Diversity, Equality and Inclusion Annual Monitoring Report 2020 As your Chief I have a real passion to ensure The North East is already famous for its friendly, diversity, equality and inclusion are at the heart of welcoming culture and we are proud of the part we are everything we do, be this through our strong outward- playing to both maintain and enhance this position. We facing partnership work or through the commitment recognise, as a service, we play a major role in we give to and receive from our officers, staff and promoting equality and tackling discrimination – taking volunteers; doing so in such a way as to collectively go our responsibility for doing so extremely seriously. We about delivering a fully inclusive service to the fantastic know a fair, transparent and inclusive society benefits region we are so privileged to be such an integral part of. everyone, so for us it’s about ensuring every person across Northumbria feels safe, valued and included; allowing them to achieve their full potential.

“To deliver an outstanding police service; working Our with communities to prevent crime and disorder and protect vision the most vulnerable people from harm.”

At Northumbria Police people are our greatest asset We want to be a police service that breaks down barriers and by investing in diversity, equality and inclusion we and one that does so for and on behalf of others. That are investing in them; thereby allowing us to be in the is why we will continue to build equality of opportunity best position possible to strive towards our vision of into everything we do, both as a service provider and Working delivering outstanding policing services. an employer, actively demonstrating respect and fair treatment towards everyone, from vulnerable victims to I am incredibly proud of the importance our workforce confident colleagues. place on diversity, equality and inclusion and our new core values very much reflect this. They were designed We recognise the need to value difference and we have by our people to represent who we are and what we are much to be proud of in the progress we have made in about. Every day I see great examples of how we live recent years. Of course, there are existing challenges and breathe our values and this report will go some we must continue to fight, as well as new ones being way to highlighting this. presented by our ever-changing society and the ever- evolving world of policing and public service. Together We are a supportive and inclusive This report not only reflects what we have achieved but organisation. Full Stop. seeks to set the direction of where we want to go. It’s a statement of a long-term commitment to working with At Northumbria Police, we value, celebrate and embrace diversity, equality and others and champion equality for all. inclusion. For us, it goes far beyond a legislative requirement and is entirely about who we are and what we do. We signed up to the policing Disability Confident Our 6 Scheme and have achieved Increase of 11 places level 1 status - Disability as the 16th most Confident Committed. priorities for inclusive company 2020/21:

Improved partnership Our mean gender 2.13% of our police staff Protect the vulnerable working across the region pay gap is 11.2% an and police officer workforce with a shared vision to 01 improvement overall are of a BAME background. be launched in 2021. of 1.1% since 2017.

Effective Justice Since the allocation of Operation Uplift was Northumbria 02 confirmed in October 2019, Police top Northumbria Police have performing recruited 492 new police force nationally officers. Of these223 (45.3%) for 5 out of are female officers and36 the 7 public Prevent Crime and Disorder (7.3%) are officers from confidence 03 Black and Minority Ethnic measures. backgrounds.

Outstanding organisation Use of Body Worn Video when conducting Stop and Search 04 has increased by 37% in 2020 from 1,307 to 1,810.

Intelligent Policing 44.17% of our police staff and 05 police officer workforce are female. Of this, 33.3% are police officers. Engaged communities, 94% of people within our communities a trusted police force feel they are treated fairly regardless of 06 who they are – public insight survey reveals. “We will provide services to We continue to focus our activity through monitoring Stop and Search, Use of Force and Hate Crime. This is delivered our communities, which as part of our Police and Crime Plan, National Police Chiefs’ Council (NPCC) Toolkits for Communities, Organisation and embrace diversity, providing fair Partners, and Community Engagement Strategy. We have and responsive services to the worked with our communities and partners to increase our understanding about the issues that are important to them. communities we serve.”

At Northumbria Police people are our greatest asset, a workplace which embraces diversity is more likely to attract and retain talented people. By investing in diversity, equality “We will seek to have a and inclusion we are investing in them, to use their talent and passion to make a difference and progress a career within workforce that is representative Northumbria Police. We continue to strive to be representative of the communities’ we serve and we encourage people from of the communities we serve, all backgrounds to apply to join us. Having true difference in our provide an inclusive working police family, throughout all ranks and grades brings different perspectives and helps us better understand our communities. environment and ensure all Positively, the national uplift programme for police officer recruitment has provided an opportunity locally to create a staff have similar opportunities more diverse workforce through focussing our Positive Action programme on our most underrepresented groups thereby to develop their potential.” increasing Black, Asian and Minority Ethnic (BAME), Females and place based recruitment through targeted attraction and Meeting our support for candidates. We use a number of targeted approaches to understand the effectiveness of our service delivery. Examples include the “We will continually review use of our Safer Communities Survey which is a multi-agency approach to speaking directly to those in our communities our efforts through targeted to get their perceptions of the local neighbourhood, police intelligence gathering and visibility and awareness and Victim Satisfaction Surveys which objectives focusses on 4 keys areas; Domestic Abuse, Hate Crime, analysis to promote a culture Volume Crime and Anti-Social Behaviour. To compliment this, our Community Engagement and Neighbourhood of continuous improvements Teams are pivotal in creating strong relationships with local authority agency partnerships to obtain feedback and insight. to deliver better services Northumbria Police proactively uses these approaches to continually evaluate the service we deliver and inform to our communities.” organisational learning to make service led improvements to better meet the needs of our communities.

We have created successful partnerships across the region “We will ensure a coherent which are closely aligned to our Community vision of equality which sits Engagement Strategy, aimed at creating better outcomes for our residents. To further enhance this, work has begun within the wider business with key partners to promote a joint commitment and shared responsibility. As strategic partners in the North East we framework and is shared and understand the diversity and difference found within our vibrant region. We recognise that as a partnership we have owned by us, our leaders, a key role in terms of enhancing and promoting the huge benefits diversity, equality and inclusion play in ensuring the our workforce and partners.” region remains an inclusive place to live, work and visit. Engagement Our Diversity, Equality & Listening and Inclusion objectives. We have an Engagement Strategy that is built on the strong foundation of how we Northumbria Police serves a population of 1.5 million people and covers an area of more than 2,000 engage people both internally and externally to the organisation. Whether you work square miles in the North East of England, from the Scottish border down to County Durham and from for Northumbria Police or are a member of the public, the Engagement Strategy the Pennines across to the North East coast. Northumbria is one of the largest Forces’ in the country and is recognised as one of the top performing in the UK. Here’s how our workforce is divided up provides a clear purpose on what we mean by effective engagement and the impact within the various employment groups of Northumbria Police: we hope to achieve and demonstrate across a wider community. • 3,375 officers Our governance and consultation structure ensures a diverse • 1,773 police staff Inclusion Hub: approach to meeting our Public Sector Equality Duty (PSED) An Inclusion Hub has been created as a forum for support • 168 police community support officers (As of 01.12.2020) thereby allowing us to provide an outstanding service and associations and key stakeholders from all areas of business ensure we are consulting with groups covered by the Equality to have a collaborative space. Outputs from the Inclusion Northumbria Police are committed to promoting equality and removing any risk of unlawful Act 2010. The key groups we regularly work with include; Hub are fed directly into the Diversity, Equality and Inclusion discrimination. This is delivered through the commitment of our Equality Objectives. We have listened Board to inform organisational learning and further build to our communities, organisation and partners to inform and tailor the objectives to make it relevant to Police and Crime Commissioner: on the creation of a fully inclusive workplace. The publicly elected PCC is responsible for overseeing policing in Northumbria. The strategic themes are broken into 3 key areas and align to the progress we and holding to account the Chief Constable to ensure have already made. Community Engagement Teams (CET): an efficient and effective police service. Each Area Command have operational police officers and dedicated community engagement staff working within Ethics Advisory Board: a CET. The CETs work to support the existing NPTs in each Our organisation Our communities Our partners Ensures the National Code of Ethics is embedded sector, providing a representation of the community they throughout the organisation by providing a forum to discuss Transparency and scrutiny: Understanding our communities: Understanding the serve and a structure to carryout regular Joint Engagement We will become more reflective of the We will understand and continually ethical dilemmas. Membership of this group includes partnership landscape: Groups (JEGs). The CETs are vital in maintaining regular communities we serve, transparent in develop the community partnership We will strengthen our existing local people from across the workforce and independent contact with many key leaders and community groups, our approach and findings in order to landscape to share local insights and authority partnerships and develop new external members from a range of diverse backgrounds. with their expertise being significantly tested during the make this a great place to work and develop collaborative approaches partnerships within the third sector to Black Lives Matter (BLM) activity over summer of 2020 deliver an outstanding service. better to serve the communities in share insights to inform, identify and Strategic Independent and linked protest activity. The CETs report directly into which we live and police. support the vulnerable. the Communities Senior Management Team (SMT) structure Understanding our workforce: Advisory Group (SIAG): and provide regular support to tackle hate crime and drive We will increase confidence in reporting This group provides an external viewpoint from its Engagement: Joint service delivery: key messages with partners. During the recent challenges, of protected characteristics to better Through our deeper understanding We will work across the partner membership and offers constructive and critical appraisal all CETs have worked with partners to build on digital understand workforce needs. Our of communities we will target landscape to understand and develop on strategy, policies and services with a view to improving platforms, to better engage with hard to reach groups. progress will be more reflective and engagement using a range of channels. effective services that inform and public confidence. This is an ongoing objective and something requiring understanding of our workforce. Where we need to engage with local respond to local priorities. an innovative approach. communities we will support and Staff Association and Developing our workforce: participate in events and build Tackling disparity: We will create an inclusive environment We will understand and tackle the relationships with groups who do Trade Union (SATU): Joint Engagement Groups (JEG’s): underpinned by the values and disparity across the region by working SATU brings together Northumbria Police Federation, JEGs across the force provide the ability to engage, not normally engage with us. behaviours that run through the heart with our partners to find new ways to Northumbria Police Superintendent’s Association and update, challenge and strengthen our relationships with of the organisation, through shared address this together. Trade Unions which include UNISON and GMB. The all partners and stakeholders. The feedback from some Increasing confidence: learning, this will enable everyone to We will develop existing relationships group provides a forum for consultation and raising of the JEGs, such as the LGBT+, Youth and Business feel valued for being themselves to and continue to build new ones to workforce issues. groups informs community based policing and is currently develop their full potential. increase our understanding of the directly informing force approach under Operation Talla issues impacting our local communities, with bespoke JEGs and engagement events such as those Northumbria Police Support and improve our attraction of new conducted with student community. Associations and Champions: people to work with us. Through our support associations’, champions and skilled workforce we ensure that we have representation and insight across the organisation. This informs our business priorities, policy, process and the inclusive environment we want to On 30 January 2020 the World Health Organisation declared the outbreak of Covid-19 a “Public Health Emergency of International create within our workforce and the communities we serve. Concern”. A national operation to respond to lead the police response has been established called Operation Talla. COVID-19 Disability Confident Scheme As the year draws to a close it has been particularly challenging Northumbria Police is committed to encouraging diversity Our Organisation for organisations as a result of the global pandemic. The and inclusion amongst its workforce. The vision is that by organisation has swiftly adapted working practices to enable 2025 policing will be a profession with a more representative “We will seek to have a workforce that is representative of the communities colleagues to work from home where possible with business workforce that will align the right skills, powers and experience being conducted virtually. To support this, our policies and to meet the challenging requirements. Currently, Northumbria we serve, provide an inclusive working environment and ensure all staff, procedures have been reviewed to ensure a safe and inclusive Police is a member of the Inclusive Companies Network and agile working environment. Stringent risk assessments were listed for the third year running as a Top 50 Employer. Although officers and volunteers have similar opportunities to develop their potential.” introduced to ensure the safety of those within high risk groups, this recognition encompasses all protected characteristics, this included but not limited to those who are pregnant, BAME to broaden our reach to communities with other protected To be truly representative of our communities our approach to diversity, equality and inclusion is fundamental to achieve our vision, and over 70 years old. characteristics, in particular the disabled community, mission and strategy. Wellbeing, Leadership and inclusion are intrinsic to our organisational Culture and helps shape the way in Northumbria Police signed up to the Disability Confident which our services are designed and delivered. The below tables show our workforce demographics by gender and ethnicity. We have ensured our buildings remained COVID-19 secure for roles which are unable to work from home by distributing Scheme. The organisation currently holds level 1 and has been and replenishing PPE to officers, staff and volunteers on a daily working towards level 2, with a guaranteed interview scheme basis to keep staff, officers and volunteers safe and ensure we being implemented, designed to recruit, retain and develop Police Officers and Police Staff can continue to deliver operational policing and core business people with disabilities and long-term conditions. services during this time. This included ensuring we can Gender Ethnicity effectively engage and communicate with underrepresented groups for example deploying clear facemasks for use when Understanding our People Female % Male % BAME % communicating with people with hearing impairments, ensuring Our ‘Understanding our People’ project was developed reasonable adjustments are in place for those working from to increase rates of self-declared protected characteristics by Police Officers 1171 34.34% 2239 65.66% 90 2.64% home, and office environments are supportive for those with staff, officers and volunteers to create a greater understanding neurodiversity needs. of workforce representation. Police Staff 1272 59.97% 849 40.03% 28 1.32% A 7 day helpline service was introduced by our People Services By understanding more about our people and services, support Total 2443 44.17% 3088 55.83% 118 2.13% Department to provide advice, guidance and information to the can then be tailored to better meet the needs of the workforce, workforce and roll out a significant flu vaccination programme thereby creating a more inclusive organisation. This project whilst also increasing our Occupational Health provision to launches early in 2021. maximise support for our workforce. Specials and Staff Volunteers Developing our Workforce Gender Ethnicity Positive Action (PA) Our purpose and values provide the foundation for Northumbria Police strives to be representative of the the entire promotion process, so that we can actively Female % Male % BAME % communities we serve and we encourage people from all continue to embed our unwavering commitment to wellbeing, backgrounds to apply to join us. Having true difference in our inclusion and leadership in a way that will inevitably result Specials 33 26.40% 92 73.60% 4 3.2% police family brings different perspectives and help us better in ever-improving levels of support, professionalism and understand our communities. In doing so, we can innovate and enjoyment in the workplace. Following the recent promotion Staff Volunteers 23 26.74% 63 73.26% 1 0.76% respond to the needs of our ever changing society. boards, data is being analysed by protected characteristic Our PA Team, made up of police officers and staff, are on hand including gender identity, BAME, age and disability to Total 56 26.67% 154 73.33% 2 0.48% to offer assistance to prospective candidates and those already assess any disproportionate impact. This data will be used within our police family with protected characteristics. to inform the Gender Pay Report action plan, learning and development including career development activity and positive action initiatives. Cadets and Mini cadets Key highlights in the past 12 months include; Unconscious Bias training was identified as an organisational • Increase in BAME workforce representation by 40% wide training need in 2020 and resulted in the development Gender Ethnicity • Increase in female workforce representation by 10.9% of an eLearning training package with the external provider Female % Male % BAME % • Undertaking virtual PA recruitment focussing on BAME, SUB10. This training was rolled out across the workforce at female and location the end of December 2020. As of 29 January 2021, 77.8% Cadets 143 52.96% 127 47.04% - - of the organisation had completed the training. • Promotion Board workshops delivered to all This training is just the start of the conversation on unconscious support associations to encourage applications from No data No data No data No data No data No data bias and this will continue to be an area of focus. Mini Cadets underrepresented groups. available available available available available available To further support our workforce and communities to tackle • Developing a framework to facilitate an independent hate crime, internal training was developed and launched in Total 143 52.96% 127 47.04% - - review of anonymised vetting cases to identify any October 2020 to coincide with National Hate Crime Awareness disproportionality for BAME candidates and make week. This training consists of two parts; hate crime awareness, recommendations for improvements to mitigate and racial abuse and the impact on our people. Sadly, our staff, against this. officers and volunteers have been the victims of hate crime in • Piloting an approach with Newcastle College to the course of their duties too and we wanted our workforce tackle potential disproportionally through supporting police to fully understand the impact of hate crime and know how to officer applicants and internal candidates from under- support colleagues. As of 11 January 2021, 73% of the target represented groups who do not currently meet the GCSE audience have completed hate crime awareness training and Maths & English/Functional Skills level 2 requirement. 60% have completed the racial abuse training.

All figures quotes are based on our workforce data as at 17/12/2020. Support Associations Gender Pay Gap Northumbria Police has a number of support associations All public sector organisations employing 250 people or more and networks that play a significant role in helping the are required to report on their gender pay gap annually by organisation to shape, deliver and promote the efforts made 31st March each year. All data submitted represents a snap in relation to its equality objectives. They not only raise shot as of 31st March 2020. Having a gender pay gap is not awareness of the specific issues faced by underrepresented unlawful; however it is important that organisations become groups within the organisation but also seek to develop more focused on bridging the pay gap that exists. Analysis better relationships with our communities. Positively, this of trends between previous years has been completed to year, we relaunched our Womens’ Network, and launched demonstrate activity and progress. a newly created Disability and Carers Association and The mean gender pay gap for Northumbria Police is 11.2%. Faith Group. This compliments the range of Support The gap has decreased which is positive when comparing Associations established to date which include: LGBT+ to last year and those of previous. The median value has Support Association, Northumbria Police Ethnic and increased to 20.2%. Minority Association, and Christian Police Association. Overall the main reasons for a gender pay gap within the organisation are: Dyslexia Assessor Group (DAG) • The establishment continues to be made up of more Northumbria Police introduced a Dyslexia Assessor Group police officers than police staff. (DAG) with the aim of ensuring Dyslexia is identified and • There are more male officers than female, and the inverse supported in the workplace. To support this, a team of 12 is true for staff. This means there continues to be more DAG Workplace Assessors were trained and are qualified males earning a higher hourly rate, with more females to OCN Level 4 Workplace Assessor Award. The Assessors earning a lower hourly rate. are made up of police staff and officers from various roles • On average, police officers continue to earn a higher and ranks within the organisation that are available to hourly rate than police staff. support the workforce. DAG Assessors screen, assess and • It takes 6 years for a police constable to earn the highest recommend reasonable adjustments and do this through hourly rate of pay for their rank (assuming they stay at the following methods; rank, progress through each pay scale each year and • Initial screening. do not get promoted within the 6 years initial service). • Conducting a full assessment. The majority of officers are with at least 6 • Recommending reasonable adjustments. years’ service. • Raising awareness. • When the proportion of female officers increases, this • Providing emotional support. is positive in representation terms but in the short term, • Coping strategy training. it increases the number of females who earn below • Support with career progression. the average hourly rate for police officers. Therefore, Since the launch, demand for assessments is growing as the it increases the number of officers falling under the knowledge of the subject matter increases and reputation “middle” marker (i.e. they fall within the lower/lower of the Assessors positively increases. Due to this, the group middle quartiles) when lining up people from smallest is extending the number of trainers Assessors and will be to largest hourly rate of pay (without considering the available to the workforce early 2021. impact of staff recruitment, and overall leavers and starters). This contributes to the median pay gap increase, as the number of females in the lower half Trauma Risk Management (TRiM) of the workforce is increasing. TRiM is a peer led support programme designed to help • Female officers continue to be under-represented in many those who have experienced a traumatic event in the line of of the ranks above constable, when comparing to the their work to deal with it effectively. TRiM practitioners are overall proportion of female officers. Similarly, female staff colleagues who have undergone specific training allowing are under-represented in some senior staff roles. them to understand the effect that traumatic events have upon people. They are not counsellors or therapists, but • A police staff member has to be at the middle of a grade understand confidentiality and are able to listen and offer I (a grade I for at least a year) to earn the same as the practical advice and assistance. average officer. Only 8.9% of police staff are grade I or above, compared to the remaining 91.1% below a grade Northumbria Police is one of the first forces in the country I which means the majority of police staff earn below the to create a bespoke Trauma Lead position to support the average hourly rate of pay. psychological wellbeing of its workforce. • Furthermore, there are a higher proportion of female staff Our fantastic team of TRiM Practitioners is growing as overall but particularly in these posts below grade I, further the service continues to develop; we have recently trained increasing the pay gap. For context half of staff (49.9%) new practitioners from across the workforce including are graded A-C, where the average hourly rate of pay is a special constables. maximum of £10.69 an hour compared to the overall staff Our TRiM practitioners can refer police officers, staff average of £14.09 and the overall officer average and volunteers on for specialist trauma treatment. of £18.85 an hour.

For further information about our Gender Pay Gap please click here approach from Northumbria Police Community We closely track and monitor our use of stop and search Engagement Teams with the local authorities provided to understand how it is being used by our staff. We collect better support for GRT communities arriving in the data and body worn video footage which we share with Working with our Communities force area. external scrutiny panels to assess and receive feedback as to what we could do better or differently. We have number of “We will provide services, which embrace diversity, providing • Delivering online sessions with local women’s groups governance and scrutiny forums which look at the use of stop explaining COVID restrictions, talking about loneliness, and search and its impact. isolation, domestic violence abuse, sexual health, fair and responsive services to the communities we serve.” The statistics tell us that in 2020 we used stop and search on grooming, exploitation and Female Genital Mutilation 5,333* occasions, an increase of 15% on 2019 which totalled with Culture exchange. 4,646* when compared to the same time period, that being Positively, we have increased our engagement with faith • We partnered with The Jack and Josephine Project, a per respective calendar year January – December. 90% of Hate Crime communities in recent months, leading to a wider audience Northumbria Police continue to deliver the Hate Crime charity that provides training for people with learning searches conducted were on males and 10% on females. 27% engaging due to the use of digital platforms, for example, Workplace Champions Scheme which is fully supported disabilities, to deliver hate crime and domestic violence of searches resulted in a positive outcome and 88% of records Newcastle Council of Faiths, Muslim, Sikh and Hindu and the accreditation part-funded by the OPCC and the training. A DVD was produced titled ‘keep reporting were considered to have sufficient grounds recorded for communities. The pandemic has impacted many religious Home Office. Positively, this work is being shared nationally. to police’. search. Our recorded disparity rate for 2020 is 1.9 %. festivals and how they may have been celebrated and Throughout the COVID-19 pandemic we have continued We have a Disparity Working Group which considers why we worked with communities to ensure they felt safe and to engage and work alongside our wide and diverse • Autism Friendly Newcastle which is a forum for all ASD, disparity exists and this feeds into the Confidence and supported within their celebrations. communities ensuring any concerns or issues are addressed ADHD, SPD and Tourette’s Plus organisations, to come Standards Board chaired by Assistant Chief Constable around Hate Crime and tensions. This engagement together alongside mainstream private, public and (Communities), where actions are set to address issues and Our teams worked closely with partners in supporting continued in response to the Black Lives Matter movement statutory bodies to promote Newcastle being accessible aim to reduce the disparity rate. refugees and Asylum Seekers coming in to our communities. during 2020. The organisation played a significant part to all. We worked closely with them to provide information We work with the local authority and Home Office In addition, our CET’S run stop and search scrutiny panels during Hate Crime awareness week, which this year was on Hate Crime reporting channels. resettlement provider Mears and North East Migration with representatives from across communities. The aim is to held predominately online. Victims surveyed report that Partnership to support individuals who are new to the UK. give transparency regarding our use of stop and search, take 83% are fully satisfied with the response they received We have helped develop information packs providing feedback and advice as to how we could improve our use of and we are seeing improved levels of reporting reflecting essential information on services available locally, support this tactic and how we could do more to reassure the public increasing confidence of victims to come forward. Communities and Harm services, introduction to UK Law and Policing. We hosted that we aim to use it proportionately. discussions with the use of an interpreter to break barriers Reduction Team with individuals who have come to the UK through the In line with our commitment to understanding our communities and delivering a fair, legitimate service, we have Refugee and Asylum seeking process. This is both to created a Harm Reduction and Communities Team. This team Use of Force Community Engagement introduce the UK police service to people to dispel As with stop and search. how we use force while undertaking This year Community Engagement Teams have focused has been set up to deliver key activities including elements of fear, promote confidence and build trust and to talk duties is an area subject to significant scrutiny to make sure their work to engage with communities on the impacts on the ‘Our Communities’ work under our Diversity, Equality and about important legislative areas to educate and were getting it right. COVID-19. As the outbreak spread across the UK, some of increase awareness. Inclusion Toolkit. The focus is on understanding and engaging our most vulnerable communities risked becoming more with communities, as well as finding ways to increase We understand the impact of using force can have and we are isolated, losing the regular access to our teams who attend We have worked with schools to deliver hate crime confidence and trust in Northumbria Police through effective very keen to show transparency and give accountability to the a range of community events, meetings and other support workshops to pupils. This helps to support the Personal, communication and sharing of information. public in this area. sessions. Our teams quickly moved to online engagement Social and Health Education (PSHE) curriculum in promoting By engaging transparently and frequently and responding During 2020 there have been three areas of work undertaken with vulnerable communities. We have held Joint tolerance and understanding of difference and the to the public’s feedback and concerns, we aim to deliver to assess how we use force and where we can improve, Engagement Group (JEG) meetings to discuss challenges, consequences associated with incidents that are identified as responsive policing services that align with public expectation these are; tensions and to scrutinise enforcement with a cross section a hate crime. We also provided interventions in an attempt to of the Force. of the community including under represented or divert offending behaviour We’ve also created a Performance Team who are building 1. Recording compliance and data quality marginalised groups. We continued to work closely with by working with young people to educate around language a framework designed to make sure that we understand 2. Governance, internal scrutiny and analysis and; communities, partners and charities to disseminate key and attitudes that are prejudicial or discriminative. This work the nature and quality of the service we provide the public 3. External scrutiny and public engagement information to our communities to reduce the spread of aims to make communities more cohesive and inclusive. and that we use data effectively to track and measure the virus and to increase understanding of the restrictions. performance to identify what we are doing well and where This included translating videos and resources into other Other examples of community engagement work include; we need to improve. A ‘Use of Force’ internal scrutiny panel has been established languages to support communities. with each business area reviewing their data on a monthly • Working with youth workers and Local Authorities (LA) to Our aim is to provide transparency and accountability to the communities about what we do and how well we do it. When basis to the Force Confidence and Standards Board chaired To support this, we worked with the COVID-19 BAME increase engagement with young people during COVID by Assistant Chief Constable (Communities). External scrutiny network to create COVID champions and the teams and Black Lives Matter. . we don’t meet the standard expected, we will share what we have done to put it right and use this to build trust and panels have been set up to allow members of the community supported Romanian champions with our links to the to understand how and why force is used and recorded, Newcastle communities. Our teams received international • Working with partner agencies to identify vulnerable confidence. people and communities during the pandemic. An and to provide feedback and challenge to help us be praise from France, Germany and Romania. Different proportionate and fair in what we do. translations of videos have been created across languages example being, asylum seeker children missing out on education due to lack of Wi-Fi/data facilities for home Disparity is also considered as part of the internal governance and a COVID Romani page has been set up to keep the schooling. To support this, a grant application was Stop and Search mechanisms and activity to improve how we use force against community informed. Community COVID enforcement The use of stop and search by policing is a cause of debate submitted successfully which provided asylum seeker particular groups or individuals is captured and data used to scrutiny panels focused on faith and young people were and sometimes concern in many communities. We are families access to the internet. improve our training and use and ultimately improve trust established. This included working with our partners fortunate to enjoy high levels of public confidence but Streetwise, Newcastle South Council and Young People and confidence in our communities. • Working with Council & National Gypsy Roma recognise that this can be undermined when we are seen or forum, Youth Assembly and representatives from Traveller (GRT) community to build better relationships perceived to use our powers inappropriately especially against BAME communities to provide opportunities to ask police with the local GRT community as a result of national certain groups or individuals. We believe that when used in about COVID enforcement and scrutinise the data. concern following nil reporting of Hate Crime issues the right way, stop and search is an effective tool in preventing *Data captured per calendar year January – December for respective years 2019 and targeting of the community. A joint standardised and detecting crime and we continue to encourage our staff and 2020. The 2019 Joint Annual Equality Monitoring Report showed a total of to use it. 3,350 Stop and Search during the timeframe associated to April – November 2019. Data and insights Working with our Partners “We will continually review our efforts through targeted intelligence “We will ensure a coherent vision of equality which sits within the gathering and analysis to promote a culture of continuous improvements wider business framework and is shared and owned by us, our to deliver better services to our communities.” leaders, our workforce and partners.”

Our Safer Communities Survey Insights is a multi-agency According to the Crime Survey of England and , Continued effort has taken place to build upon the approach to speaking directly to those in our communities Northumbria Police continue to operate at high levels. foundations already established with our partners to Southwick Altogether Raising to get their perceptions of the local neighbourhood, police Northumbria Police placed in the top 4 forces nationally across strengthen addressing shared challenges and joined Aspirations (SARA) Project visibility and awareness. During the last 12 month period, all public confidence measures and was the top performing up solutions to the benefit of our diverse communities A ground-breaking new partnership has been established 2238 residents took part in this survey. A further 2500 people force for 5 out of the 7 confidence measures. across the region. This is supported by our Engagement to help rejuvenate Southwick and offer support to the took part in our crime and coronavirus public perceptions Strategy, NPCC toolkits and Police and Crime Plan, which communities who live there. Northumbria Police and surveys that went out online. is aimed at creating better outcomes for our residents. Sunderland City Council have joined forces with a range Using collaborative multi-agency approaches enables us of partners across Wearside to launch the SARA Project. Victim Satisfaction Surveys are also completed focussing on to better share data to create more innovative solutions. The project sees a number of key organisations and support 4 keys areas; domestic abuse, hate crime, volume crime and services all working together in a bid to boost those living anti-social behaviour. 4550 surveys were completed over and working in Southwick and help the most vulnerable the last year. people in the community.

Disparity The inception of SARA followed various multi-agency Benchmarking has been undertaken to identify whether discussions on how to breathe fresh life into the area, partners have data sets to identify disparity and adjust including working together to tackle a range of issues service delivery to address this. The Violence Reduction including crime and disorder, mental health and Unit (VRU) has completed an initial problem profile analysis Crime Survey of England and Wales unemployment. The project see’s police officers along of violent crime in the Force area, using multi-agency data with representatives from the local authority, social services, NorPol performs well nationally across all seven public We were the top performing force nationally for 5 out of the 7 to profile violent crime and identify areas where there is housing, education and health all based in one place to confidence measures in the Crime Survey of England and public confidence measures. Northumbria Police were the top evidence of disparity. Initial findings from Black Lives Matter provide effective and streamlined support to those who Wales. Northumbria Police placed in the top 4 forces performer across all seven public confidence measures when (BLM) protests suggest that Northumbria Police is perceived need it most. nationally across all public confidence measures in the Crime compared against the Most Similar Groups. comparatively positively, with our Community Engagement strategy focussing on long term investment, to monitor Survey of England and Wales (March 2020 data). Based at Austin House on Shakespeare Street, the team link and ensure police activity improves confidence of BAME in on a daily basis to support those who reside in Southwick, communities and reduces disparity. The current focus on from supporting victims of crime to providing education in police legitimacy reinforces the need to create a shared schools dissuading impressionable teenagers away from a data set in relation to disparity. possible life of crime. The team also provide specialist advice in signposting individuals struggling with mental health towards vital support, address neighbourhood issues such as fly-tipping and litter, and provide an all-in-one centre for Partnership Work residents to raise concerns and speak to each organisation. % % % % Work had begun with key partners to promote a joint Feel Northumbria Police Said Northumbria Police Said Northumbria Police Have confidence in commitment and shared responsibility, to understand the A dedicated community development officer works with 79understand issues that 90treat you with respect. 75treat everyone fairly. 83Northumbria Police. diversity and difference found within our vibrant region. As volunteer groups and other organisations in the area to affect the community. strategic partners in the North East we recognise that as a encourage members of the public to devise and drive partnership we have a key role in terms of enhancing and initiatives themselves on issues important to them. promoting the huge benefits diversity, equality and inclusion play in ensuring the region remains an inclusive place to live, work and visit.

Through closer working arrangements, improved community engagement and effective use of current, relevant information, we will strive to identify and safeguard % % % those most at risk of harm and understand and eliminate Said Northumbria Police Said Northumbria Police Said Northumbria Police deal any disparity in the joint services we deliver. This shared 68do a good or excellent job. 68can be relied on to be 75with community priorities. knowledge will assist in providing equal opportunities there when needed. for everyone and a service that meets the needs of all communities irrespective of their backgrounds. We are fully committed to making sure our region is a safe and inclusive place for everyone.

Position nationally