘ticking boxes’ too #wecops
@coachfizz
11 November 2020 21:42
@WeCops Not just BAME colleagues #wecops
@NWPDOI
11 November 2020 21:42
@WeCops Buddying/mentoring #wecops
@railwaychaplain
11 November 2020 21:43
@WeCops Is positive action enough? yes, if done correctly, it can't (I am not suggesting BTP do this before folk have a go at me) just be advertising in select magazines. There is still more to do, more areas for engagement. People need a reason to join that goes beyond looks. #wecops
@AndreaBeedles
11 November 2020 21:43
@WeCops @NWPBAPA & our Workforce Representation Team launched a joint Buddy Scheme pairing network members with new joiners as an extra layer of support during the first 2 years of service #WeCops
@SuptMarshall
11 November 2020 21:43
@WeCops It's all about our culture! We need to challenge it where it isn't good and be very clear where we want to go to make improvements. Role models are important in terms of retention, as is a real commitment around coaching & mentoring #wecops
@EmiliePhilpott
11 November 2020 21:43
@WeCops It’s important we balance this against any other officers leaving within their first 2 years.. are there any common reasons? Is there a particular dynamic (age, qualifications etc) #wecops
@WecopsCaroline
11 November 2020 21:43
@Jas_2317 @WeCops Totally agree Jas, if you work with officers from a ‘BAME’ background or with a disability and they say, ‘I wouldn’t recommend it to my friends or family’ we’ve got issues. This has to be addressed before we continue this recruitment drive #wecops
@MsOHara71
11 November 2020 21:43
#wecops each time we mention diversity we focus the lense on the same area, each time we speak of equality the same, or valuing difference the same.. This isn't ok.. All differences are equally different #wecops
@mark74brown
11 November 2020 21:43
@DannoReynolds @SuptMarshall @SupersWylie @WeCops I think we need to continue to identify gaps or where the service lacks representation...there are many things policing does well...but it’s never an easy journey...the very fact this debate tonight is so well responded to shows immense willing...it just needs the able #wecops
@ShamilaMajid
11 November 2020 21:43
@WeCops How many Forces are consistent in delivering the NPCC workforce transformation toolkit? Who is holding Forces accountable. @AssocPCCs have a role in this. #WeCops
@kerrimonaghan1
11 November 2020 21:43
@TheBigHon @WeCops Hopefully people are looking to put things right before we get to this stage #wecops early intervention? Mentors maybe?
@Jamessenior209
11 November 2020 21:43
@WeCops I think the early positive signs of the @TVP_PAET show that positive discrimination isn’t needed... yet. Lots to learn from others. Toronto just achieved a 50/50 gender split and 41% BAME rep on their latest cohort https://bit.ly/2IjdE1C without discrimination #wecops
@SupersWylie
11 November 2020 21:43
@WeCops The evidence on this is clear and sadly the lack of more senior role models is one of the reasons. But do you know what else is driving the loss of good people? #wecops
@Giles__York
11 November 2020 21:43
@MsOHara71 @WeCops #wecops @jem7069 will tell you how elusive accurate data is. PolicingUK has no mechanism for capturing today's representation nor tracking through careers, especially if they move force, Education gives a new teacher a unique number for their whole career
@pc_lawrence
11 November 2020 21:43
I Worked With Many Highly Qualified BAME Individuals, From All Over The World, In The National Health Service & Not One Needed ‘Positive Discrimination’ To Assist Them. They Had Career Longevity & Progression. Why Is That? #Culture #WeCops https://twitter.com/wecops/status/1326640846322733056
@cks702
11 November 2020 21:44
@WeCops Its probably because they don't feel valued. Or are in roles not by choice where we can't get the best out them. There may be challenges with flexi working, complaints, or simply not expecting the job to be what they expected it to be #wecops
@CILisaGore
11 November 2020 21:44
@WeCops Appointing coaches and mentors, ensuring religious considerations are met, exit interviews so we can learn, support BAME networks, encourage membership of and engagement with networks #wecops
@TheBigHon
11 November 2020 21:44
@PurpleWisdom @WeCops Exactly... #WeCops
@CityFed
11 November 2020 21:44
@TheBigHon @WeCops #wecops good to catch them first! Easy access to support, good management and understanding of needs and conflicts with ‘our’ policing culture within
@WYP_AnnaButton
11 November 2020 21:44
Crikey here is a list and for me should apply to all under represented groups - mentoring - supportive appraisals PDR - access to staff network info - opportunities to progress - develop national talent streams - develop a national exit strategy to learn why leave #wecops # https://twitter.com/wecops/status/1326640846322733056
@SuptClareSmith
11 November 2020 21:44
@WecopsCaroline PA has not been as effective as it could be as the momentum for the associated activity has often wrongly waned with new priorities taking centre stage. Whilst PD may provide some solutions the negativity it brings frequently causes more harm to those designed to help #wecops
@kerrimonaghan1
11 November 2020 21:44
@BTPcareers @WeCops @BTP #wecops
@Jas_2317
11 November 2020 21:44
@WeCops #wecops Visible; credible role models ? to be the change you want to see you must be part of the change.
@TheBigHon
11 November 2020 21:44
@kerrimonaghan1 @WeCops Well true, so we need to know what is NOT going right... #WeCops
@ConstableXL
11 November 2020 21:44
@DCCPhilCain @kitmalthouse @WeCops Yes them and our staff. Treat your staff well and they’ll do all the advertising you’re prepared to pay thousands for. #WeCops
@WeCops
11 November 2020 21:44
@WYP_AnnaButton Or a national ‘stay’ strategy! #wecops
@ksnmiyagi
11 November 2020 21:44
@BTPDMurray @WeCops Diversity isn’t about power or privilege, it’s about leaders having the courage to put up ladders for their staff, being prepared to catch them if they make a mistake & tumble back down & celebrate if they reach the next rung. #WeCops
@Wiggett_IE
11 November 2020 21:44
@TheBigHon @gmhales #wecops https://twitter.com/dsupthenderson/status/1326640760352026625
@DCCPhilCain
11 November 2020 21:45
@DannoReynolds @mark74brown @SuptMarshall @SupersWylie @WeCops Need to do both I would suggest. #wecops
@WYP_AnnaButton
11 November 2020 21:45
#wecops also let’s start driving that culture from the bottom as well as the top to get rid of that frozen middle #stillable https://twitter.com/wecops/status/1326640846322733056
@BluelightInfo
11 November 2020 21:45
Give me a cohort of 12 year olds from mixed backgrounds and I could teach them how to pass this broken system @DannoReynolds with same success rate - it’s not coaching or mentoring - it’s game playing - things get real at In-Force interview #wecops https://twitter.com/dannoreynolds/status/1326641286691090432
@eastlondoncop
11 November 2020 21:45
@WeCops We have an awful corporate memory, we don’t collate information & learn effectively. We need to ensure those that want to leave have an exit interview that records the key reasons, look for similarities & seek to improve on 3 keys reasons for leaving as a starting point #wecops
@maginnis78
11 November 2020 21:45
@WeCops Why are they leaving? What do we do to capture this data? Has our recruitment advertising reflected less than reality? Is BAME retention significantly worse than other groups? #WeCops
@HlnCor
11 November 2020 21:45
@WeCops #WeCops We have to get the balance better with our retention and progression and focus as much effort on this as we are on recruitment campaign. Use of buddying, coaching and mentoring, improved career plans
@PCRotherham
11 November 2020 21:45
@MsOHara71 @BTPCasey @BTPcareers @WeCops I'd like to think I'm an open and honest book, I encourage colleagues to talk to me to understand more about my sexuality and dyslexia #WeCops
@SuptChrisCasey
11 November 2020 21:45
@WeCops Confidential exit interviews. Proper follow up with individuals & longer term / ongoing analysis to identify patterns. But that’s all a bit too late, so, proper engagement with support groups, access to diversity allies in senior roles who can intervene early. #WeCops
@DeeMCollins
11 November 2020 21:45
@WeCops Feel very strongly about this - a comprehensive mentoring, development and peer support programme based on my learning from having been involved in the gender work for some time. This also needs to be thoughtfully communicated to everyone why it is important and needed #WeCops
@Supt_Foskett
11 November 2020 21:45
@WeCops #WeCops you can paint the shop front but if you sell the same old stuff... it has to be an attractive place to work. You have to feel you belong. You have to feel the connection. You have to see people like you succeeding.
@KatieMagnet
11 November 2020 21:45
#wecops https://twitter.com/KatieMagnet/status/1326642213208666132
@J8Tsx
11 November 2020 21:45
@WeCops Buddying systems, reverse mentoring, mentors ... have it from day one when they Join instead of when there is bother or them saying they are looking to leave - why can’t we get it right with all officers first time instead of waiting for “something” to happen to act #WeCops
@mussa_meman
11 November 2020 21:45
@WeCops My obs r that we expend a great amount of energy in recruitment and wax lyrical abt the excitement & opportunities that lie ahead. We dnt do anything like it when it comes to keeping in touch/mentoring/buddying. Org culture impacts & some feel they’ve been mis-sold a job #wecops
@DisPolPres
11 November 2020 21:46
@WeCops It's so important to consider the needs of the individual and intersectionality - it is all too easy to assume the support they need - their appearance might prompt certain assumptions, but their greatest needs may lie elsewhere. #WeCops
@jem7069
11 November 2020 21:46
@SupersWylie Ian too many changes we can make to impact yet to go to this and the impact negative I believe this would have .. processes too inconsistent and down to preference not evidence #wecops and more outreach to attract and support we can provide to candidates
@coachfizz
11 November 2020 21:46
@BTPDMurray @WeCops Yes, just yes #wecops
@EmiliePhilpott
11 November 2020 21:46
@WeCops Are we providing the right kind of support? Are the strategies that we think help with retention in line with the methods that BAME officers actually want and respond to ? #wecops
@suzanneharvey
11 November 2020 21:46
@eastlondoncop @WeCops As a former journalist, I can say that’s not always the fault of the press. Some forces (only some) are very defensive and see them as the enemy when they’re not. They’re still important to the community and we need to engage. Especially in the age of social media. #wecops
@danalee2
11 November 2020 21:46
@WeCops We need to understand the reasons as to why individuals leave, do exit interviews provide the honest truth? I think not. Create the culture, provide the support = retain and progress. #wecops
@PC_RichieT
11 November 2020 21:46
@WeCops Exit interview. Address the issues!! Retention of officers is appalling generally, something needs to be addressed regarding this. Communicate and engage! #wecops
@Jas_2317
11 November 2020 21:46
@WeCops #wecops must stop and look within; really look within. This is about people not just strategies ????
@BTPDiversity
11 November 2020 21:46
@WeCops Inclusion is the key here #wecops. Without an inclusive workplace, recruiting a diverse workforce is like trying to fill a bucket with holes in it. Inclusion is the solder on that bucket that will help to retain them.
@TVP_PAET
11 November 2020 21:46
@WeCops In light of this TVP have just introduced a BAME student officer mentoring programme whereby BAME mentors will be allocated to all BAME student officers to help with the retention #wecops
@WYP_AnnaButton
11 November 2020 21:46
I have developed just this and exit questionnaires and interview have gone from a return rate of 3% to over 60 #wecops https://twitter.com/eastlondoncop/status/1326642201284255746
@RobBudden
11 November 2020 21:46
@coachfizz @WeCops Agree, if this is improved or benefits all #WeCops
@mark74brown
11 November 2020 21:46
@TheBigHon @WeCops Great point Rich ??...massive emphasis on “ask”...because as we know too many leave and never have exit interviews across the board but it’s even more vital when members of under represented groups in policing leave...sit down and go through it and take the leaning ??????? #wecops
@gmhales
11 November 2020 21:46
@mussa_meman @WeCops Lots of data here http://www.police-foundation.org.uk/publication/perspectives-on-policing-a-diversity-uplift-police-workforce-and-ethnicity-trends/ #wecops
@cks702
11 November 2020 21:46
@WeCops Re progression - laterally or along the promotional journey? Laterally , allow attachments without it being deemes 'difficult to facilitate' or 'staffing issues don't allow it just yet'. Promotional - more open and approachable mentoring / coaching and shadowing #wecops
@BTPDMurray
11 November 2020 21:46
@WeCops Through the door isn't enough - this needs to be a package deal that fosters and nurtures long term success. 'The plane hasn't landed just because the wheels are touching down'. This is no different #wecops
@cmgray2019
11 November 2020 21:46
@WeCops In relation to all officers in their first two years - tutoring could be a factor - some good tutors/some burnt out tutors/some too young in service tutors - may not help to motivate/drive the passion. #wecops
@BluelightInfo
11 November 2020 21:46
... but by In-Force interview a huge % of diverse candidates have been sifted our by a system that adversely impacts on them by a massive %% #wecops @DannoReynolds https://twitter.com/dannoreynolds/status/1326641286691090432
@kimberleyVERU
11 November 2020 21:46
@RobBudden @BTPDMurray @WeCops ??@RobBudden #WeCops https://t.co/Eo9bnp9qHu
@DSuptHenderson
11 November 2020 21:46
@WeCops 2/ she made me feel safe, confident & secure. That night I knew I wanted to be just like her & help others the way she helped me. Our people can do that in every interaction, every day, with all communities. We all have the responsibility & ability to shape our service #wecops
@PCRotherham
11 November 2020 21:46
@MsOHara71 @BTPCasey @BTPcareers @WeCops but the one thing that always comes up is that I am only where I am because of PA. Whether said in jest or not - it stings, and I wonder sometimes... do they have a point? I'd rather there not be PA at all, instead address the barriers instead of building ladders #WeCops
@EmiliePhilpott
11 November 2020 21:46
@WeCops Engage with serving BAME officers (especially those who have considered leaving) about their experiences and how they can help the retention of colleagues #wecops
@fatwhitebloke
11 November 2020 21:46
@WeCops #WeCops encourage retention? We need to stop doing the stuff that makes BAME officers want to leave. I would start with an external (not me please I hope to retire in 14 days) EXIT interview of all BAME and Female leavers.
@rozila_kana
11 November 2020 21:46
@WeCops Stop recruiting for what we want and recruit for the valuable skills n difference people bring. Stop bringing difference in then conforming them to standards that were set when communities were not diverse. Society has changed but our attitudes in policing havent #wecops
@U8Juniors
11 November 2020 21:46
@WeCops They leave because: 1. Racism 2. Lack of support and poor leadership 3. Lack of understanding and being made to feel that they need to ‘fit’ into the service 4. Not seen as a lucrative career exacerbated by how parents, families and friends feel 5. Lack of trust #wecops
@gmhales
11 November 2020 21:46
#wecops https://twitter.com/gmhales/status/1324009782030848001
@pc_lawrence
11 November 2020 21:47
Agreed, I’m Starting To Feel Binned. Also Let’s Not Forget Intersectionality. #WeCops https://twitter.com/msohara71/status/1326641735360008192
@AndreaBeedles
11 November 2020 21:47
@mrscookie26 @WeCops Totally agree so we launched a Buddy Scheme @NWPolice in July to ensure new joiners are given extra layer of support from staff network members. It is essential ! And working already #WeCops
@deletedbyMPs
11 November 2020 21:47
DT Kit Malthouse MP #StayAlertSaveLives: #wecops A curious one to be honest. First step is to understand why. Exit interviews and surveys not just at the po… https://twitter.com/i/web/status/1326642482826850311 http://pltwps.it/_1YyBWL3
@carmenwhittle
11 November 2020 21:47
@WecopsCaroline @Jas_2317 @WeCops This has to be done nationally as it’s almost a post code lottery some forces are great some not so much. This is something that needs looking at in more depth #wecops
@jem7069
11 November 2020 21:47
@Giles__York @MsOHara71 @WeCops This is in the plan! #wecops
@DannoReynolds
11 November 2020 21:47
@WeCops How do we improve the retention of all officers... and staff... and volunteers... ALL are important and if we don't know why anyone is leaving then why on earth not? #WeCops
@Shoolyboo
11 November 2020 21:47
RT @deletedbyMPs: DT Kit Malthouse MP #StayAlertSaveLives: #wecops A curious one to be honest. First step is to understand why. Exit interv…
@K_QureshiMPS
11 November 2020 21:47
@WeCops Review the recruitment process. Are we correctly describing the role of a Police Officer? The perception of Police & the reality of Policing as a career is very different. #wecops
@TheBigHon
11 November 2020 21:47
@mark74brown @WeCops Not just ask... Really listen! Listen to learn, accept the problems, learn from them THE take action to address them (do not dismiss or ignore them). #WeCops
@iancritchley2
11 November 2020 21:47
#wecops https://twitter.com/iancritchley2/status/1326642523637501953
@Nita_Pankhania1
11 November 2020 21:47
@WeCops This is about creating a culture where everyone can feel like they belong... we have some way to go though! #wecops
@SuptMarshall
11 November 2020 21:47
@WeCops Again, we need accurate workforce data to identify with greater precision why BAME officers are leaving. Not so confident we can do this at present which is a hiderance #wecops
@SupersWylie
11 November 2020 21:48
I think we must start with first line supervision. By supporting them and giving them the confidence they need to manage diverse teams we can generate positive change more quickly. #wecops https://twitter.com/DCCPhilCain/status/1326641500059545600
@DumasHayley
11 November 2020 21:48
@InspAmyHunter @WeCops Support via an internal mentor though selection and recruitment. Then retaining that mentor, access to staff networks. The ability to speak out about the experience while still in the organisation. #wecops
@mussa_meman
11 November 2020 21:48
@DCCPhilCain @WeCops Sir, I’d like to see us move on from equality and inclusion, to belonging. In @LancsPolice we have a come a long way but there’s more to do. #wecops
@WYP_AnnaButton
11 November 2020 21:48
#wecops we need to look at how we manage talent and progression which is key - agree with the below #stillable https://twitter.com/btpdmurray/status/1326642500942127105
@WecopsCaroline
11 November 2020 21:48
@kitmalthouse @EmiliePhilpott @WeCops Was @NorthantsChief driving by chance?!! ?? #wecops
@EmiliePhilpott
11 November 2020 21:48
@WeCops Are our staff support networks as pushed and promoted as possible ? Could these be emphasised in a way that doesn’t make the officer feel they need to go on a “development plan” to progress but can turn to a network for a relaxed way of helping instead? #wecops
@PCRotherham
11 November 2020 21:48
@WYP_AnnaButton But should that not just be a given for ALL staff? Why are we segregating our workforce based on a characteristic? #WeCops
@mrjsingh1983
11 November 2020 21:48
@WeCops Showcase opportunities, standardise best practice from across the country when it comes to progression (what works) retention, assertive positive action, build bridges with all communities and everything else will naturally fall into place. #wecops
@BTPDMurray
11 November 2020 21:48
@ksnmiyagi @WeCops and those leaders have the power and privilege to do just that #wecops If it was happening everywhere we wouldn't be discussing this here
@Meatheadsnowman
11 November 2020 21:48
@CILisaGore @WeCops Yes ?? #WeCops
@BluelightInfo
11 November 2020 21:48
That’s awesome! @ConstableXL - but to get to the point where they are new ? They’ve already been sifted out? 44% Black candidates pass vs 81% White British - there is the problem? #wecops @ConstableXL https://twitter.com/constablexl/status/1326641922899922945
@Wiggett_IE
11 November 2020 21:48
@mark74brown @TheBigHon @WeCops There doesn’t appear to be central data on leavers - and maybe little local data too #wecops
@CILisaGore
11 November 2020 21:49
@WeCops It would be interesting to see the stats for females leaving, age groups leaving, educational status leaving etc we need to be open minded - maybe someone from a network/ federation doing a separate exit interview #wecops
@SupersWylie
11 November 2020 21:49
#wecops Agreed https://twitter.com/DeeMCollins/status/1326642307370782721
@U8Juniors
11 November 2020 21:49
@DannoReynolds @WeCops Misses the point really... #wecops
@DannoReynolds
11 November 2020 21:49
@mark74brown @SuptMarshall @SupersWylie @WeCops Willingness that is then focussed into understanding and evidence-based practice to improve for everyone. When we look after all of our people then everyone gains. #WeCops
@soave1000
11 November 2020 21:49
@SupersWylie @WeCops I don’t as it was rushed in by discredited politicians. There is so much untapped talent both officers & staff already in place. This is not trusted by the leadership as they are a threat. Better to go with the politicians for your career & gongs #WeCops
@RobBudden
11 November 2020 21:49
@WeCops Make links between Bame Staff Associations across services ie Fire, NHS etc #WeCops
@CoPRUllger
11 November 2020 21:49
@WeCops It’s is important to have an exit interview process which is completely independent from the police service. This will not only shed light to BAME matters, but others too. #wecops
@jem7069
11 November 2020 21:49
@soave1000 @WeCops Disadvantage is economic and isnt linked to race. I think it is equally important hence from next month the new national application will capture socio economic factors so we can see are we reaching into and supporting all communities #wecops
@Jas_2317
11 November 2020 21:49
@WeCops #wecops trust in communities is important, but until the internal piece is solved we can recruit, however the risk is they will exit within first 2 yrs we then go round in circles without potentially maybe fully grasping/understanding the actual cause ? ????
@ChiefSuptBCHCJ
11 November 2020 21:49
@ShamilaMajid @DCCPhilCain @WeCops @misssdjohnson I recently arranged a reverse mentor from a BAME background for myself and it has been very thought provoking. Got to have mutual trust and the person doing the reverse mentoring needs to not feel pressured in to it. #wecops
@Meatheadsnowman
11 November 2020 21:49
@gmhales @WeCops Have we asked these communities? Have we listened to their answers? Have we changed what needs to be changed? Three simple questions that would go a long way to sorting this #WeCops
@TheBigHon
11 November 2020 21:49
@Wiggett_IE @mark74brown @WeCops I only got an exit interview because I asked for one! (And I wasn't leacing for any negative reason!) #WeCops
@SunitaGamblin
11 November 2020 21:49
@WeCops Make greater use of staff networks and Oscar Kilo to support well-being of officers and staff. Identify and support high performers to progress through police forces and finally regular unconscious bias training for all the workforce #WeCops Q3
@Kerrinwilson999
11 November 2020 21:49
@WeCops Meaningful understanding of why not just lip service to a stilted exit interview. Culture at all levels needs to be open, welcoming & understanding of difference. #wecops
@kitmalthouse
11 November 2020 21:50
@WeCops A curious one. First thing is to understand why from them. But exit interview at point of departure won’t necessarily give a true picture. Everyone wants to close doors quietly so perhaps follow up 3/6/12 months after would get a more honest view. #wecops
@RobBudden
11 November 2020 21:50
@kimberleyVERU @BTPDMurray @WeCops Yes! #WeCops
@mrscookie26
11 November 2020 21:50
@AndreaBeedles @WeCops @NWPolice We are doing the same at TVP with our @TVP_PAET and I am confident this will help #wecops
@Gilly_D
11 November 2020 21:50
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@mussa_meman
11 November 2020 21:50
@dadwithahat1 @WeCops And gather the data, analyse and create action plans to make improvements. Those in charge of the plan should be held accountable. #wecops
@owaied_al
11 November 2020 21:50
@WeCops I believe BAME officers are more likely to be victims of hate crimes at work. If we properly record and investigate these in a robust and timely fashion, as well as implement bespoke welfare and support, this could mitigate a major reason to leave. #wecops
@DS_Besure
11 November 2020 21:50
@sggffgdfgdf @WeCops The senior officer holding the meeting was white & was so sorry for the way in which it was being done, clearly felt so awkward, & was moved by what I said. I’ve been talking freely to my team about these matters. Shouldn’t shy away from it - that only fosters ignorance. #wecops
@EmWilliamsOU
11 November 2020 21:50
#wecops whoops https://twitter.com/emwilliamscccu/status/1326641199160188928
@mark74brown
11 November 2020 21:50
@TheBigHon @WeCops Again spot on ?? one thing that can really effect people is not being listened to...perhaps that’s why some BAME officers leave in the first place and then when allowed to drift away that will leave a lasting affect...then passed on to others considering policing #wecops
@cks702
11 November 2020 21:50
@DCCPhilCain @WeCops Open dialogue is needed. If people feel uncomfortable then that's a good conversation to have. Inclusivity, departed leads/senior leaders be accessible and visible..get to know your staff and how they operate.. have regular forums. Keep up to date and keep them updated #wecops
@pc_lawrence
11 November 2020 21:50
Your Own Existing Diverse Workforce Are By Far Your Best Advertisement. If They Are Not Valued Then... #WeCops https://twitter.com/wecopscaroline/status/1326641693546962950
@MsOHara71
11 November 2020 21:50
@WeCops #wecops do we know if this extends to other PC? Goes back to my earlier point of where we focus the lense.. If we had good data on other leavers, we would know if something was working well (or not) elsewhere and this could help us progress.. #wecops
@gmhales
11 November 2020 21:50
Need to be specific where possible and not settle for using the broad BAME category, which conceals as much as it reveals. How does early career departure vary by ethnicity? What do exit surveys say about reasons? (You do them, right?) #wecops https://twitter.com/WeCops/status/1326640846322733056
@DannoReynolds
11 November 2020 21:51
I feel this again is an apt tweet from the #WeCops team chats... https://t.co/8rKUYEMofy
@Meatheadsnowman
11 November 2020 21:51
@dmcrime @DS_Besure @WeCops Both of these are too late. Go and speak to young people and ask them. Not just people who joined the job, that's too late. #WeCops
@Wiggett_IE
11 November 2020 21:51
@TheBigHon @mark74brown @WeCops Is there genuine interest in the feedback from exit interviews? Anyone? Anywhere? #wecops
@HelloRuthMoore
11 November 2020 21:51
Great minds @CILisaGore I have offered the ED&I team as independent in the process #wecops https://twitter.com/CILisaGore/status/1326643122617585664
@BTPDMurray
11 November 2020 21:51
@BTPDiversity @WeCops True inclusion is unleashed when we feel like we belong. ‘Institutionally Inclusive’ - a continuous, sustained effort towards helping diverse teams/communities feel engaged, empowered, accepted, and valued. It’s no use having diversity if individuals feel excluded #wecops
@coachfizz
11 November 2020 21:51
@WeCops Lots of answers on this thread focus on BAME colleagues, talking about mentoring schemes, buddy’s etc. All valuable but what we really need to do is to take a long hard look at the culture and the majority - can we work with them to make sure that no one feels excluded #wecops
@SupersWylie
11 November 2020 21:51
#wecops some great research is on going in relation to leavers by Dr Sarah Charman @SarahC2612 https://twitter.com/CILisaGore/status/1326643122617585664
@RobBudden
11 November 2020 21:51
@WeCops 'May sometimes leave...' Data data data #WeCops
@TVP_PAET
11 November 2020 21:51
@WeCops If we discuss progression with individuals then perhaps retention wouldn’t be an issue? #wecops
@Jas_2317
11 November 2020 21:51
@Kerrinwilson999 @WeCops #wecops ?? when there are too many layers, too much talk people do start seeing as the police paying lip service. We must look within and the layers and what they actually mean, if anything. I know someone that has left using those exact words ‘lip service ‘
@EmiliePhilpott
11 November 2020 21:51
@kitmalthouse @WeCops Having regular check ins and bringing individuals into the solution could be fantastic. A real “help us to help you” attitude rather than asking those who are already wanting to leave what we could have done better. #wecops
@BlueShi83510821
11 November 2020 21:51
@DCCPhilCain @WeCops Listen to staff and stop using the term BaME, celebrate staff individually, learn the cultures ensure that inclusion is present and diversity is visible and have honest conversations ???? #wecops
@mark74brown
11 November 2020 21:51
@DannoReynolds @SuptMarshall @SupersWylie @WeCops I like this reply ?? couldn’t sum it up better #wecops
@owaied_al
11 November 2020 21:51
@WeCops Given that the majority of BAME officers are at lower ranks, greater employee involvement and participation targeted toward these officers may add to a feeling of value and inclusion within the organisaiton. #wecops
@WYP_AnnaButton
11 November 2020 21:51
#wecops for me positive action is more than going into universities and schools which is a start, but it’s not enough #stillable https://twitter.com/wyp_annabutton/status/1326643182810107905
@CILisaGore
11 November 2020 21:51
@DCCPhilCain @WeCops Some excellent free resources online via LinkedIn on how to have difficult conversations in the workplace #wecops
@SuptChrisCasey
11 November 2020 21:51
@PCRotherham @MsOHara71 @BTPcareers @WeCops I’m thinking of extra support & mentoring in targeted programmes. Lots of it is available to all, but perhaps not in such a targeted approach. Engaging with to underrepresented communities and encouraging / supporting to apply. I’m not sure that’s unfair to the masses? #WeCops
@KatieMagnet
11 November 2020 21:52
RT @MsOHara71: @WeCops #wecops do we know if this extends to other PC? Goes back to my earlier point of where we focus the lense.. If we ha…
@mrjsingh1983
11 November 2020 21:52
@WeCops Useful to also look at other industries when it comes to talent spotting / attraction. #wecops
@LFrgsn
11 November 2020 21:52
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@BluelightInfo
11 November 2020 21:52
BAME Officers join and see lots of people ‘Not like us’ - vicious circle? #wecops https://twitter.com/wecops/status/1326640846322733056
@U8Juniors
11 November 2020 21:52
@WeCops Have a few more people of colour as Chief Officers who’ll be there to challenge significant policies/strategies which fall short. If there isn’t a fundamental change, you’ll be asking this question again in 30 years time. #wecops
@OxMisbah
11 November 2020 21:52
@WeCops Identifying problems early is key! Supervisors and middle management to be equipped with identifying and supporting with such issues. The early days are the hardest but with the right wisdom can be career changing #wecops
@Julie_Brierley1
11 November 2020 21:52
#wecops have I missed Q3?
@dadwithahat1
11 November 2020 21:52
@mussa_meman @WeCops That’s the point. Are we taking the data. Are we reviewing and collating or are we just collecting and storing. #Wecops
@WecopsCaroline
11 November 2020 21:52
@kitmalthouse @WeCops And how about making them ‘stay interviews?!’ What have we done wrong, how can we improve, what would it take for us to get you to work with us on this? #wecops
@KatieMagnet
11 November 2020 21:52
RT @DannoReynolds: I feel this again is an apt tweet from the #WeCops team chats... https://t.co/8rKUYEMofy
@bluesbreaker196
11 November 2020 21:52
@kitmalthouse @WeCops How about the gov't sets the example by showing a commitment to answering the concerns of minority communities? Windrush Grenfell lack of Tory Islamaphobic enq. Police are seen as an arm of the state - why would people join? #wecops
@RobBudden
11 November 2020 21:52
@DCCPhilCain @WeCops Explain the context and mission to wider force as we do with other operational challenges. #WeCops
@gmhales
11 November 2020 21:52
@kitmalthouse @WeCops Anonymised surveys might also assist, insulating the process from personal discomfort etc. #wecops
@MsOHara71
11 November 2020 21:52
@DCCPhilCain @WeCops Because we still feel its the fluffy stuff and it isn't.. In my opinion.. If we get our staff wrong, if we get the workplace wrong then the ripples are huge.. #wecops
@kerrimonaghan1
11 November 2020 21:52
@kitmalthouse @WeCops It really feels like mentioning, buddying and really good supervision. See problems and working to solve them before the person feels they have no choice but to leave #wecops
@Nita_Pankhania1
11 November 2020 21:52
@TheBigHon @WeCops This is so important and something that @TVP_PAET are doing, we have one to one exit interviews with all BAME individuals leaving the force, some interesting insights which we can work on to help with retention #WeCops
@TheBigHon
11 November 2020 21:52
Ask & Listen Ask & Listen Ask & Listen This seems to be the key to tonight's discussions... #WeCops https://twitter.com/Meatheadsnowman/status/1326643289668395008
@mrscookie26
11 November 2020 21:52
@SupersWylie @WeCops People often leave poor managers as opposed to organisations, we need to ensure we invest in leadership #wecops
@jem7069
11 November 2020 21:52
#wecops https://twitter.com/jem7069/status/1326643997293555712
@CoPRUllger
11 November 2020 21:53
@WeCops It is important to have an exit interview process which is completely independent from the police service. This will not only shed light to BAME matters, but others too. #wecops
@TheBigHon
11 November 2020 21:53
RT @Jas_2317: @WeCops #wecops trust in communities is important, but until the internal piece is solved we can recruit, however the risk is…
@BTPDMurray
11 November 2020 21:53
@fatwhitebloke @WeCops Retention interviews - if its an exit interview, we've already lost! #wecops
@DumasHayley
11 November 2020 21:53
@SupersWylie @WeCops When you have excellent senior leaders, yet the message get diluted through the ranks through lack of ‘understanding, relevance’ it can cause a brick wall #wecops
@TheBigHon
11 November 2020 21:53
RT @BTPDMurray: @fatwhitebloke @WeCops Retention interviews - if its an exit interview, we've already lost! #wecops
@mrscookie26
11 November 2020 21:53
@K_QureshiMPS @WeCops So important to get this right; perception vs reality #wecops
@CharCrossley_
11 November 2020 21:53
RT @WeCops: 1) How can we make the police service more attractive occupation to communities from under-represented groups?? #WeCops https:/…
@U8Juniors
11 November 2020 21:53
@SunitaGamblin @WeCops Staff networks are good if organisations fund positions to allow staff to focus on this work. #wecops
@iancritchley2
11 November 2020 21:53
#wecops first reverse mentoring session today with fantastic @MerseyPolice @MerPolBAME Sgt,yesterday had great conversation with @CCjwillo leading our DEI work,last month our organisation worked to celebrate #BHM , our investigation team newsletter BAME focus ‘walk in my shoes’. https://twitter.com/wecops/status/1326640846322733056
@CILisaGore
11 November 2020 21:53
@kitmalthouse @WeCops I like this idea- when things are not so 'raw' they may be more likely to tell us what reality was really like for them #wecops
@MichaelSouther7
11 November 2020 21:54
@WeCops #WeCops social media can promote the job for BAME recruits to join. On a practical level we are forced to recruit younger recruits because of the poor starting salary so that limits some from joining who have life experience. Flexible working could also help diversity recruitment
@kitmalthouse
11 November 2020 21:54
@WeCops In truth if anyone leaves the service and it comes as a surprise, I would regard that as management failure. Good leadership means knowing your troops inside out. #wecops
@gmhales
11 November 2020 21:54
Do forces leave the door open for (good) early leavers to change their minds and return without having to jump through all the hoops? 6 month cooling off period? #wecops https://twitter.com/WeCops/status/1326640846322733056
@mark74brown
11 November 2020 21:54
@Wiggett_IE @TheBigHon @WeCops Joined twice in various roles...left twice...I passed some tumble weed on the way out both times and that was it! So can we blame people when they leave for being so unhappy they never got asked why or would you reconsider because we don’t won’t you to go? #wecops
@SuptChrisCasey
11 November 2020 21:54
@kitmalthouse @WeCops We did exactly that at @btp - wrote to people months after leaving during a period of high turnover. Wasn’t diversity related issues. Certainly a good idea. #WeCops
@AnnaTho25534668
11 November 2020 21:54
@WeCops Does anything happen to our exit interview? Maybe don't refer to our ethnicity as "other" take the time to know who we are and maybe consider on IC6+1 we are NOT unknown. If you can't even see my ethnicity why should I work for the service?? #wecops
@ConstableXL
11 November 2020 21:54
@PurpleWisdom @WeCops @KamalaHarris @KarenGeddes18 @EssexBarrister But by those in communities you’d have been acknowledged for sure. Those are the people who count (and May never tell you how positive you were to them). #WeCops
@mussa_meman
11 November 2020 21:54
????????????this????????????. It’s a cultural shock for some. The realities of witnessing trauma, workloads, cancellation of RD etc is different to being told it’s a great job with fantastic opportunities #wecops https://twitter.com/k_qureshimps/status/1326642774582702080
@WYP_AnnaButton
11 November 2020 21:54
In our exit process we have now included early notification where we can try and pick up issues early and put things in place - doesn’t always work but it’s a start #wecops https://twitter.com/btpdmurray/status/1326644157176279042
@WYP_PCSO914
11 November 2020 21:54
@WYP_AnnaButton completely agree, It’s just a shame that progression can’t begin with police staff, a cohort of PCSO’s to PC’s would breed a whole new level of policing especially in the world of NPT #wecops
@jem7069
11 November 2020 21:54
Now also starting to track early years experience working with @Police_Now and their learning to see how we can intervene quicker #wecops more to do on reg 12 / 13 I agree @DCCPhilCain https://twitter.com/btpdmurray/status/1326644157176279042
@BluelightInfo
11 November 2020 21:54
Forget exit interviews - time for #ItchyFeet interviews - by time of exit interview it’s too late - I have more than several examples - one springs to mind - Muslim Officer not given place to pray in station - exit interview too late to fix the problem #wecops https://twitter.com/wecops/status/1326640846322733056
@SupersWylie
11 November 2020 21:55
I think one thing many people fail to realise or understand is the challenge that B.A.M.E. Officers often experience from their own communities when they are not at work. Imagine that as a challenge on top of an already tough day job, where you may lready feel isolated. #wecops https://twitter.com/OxMisbah/status/1326642874373591043
@fatwhitebloke
11 November 2020 21:55
@gmhales #WeCops I like it alot!
@kitmalthouse
11 November 2020 21:55
@BTPCasey @WeCops @BTP What was it? We’re there any themes? #wecops
@SuptClareSmith
11 November 2020 21:55
@WeCops By having effective mentoring/buddi programmes. If we recognise potential new recruits do not have established organisational links/networks already as this is often a barrier to joining then its naive to think they can build them quickly and provide much needed support #wecops
@SuptChrisCasey
11 November 2020 21:55
@WecopsCaroline @kitmalthouse @WeCops Perhaps when the resignation goes in, it triggers a review and engagement. Like you say, to see if people can be convinced to stay. #WeCops
@EmiliePhilpott
11 November 2020 21:55
@WeCops Are we being honest about the job? Are we trying to sell something which may be more challenging than we like to tell applicants? Are they joining expecting one career and experiencing another? #wecops
@PCRotherham
11 November 2020 21:55
@BTPCasey @MsOHara71 @BTPcareers @WeCops But sir, to me this is building a ladder over the barrier. Why do these "communities" need this support, what barrier as we lifting them over? Understand & address that and we rid the need for and hopefully retain more staff #WeCops
@Jas_2317
11 November 2020 21:55
@InspWelch @WeCops #wecops It’s not always about special schemes or programmes, but instead showcasing talented bame officers and have a plan in place to develop officers ensuring there is a breadth of experience in varied areas of policing
@MissSDonnelly
11 November 2020 21:55
@WeCops #wecops When you look at the experience we offer individuals compared to those from non under-represented groups we have to ensure we don’t ask them to ‘fill our gaps’ beyond the core role; unless ofcourse we are formalizing this organizational support and it helps them progress.
@ConstableXL
11 November 2020 21:55
@fatwhitebloke @WeCops Or just meet with your staff regularly and way before they want to leave! #WeCops
@RobBudden
11 November 2020 21:55
@BTPDMurray @WeCops @coachfizz Leadership and mindset - all roads lead to Rome #WeCops
@BTPDiversity
11 November 2020 21:55
@DCCPhilCain @WeCops @DCCPhilCain - we need to be careful. Do we mean "belong", i.e. conforming to expectations, adapting behaviour, holding elements of themselves, not being authentic in order to belong? Or belong BECAUSE their difference is truly valued and they can be their genuine selves? #wecops
@Giles__York
11 November 2020 21:55
@EmWilliamsCCCU @WecopsCaroline @kitmalthouse @WeCops #wecops Who does the interview to ensure they are taken seriously, who asks for the results, yes, act sooner. If we follow up 3, 6, 9 months later - make them invite back interviews.
@Meatheadsnowman
11 November 2020 21:55
@DS_Besure @dmcrime @WeCops Completely. Within, we should be looking at development into specialist roles and the barriers to promotion etc etc. We need to look at internal recruitment as well as external in my humble opinion #WeCops
@WYP_AnnaButton
11 November 2020 21:55
#wecops it should be across the board totally agree and I don’t want to be a police officer lol ?? https://twitter.com/wyp_pcso914/status/1326644597381074945
@TheBigHon
11 November 2020 21:55
@SupersWylie So how can we support them? #WeCops
@kimberleyVERU
11 November 2020 21:55
@WeCops Focus on retention and progression also. Your solution may be hidden in plain sight?? #WeCops
@Jamessenior209
11 November 2020 21:56
@TVP_PAET @WeCops This + support for officers victim of hate crime, especially repeatedly. I’ve heard from officers victim of what they call ‘minor’ racial public order from both their own community & others not dealt with effectively or at all. Criminally or from a welfare perspective #wecops
@WecopsCaroline
11 November 2020 21:56
@BTPCasey @kitmalthouse @WeCops Yep, I mean it shouldn’t have to get to that, of course, but we may as well prepare for what the reality is ????? #wecops
@DannoReynolds
11 November 2020 21:56
@coachfizz @WeCops Celebrate the individuality of the one, but ensure all feel supported within the living mass of the organisation. We are a people business. Run by people, leading people, to help people. Today at work, tomorrow off duty and a citizen. Aspirational but worth the try. #WeCops
@U8Juniors
11 November 2020 21:56
@WeCops Service leaders need to be held to account and need to demonstrate what they’ve done to support officers from under represented groups. #wecops
@westieross
11 November 2020 21:56
@kitmalthouse @WeCops The new degree/apprenticeship routes could be a good opportunity to consider such discussions at various points, learning from both existing police processes/support from supervisors and mentors alongside Higher Education tutorial and pastoral support to blend these? #WeCops
@DumasHayley
11 November 2020 21:56
@SunitaGamblin @WeCops Agree 100% staff networks, lived experience, feeling valued #wecops
@TheBigHon
11 November 2020 21:56
@scallys3 @WeCops Quite! #WeCops
@cks702
11 November 2020 21:56
@DCCPhilCain @WeCops Organisations need to show they value the workforce.. Certainly during this challenging time. If you think about what type legacy you want to leave in the organisation, that should energize you make a difference. We are all ambassadors and all have a duty to drive change #wecops
@fatwhitebloke
11 November 2020 21:56
@ConstableXL @WeCops #WeCops sometimes it is the supervision who are the reason!
@eastlondoncop
11 November 2020 21:56
@WYP_AnnaButton Wow, this is great. Be good to transfer this across forces as best practice and what works #wecops
@SuptChrisCasey
11 November 2020 21:56
@kitmalthouse @WeCops @BTP A lot related to a new roster pattern. Soon after, we overhauled it. #WeCops
@mrjsingh1983
11 November 2020 21:56
@WeCops Standardise best practice when it comes to progression and retention (what works). Quite a few forces leading the way and coming out with innovative ideas and then seeing the results. ?? #wecops
@MsOHara71
11 November 2020 21:56
@fatwhitebloke @WeCops And lgbt+ and those living with a disability and those with caring roles or those in need of a flexible work pattern.. #wecops we can't keep separate and isolate the same PC each time, it divides
@mussa_meman
11 November 2020 21:56
@BTPDiversity @DCCPhilCain @WeCops @LancsPolice Very fair point. It’s subjective and may mean different things to different people, depending on a number of factors. I’d like to see us get to a point where a person can bring their whole selves to work and be comfortable being themselves #wecops
@LeePageWMP
11 November 2020 21:56
@WeCops For me this all comes back to shifting our culture internally. We are still a long way off being a fully inclusive workplace. It starts with proper education (not NCALT) and awareness of DE&I amongst our own staff, which needs action from the top and serious investment. #wecops
@EmiliePhilpott
11 November 2020 21:56
@WeCops Talk to the managers and supervisors who have a great connection with their BAME members of staff, do they do anything differently than those who have officers leaving ? What can they teach others ? #wecops
@ConstableXL
11 November 2020 21:56
@WeCops Buddy scheme starting up in @metpoliceuk - Problems shares are problems halved. Problem is that people feel alienated when going through confusing experiences. #WeCops Q3
@KALPARKASH
11 November 2020 21:56
@BTPDiversity @WeCops Create a true sense of #Belonging. Do away with artificial fixes and superficial initiatives and ensure ALL officers buy in to the agenda and support their colleagues. #wecops
@SuptAliRoss
11 November 2020 21:56
@WeCops Reliable data to show how this compares to other groups leaving the organisation, reflection and learning through quality exit interviews but most importantly having difficult conversations on inclusion. We need to empower our staff to feel comfortable to talk about it #wecops
@Giles__York
11 November 2020 21:57
@kitmalthouse @WeCops #wecops Getting rejoiners through the door can be really hard, many policies mitigate against their return in time limits and "retraining" requirements locally set. Make 3, 6, 9 month invite back again meeting and make it easy
@InspWelch
11 November 2020 21:57
@WeCops I was reassured recently on a pedals mentor course to discover new recruits were to be offered a mentor. Such mentors had offered to mentor on the programme and this would suggest are passionate about developing Bame colleagues. This is positive surely? #wecops
@GorillaoJustice
11 November 2020 21:57
@kitmalthouse @WeCops There must be some data held on key themes? I’d make an educated guess the main reasons are; 1. Pay & Conditions. 2. Trauma 3. Ineffective line management. 4. Feeling that you’ve reached a cul de sac 5. External pressures, family, friends & media portrayal #wecops
@mark74brown
11 November 2020 21:57
@Jas_2317 @WeCops If people have very worked hard to get in and be a beacon for an under represented group within policing and then leave without the service almost without a trace...what does that say to the individual? #wecops
@ShamilaMajid
11 November 2020 21:57
@WeCops Also give yourselves a pat on the back (from an external perspective) you have great desire to bring change (sometimes more than others) yes there is a long way to go, equally policing has come a long way! ???? #wecops
@coachfizz
11 November 2020 21:57
@kitmalthouse @WeCops Yes, so much is down to the way we communicate with people - important that first line supervisors and others are really listening. It shouldn’t come to the point of exit before we give people the chance to talk #wecops
@jem7069
11 November 2020 21:58
@CoPRUllger @WeCops agree and something coming to report back March #wecops it was described to me as you need time to peel the onion skins back as the reason people say is often the tipping point not the issue , #wecops learning from this will share with networks and associations
@EmWilliamsOU
11 November 2020 21:58
@WecopsCaroline @kitmalthouse @WeCops What annoys me is we talk about reflective practice in the workforce but at a strategic level we don’t do it much. This issue tonight is a very good example of that #wecops
@kerrimonaghan1
11 November 2020 21:58
@BTPDiversity @WeCops #wecops yes, we definitely need to be clear about the bits that are not so fun!
@TAXIALLIANCELPO
11 November 2020 21:58
RT @iancritchley2: #wecops first reverse mentoring session today with fantastic @MerseyPolice @MerPolBAME Sgt,yesterday had great conversat…
@Jas_2317
11 November 2020 21:58