Divers i ty, Inc lus ion and

Human Rights Informat ion

2015/2016

00000

Published March 2016By the EDHR Hub of Excellence Fifth Edition

1. Foreword: Force Values 3

2. Introduction: The Equality Act, 2010 4-5

3. Demographics: 2011 Census Data 6

4. Community Involvement 7-8

5. Engaging with Protected Groups 9-11

6. Hate Crime 12-17

7. Our People 18-30

• Monitoring Employment Composition of the Workforce 18

• Monitoring Faith & Belief 18

• Reasonable Adjustments 18

• Working Hours & Leave 19-22

• Childcare Vouchers 22

• Specialist Roles 23

• Resolution Equality Data 24-28

• BME Recruitment 29-30

8. Tackling Crime 31-41

• Stop & Search 31-33

• Vulnerable victims 34

• Domestic Violence 34-35

• Forced Marriage / Honour Based Violence Data 36

• Female Genital Mutilation (FGM) 37

• Child Abuse 37-38

• Modern Day Slavery 39

• Hate Crime Data 39-40

• Community Impact Statements 41

9. Our Commitment: Satisfying the duties of the Equality Act 42-43

• Glossary 44

• Appendix – West Midlands Police Diversity Analysis 45-59

Contents2

My vision is to make sure everyone in WestMidlands Police is clear about how diversityand inclusion benefits our force vision ofpreventing crime, protecting the public andhelping those in need.

It is important because we police a diversecommunity which has one of the youngestpopulations in Europe.

I want West Midlands Police to be the bestpolice organisation in the world serving thepublic regardless of race, culture and socialstanding, while always displaying the traditional Peelian principles.

Our people are at the centre of our approach. It means trusting them to dothe right thing and caring for them while offering exceptional standard ofleadership.

It transforms our relationship with the public by offering the timeless handof friendship to those in need, even if they don’t know they need our help.I want the public to have a great experience when they contact us forassistance; one where a police officer or police staff member understandswhat excellent service delivery looks like and recognises how a person’sbackground and culture has shaped their expectations of the police.

Diversity has always been at the heart of work of West Midlands Police.

Dave ThompsonChief Constable

1. Foreword: Force Values3

I prevent crime• I work in partnership tocreate safer communities.

• I am creative and think ofnew approaches.

I offer friendship andservice• I care about the people Iserve.

• I am honest and I earnpeople’s trust.

• I show friendship by helpingthe public, partners andcolleagues – particularlythose who may not realisethey need our help.

Our operating principles:

• We trust our people to act with integrity and make good decisions.

• We listen to, involve and empower the public to create safercommunities.

• We prevent crime through early intervention and partnership.

• We respond effectively and at pace to crimes in our communities.

• We apply an evidence-based approach to problems and learning.

• Information drives our actions.

Our Values Our Vision West Midlands Police is made up of people like you: Preventing crime, protecting the public and helping those in need

I am courageous andfair• I stand up for the rightthings.

• I challenge unreasonableand discriminatorybehaviour.

• I make the rightdecisions, however toughthey are.

• I want to work in adiverse team.

I listen and learn• I accept and admit when I amwrong

• I learn lessons.• I let the public see how we workbecause I welcome openness.

I am proud of what I do• I am a strong performer andcolleagues can rely on me.

• I inspire others with my passionfor policing.

• I challenge and address poorservice.

• I deliver a service my familywould be proud of.

We will be introducing our new Diversityand Inclusion Strategy and Objectives thisyear which will run from 2016 to 2020. Ourkey achievements to date have beenencouraging. We are regularly achievingover 25% of our recruitment applicationsfrom BME people. Recent internal firearmsrecruits were also made up of 24% BME, adepartment with only 4 BME out of 153,less than 2%. In the short period since thelaunch of our mental health triage schemeit has seen the number of people detainedunder Section 136 of the Mental Health Actslashed by more than half in the first yearof operation. Improvement has beenmaintained in reducing vulnerabilitythrough Operation Sentinel, reducing Stopand Search disproportionality andincreasing the numbers of reported hatecrimes. WMP was this year also ranked 71in the Stonewall index, a rise of over 60places.

We are clearly excelling in many areas andare attracting interest from around theworld in terms of best practice. Howeverthere is still further progress to be made.The Chief Constable has highlighted aneed to continue to better reflect thecommunities we serve, to be better atprotecting vulnerable people and buildingmore trust. There will be a strong emphasison getting more from our own people,allowing them to be courageous, do theright thing and provide a service to ourcommunities that our own families wouldbe proud of.

The Equality Act 2010The Equality Act 2010 replaced previousanti-discriminatory laws with a single Act.The rationale for this was to simplify thelaw and make it easier for people tounderstand. Within the Act there is anEquality Duty which relates to public sectororganisations. This can be found in Section149 of the Act. This section helps tosupport public sector organisations toensure that they are effective and efficientin the service they deliver. Considerationmust be given as to how different peoplewill be affected by our activities, and inproviding a service which meets differentpeople needs.

Specific DutyThe Equality Duty is supported by SpecificDuties which came into force in September2011. The Specific Duty requires WestMidlands Police to publish relevant andproportionate information of theircompliance with the Equality Duty. Allinformation must be published so that it iseasy for people to access. This is thefourth year we have published Equality,Diversity and Human Rights data and wehave set our diversity and inclusionobjectives in line with the specific dutywhich can be found on the WMP website.

Information ThemesThe information has to show “due regard”to the need to:• Eliminate unlawful discrimination,harassment and victimisation and anyother conduct prohibited by the Act.

• Advance equality of opportunity betweenpeople who share a protectedcharacteristic and people who do notshare it.

• Foster good relations between peoplewho share a protected characteristic andpeople who do not share it. We describethese as the three aims of the EqualityDuty.

Due RegardDue regard means thinking about the threeaims of the Equality Duty as part of theprocess of policy development anddecision-making. This means thatconsideration of equality issues mustinfluence the decisions made. This cantake the form of how we act as anemployer; how we develop, evaluate andreview policy; how we design, deliver andevaluate services; and how we commissionand procure from others.

What are Protected Characteristics?There are nine protected characteristicsdefined for the benefit of the Equality Act

AgeWhere this is referred to, it refers to aperson belonging to a particular age (e.g.32 year olds) or range of ages (e.g. 18 – 30year olds).

2. Introduction4

DisabilityA person has a disability if s/he has aphysical or mental impairment which has asubstantial and long-term adverse effect onthat person's ability to carry out normal day-to-day activities.

Gender reassignmentThe process of transitioning from onegender to another.

Marriage and civil partnershipMarriage is defined as a 'union between aman and a woman'. Same-sex couples canhave their relationships legally recognisedas 'civil partnerships', civil partners must betreated the same as married couples on awide range of legal matters.

Pregnancy and maternityPregnancy is the condition of beingpregnant or expecting a baby. Maternityrefers to the period after the birth, and islinked to maternity leave in the employmentcontext. In the non-work context, protectionagainst maternity discrimination is for 26weeks after giving birth, and this includestreating a womanunfavourably because she is breastfeeding.

RaceRefers to the protected characteristic ofrace. It refers to a group of people defined bytheir race, colour, and nationality (includingcitizenship), ethnic or national origins.

Religion and beliefReligion has the meaning usually given to itbut belief includes religious andphilosophical beliefs including lack of belief(e.g. Atheism). Generally, a belief shouldaffect your life choices or the way you live forit to be included in the definition.

SexA man or a woman.

Sexual orientationWhether a person's sexual attraction istowards their own sex, the opposite sex orto both sexes.

Human RightsWMP embed learning and awareness of theirobligations regarding Human Rights in

everything we do. In addition to ensuringevery member of staff is trained in HumanRights WMP have over 300 Equality Impactassessors who ensure all policy, function andservice delivery is Human Rights compliant

West Midlands Police Diversity and InclusionHub of Excellence has developed a “diversityand inclusion Hub of Excellence” to supportand advise the Force on all diversity andinclusion issues, keeping the organisationup-to-date with any diversity and inclusionchanges that will affect our policies andpolicing style. The hub achieves the deliveryof diversity and inclusion through the co-ordination of the Staff Support Associations(SSAs), Diversity Champions and LocalPolicing Unit hubs of excellence.

WMP has also reviewed the relationship withthe SSAs to ensure a more consistentapproach to delivery across the organisation.The SSA members have personal andprofessional experience of the disadvantagesthat protected individuals and groups faceand can act as catalysts for improvementand change. The SSAs include Disability andCarers Network, Black and Asian PoliceAssociation (BAPA), LGBT Network, WestMidlands Association for Women in Policing(WMAWP), Faith and Belief Group,Association of Muslim Police (AMP),Christian Police Network and the SikhAssociation. Our Chaplains Network are alsopart of the Hub. Each Local Policing Unitand Department has a nominated DiversityChampion, who is either a Senior PoliceOfficer (Superintendent) or Senior PoliceStaff Manager. The role of the DiversityChampion is to support the implementationof WMP Diversity and Inclusion Strategy.

Finally WMP has built equality intoorganisational processes to ensure wedeliver a fair, transparent and cost effectiveservice to the communities we serve. Weensure there is visible and accountableleadership at all levels within the organisationto deliver the Diversity and InclusionStrategy. In order to fulfil the above, eachmember of WMP Command Team personallytakes responsibility for a protected groupand a Staff Support Association.

5

2. Introduction

Population ProfilesWest Midlands Police is the second largest police force in the country, covering an areaof 348 sq miles and serving a diverse population.

The region sits at the very heart of the country and covers the three major populationcentres of Birmingham, Coventry and Wolverhampton. It also includes the busy andthriving districts of Sandwell, Walsall, Solihull and Dudley.

We deal with more than 2,000 emergency calls for help every day, as well as patrollingthe streets and responding to incidents 24-hours-a-day, seven daysa week.

The region is rich in diversity in terms of ourcommunities with a variety of cultures and beliefs.According to the University of Birmingham IRISdepartment, Birmingham is now classified as a‘Superdiverse’ city comprising 187 differentnationalities/ethnicities. Each Local PolicingUnit is aware of the breakdown of theircommunities. This enables them to providethe best service to suit the needs of localpeople. The profiles provide informationabout the population of a chosen areaplus information about the demographicsof the areas in terms of:

• Age range• Ethnicity• Gender• Country of birth• Religion• General health• Employment status• Occupation• Qualifications• Travel to work• Breakdown of housing

Details of the 2011 national census can be found here:

http://www.ons.gov.uk/ons/release-calendar/index.html

3. Demographics: 2011 Census Data6

How we engage with ProtectedGroups

InternallyWMP promotes Staff SupportAssociations to help their members and tolink in with external organisations throughtheir knowledge and expertise of thatcommunity i.e.• Association of Women in Policing• Black and Asian Police Association• Chaplaincy• Christian Police Network• Disability & Carers Network• Faith & Belief Group• First Contact Advisors• LGBT Network• Muslim Police Association• Police Federation• Sikh Association• Unison (union)• Unite (union)

ExternallyKey Individual NetworkEach Local Policing Unit (LPU) has a KIN(Key Individual Network). These groups aremade up from the community, andrepresents the diversity of the area. Theindividuals usually have standing within thecommunity and can be called upon if asituation arises to provide expertknowledge of that community.

Strategic Key Individual NetworkThe Corporate Communicationsdepartment are responsible for the forceKIN. This group is predominantlycommunity leaders, who if the need arisescan circulate information within theircommunities and have animpact dependant on the situation. Thegroup is drawn from all walks of life andcovers the West Midlands metropolitanregion.

Independent Advisory Groups/ReferenceGroupsThe purpose of these advisory groups is toact as a critical friend who represents theneeds and concerns of their communities.In turn this can influence the Local PolicingUnit by providing independent advice andmaking recommendations in order toimprove effectiveness of local policing.

They will help:

• Increase trust and confidence in policingamongst different communities

• Consider, advise and monitor strategies,policies and practice within the LocalPolicing Unit in order to ensure a fair andequitable delivery of policing services toall communities

• Recommend ways in which WestMidlands Police can provide a non-discriminatory service

• Examine and analyse data provided bythe force performance indicators

The groups are all volunteers and representthe diversity within the area served.

4. Community Involvement7

Street WatchStreet Watch provides an opportunity forcivic minded individuals to empower theirlocal communities. West Midlands Policeare currently running Street Watch onvarious LPU’s.

Street Watch is a community led initiativebased upon regulated, civilian streetpatrols and whose members are citizenswith no police powers. Groups aremanaged by a volunteer coordinator whoprovides advice, guidance and support inconsultation with the local police.

Street Watch volunteers are expected tocontribute a minimum of two hours permonth. Members are provided with a shorttraining session followed by six weeklymeetings with a Neighbourhood Sergeant.

Members of the Neighbourhood Policingteam or a senior volunteer go out on thefirst patrol with new volunteers. The StreetWatch scheme has protocols in place andinsurance is provided by LloydsUnderwriters for any volunteers aged 18years or over.

Faith WatchVarious Local Policing Units are runningFaith Watch Schemes. They enablevolunteers from churches to receivetraining and engage with people on thestreets within the night time economy tolisten, care and help in practical ways.

Other Watch Schemes include:Neighbourhood Watch – Residentslooking out for each other and assisting inthe prevention of crime in theirneighbourhood.

Pub Watch – To support each other in anattempt to reduce the number of violentincidents in pubs and clubs.

Business Watch - To support each otherin the prevention of crime and anti-socialbehaviour.

Forecourt Watch - Petrol Stations - Toidentify crime reduction opportunities.

Project Griffin - Project Griffin is a policeinitiative to protect our cities andcommunities from the threat of terrorism. Itbrings together and coordinates theresources of the police, emergencyservices, local authorities, business andprivate sector security industry.

Youth EngagementLocal Policing Units provide various inputsto educational establishments and havePolice Community Support Officers (PCSO)link in with them. They also run a YouthScrutiny Panel.

4. Community Involvement8

West Midlands Police engages and haslinks with protected groups through StaffSupport Associations and ChaplaincyServices to seek consultation, support,awareness and development around policy,the working environment, day to daybusiness and service delivery to thecommunity it serves.

Staff Support Associations

WMAWP – West Midlands Associationfor Women in PolicingWMAWP raise awareness andunderstanding of all issues affectingwomen and develop external links locally,regionally and nationally in order toprogress opportunity both personally andprofessionally for women.

LGBT (lesbian, gay, bi sexual and trans)Network‘The LGBT Network works with externalpartners to improve and nurture relationsbetween the police service and LGB and Tpeople. They support employees of WestMidlands Police and are constantlyworking to ensure the workplace is acomfortable and safe environment, wherepeople can be themselves. The groupdelivers LGBT awareness training bothwithin WMP and externally, as well as hatecrime and third party reporting training topartner agencies and community groups.

The group welcomes everyone, regardlessof their sexual orientation or gender identityand has recently established ‘LGBT Allies’,a scheme that encourages heterosexualpeople to take a proactive role inencouraging equality and inclusion foreveryone.’www.thelgbtnetwork.org.uk

Disability and Carers NetworkDisability and Carers Network support allmembers of the police family who eithersuffer from a disability or are carers forpeople who do.

They facilitate and contribute todiscussions on issues of concern and raiseawareness and understanding of thosewith disabilities or who care for people whodo.

They are continuously developing anetwork of professional contacts andfacilitate information sharing arounddisability.

West Midlands Police Faith/Belief GroupThe Faith and Belief Group improve theworking life of colleagues and the policingof our communities from differentfaith/belief backgrounds.They are working towards increasingawareness about faith/belief issues whichis essential in the multicultural communitywe police and encourage contribution fromall faiths/beliefs/non-beliefs.

The Association of Muslim Police (AMP) The AMP aims to serve and add value tocore policing by raising awareness of thethreats and opportunities impacting on theforce, helping build links with vulnerablegroups in the community for partnershipsand positive change.

The key aims of the AMP are to providecritical analysis of processes and policieswithin the WMP especiallly aroundrecruitment, progressions, under-representation, misconduct and selectionprocesses. The AMP supports the force inpositive action initiatives and providesprofessional development support toMuslim staff in line with the force’sDiversity and Inclusion objectives andpromote equality of opportunity. AMPimproves the working environment forMuslim staff by raising awareness of Islamamongst colleagues and ensuring thatprovisions are available to those who wishto observe practices of their faith whilst atwork. AMP also develops community linksin order to promote good race relationsand improve trust & confidence especiallyamongst disaffected communities.

5. Engaging with Protected Groups9

Black and Asian Police Association(BAPA)The Black and Asian Police Associationaims to improve the working environmentof BME staff by protecting the rights ofthose employed within the police service,maintain equality and celebrate our culturethroughout WMP and the community.

BAPA work to support the forces values:• prevent crime• build friendship within the community• listen and learn• be courageous and fair• to build an organisation we are all proudto serve in

They assist the police service in thedevelopment of new and existing policyand bring together representation fromvoluntary organisations, local government,individuals and statutory bodies.

Christian Police NetworkChristian Police Network are a group ofChristian staff from within West MidlandsPolice who work with external partnerswhich enables them to share and worktogether in all areas of Christian life.

Sikh AssociationThe WMP Sikh Association,launched in 2013, has acommunity centric agenda,engaging in; charity fund raising,homeless feeds and creatingawareness around social issues.More recently it has begun toappropriately challenge andsupport Police leaders aroundinternal/external faith relatedemployee and communityissues.

Chaplaincy ServicesThe chaplaincy service offers a service thatis available to any individual or groupregardless of faith, religious tradition or nofaith at all.

The chaplaincy service is made up from ateam of advisors that come from a varietyof different religious backgrounds andbeliefs.

The staff support associations andchaplaincy services all work with a varietyof third party and voluntary organisations.

Further information from: Fiona Washington, Manager, Diversity and Inclusion Hub ofExcellence. Telephone: 07554117195 or 101

5. Engaging with Protected Groups10

5. Engaging with Protected Groups11

Equality of AccessWMP endeavour to ensure that theenvironment and services are accessible toall protected groups. In order to ensureequality of opportunity for those withdisabilities, disability consultants haveundertaken audits on all of our buildings.This has led to alterations being made tobuilding designs and services provided toenable people with disabilities to enter,manoeuvre and contact us without anybarriers.

Some of the adjustments WMP hasalready made are detailed below:

• Access ramps to buildings• Increased door widths• Text phones• Car park bays and facilities• Lift installation at Birmingham CrownCourt

• Induction loops for those with hearingimpairments

• Evacuation aids i.e. Evac chair• Installation and accessibility ofworkstations

For those with language barriers, WMP usean interpreter service to ensure thatindividuals and officers cancommunicate with each other effectively.The contracted company delivers thefollowing services:

• Face-to-face interpretation• Telephone interpreting• Translation (including Braille and easy read)

• British Sign Language, Sign Supported English, Note TakingFinger Spelling and Lip Speaking.

• Other non-defined language supportservices as and when they arise

Force ContactNew and improved contact methods forthe public with WMP, has included: • Emergency text messaging service• Internet foreign language guides• Social media accounts i.e. Twitter &Facebook

• Neighbourhood teams – local facebook and e-mail accounts.

Support GroupsTo help support its staff and members of itscommunity, WMP has frequent partnershipengagement with a number of localgovernment and voluntary organisations;for example: • Dementia Action Alliance• Access to Work• Action for Blind• Autism West Midlands• Queens Alexandra College• Dyslexia Action• Later Life Forum

Future’s programmeWMP, via its new transformation businesspartner Accenture and New Ways ofWorking (NWOW) programme are helpingshape the future of the organisation for itsstaff, communities and partners. This willinclude:• Improved technology and serviceproviders

• Enhanced working • Increased collaboration• Easier access to services for customersand partners

PocketCommsWMP also use a communication tool calledPocketComms, which is useful forindividuals with communication difficultiesin terms of language and disability. Itssecondary function is to act as an AideMemoir in terms of religious observanceand customs. Where it is evident that thereis a communication barrier, PocketCommscan be used in the first instance to providetimely intervention.

PocketComms can be used for:• Identifying a language• Communication for disabled people• Custody suites• Police station front desks• Evidence gathering

Hate Crime Reference GroupsWMP has developed reference groups torepresent each of the strands of hatecrime:

• Disability• Race• Sexual Orientation (Lesbian, Gay,Bisexual)

• Gender Identity (Transgender)• Religion (Faith or Belief)

The reference groups are made up oforganisations from across the region.These groups provide a wealth ofexperience which benefits the force, givingsupport and advice to victims and haveexpert links directly into the community.

Third Party Reporting Centres forHate CrimeWMP continues to audit all Third PartyReporting Centres in the area. These areregularly reviewed, updated, mapped andplaced on the internet for victims and staffto know where the TRPCs are based,identifying those that provide specialism inrespect of the different strands. Training isprovided to new centres and new staff atexisting locations, with marketing materialprovided to raise the profile of hate crime.Each new centre is asked to sign up to aset of joint commitments in partnershipwith West Midlands Police. Once thecentre has signed up to the commitmentthey are awarded a certificate whicheffectively kite marks that organisation. ATerms of Reference outlining theirresponsibilities in respect of the recordingand reporting of hate crime is signed byThird Party Reporting Centres. Hate Crime Training has been delivered toa wide variety of staff from across theForce Departments, including mandatorytraining for all supervisors, with theexpectations of it being cascaded to allstaff. There has been significant support inthis training from representatives from theDisability and Transgender communities.Consideration is being given as to howhate crime can be weaved into all trainingprovided by the force.

Community GroupsEach Local Policing Unit has links into andhas regular contact with differentcommunity groups. WMP staff regularlyattend local events and work in partnershipfor the benefit of the community andvictims of hate crime.

Other AgenciesWhere appropriate the police work withother agencies e.g. local council, housingassociations, NHS, etc. as part of forumsor adopting a problem solving approach.

Regular meetings are held with all 7 LocalAuthority Hate Crime Leads to ensure ajoined up force wide approach to dealingwith Hate Crime.

WMP have now established a MidlandsRegional Hate Crime Working Group withStaffordshire, Warwickshire, West Mercia,Leicester, Northants, Lincolnshire,Derbyshire, Nottinghamshire and BritishTransport Police. These meetings are alsorepresented by the East and WestMidlands CPS and the National Hate CrimeLead.

As the Chair for the Regional meeting,Chief Superintendent Johnson (WMP)represents those forces / CPS at theNational Meeting supporting thecommunication and information sharing atthe different levels.

Hate crime reportingThe number of Hate Crimes recorded byWest Midlands Police has increased from3,013 in 2014 to 3,513 in 2015. Thisincrease was anticipated as trust andconfidence builds and the ease of victims /witnesses being able to report hate crimethrough the ‘True Vision’ online recordingprocess and at the additional Third PartyReporting Centres.

Please Note. The England and Wales HateCrime figures will not be published untilaround February/March 2016 and so havenot been included in this publication.Please refer to the ‘True Vision’ website forlatest data:-http://www.report-it.org.uk/hate crimedata1

6. Hate Crime12

Extensive work is on-going in encouragingincreased Hate Crime reporting and ensuringthat it is all recorded accurately.

The Third Party Reporting process providesa supportive environment for victims and orwitnesses of hate crime, giving themalternative opportunities to report thosecrimes either by providing their own detailson contact, or anonymously by not divulgingpersonal contact details. All crimes reportedthrough the online True Vision site areautomatically forwarded to West MidlandsPolice.

In respect of the Third Party ReportingCentres the terms of reference places anexpectation that they will record the fulldetails of the victim and the crime reported.Should the victim not wish the police to beinformed then their personal details will notbe forwarded to West Midlands Police,however the specifics of the crime will bee.g. location, strand targeted, time, date andMO of the offender. This is in order toincrease WMPs understanding of HateCrime, whilst respecting the victim’s wishes.

The accreditation process organisationsundertake before they can be classified as areporting centre, promotes investment intime and resources in providing a highquality service. West Midlands Policeproactively encourages a qualitative ratherthan quantitative service ensuring highstandards are achieved and maintained.

Work is on-going with Partners, includingLocal Authorities to increase theirunderstanding of hate crime so that they canbest support victims and provide an optionof Third Party Reporting. This work withpartners can be shared through the TrueVision reporting site.

Data is published on the True Vision website– www.report-it.org.uk

The Hate Crime Governance structureenables WMP to improve the quality of theirinvestigations from the initial report throughto charge. Closer working with the East andWest Midlands Crown Prosecution Servicesand Regional Forces has seen the

development of a regionally agreed ServiceLevel Agreement.

There is regular scrutiny and management ofHate Crime cases at Regional and NationalLevel with consideration being given to thequality of evidence, number of successfulprosecutions / enhanced sentencing levelsand resolution outcomes. Since 2011 WMPhas seen an increase in the number ofpositive outcomes for hate crimes.

Strategic DevelopmentHate Crime is a strategic priority for WMP.This is led by Commanders through a Gold,Silver and Bronze structure to ensure that itis tackled effectively. There are performancemeasures to ensure public satisfaction.

The following are some of the means bywhich we have improved performance:

• Hate Crime Policy, now mainstreambusiness and has been reviewed for2016/17.

• Hate Crime Strategy – details the themesand aims for dealing with Hate Crime andhas been reviewed for 2016/17.

• A Guide to Dealing with and InvestigatingHate Crime: cultural and lifestyleconsiderations for officers and staff andhas been reviewed for 2016/17.

• The Service Level Agreement betweenRegional Police forces and CPS has beenreviewed for 2016/2017 and includesagreed definitions, a commitment toencouraging increased reporting and theearly identification of offences forenhanced sentencing to be applied. It hasbeen adopted as the basis for the EastMidlands Region SLA.

• Hate Crime Strategic Delivery Plan:available to LPU’s to help shape servicedelivery and has been reviewed for2016/17.

• Quarterly meetings with LPU Leads ensureconsistent working practices.

• Quarterly meetings with Local AuthorityHate Crime Leads in pursuit of partnershiparrangements.

• Quarterly meetings with representativesfrom the ten Midlands Regional forces andtwo Regional CPS

• Representation at the National Hate CrimeWorking Group meetings

6. Hate Crime13

West Midlands Police has responded to anumber of national hate crime reports, andhas accepted and responded to thefindings in a number of ways. The Living ina Different World report reviewed how thepolice and CPS deal with disability hatecrime. West Midlands Police are committedto recognising disability hate crime,responding appropriately to the needs ofthe victim and listening to their concerns.This has been progressed with theinvolvement of a representative from theDisability community in the training ofPolice officers and staff. Together with CPSa single definition has been agreed.

The Equality and Human RightsCommission (EHRC) “Hidden in PlainSight” report on disability harassmentinvestigated the causes of disabilityharassment and the actions of partners toprevent and eliminate it.

Training• Training has been delivered to all newand existing Emergency and Non-Emergency Contact Officers, and FrontOffice staff in respect of Hate Crime

• Training has been delivered byrepresentatives from the Disability andTransgender communities

• Work is on-going to introduce an input onhate crime to police officers and staff onall courses / training provided byLearning and Development

• All relevant Hate Crime documents havebeen updated and are accessible via theForce Intranet site and will be on the newexternal website, All LPU sites will belinked into the Force one to ensure thatall information is accurate, standardisedand up to date.

• The Internal Hate Crime Allegation Policyis also linked from the Hate Crime Page.

• The Guide to Dealing with andInvestigating Hate Crime which containspractical advice, relevant legislation andinvestigation requirements for dealingwith victims of hate crime from differentcommunities and strands. This isavailable and has been reviewed for

2016/17.• The details of the Third Party ReportingCentres have been reviewed, updatedand mapped are available to WestMidlands Police staff on the intranet andthe public via the internet.

Work continues to raise the awareness andunderstanding of Hate Crime within thepolice, partners and communities toencourage early reporting.

Mental HealthJanuary 2014, saw the launch of themental health triage scheme, initially as apilot project covering the Birmingham andSolihull areas of the West Midlands. Theinitiative saw police officers crewed withpsychiatric nurses and paramedics in adedicated response vehicle, responding tocalls involving people believed to beexperiencing mental ill health. The teamprovide on-the-spot assessments, often onthe street or in private property, with theprimary goal to ensure that theseindividuals with suspected mental healthissues are taken to safe health professionalfacilities rather than been held in policecustody which previously tended to be thecase. The success of the mental healthtriage scheme saw this extended in 2015to both the Coventry and Black Countryareas of the West Midlands, in a developedpartnership with each local NHS trust andClinical Commissioning Group.

In the short period since the running of thetriage scheme, it has seen the number ofpeople detained under Section 136 of theMental Health Act slashed by more thanhalf. In the first year of operation the streettriage scheme attended 1,871 incidents toconduct assessments, saw its Section 136detentions reduce from 686 to 333 andphysical health assessments at hospitalA&E departments reduce by 647.

Chief Inspector Russell, WMP mentalhealth lead reflected on the reasons for itssuccess, ‘in the past we have not workedalongside the ambulance service or mentalhealth providers and this has meant too

6. Hate Crime14

many people ending up in police custodyand essentially being criminalised for beingunwell. This has been highly successful,primarily because it means medical expertsrather than police officers are on hand tocarry out assessments on individuals at thescene.”

AutismIn November 2015, WMP was required toreport to the Health and Social CareOverview and Scrutiny Committee on thesubject of Adults with Autism and CriminalJustice Scrutiny to set out the efforts madeas to its autism strategy and delivery ofawareness training to its officers and staffin support of the autism community towhich it serves. Martin Keating – diversityand inclusion (disability), presented to thecommittee and reflected on the work andjourney taken by WMP in the past 18months in order to up-skill by their very roleand associated risks, front line officers,custody staff, and engagementdepartments i.e. Force Contact and PublicProtection, with an awareness of autismand so help support, remove and avoid anypotential barriers and negative/damagingsituations with members from the autismcommunity.

Some of these training packages haveconsisted of for example; an in-housetraining package, access to freeundertaking of NCFE level 2 – AutismAwareness, Education Authorityworkshops, working with a communitymember on the autistic spectrum, toregular engagement with Autism WestMidlands (AWM) including access to theirfree on-line training packages (Connect).The Scrutiny Panel concluded in itsfindings, that they were satisfied with theprogress made by WMP within the CriminalJustice Arena and its proactivedevelopment and journey taken inpromoting the awareness of autism andcontinued support to its communitymembers. WMP will continue attending theBirmingham Autism Board with relatedsupport to its board members and serviceproviders.

DementiaIn late 2014, WMP signed up to theNational Dementia Declaration Plan(available on-line) which set out some of itskey objectives in support of those personsliving with dementia, primarily as to theirsafeguarding and their healthscreening/removal from the custodyenvironment which used to be wronglyseen and used as a temporary place ofsafety.

The journey and progression continuedthroughout 2015 which has included:• Work and health screenings of the MentalHealth Triage Teams and their holisticpartnership methodology in support ofvulnerable dementia persons rather thana pure criminal justice approach.

• Membership to the Birmingham LocalDementia Action Alliance and work withCCGs, NHS, Council, local businessesand voluntary sector

• Safeguarding workshop delivery at theDementia Services Event (Villa Park) –November 2015

• Training of three WMP Dementia FriendsChampions and in-house trainingdelivered to Force Contact staff.

• Report and attendance to the Health andSocial Care Overview and ScrutinyCommittee.

WMP is passionate in supporting the workof the Birmingham DAA and to help createa dementia-friendly organisation andcommunity where an awareness andunderstanding of dementia is appreciated,and those persons living with dementia areunderstood, respected, supported, andconfident that they are involved and valuedin their contribution to community life.

6. Hate Crime15

Equalities ImplicationsThe Hate Crime Policy has been developedin line with equalities legislation,particularly with reference to the EqualityAct 2010 and has been reviewed for2016/17. The policy and supportingmaterial has been subject to an EqualityImpact Assessment, which has beenconsidered from the start of policy design.

National Hate Crime guidelines covers fivestrands – Disability, Race, Religion, GenderIdentity and Sexual Orientation. The fivestrands have been included in the policyand consulted on, however, the otherprotected characteristics have also beenconsidered in the impact ssessment.

Despite previous equalities legislation,West Midlands Police has alwayscompleted impact assessments for all theprotected characteristics; this position hasnot changed since the introduction of theEqualities Act in 2010.

In order to inform the design of the policyand to ensure no adverse impact WestMidlands Police has involved a range oforganisations and individuals bothinternally and externally providingincreased consultation and engagementacross the five strands of hate crime.

West Midlands Police StrategicDelivery Plan for Hate CrimeThe strategic objectives detailed in theForce Hate Crime Delivery Plan are:

Priorities:1. To work with Partners to ensure the early

identification of Hate Crimes andrecognition of vulnerability

2. Develop a better understanding of themotivation for Hate Crime in order toprovide the most effective service.

Aims:1. To encourage increased reporting2. Improve the level of service to Hate

Crime victims

3. Remove the barriers to reporting HateCrime.

4. Increase the number of offendersbrought to justice

5. To achieve improved Trust, Confidenceand Satisfaction

6. Develop Community Cohesion7. Delivery of a professional and impartial

service

The strategic delivery of hate crime isultimately the responsibility of the ChiefConstable. West Midlands Police HateCrime Strategy and Policy outlines the roleLPU Commanders and Department Headshave in ensuring that the entire businessprocess for the coordination andinvestigation of Hate Crime are affordedthe appropriate levels of priority.

A WMP Hate Crime Silver Commander(Chief Superintendent Chris Johnson)governs the Hate Crime Policy andStrategy and is supported by 1 BronzeCommander who has an overview of allhate crime and supports the SilverCommander and 5 Strand SPOCs, one foreach strand. In support of the strategyeach LPU has an appointed Hate CrimeLead (Detective Chief Inspector – CrimeManager) who will act as a single point ofcontact for hate crime issues.

Hate Crime data for 2015 can be found atpage 39.

6. Hate Crime16

6. Hate Crime17

GoldACC Foulkes

LPU/DeptLeadsDCI

LPUs, FCID, CJ,PPU and PPU

Race StrandSPOC

CI Harvi Khatkar

Religion StrandSPOC

Reverend JohnButcher -

Force Chaplain

SexualOrientationStrand SPOCPC Gary Stack

LGBChair

Gender Identity(Transgender)Strand SPOCDebbie Pritchett

EDHR

DisabilityStrand SPOCMartin Keating

EDHR

SilverCh Supt

Chris Johnson

BronzeDI Ainsley Cobbett

West Midlands Police - Hate Crime Board

Monitoring Employment Composition ofthe WorkforceAs part of the equality duties, WMP has toresponsibly monitor all aspects of therecruitment and development of theworkforce. WMP therefore monitors by allprotected characteristics the number ofpeople:• In post• Applying for employment, training andpromotion

• Receiving training• Benefiting or suffering a detriment as a resultof performance assessment procedures

• Involved in grievance / resolution procedures• Subject to disciplinary procedures• Ceasing employment• Salary increments (Widebanding)

Monitoring Faith and BeliefWMP monitors data regarding thereligion/belief of individuals through the OracleHR system and Staff Surveys. We collect thisdata so the Force can gain a meaningful pictureregarding the experiences of individuals fromdifferent faith/belief backgrounds.

Monitoring is a useful way of measuringchange and identifying issues that are moresalient to one faith/belief than another; we aimto encourage more individuals to disclose theirfaith/belief. This enables WMP to manage itsworkforce more effectively and improve itsprocesses to identify, tackle and preventdiscrimination against staff from particularfaith/belief backgrounds, which canundermine productivity and contributetowards costly and damaging employmenttribunals.

WMP supports four staff support associationsin terms of religion and belief which offeradditional support to the members andwhich additionally link in with externalgroups.

• Christian Police Network• Faith & Belief Group• Muslim Police Association• Sikh Association

Reasonable AdjustmentsWest Midlands Police takes everyreasonable step to recruit and retaindisabled employees, as the Force wants toharness the valuable skills and experience ofall, preferring to focus on “ability” rather than“disability”. We have a robust process andpolicy for putting reasonable adjustments inplace for individuals with disabilities that are assimple, cost effective and as timely as possible.The adjustments might cover the hoursworked, furniture, equipment, software orsupport in making changes to the work donedepending on individual needs. The processbegins, for those with complex or sudden andunexpected needs, with a case conference tohelp to identify the individual’s needs and howthey can best be helped.

Case conferences are set up in a timely mannerand will include the individual, and whereapplicable, Occupational Health, diversity andinclusion representative, Line Manager Advisor,and the individual’s Line Manager. Theindividual can also bring a personalrepresentative if required. Following the caseconference, a report is prepared to indicate theadjustments needed by the individual so theycan carry out their role effectively and with thesame equality of opportunity as theircolleagues.

In order to determine the exact reasonableadjustments that are required, the individualcan self refer to the government agency“Access to Work” part of jobcentre plus, thatprovides assistance where the health ordisability affects the way an individual can dotheir job. Once the level of support has beenconfirmed by means of an on-site assessment,West Midlands Police will, where deemedreasonable, endeavour to provide thesuggested support providing the necessaryequipment, software etc.

The amount spent on this support for 2015 wasjust under £80k. In addition, all staff withdisabilities must be assessed by a competentrisk assessor to determine any significanthazards to them or to others.

7. Our People18

Equipment already within the organisationis utilised where appropriate i.e. staffretirements/leaving the organisation, andre-distributed amongst other employeesmaking considerable savings for theorganisation and ultimately the tax payer.Two avenues of recouping monies fromreasonable adjustment equipment arefirstly through the Access to Workredemption scheme when ATW refund asmall proportion of the cost in certaincircumstances and secondly by means ofselling equipment used by staff/officersthat cannot be re-used.

If individuals require adjustments to helpthem to perform their role effectively, butdo not meet the definition of ‘disability’outlined in the Equality Act 2010, they mayapply for these adjustments as part of theirlocal Display, Screen, Equipment (DSE)review through their Line Manager.Standard equipment is available onapplication through the Shared ServicesDepartment. This process is detailed in acomprehensive Reasonable AdjustmentsPolicy. Further information and support canalso be obtained from the West MidlandsPolice Disability and Carers’ Network, astaff association for disabled and carercolleagues.

Working Hours and LeaveWest Midlands Police not only adheres toall statutory provisions regarding flexibleworking entitlements, it goes much furtherthan these to ensure that it canaccommodate, recruit and retain allmembers of staff and officers in recognitionof their inherent value to the service. Theyoffer a wide range of flexible workingoptions, which include:

Flexible Working HoursAll staff who are not employed on a shiftsystem are entitled to work within the remitof the flexible hours’ arrangement. Thisallows staff to work any hours between08:00-18:30 as long as they work the corehours of 10:00 -12:00 and 14:00-16:00.(option 1) This proves beneficial for staffwho have childcare or other caringcommitments or who wish to work certainhours to fit into their lifestyle. However,after a review the force identified the need

to broaden the flexi working hours and hasintroduced (option 2) to incorporate a 7amstart, this was introduced strictly foroperational needs. This allows staff towork any hours between 07:00-18:30, coretimes are 09:00-11:00 and 13:00-15:00 Italso allows staff to accrue up to 30 hoursin a 12 week period which they can take offas part or full flexi days.

New Ways of Working (NWOW)WMP are currently reviewing the way theywork as part of a large estates programmeof change. In future there will be moreoptions to work in an agile way supportedby better technology and accommodation.

Term Time WorkingAll staff with at least six months’ servicewho are the parents/carers of school-agedchildren are entitled to apply for term timeworking. This involves them taking theirannual leave plus additional unpaid leaveduring the school holidays. Their salary isthen pro-rated so they are paid at aslightly lower rate each month. Thisworking pattern has proved very popularamongst lone parents and parents whosepartners also work.

Reduced Hours WorkingThis is the most popular of flexible workingoptions on offer and it takes many forms.Many staff work reduced hours on aweekly basis, whereas others work muchmore unusual arrangements. Managementteams try to accommodate the needs ofstaff and be as innovative and creative aspossible when deciding on workingpatterns to best suit the needs ofindividuals and operational requirements.

Job ShareJob Share involves two people performingone specific full-time post. It may involvefor example, one member of staff workingMonday, Tuesday and Wednesdaymorning, while the other works Wednesdayafternoon, Thursday and Friday; or oneofficer/employee may work mornings andthe other afternoons. Both colleagues aretreated as part-time workers in the waythat their annual leave and pay are pro rata.This is also popular amongst officers whowork shifts.

7. Our People19

Compressed HoursCompressed hours involve a member ofstaff working four longer days so they cantake one day off a week. This particularlysuits carers or those who wish to spendmore time on a hobby or personal project.It can also help to reduce travelling costsas staff will only be making the trip to workfor four days instead of five. It is also ofbenefit to West Midlands Police as itprovides cover outside of normal workinghours for four days in the week which canbe particularly useful in a 24-7 serviceprovider.

Annualised HoursThis involves a member of staff beingcontracted to work a certain number ofhours per year, usually on project work.This working approach is particularly suitedto very experienced staff who are nearingretirement and wish to spend more time onthemselves, but who still have a great dealto offer West Midlands Police. It enablespeople to work flexibly while the forcebenefits from their continued expertise andcommitment.

Flexible Workplaces This initiative is becoming much morepopular within West Midlands Police. Onthe whole it involves staff being providedwith a laptop so they can work from homeor any other location.

Excessive HoursManagers should monitor on a regularbasis to ensure that people aren’t workingexcessively long hours and to address anystaffing/welfare issues as is necessary. Inaddition, West Midlands Police strives toavoid a long hours policy and managersare reminded regularly by their HRteams of the importance of this.

Career BreaksThe Career Break Policy allows staff totake unpaid leave of between one - fiveyears. Career breaks can be used for anypurpose, whether it is for child or eldercare, further study or travel. The onlyprohibition is for staff to engage in otherpaid work during their career break. Theymust attend work for two weeks per year to

keep in touch and maintain their skill level.For West Midlands Police it means that weretain the knowledge, skills and experienceof valued employees, who might otherwisebe lost to the organisation; whereas for thestaff, it gives them the opportunity tomaintain their career while also taking timeout to take care of other responsibilities orto enhance their development or pleasure.

Leave Arrangements for Cultural orReligious ReasonsWest Midlands Police endeavours toensure that all staff have the opportunity toobserve their own religious and culturalfestivals and practices. West MidlandsPolice makes every attempt to ensure thatwhere requested, staff can take annualleave during important festival periods, orcan modify their working hours duringcertain periods such as fasting duringRamadan. Under future Police Servicechanges staff will be able to choose whenthey take Bank Holidays.

Disability Related Absence and LeaveWhere absence or leave is related todisability this is appropriately recorded soindividuals are not disadvantaged.

Disability Related Absence This can be taken if an officer/employeewho is disabled needs to take a period ofsick leave due to the effects of theirdisability or needs to undergo treatmentrelating to their disability. This could be anoperation or admission to hospital orprolonged treatment that wouldincapacitate them from working.

For all staff with a disability relatedabsence, proof must be provided by theirown GP and/or backed up with a medicalassessment from the force OccupationalHealth Unit. This review will help ensurethat the individual is receiving support, andinclude: likely dates to return to work,confirmation if fit for duty, consideration ofspecialist equipment and reasonableadjustments at work and a recommendedrehabilitation plan etc.

7. Our People20

Disability Related LeaveThis can be taken by an officer/employeewho is disabled for the purpose ofattending a hospital appointment,rehabilitation or treatment which is relateddirectly to their disability.

Leave for Gender ReassignmentThis may be taken for any genderreassignment purpose. This will be treatedthe same as sickness or illness relatedabsence. This is appropriately recorded soindividuals are not disadvantaged andrecords are kept confidential.

Special LeaveTwo types of Special Leave are availablewithin West Midlands Police: paid andunpaid. Managers have the discretion togrant 10 days without pay in a variety ofsituations, but most of the Special Leavewhich is granted is paid. The Special LeavePolicy is undergoing consultation. Some ofthe changes will be to accommodateblood, platelets and bone marrow donors,gender reassignment and surrogacy.

Family LeaveFamily leave provides support for policeofficers and police staff in particulardomestic situations by enabling linemanagers to grant paid leave outside oftheir annual leave entitlement. Allapplications are subject to operationalrequirements, but should always be treatedsympathetically and not unreasonablyrefused. The scheme applies to all policeofficers and police staff regardless oflength of service.

Illness of a close relationThree - five days with pay is acceptable togrant in these circumstances.

Death of a close relation or in-lawThree - five days with pay will be approved,with additional paid leave in exceptionalcircumstances. Line managers shouldconsider this in the context of offering awider package to enable staff to take timeoff (to include for example annual leave,time owing, flexible working arrangements,home working etc). This additional leave isprincipally intended to assist those who are

responsible for making funeralarrangements, administering the estate ofthe deceased etc.

Funeral of a close relation or in-lawOne day with pay, or if the funeral takesplace at a distance of more than half aday’s journey from the place of work, up tothree days. Line managers shouldacknowledge and be aware of funeraryrites of diverse religions.

Personal presentation of a degree orinvestiture with honour or decoration ofthe employee or close relationNot more than one day with pay isrecommended.

Urgent private businessNot exceeding 10 days without pay in anyyear at the discretion of the Head ofDepartment, who must be satisfied that theapplicant will not be employed elsewhereduring the period of leave.

Birth of a child (where the employee isthe recognised partner or the carer ofthe person giving birth)Not exceeding five days’ paid leave aroundthe time of the birth. Unlike the paternityleave entitlements, this ensures that thosewho have less than 26 weeks’ servicebefore the 15th week before the ExpectedWeek of Confinement and who are thecarers/partners/biological fathers ofexpectant mothers can also taketime off to support them.

Maternity LeaveThe individual is entitled to MaternityLeave,Pay and will be allowed paid time offfor antenatal care: hospital, clinic, GPappointments, and routine check-ups. AMaternity/Family Conference is held yearlyto offer support and guidance.

Adoption LeavePaid time off is allowed for ‘pre-placement’meetings. Where a couple who areadopting jointly both work for WestMidlands Police only one of them can takeadoption leave. The other partner may beable to claim adoption support leave andpay.

7. Our People21

Adoption LeavePaid time off is allowed for ‘pre-placement’meetings. Where a couple who areadopting jointly both work for WestMidlands Police only one of them can takeadoption leave. The other partner may beable to claim adoption support leave andpay.

SurrogacyWomen wishing to be a surrogate motherwill have the same rights to maternity leaveand pay. Intended parents who wish to usea surrogate mother, although notconsidered as ‘Adoption’ the Force’sposition will, in the main, mirror theAdoption Leave Policy.

IVF Related LeaveLine managers will approve leave for IVFrelated treatment in accordance with thefollowing: GP/hospital appointmentsshould be attended outside of workinghours. However, where this is not possible,leave will be granted for IVF treatment withup to three treatments and a maximum of10 days paid leave each year.

Shared Parental Leave From April 2015, Shared Parental Leave willbe introduced, meaning that families willhave more choice about how they balancetheir work and caring commitments.Parents can choose whether to be at hometogether, or work at different times andshare the care of their child between thebaby’s birth and first birthday. Mums canend their Maternity Leave after 2 weeksand split up to 50 weeks of SharedParental Leave with the father/partner.

Cosmetic SurgeryLine managers will approve leave forcosmetic surgery where surgery isrecommended by a doctor/consultant formedical reasons. This will be treated likeany other pre-planned surgery.Appointments should be attended outsideof working hours, however, where this isnot possible, leave will be granted and theindividual will be required to make up thetime.

ReservistSpecial Leave provisions for weekend orannual camp – special leave may begranted up to six days or 50% of the time.

Gender ReassignmentAny officer or member of staff undergoinggender reassignment is entitled to specialleave for any gender reassignment relatedprocedure. This will be treated the same assickness or injury absence in line withStatutory requirements. In addition, this isrecorded appropriately to ensureconfidentiality.

ReservistSpecial Leave provisions for weekend orannual camp – special leave may begranted up to six days or 50% of the time.

Removal leaveAny member of police staff or police officerwho has satisfactorily completed sixmonths service may apply for removalleave, and a maximum of two consecutivedays paid leave can be granted. Thisentitlement should be granted on a pro ratabasis for those individuals working parttime.

Childcare VouchersWest Midlands Police in conjunction withComputershare Voucher Services operatesa system whereby part of your salary canbe exchanged for childcare vouchers.These vouchers provide some exemptionfrom National Insurance and Tax forworking parents of children up to 16 yearsof age and is tax free.

These enhanced entitlements are includedin the policy and is publicised on ourintranet system.

7. Our People22

Details of specialist officers i.e.those with specialist skills (DomesticAbuse Forced Marriage etc)The Public Protection Department providesa corporate capability and capacity to dealwith the risks and threats associated withthe protection of vulnerable people beyondthe scope of local policing and therebyensures a consistency in protection andservice delivery across West MidlandsPolice.

There are over 450 officers doing specialistroles. These officers are classed asspecialist officers by having specificknowledge and training attributed to childabuse, adult abuse, rape, domestic abuse,vulnerable adults, child individualmanagement reviews, domestic homicidereviews, and sex offender management.

Further to this a multi-agency teamprovides central HQ support to the Multi-Agency Public Protection Arrangements(MAPPA) ensuring a corporate approach andadherence to national standards.

7. Our People23

Capability Equalities Analysis

Performance and AttendancePolice Staff

During 2015, a total of 167 cases were referred to the Line Management Advice (LMA)team in relation to police staff performance and attendance. The following is abreakdown by category.

Of the total cases referred, 117 (70%) cases relate to female and 50 (30%) cases relate tomale. 25 (15%) cases account for police staff from a BME background.

Support may not have resulted in a formal process being implemented

Cases Referred and Progressed to a Formal ProcessOf the total cases referred, 45 cases progressed to a formal process as described below:

Attendance and performance

7. Our People24

Male Female

50 117

BME Non BME

25 142

Age Attendance Performance

16-17 1

18-20

21-25 6 4

26-30 13 7

31-35 10 3

36-40 13 4

41-45 12 8

46-50 20 6

51-55 24 4

56-60 17 6

61-65 5 2

Plus 66 2

Total 122 45

Gender

Stage of Process Male Female Grand Total

Informal 17 25 42

Formal 1 2 3

Grand Total 30 22 45

Capability Equalities Analysis

Performance and AttendancePolice Officer

During 2015, a total of 145 cases were referred to the Line Management Advice(LMA) team in relation to police officers’ performance and attendance. The followingis a breakdown by category.

Of the total cases referred, 61 (42%) cases relate to female and 84 (58%) casesrelate to male. 36 (25%) cases account for police officers from a BME background.

Support may not have resulted in a formal process being implemented

7. Our People25

Ethnicity

Stage of Process BME Non BME Grand Total

Informal 7 35 42

Formal 1 2 3

Grand Total 29 18 45

Age Range Informal Formal

16-17

21-25 2 1

26-30 8

31-35 3 2

36-40 4

41-45 4

46-50 9

51-55 3

56-60 5

61-65 3

Plus 66 1

Total 42 3

Male Female

84 61

BME Non BME

36 109

7. Our People26

Age Attendance Performance

16-17 0 0

18-20 0 0

21-25 1

26-30 5 3

31-35 15 7

36-40 23 7

41-45 28 4

46-50 33 7

51-55 5 3

56-60 0 1

61-65 3

Total 113 32

Gender

Stage of Process Male Female Grand Total

Informal 24 15 39

Formal 5 3 8

Grand Total 29 18 47

Ethnicity

Stage of Process BME Non BME Grand Total

Informal 1 38 39

Formal 2 6 8

Grand Total 3 44 47

Cases Referred and Progressed to Formal ProcessOf the total cases referred, 47 cases progressed to a formal process as described below:

Age Range Informal Formal

21-25

26-30 1 2

31-35 7 2

36-40 9 1

41-45 8 1

46-50 11 2

51-55 2

56-60

61-65 1

Total 39 8

Capability Equalities Analysis

Resolution – Police Officers / StaffDuring 2015, a total of 76 cases were referred to the Line Management Advice (LMA)team for resolution referral for both police officers and staff, with police officers equatingfor 52 (68%) of these cases and police staff 24 cases (32%)

Police Officers - Resolution DataYear ending 2015Out of the total cases referred for police officers, 22 (42%) relate to male, and 30 (58%)relate to female officers. Data as follows:-

7. Our People27

Age Resolution

16-17 0

18-20 0

21-25 1

26-30 1

31-35 13

36-40 15

41-45 18

46-50 15

51-55 9

56-60 3

61-65 1

Total 76

Gender

Post rank grade Male Female Grand Total

Constable 27 16 43

Sergeant 3 6 9

Inspector 0

Grand Total 30 22 52

Age Resolution

16-17 0

18-20 0

21-25

26-30

31-35 13

36-40 11

41-45 16

46-50 8

51-55 4

56-60

61-65

Total 52

Ethnic ProfileOf the total cases referred for police officers, 42 (81%) relate to officers from a non-BMEbackground and 9 (17%) cases to those officers from a BME background. Data asfollows:-

Police Staff – Resolution DataYear ending 2015Out of the total cases referred for police staff, 13 (54%) relate to female, and 11 (46%)relate to male staff. Data as follows:-

Ethnic ProfileOf the total cases referred for police staff, 18 (75%) relate to staff from a non-BMEbackground and 8 (25%) cases to those staff from a BME background. Data as follows:-

7. Our People28

Gender

Post rank grade BME Non BME Not stated Grand Total

Constable 6 35 1 43

Sergeant 3 6 9

Inspector 0 0

Grand Total 9 42 1 52

Male Female Grand Total

PCSO 0 2 2

Staff 11 11 22

Grand Total 11 13 34

Age Resolution

16-17

18-20

21-25 1

26-30 1

31-35

36-40 4

41-45 2

46-50 7

51-55 5

56-60 3

61-65 1

Plus 66

Total 24

Non BME BME Grand Total

PCSO 2 0 2

Staff 16 6 22

Grand Total 18 6 24

7. Our People29

External Complaints(Professional StandardsDepartment)The Professional Standards Departmentreceived 1,210 individual complaints frommembers of the public between 1stJanuary 2015 and 31st December 2015.Of these, a total number of 1,526complaints were finalised during thatperiod, which includes those extendednumbers received, (late in 2014).

BME Recruitment, Retention andDevelopmentWest Midlands Police are committed toproviding a policing service that isinclusive, offers equality of opportunityregardless of background and meets theneeds of all communities. Through theintroduction of a clear and accountablestrategy for BME Progression, we willstrive to eliminate barriers and provide anenvironment where our BME colleaguescan thrive. Working together as one wewill make a difference to our servicedelivery by mainstreaming ourorganisational values. Our leadership willbe visible and approachable in order totackle the issues that matter most; thedelivery of this strategy is critical to givingour workforce and communitiesconfidence in our ability to listen, learnand strive to improve to meet the needs ofthe diverse communities we serve.

DevelopmentWe are keen to learn from others andcontinuously improve our efforts. Weactively participate in national workshopsorganised by COP BME Progression 2018project and our work has been capturedas best practice for other forces. We havetaken a lead role in a national diversitypractitioner’s network called PAPAThe BME Recruitment & progressiondelivery plan sets out objectives toprovide focussed and targeted support toqualified BME officers through positiveaction for promotion processes. Thisincludes understanding competencyframeworks, elements of the promotionprocess, senior leader insights, mockpresentations & interviews. Theprogramme encourages officers to set uppromotion study groups giving each other

feedback and widening their perspectives.However, the programme has developedto go further than focusing on a promotionprocess because promotion opportunitiesare limited. The programme includes self-awareness, understanding your ownvalues, behaviours and works styles. Thishas the number one benefit of enablingofficers to be their best at work for thebenefit of local communities. There isfurther benefit of helping them tounderstand the behaviour of othersallowing them to have more effectiverelationships with team members andsubordinates. The value of having a strongnetwork of colleagues from across theorganisation cannot be under estimated.Officers support each other with problemsolving their workplace issues as well ashaving healthy debates about how toimprove service delivery. The overall effectis to build confidence in individuals whichin turn motivates them to apply for otheropportunities. The majority of regularattendees have gained acting/temporarypositions and have applied to specialistdepartments.

All recruitment and progression processesare reviewed to ensure that there is nobias. This includes statistical analysis aswell as scrutiny from key stakeholders.WMP has utilised community partners inPC recruitment. The BME Communityscrutiny panel continues to play asignificant role in giving feedback forrecruitment and progression initiatives.WMP have a dedicated mentoringprogramme for BME officers and staff. Thementoring pool has recently beenexpanded to include non BME seniorleaders for the benefit of BME officers andstaff. Mentoring allows individuals to getone to one support for development orprogression.

BME development is going to beembedded in the future People strategyand future succession planning tools andadditional support will be tailored whereappropriate through positive action.There is a renewed focus to improvediversity in specialist departments toutilise diversity in all aspects of servicedelivery. Positive action work has been

piloted with departments such as CTUsurveillance, and PSD. This learning isgoing to be used to expand the approachover the next year targeting 6 priority areas.

RecruitmentWe recognise the need to improve ourrecruitment of police officers from thediverse communities that we serve andhave strengthened our Positive Action toattract high-calibre recruits from across theWest Midlands. We have established aFacebook group with in excess of 6,000members of potential BME recruits andserving police officers to dispel the mythsabout policing. Backed up by awarenesssessions hosted in police buildings, theprogress we are making has led to theformation of the Positive ActionPractitioners Alliance (PAPA). This groupexists to support potential BME recruitsacross the UK and is already gainingtraction. Almost one-third of candidatesapplying to join West Midlands Police in2015 were from a BME background.We continue to open up our selectionprocesses to public scrutiny and involvemembers of diverse communities, called‘Community Partners’ to observe at theassessment centre and to sit on the finalinterview panels. We know there is more todo though and to make our selectionprocesses even more transparent all WMPstaff involved in recruitment and promotionselection are now assessed forunconscious bias.

During 2016 we will roll out our newpromotion selection processes which willhave an even stronger focus on the role ofpolice leadership in our diversecommunities.

7. Our People30

Stop & Search

The Stop and Search Policy was amendedin December 2014, to reflect theintroduction of the new West MidlandsPolice electronic Stop and Searchrecording system (eSearch) in April 2014,together with WMP’s entry into the nationalBest use of Stop and Search Scheme inAugust 2014.

Further, between November 2013 andMarch 2014, all Operational Police Officersreceived a full day of refresher trainingaround Stop and Search, to continue toensure Stop and Search Powers areapplied effectively and fairly.

LPU’s continue to work with their localIAG’s and Scrutiny Panels. These groupscritically appraise the local figures toensure that WMP Officers are applyingtheir powers proportionately. The Office ofthe Police and Crime Commissioner alsopresent a Stop and Search Commissionevery six months, where representativesfrom all ten local Scrutiny Panels meet anddiscuss current themes in relation to Stopand Search.

Explanation of powers to stop andsearchWMP understand the importance ofinforming the public of their rights, receiptsissued to members of the public who havebeen subject of a Stop and Search as partof the new electronic eSearch recordingprocess, also outline rights andentitlements in relation to Stop and Search.This improves community relations andensures transparency in use of powers.

Principles governing stop and searchpowers to stop and search must be usedfairly, responsibly, with respect for peoplebeing searched and without unlawfuldiscrimination.

The intrusion on the liberty of the personstopped or searched must be brief anddetention for the purposes of a searchmust take place at or near the location of

the stop.If these fundamental principles are notobserved the use of powers to stop andsearch may be drawn into question. Failureto use the powers in the proper mannerreduces their effectiveness. Stop andsearch can play an important role in thedetection and prevention of crime, andusing the powers fairly makes them moreeffective.

The primary purpose of stop and searchpowers are to enable officers to allay orconfirm suspicions about individualswithout exercising their power of arrest.Officers may be required to justify the useor authorisation of such powers, in relationboth to individual searches and the overallpattern of their activity in this regard, totheir supervisory officers or in court.Any misuse of the powers is likely to beharmful to policing and lead to mistrust ofthe police. Officers must also be able toexplain their actions to the member of thepublic searched. The misuse of thesepowers can lead to disciplinary action.

An officer must not search a person, evenwith his or her consent, where no power tosearch is applicable. Even where a personis prepared to submit to a searchvoluntarily, the person must not besearched unless the necessary legal powerexists, and the search must be inaccordance with the relevant power andthe provisions the “PACE” of Codes ofpractice.

The only exception, where an officer doesnot require a specific power, applies tosearches of persons entering sportsgrounds or other premises carried out withtheir consent given as a condition of entry.

8. Tackling Crime31

8. Tackling Crime32

32

Stop & Search 2014

Ethnicity

Drugs Going

equipped Stolen Items

Offensive Weapon

Firearm Other Grand Total

01 White 4399 2067 1888 722 85 15 9176

02 Black 1156 313 363 314 63 8 2217

03 Asian 2534 314 315 238 117 17 3535

04 Other 278 58 79 54 11 480

05 Not Recorded 211 40 66 35 8 1 361

Grand Total 8578 2792 2711 1363 284 41 15769

Stop & Search 2014

LPU

01 White

02 Black 03 Asian 04 Other 05 Not

Recorded Grand Total

BE LPU 757 248 866 46 42 1959

BN LPU 478 134 167 31 11 821

BS LPU 810 193 132 77 23 1235

BW LPU 814 611 806 87 65 2383

CV LPU 1061 168 195 35 42 1501

DY LPU 1226 99 182 40 18 1565

SH LPU 903 109 135 17 24 1188

SW LPU 766 179 351 54 48 1398

WS LPU 1626 204 459 59 55 2403

WV LPU 670 206 165 34 28 1103

Other Non LPU 65 66 77 0 5 213

Grand Total 9176 2217 3535 480 361 15769

Stop & Search 2014

LPU Total

BE LPU 1959

BN LPU 821

BS LPU 1235

BW LPU 2383

CV LPU 1501

DY LPU 1565

SH LPU 1188

SW LPU 1398

WS LPU 2403

WV LPU 1103

Other 213

Grand Total 15769

Count of Stop searches where the search date between 01/01/2014 and 31/12/2014*

8. Tackling Crime33

Stop and Search 2015

Ethnicity Drugs Stolen Items

Going Equipped

Offensive Weapon

Firearm Other Grand Total

01 WHITE 4568 2073 1695 911 91 4 9342

02 BLACK 1270 408 206 426 86 10 2406

03 ASIAN 2604 388 309 400 126 29 3856

04 OTHER 519 183 113 122 32 5 974

05 NOT RECORDED

379 116 51 58 15 12 631

Grand Total 9340 3168 2374 1917 350 60 17209

Stop and Search 2015

LPU 01

WHITE 02

BLACK 03 ASIAN

04 OTHER

05 NOT RECORDED

Grand Total

BE 1056 258 1106 102 102 2624

BN 856 165 260 78 32 1391

BS 842 192 143 107 59 1343

BW 744 859 834 178 106 2721

CV 1000 189 213 67 55 1524

DY 892 80 110 66 32 1180

SH 823 76 200 56 36 1191

SW 695 204 337 65 62 1363

WS 1615 176 463 119 79 2452

WV 819 207 190 136 68 1420

Grand Total

9342 2406 3856 974 631 17209

Stop and Search 2015

LPU Total

BE 2624

BN 1391

BS 1343

BW 2721

CV 1524

DY 1180

SH 1191

SW 1363

WS 2452

WV 1420

Grand Total 17209

Count of Stop searches where the search date between 01/01/2015 and 31/12/2015

Vulnerable victimsOperation Sentinel is a long-running force wide initiative aimed at enhancing the serviceprovided by West Midlands Police and its partners to vulnerable victims across the forcearea. Particular focus is being applied to Domestic Violence (DV), Child SexualExploitation (CSE), Honour Based Violence (HBV)/Forced Marriage (FM), Child Abuse(CA), Modern Day Slavery (MDS), Prostitution, RASSO and Female Genital Mutilation(FGM). It was launched in October 2014.

Domestic ViolenceReports of incidents and crimes which are domestic in nature should either be given acrime or Non-crime number.

Crimes and positive outcomesTotal crime with a domestic offence type marker has increased over the last few yearsdue to a combination of better recognition of it at the commencement, additionaldomestic violence campaigns and victims confidence to report.

In 2015 there were 18,990 crimes which were domestic related. Which was up 11% from17,080 in 2014.

The positive outcome rate for domestic crime in 2015 was 37.3%.

8. Tackling Crime34

Domestic Violence non-crimeDomestic Violence non-crime have been increasing over the last few years due to acombination of better recognition of it at the commencement, additional domesticviolence campaigns and victims confidence to report.In 2015 there were 32,819 non-crimes recorded, which was up almost 4% from 31,622 in2014.

Non-crimes do not have the same outcome clear-up mechanism as crimes so this cannotbe reported on.

8. Tackling Crime35

DV

Year

2014

Volume

Year

2015

Volume

Volume

%

change

Positive

Outcomes

2015

Positive

Outcome

rate 2015

Birmingham East (BE) 2268 2367 4.4 838 35.4%

Birmingham North (BN) 1113 1360 22.2 517 38.0%

Birmingham South (BS) 2114 2282 7.9 903 39.6%

Birmingham West and Central

(BW) 1866 1994 6.9 565 28.3%

Coventry (CV) 2090 2085 -0.2 658 31.6%

Dudley (DY) 1401 1592 13.6 647 40.6%

Sandwell (SW) 1748 2084 19.2 866 41.6%

Solihull (SH) 865 1051 21.5 336 32.0%

Walsall (WS) 1709 1940 13.5 843 43.5%

Wolverhampton (WV) 1901 2230 17.3 908 40.7%

FORCE 17075 18985 11.2 7081 37.3%

Other crimes which have a

F

T

3

Forced Marriage and Honour Based ViolenceForced Marriage is a Home Office recordable offence. Other crimes which have a ForcedMarriage element to them are identified using a special interest marker added to thecrime report.

There is no Home Office offence of Honour Based Violence, instead Crimes and Non-Crimes are given a special interest marker of HBV.

Government Agenda - Forced Marriage / Honour Based Violence (HBV)Forced marriage and honour based crimes are umbrella terms to encompass variousoffences already covered by existing legislation. Both are a violation of human rights andmay be a form of domestic and/or sexual violence. The UK is already a global leader onwork to tackle forced marriage.

Forced Marriage and Honour Based ViolenceForced Marriage is a Home Office recordable offence. Other crimes which have a ForcedMarriage element to them are identified using a special interest marker added to thecrime report.

There is no Home Office offence of Honour Based Violence, instead Crimes and Non-Crimes are given a special interest marker of HBV.

8. Tackling Crime36

Other crimes which have a

F

T

3

Year

2014

Year

2015

Positive

Outcomes

2015

Outcome

rate %

2015

Forced Marriage CRIMES3 5 7 0 0

Crimes with a FM marker 29 35 1 2.9%

Non-Crimes with a FM marker 75 81 n/a n/a

Crimes with an Honour Based Violence

marker 89 151 18 11.9%

Non-Crimes with an HBV marker 131 187 n/a n/a

Other crimes which have a

F

T

Between 01/04/2011 and

3

4

Year

2014

Year

2015

Positive

Outcomes

2015

Outcome

rate %

2015

Forced Marriage CRIMES4 5 7 0 0

Crimes with a FM marker 29 35 1 2.9%

Non-Crimes with a FM marker 75 81 n/a n/a

Crimes with an Honour Based Violence

marker 89 151 18 11.9%

Non-Crimes with an HBV marker 131 187 n/a n/a

Female Genital Mutilation Female Genital Mutilation is a Home Office recordable offence. There have been norecorded offences for the last 7 years.

Other crimes which have a possible FGM element to them are identified using a specialinterest marker added to the crime report. In 2015 there were 2 crimes and in 2014 therewas 1.

The FGM marker can also be added to a Non-crime. These are often referrals fromdoctors surgeries and hospitals where a mother may attend who has had FGM herselfand the referral is made for the possible safeguarding her children. In 2015 there were124 non-crimes with the FGM marker. In 2014 there were 101.

Child Abuse crimeChild Abuse is recorded for any crime which is given the offence type marker of CA. Crime has increased significantly. This is likely to be due to a number of reasonsincluding the establishment of the MASH referral service in Birmingham, Coventry andSandwell, which gives another reporting route for partners.

8. Tackling Crime37

In 2015 there were 2 crimes and in 2014 there

w

In 2015 there were 124

n

C

Child Abuse non-crimeChild Abuse non-crime has also increased over the last two years.

8. Tackling Crime38

Child Abuse Crime

Year

2014

Volume

Year

2015

Volume

Volume %

change

Positive

Outcom

es 2015

Positive

Outcome

rate 2015

Birmingham East (BE) 508 607 19.5% 139 22.9%

Birmingham North (BN) 221 284 28.5% 70 24.6%

Birmingham South (BS) 396 492 24.2% 102 20.7%

Birmingham West and Central

(BW) 368 524 42.4% 107 20.4%

Coventry (CV) 365 622 70.4% 135 21.7%

Dudley (DY) 379 485 28.0% 100 20.6%

Sandwell (SW) 461 564 22.3% 201 35.6%

Solihull (SH) 125 202 61.6% 38 18.8%

Walsall (WS) 371 435 17.3% 141 32.4%

Wolverhampton (WV) 395 493 24.8% 184 37.3%

FORCE 3590 4710 31.2% 1217 25.8%

8. Tackling Crime39

Modern Day SlaveryModern Day Slavery has been on the Government and Force agenda for the last twoyears through Operation Sentinel. As a result there has been a significant increase inrecorded crime in 2015 compared to 2014. In 2015, 67 offences were recorded; in 2014there were 12.

HATE CRIMETotal Hate crime as counted using total crime with the offence type marker of HA hasincreased over the last 3 years.

Since April 2014, the Force has been able to record the different ‘strands’ of hate crime.The following table shows the proportion of the different strands in total hate from in2015. The vast majority of hate crime is racially motivated.

8. Tackling Crime40

Hate crime 2014 2015

%

volume

change

Positive

outcomes

2015

Positive

outcome

rate

Birmingham East (BE) 400 493 23.3% 104 21.1%

Birmingham North (BN) 177 218 23.2% 74 33.9%

Birmingham South (BS) 306 387 26.5% 85 22.0%

Birmingham West and Central

(BW) 503 625 24.3% 191 30.6%

Coventry (CV) 368 374 1.6% 124 33.2%

Dudley (DY) 224 226 0.9% 60 26.5%

Sandwell (SW) 319 370 16.0% 101 27.3%

Solihull (SH) 164 162 -1.2% 55 34.0%

Walsall (WS) 265 350 32.1% 113 32.3%

Wolverhampton (WV) 287 308 7.3% 108 35.1%

FORCE 3013 3513 16.6% 1015 28.9%

6

Contr.%

Number of

Crimes

Racial 82.7 2899

Homophobic 9.9 347

Religious 4.3 150

Disability 2.3 80

Transgender 0.8 28

6

6 Racial, religious, homophobic, transgender and disability

Community Impact Statements

Community Impact Statements (CIS) arebeing introduced to give communities avoice at key decision points in the criminaljustice process – at point of charge, atpoint of sentence, and may also be of usein mediation, reparation and rehabilitationactivities undertaken with offenders postsentence. The intention of CIS is to give communitiesan opportunity to make sure significantissues and concerns around crime anddisorder that adversely affect them, areunderstood, considered and whennecessary, acted upon by the Police, bythe Crown Prosecution Service, by theProbation Service and by the Courts. Community Impact Statements areidentified by data collected through thenext steps neighbourhood model and byareas that Neighbourhood Inspectorsthrough consultation highlight specificareas of concern. Areas identified are LPUhotspots that suffer from low level crime,such as offences of Anti-social behaviour(ASB), Criminal Damage, Fly Tipping,Alcohol Related matters, General Disorderand Prostitution in the designated impactareas.

Crime and Disorder Partnerships(CDRP’s) and Community SafetyPartnerships (CSPs)

England and Wales have a key rolein identifying key local community safetypriorities and ensuring the right partnerscome together to tackle the issues that areof most concern to particularneighbourhoods.

The statutory responsible authoritiesare: • Police• Police Crime Commissioners• Fire and Rescue• Primary Care Trust• Local Authorities • Probation

CSPs carry out annual strategicassessments to identify local priorities andformulate a partnership plan to addressthose priorities including using resourcesflexibly to address the particular concernsof different neighbourhoods.Information and data shared by all theresponsible authorities, and critically, inputfrom local communities, provide essentialinput to the strategic assessment process.

There are 7 Crime and DisorderReduction Partnerships across the WestMidlands.

• Coventry Community Safety Partnership– 02476 832 580

• Birmingham Community SafetyPartnership – 0121 303 1368

• Wolverhampton Safety Partnership –01902 551 214

• Dudley Safe and Sound CommunitySafety Partnership

Community.safety@dudley.gov.uk

• Sandwell Partnership – General enquiries0845 358 2200

• Walsall Partnership Walsallpartnerships.org.uk

• Safer Solihull Partnership - 0121 7046644

Witness CareWitness care provides support andinformation to victims and witnesses ofcrime from the point of 1st hearing throughto the conclusion of the case. We tailorsupport to the individual needs of thevictim or witness by providing advice andarranging practical support. We endeavourto help victims and witnesses feelconfident and willing to attend court tosupport the prosecution process so thatmore offenders are brought to justice.

8. Tackling Crime41

5 Criminal Justice Act 1967

West Midlands Police has maintained anongoing commitment to eliminatingdiscrimination and harassment, advancingequality of opportunity and fostering goodrelations between people with all nineprotected characteristics for a number ofyears.

In order to meet our legal duties wepublished this document for the first time inJanuary 2012. Subsequently we alsopublished a new Equality Diversity andHuman Rights Strategy and set a numberof objectives in line with the SpecificDuties. This year we have launched a newDiversity and Inclusion Strategy andobjectives for the period 2016-2020. Wehave learnt from our experience of theprevious four years and made somechanges. Much of the work that we set outto deliver has either been achieved orassimilated into normal delivery. This doesnot mean that we are complacent aboutour priorities or how we are accountableand transparent going forward.

Performance PortalThe diversity and inclusion element of ourperformance measuring system waslaunched in December 2012. This allows usto monitor progress against our diversityand inclusion legal objectives. In duecourse this will be made availableexternally to our service users so that theywill be able to monitor our progress andsuccesses and feedback their commentsto us and hold us to account.

Equality Impact AssessmentsWe believe that EQIAs are an important toolto ensure that we evidence how we meetthe Public Sector Equality Duty across allour policy, function and services. Thisentails policy owners capturing all of theconsultation and research they haveundertaken in order to eliminatediscrimination and harassment, advanceequality of opportunity and foster goodrelations between those who share aprotected characteristic and those whodo not.

By December 2014 we had over 300trained people to undertake EQIAsthroughout the force. This ensures that wehave resilience on all Local Policing Unitsand in all central departments.

In terms of people and culture, weeliminate discrimination and harassment byensuring that diversity and inclusion is agolden thread running through all of ourlearning and development programmes.We advance equality of opportunity byengaging in monitoring of our recruitment,retention and progression data to identifyany difficulties faced by those withprotected characteristics in order toimplement robust actions to eradicatethem.

We foster good relations by supporting anumber of diversity staff supportassociations that champion the needs of avariety of protected groups. We ensure thatthey have a platform to assume the role ofa critical friend and influence the decisionmaking processes of West Midlands Police.

In terms of operational delivery we areworking towards eliminating discriminationand harassment by ensuring that officersare given access to a variety of protectedgroups in the community so they becomeacquainted with their specific needs andbuild up a network of key contacts to helpshape policy to meet the needs of thecommunities we serve.

In consultation with our communities, wehave developed a hate crime policy, whichis underpinned by an extensive toolkit tosupport our staff in ensuring that hatecrime is treated in an appropriate mannerfrom the outset right through theinvestigation process.

We have enhanced equality of opportunityfor those with learning disabilities andthose with English as a second languageby adopting a communication aid calledPocketComms, which enables officers tocommunicate with individuals via a seriesof pictures. This empowers them to providetheir own statement of events.

9. Our Commitment: Satisfying theDuties of the Equality Act

42

We have also enhanced equality ofopportunity by broadening thecommunication methods that can beemployed between West Midlands Policeand its service users. We now useFacebook, Twitter and YouTube tocommunicate messages to the public,which enable us to reach youngercommunities, who are generally moreconversant with technology. However, wealso use more traditional methods such asleaflets and the press, so we also reachthose communities that are less computerliterate, such as the elderly.

There are many ways in which service userscan contact us, for example to report anincident. As well as the traditional phone orpersonal contact, service users can nowcontact us via text messaging or email, whichprovides equality of opportunity for youngerpeople and those with a hearing or speechimpairment.

WMP foster good relations by facilitatingreference groups to offer feedback on ourservice provision consisting of individualsfrom all protected groups. This has resulted inus being able to police with confidence in theknowledge that we are doing so with theconsent of the communities we serve.

Finally we have also facilitated a network ofYouth4ems to give young people a voice inhow they are policed and also to providethem with meaningful diversions fromengaging in criminal or antisocial activity.Through these Youth4ems, WMP hassucceeded in fostering good relationsbetween people who do not share aprotected characteristic by encouragingyoung people to undertake tasks to improvethe lives of elderly neighbours, such ascleaning up the local area or volunteering atcoffee mornings to bring the generationstogether.

The aim of publishing relevant equalityinformation is to make West MidlandsPolice transparent about our decision makingprocesses and accountable to our serviceusers. It will give the public the informationthey need to hold us to account for ourperformance on equality.

This information will be published in a waywhich makes it easy for people to access itand it will show that we have due regard tothe three aims of the equality duty, whichare the need to:

• Eliminate unlawful discrimination,harassment and victimisation and any otherconduct prohibited by the Act

• Advance equality of opportunity betweenpeople who share a protected characteristicand people who do not share it

• Foster good relations between people whoshare a protected characteristic and peoplewho do not share it

The information we publish will show thatwe consciously thought about the threeaims of the Equality Duty as part of theprocess of decision-making.

We want our service users to feedback to uson what we publish and also makesuggestions of what further information couldbe included in this publication.

Under the Equality Act 2010 we must alsodevelop and publish equality objectives.These can be found on our external websiteand will run until 2020.

9. Our Commitment: Satisfying theDuties of the Equality Act

43

Published Information Glossary44

AMP Association of Muslim Police

ASB Anti Social Behaviour

ATW Access to Work

BAPA Black and Asian Police Association

BME Black, Minority, Ethnic

CDRP’s Crime and Disorder Reduction Partnerships

CIS Community Impact Statements

COP College of Policing

CPN Christian Police Network

CPS Crown Prosecution Service

CSP Community Safety Partnerships

DCN Disability and Carers Network

D&I Diversity and Inclusion

EHRC The Equality and Human Rights Commission

EIAs Equality Impact Assessments

EWC Estimated Week of Confinement

FBG Faith and Belief Group

HBV Honour Based Violence

IAG Independent Advisory Group

IRIS Institute of Research into Super Diversity

IVF In Vitro Fertilisation

KIN Key Individual Network

LGBT Lesbian, Gay, Bi Sexual and Transgender Network

LMA Line Manager Advisor

LPU Local Policing Unit

MAPPA Multi Agency Public Protection Arrangements

NPIA National Policing Improvement Agency

PACE The Police and Criminal Evidence Act 1984

PCC Police and Crime Commissioner

SLA Service Level Agreement

SSA’s Staff Support Associations

UPP Unsatisfactory Performance Procedure

WMAMP West Midlands Association of Muslim Police

WMAWP West Midlands Association for Women in Policing

WMP West Midlands Police

West Midlands PoliceDiversity Analysis

45

Contents

Summary 41

Diversity Breakdown of Force per Employee Type 43

Diversity Breakdown by Rank/Grade 48

Ethnicity & Gender by LPU/Department 53

Reference DefinitionsBME Black, Mixed & Ethnic MinoritiesLPUs Local Policing UnitsNo of Employees The number of employeesDeclared Those employees declared personal informationNot Declared Those employees that chose not to declare personal informationSenior Officers Police Officers that are within the rank of Chief Constable to SuperintendentsManagement Employees that are within pay grades of Chief Officers M Band and Band E's% The percentage of employees.

Click here for link to compare WMP data to the West Midlands census demographic data:http://www.ons.gov.uk/ons/release-calendar/index.html

West Midlands PoliceDiversity Analysis

46

Summary Information

1 - Currently West Midlands Police headcount is 11,795. The headcount has decreased by516 (4.19%) since December 2012. Of the 11,795 employees, 7378 (62.55%) are PoliceOfficers, 3319 (28.14%) are Police Staff, 657 (5.57%) are PCSO's and 441 (3.74%) areSpecial Constables. Since December 2012 Police Officers have decreased by 323 (4.02%),Police Staff by 73 (2.15%), PCSO's by 44 (6.27%) and Special Constables by 76 (14.70%).

2 -The Black Minority Ethnic (BME) population has decreased over the period by 0.04%from 9.84% in December 2012 to 9.80% at the end of December 2013. Police Officer BMEstrength is 623 which equates to 8.44% has decreased by 0.10% from 8.34% last year.Amongst the Forces's 10 Local Policing Units (LPU's) Birmingham West and Central LPUhas the largest % population of Officers from a BME background at 15.92%, this is anincrease of 0.02% from 15.90% in 2012.

3 -The female population of Police Officers currently stands at 31.05% showing an increaseof 0.25% from 30.80% in December 2012. Police Staff female population is 63.45% adecrease of 0.08% from December 2012 (63.53%). The PCSO female population currentlyis 49.62% and shows little change from December 2013 (49.60%).

4 - The largest population group of Police Officers falls into the age group of 31-40 whichaccounts for 42.67% of our Police Officers. This is an increase from December 2012 wherethe same age group represents 41.42% of Police Officers. Currently the average PoliceOfficer age is 39. Police Staff fall into the 41-50 age group which accounts for 31.06% ofPolice Staff, the same age group recorded the highest number of Police Staff in asDecember 2012 with 31.72%. The average Police Staff age currently stands at 43. Thelargest population group of PCSO's fall into the 31-40 age category accounting for 26.18%of PCSO's population, in comparison to December 2012 this has decreased by 0.07% from26.25%. The average age of a PCSO currently is 37.

5 -54.96% of the Workforce have declared their Religion/Belief, which has decreased by0.56% from 55.52% from December 2012. Sexual Orientation has been declared by52.56% of WMP Workforce, a decrease of 0.56% from 53.12% in December 2012.

6 - During the last twelve months January 2013 to December 2013, 402 individuals havetaken maternity leave which breaks down as 266 Police Officers, 101 Police staff and 35PCSO’s. There have been 260 colleagues taking paternity leave during this period. A further9 Police Officers, 2 Police Staff and 1 PCSO have taken Adoption leave during 2013.

7 - There are two Police Officers that have declared their Transgender identity.

West Midlands PoliceDiversity Analysis

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10

0.0

0%

10

0.0

0%

10

0.0

0%

Gra

nd

To

tal

% B

y E

mp

Ty

pe

Se

p-1

1

De

c-1

1

De

c-1

2

De

c-1

3

Mix

ed

No

t S

tate

d

An

y O

the

r

Ch

ine

se

TO

TA

L

De

c-1

4

Ge

nd

er

Em

p T

yp

e

Em

p T

yp

e

Se

p-1

0

Ap

r-11

Ap

r-1

0

Se

p-0

9

Em

p T

yp

e

Eth

nic

ity

De

c-1

5

Mo

nth

(a

ll e

mp

loy

ee

ty

pe

s)

Bla

ck

or

Bla

ck

Bri

tis

h

Gra

nd

To

tal

Wh

ite

or

Wh

ite

Bri

tis

h

As

ian

or

As

ian

Bri

tis

h

Eth

nic

ity (

De

c 2

01

5)

Eth

nic

Bre

ak

do

wn

of

Fo

rce

6.60%

1.89%

1.83%

0.06%

0.17%

0.41%

6.08%

1.75%

1.69%

0.15%

6.12%

1.84%

1.68%

0.12%

6.10%

1.88%

1.65%

0.07%

0.12%

0.49%

6.11%

1.91%

1.64%

0.14%

6.06%

1.89%

1.63%

0.13%

1.83%

1.55%

0.12%

5.75%

1.81%

1.52%

0.08%

0.12%

0.51%

5.75%

1.81%

1.52%

0.08%

0.12%

0.51%

0.06%

2.64%

6.08%

1.85%

1.68%

0.08%

0.12%

1.25%

0.07%

0.52%

0.00%

0.50%

0.07%

0.51%

5.80%

0.08%

0.48%

0%

1%

2%

3%

4%

5%

6%

7%

Asia

n o

r A

sia

n B

ritish

Bla

ck o

r B

lack B

ritish

Mix

ed

Ch

ine

se

An

y O

the

rN

ot

Sta

ted

Eth

nic

ity

De

c-1

5D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Se

p-1

0A

pr-

10

Se

p-0

9

West Midlands PoliceDiversity Analysis

48D

ivers

ity D

eta

ils

Head

lin

e D

ata

Bre

ak

do

wn

of

Fo

rce

by

Ge

nd

er

Po

lic

e O

ffic

ers

Po

lic

e S

taff

PC

SO

sS

pe

cia

l

Co

ns

tab

leD

ec

-15

De

c-1

4D

ec

-13

De

c-1

2D

ec

-11

Se

p-1

1A

pr-

11

Se

p-1

0A

pr-

10

Se

p-0

9

Ma

le6

8.5

5%

36

.51

%5

0.8

2%

80

.27

%5

8.6

4%

58

.54

%5

8.9

6%

59

.28

%5

9.4

8%

59

.57

%5

9.4

1%

59

.37

%5

9.4

3%

59

.43

%

Fe

ma

le3

1.4

5%

63

.49

%4

9.1

8%

19

.73

%4

1.3

6%

41

.46

%4

1.0

4%

40

.72

%4

0.5

2%

40

.43

%4

0.5

9%

40

.63

%4

0.5

7%

40

.57

%

Gra

nd

To

tal

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

Bre

ak

do

wn

of

Fo

rce

by

Em

p T

yp

e

Po

lic

e O

ffic

ers

Po

lic

e S

taff

PC

SO

sS

pe

cia

l

Co

ns

tab

leD

ec

-15

De

c-1

4D

ec

-13

De

c-1

2D

ec

-11

Se

p-1

1A

pr-

11

Se

p-1

0A

pr-

10

Se

p-0

9

No

of

Em

plo

ye

es

54

11

02

31

69

18

32

01

22

32

16

22

02

28

26

32

74

27

5

%0

.77

%3

.41

%0

.37

%1

.00

%1

.87

%1

.58

%1

.70

%1

.81

%1

.68

%1

.69

%1

.69

%1

.84

%1

.89

%1

.87

%

69

82

32

24

54

72

99

11

05

211

60

111

79

51

23

11

12

89

51

30

14

13

49

21

42

69

14

50

21

46

84

Bre

ak

do

wn

of

Fo

rce

by

Ag

e

Un

de

r 1

80

.01

%0

.01

%0

.01

%0

.01

%0

.01

%0

.05

%

18

- 2

00

.17

%0

.19

%0

.04

%0

.11

%0

.41

%0

.46

%0

.85

%1

.10

%1

.25

%1

.48

%

21

- 2

53

.19

%3

.47

%3

.65

%4

.84

%6

.65

%7

.15

%8

.06

%8

.56

%9

.21

%1

0.0

5%

26

- 3

09

.49

%11

.21

%1

3.0

0%

14

.81

%1

6.1

1%

16

.43

%1

6.7

2%

16

.41

%1

6.5

6%

16

.69

%

31

- 4

03

5.4

3%

35

.16

%3

5.2

8%

34

.38

%3

3.7

7%

33

.66

%3

2.8

3%

31

.30

%3

0.8

2%

30

.44

%

41

- 5

03

5.9

6%

35

.38

%3

4.6

6%

33

.42

%3

1.9

1%

31

.54

%3

0.2

9%

29

.34

%2

8.9

6%

28

.47

%

51

- 6

01

3.8

6%

12

.77

%11

.94

%11

.18

%1

0.0

3%

9.6

8%

9.8

8%

11

.18

%11

.07

%1

0.7

4%

61

- 6

51

.57

%1

.46

%1

.20

%1

.10

%0

.97

%0

.95

%1

.19

%1

.70

%1

.72

%1

.74

%

Ov

er

65

0.3

3%

0.3

5%

0.2

3%

0.1

6%

0.1

5%

0.1

2%

0.1

8%

0.4

1%

0.4

0%

0.3

3%

Gra

nd

To

tal

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

Se

p-1

0

Dis

ab

ilit

y

De

c-1

2D

ec

-13

De

c-1

4

Mo

nth

(a

ll e

mp

loy

ee

ty

pe

s)

Mo

nth

(a

ll e

mp

loy

ee

ty

pe

s)

De

c-1

5

Em

p T

yp

e

Se

p-1

1D

ec

-11

Ag

e G

rou

pA

pr-

11

Em

p T

yp

e

Gra

nd

To

tal

Mo

nth

(a

ll e

mp

loy

ee

ty

pe

s)

Ye

s

Ge

nd

er

Se

p-0

9A

pr-

10

Gen

der

Bre

akd

ow

n o

f F

orc

e

58.64%

58.54%

58.96%

59.28%

59.48%

59.57%

59.41%

59.37%

59.43%

59.43%

41.36%

41.46%

41.04%

40.72%

40.52%

40.43%

40.59%

40.63%

40.57%

40.57%

10%

30%

50%

70%

Dec-1

5D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep-1

1A

pr-

11

Sep-1

0A

pr-

10

Sep-0

9

Month

(all

em

plo

yee types)

Male

Fem

ale

Perc

en

tag

e o

f F

orc

e w

ith

a D

isab

ilit

y

1.8

7%

1.5

8%

1.7

0%

1.8

1%

1.6

8%

1.6

9%

1.6

9%

1.8

4%

1.8

9%

1.8

7%

1.0

0%

1.5

0%

2.0

0%

Dec-1

5D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep-1

1A

pr-

11

Sep-1

0A

pr-

10

Sep-0

9

Month

(all

em

plo

yee types)

West Midlands PoliceDiversity Analysis

49

Div

ers

ity D

eta

ils

Head

lin

e D

ata

Bre

ak

do

wn

of

Fo

rce

by

Ag

e

No

%N

o%

No

%N

o%

No

%

Un

de

r 1

80

.00

%

18

- 2

02

0.0

3%

14

0.4

3%

10

.18

%2

0.6

7%

19

0.1

7%

21

- 2

59

71

.39

%1

76

5.4

6%

27

4.9

4%

53

17

.73

%3

53

3.1

9%

26

- 3

05

66

8.1

1%

32

31

0.0

2%

95

17

.37

%6

52

1.7

4%

10

49

9.4

9%

31

- 4

02

93

24

1.9

9%

73

42

2.7

7%

17

03

1.0

8%

80

26

.76

%3

91

63

5.4

3%

41

- 5

02

83

24

0.5

6%

92

72

8.7

5%

14

62

6.6

9%

69

23

.08

%3

97

43

5.9

6%

51

- 6

05

42

7.7

6%

87

22

7.0

5%

99

18

.10

%1

96

.35

%1

53

21

3.8

6%

61

- 6

59

0.1

3%

14

74

.56

%8

1.4

6%

93

.01

%1

73

1.5

7%

Ov

er

65

20

.03

%3

10

.96

%1

0.1

8%

20

.67

%3

60

.33

%

Gra

nd

To

tal

69

82

10

0.0

0%

32

24

10

0.0

0%

54

71

00

.00

%2

99

10

0.0

0%

11

05

21

00

.00

%

Ag

e G

rou

pP

oli

ce

Sta

ffD

ec

-15

Sp

ec

ial

Co

ns

tab

leP

oli

ce

Off

ice

rsP

CS

Os

Mo

nth

(a

ll e

mp

s)

Em

p T

yp

e

Ag

e B

rea

kd

ow

n o

f F

orc

e

0.00%

0.01%

0.01%

0.01%

0.01%

0.01%

0.05%

0.17%

0.19%

0.04%

0.11%

0.41%

0.46%

0.85%

1.10%

1.25%

1.48%

3.19%

3.47%

3.65%

4.84%

6.65%

7.15%

8.06%

8.56%

9.21%

10.05%

9.49%

11.21%

13.00%

14.81%

16.11%

16.43%

16.72%

16.41%

16.56%

16.69%

35.43%

35.16%

35.28%

34.38%

33.77%

33.66%

32.83%

31.30%

30.82%

30.44%

35.96%

35.38%

34.66%

33.42%

31.91%

31.54%

30.29%

29.34%

28.96%

28.47%

13.86%

12.77%

11.94%

11.18%

10.03%

9.68%

9.88%

11.18%

11.07%

10.74%

1.57%

1.46%

1.20%

1.10%

0.97%

0.95%

1.19%

1.70%

1.72%

1.74%

0.33%

0.35%

0.23%

0.16%

0.15%

0.12%

0.18%

0.41%

0.40%

0.33%

0%

5%

10%

15%

20%

25%

30%

35%

40%

Dec-1

5D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep-1

1A

pr-

11

Sep-1

0A

pr-

10

Sep-0

9

Mo

nth

Under

18

18 -

20

21 -

25

26 -

30

31 -

40

41 -

50

51 -

60

61 -

65

Over

65

West Midlands PoliceDiversity Analysis

50D

ivers

ity D

eta

ils

Head

lin

e D

ata

Bre

akd

ow

n o

f F

orc

e b

y R

elig

ion

Po

lice O

ffic

ers

Po

lice S

taff

PC

SO

sS

pecia

l

Co

nsta

ble

Dec-1

5D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Sep

-10

Ap

r-10

Sep

-09

Bah

a'i

01

12

22

2

Bu

dd

his

t24

41

29

0.2

6%

29

30

35

37

39

40

40

38

41

42

Ch

risti

an

2587

1045

154

30

3816

34.5

3%

3816

4064

4185

4429

4676

4731

4920

5369

5507

5667

Hin

du

28

29

13

61

0.5

5%

61

62

60

67

70

73

77

81

85

85

Jain

13

215

0.1

4%

15

18

20

22

24

24

25

29

30

31

Jew

ish

88

0.0

7%

89

10

11

12

12

13

15

16

21

Mu

slim

85

30

12

4131

1.1

9%

131

134

128

132

142

141

145

148

148

153

No

Relig

ion

976

327

67

15

1385

12.5

3%

1385

1467

1475

1547

1642

1647

1679

1747

1776

1821

No

t S

tate

d2174

1435

270

232

4111

37.2

0%

4111

4229

4240

4345

4455

4496

4680

4812

4819

4732

Oth

er

251

79

13

8351

3.1

8%

351

360

368

380

406

408

417

440

453

462

Pre

fer

no

t to

say

712

211

21

4948

8.5

8%

948

1029

1072

11

31

1203

1210

1255

1343

1378

1413

Rasta

fari

an

44

0.0

4%

44

44

67

89

10

11

Sh

into

33

0.0

3%

33

33

34

44

55

Sik

h11

362

92

186

1.6

8%

186

188

190

198

210

212

218

221

221

227

Tao

ist

22

0.0

2%

22

22

23

44

45

Zo

roastr

ian

22

0.0

2%

22

33

45

57

77

Gra

nd

To

tal

6982

3224

547

299

11052

100.0

0%

11052

11601

11795

12311

12895

13014

13492

14269

14502

14684

Decla

red

Relig

ion

or

Belief

4096

1578

256

63

5993

5993

6343

6483

6835

7237

7308

7557

811

48305

8539

% D

ecla

red

Relig

ion

or

Belief

58.6

7%

48.9

5%

46.8

0%

21.0

7%

54.2

3%

54.2

3%

54.6

8%

54.9

6%

55.5

2%

56.1

2%

56.1

5%

56.0

1%

56.8

6%

57.2

7%

58.1

5%

No

t D

ecla

red

Relig

ion

or

Belief

2886

1646

291

236

5059

5059

5258

5312

5476

5658

5706

5935

6155

6197

6145

% N

ot

Decla

red

Relig

ion

or

Belief

41.3

3%

51.0

5%

53.2

0%

78.9

3%

45.7

7%

45.7

7%

45.3

2%

45.0

4%

44.4

8%

43.8

8%

43.8

5%

43.9

9%

43.1

4%

42.7

3%

41.8

5%

Bre

akd

ow

n o

f F

orc

e b

y S

exu

al O

rien

tati

on

Po

lice O

ffic

ers

Po

lice S

taff

PC

SO

sS

pecia

l

Co

nsta

ble

Dec-1

5D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Sep

-10

Ap

r-10

Sep

-09

Bi-

sexu

al

32

51

240

40

41

37

42

47

47

46

47

49

52

Gay / L

esb

ian

126

28

11

2167

167

160

151

161

172

171

177

187

189

190

Hete

rosexu

al

3909

1420

225

51

5605

5605

5886

6009

6334

6692

6755

6983

7492

7652

7848

No

t S

tate

d2084

1447

268

234

4033

4033

4206

4250

4354

4457

4500

4684

4817

4829

4746

Oth

er

12

33

22

2

Pre

fer

no

t to

say

830

322

42

10

1204

1204

1306

1346

1418

1527

1541

1602

1726

1783

1848

Gra

nd

To

tal

6982

3224

547

299

11052

11052

11601

11795

12311

12895

13014

13492

14269

14502

14684

Decla

red

Sexu

al O

rien

tati

on

4068

1455

237

55

5815

5815

6089

6199

6539

69

11

6973

7206

7726

7890

8090

% D

ecla

red

Sexu

al O

rien

tati

on

58.2

6%

45.1

3%

43.3

3%

18.3

9%

52.6

1%

52.6

1%

52.4

9%

52.5

6%

53.1

2%

53.5

9%

53.5

8%

53.4

1%

54.1

5%

54.4

1%

55.0

9%

No

t D

ecla

red

Sexu

al O

rien

tati

on

2914

1769

310

244

5237

5237

5512

5596

5772

5984

6041

6286

6543

6612

6594

% N

ot

Decla

red

Sexu

al O

rien

tati

on

41.7

4%

54.8

7%

56.6

7%

81.6

1%

47.3

9%

47.3

9%

47.5

1%

47.4

4%

46.8

8%

46.4

1%

46.4

2%

46.5

9%

45.8

5%

45.5

9%

44.9

1%

Bre

akd

ow

n o

f F

orc

e b

y M

ari

tal S

tatu

s

Po

lice O

ffic

ers

Po

lice S

taff

PC

SO

sS

pecia

l

Co

nsta

ble

Dec-1

5D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Sexu

al O

rien

tati

on

Em

p T

yp

e

To

tal

To

tal

To

tal

Em

p T

yp

e

Em

p T

yp

e

Mari

tal S

tatu

s

Relig

ion

or

Belief

Mo

nth

(all e

mp

loyee t

yp

es)

Mo

nth

(all e

mp

loyee t

yp

es)

Mo

nth

(all e

mp

loyee t

yp

es)

%

Ag

e B

rea

kd

ow

n o

f F

orc

e

0.0

0%

5.0

0%

10

.00

%

15

.00

%

20

.00

%

25

.00

%

30

.00

%

35

.00

%

40

.00

%

Dec-1

5D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1Sep-1

1A

pr-

11

Sep-1

0A

pr-

10

Sep-0

9

Over

65

61

-

65

51

-

60

41

-

50

31

-

40

26

-

30

21

-

25

Da

ta a

s o

f 4

th J

an

ua

ry 2

01

6P

ag

e 5

of

??

Co

py o

f D

ive

rsity A

na

lysis

Re

po

rt J

an

ua

ry 2

01

6 v

3.x

ls

Ja

nu

ary

20

16

KB

Civ

il P

art

ners

hip

49

83

161

61

72

70

69

54

55

Dis

so

lved

Civ

il P

art

ners

hip

32

55

42

12

1

Div

orc

ed

324

199

27

5555

555

578

590

611

617

619

Leg

ally S

ep

ara

ted

41

55

66

47

7

Liv

ing

To

geth

er/

Co

-hab

itee

559

196

57

21

833

833

842

860

904

969

975

Marr

ied

3980

1668

219

93

5960

5960

6192

6276

6466

6448

6496

Sep

ara

ted

195

64

21

1281

281

302

289

289

336

344

Sin

gle

1823

897

194

141

3055

3055

3330

3595

3910

4424

4464

Wid

ow

ed

829

340

40

40

35

42

37

38

No

t sta

ted

37

160

23

37

257

257

235

72

15

115

Gra

nd

To

tal

6982

3224

547

299

11052

11052

11601

11795

12311

12895

13014

West Midlands PoliceDiversity Analysis

51

Div

ers

ity

De

tail

s

He

ad

lin

e D

ata

Ma

tern

ity,

Pa

tern

ity

an

d A

do

pti

on

le

av

e t

ak

en

du

rin

g 2

01

5 (

Ja

nu

ary

to

De

ce

mb

er)

Po

lic

e O

ffic

ers

Po

lic

e O

ffic

ers

%P

oli

ce

Sta

ffP

oli

ce

Sta

ff %

PC

SO

sP

CS

Os

%P

oli

ce

Off

ice

rsP

oli

ce

Off

ice

rs %

Po

lic

e S

taff

Po

lic

e S

taff

%P

CS

Os

PC

SO

s %

Bir

min

gh

am

Ea

st

LP

U1

02

.34

%2

4.4

4%

12

55

52

45

.61

%2

4

Bir

min

gh

am

No

rth

LP

U4

1.5

7%

12

.56

%5

32

19

3.5

4%

25

.13

%11

Bir

min

gh

am

So

uth

LP

U5

1.4

8%

24

.26

%7

43

91

02

.96

%1

0

Bir

min

gh

am

We

st

an

d C

en

tra

l L

PU

12

1.9

9%

11

.37

%1

36

92

22

3.6

4%

45

.48

%2

6

Bu

sin

es

s T

ran

sfo

rma

tio

n1

1.9

6%

15

29

12

.22

%1

Co

rpo

rate

Co

mm

un

ica

tio

ns

37

.32

%3

39

71

1.9

6%

1

Co

un

ter

Te

rro

ris

m U

nit

31

.02

%5

2.5

6%

84

81

30

.96

%3

Co

ve

ntr

y L

PU

81

.80

%6

8.1

1%

14

29

21

2.4

4%

1

Cri

min

al

Ju

sti

ce

Se

rvic

es

10

.72

%7

1.7

3%

84

48

31

.02

%1

0.5

1%

4

DC

C T

as

k F

orc

e1

7.6

9%

14

45

16

3.6

0%

22

.70

%1

8

Du

dle

y L

PU

72

.32

%7

42

.88

%7

1.7

3%

11

Fin

an

ce

an

d S

ha

red

Se

rvic

es

72

.11

%7

14

4.6

4%

48

.00

%1

8

Fo

rce

CID

81

.40

%1

0.9

8%

93

0.9

1%

3

Fo

rce

Co

nta

ct

42

.12

%3

0.4

0%

73

05

23

4.0

3%

10

.98

%2

4

Fo

ren

sic

Se

rvic

es

21

.15

%2

52

.65

%1

0.1

3%

6

Hu

ma

n R

es

ou

rce

s2

2.9

4%

26

91

27

.69

%2

1.1

5%

4

Info

rma

tio

n M

an

ag

em

en

t8

5.3

3%

83

02

51

.55

%3

1.6

2%

8

Inte

llig

en

ce

10

.31

%4

2.1

6%

51

1.0

5%

1

Le

ga

l S

erv

ice

s1

5.5

6%

12

63

.08

%1

3.8

5%

7

Op

era

tio

ns

30

.83

%3

38

01

64

.44

%1

2.3

3%

17

Pu

bli

c P

rote

cti

on

34

4.7

2%

23

.51

%3

67

911

1.5

3%

11

Re

gio

na

l O

rga

nis

ed

Cri

me

Un

it2

3.8

5%

15

.56

%3

35

.77

%1

5.5

6%

4

Sa

nd

we

ll L

PU

61

.50

%2

3.7

0%

81

00

14

3.5

1%

14

So

lih

ull

LP

U7

2.8

2%

13

.45

%8

14

5.6

5%

14

Wa

lsa

ll L

PU

82

.24

%8

44

76

1.6

8%

12

.22

%7

Wo

lve

rha

mp

ton

LP

U5

1.1

6%

33

.90

%8

22

22

5.1

2%

11

.30

%2

3

Gra

nd

To

tal

12

91

.85

%4

71

.46

%1

83

.29

%1

94

23

13

.31

%2

60

.81

%1

42

.56

%2

71

% s

ho

wn

is p

erc

en

tag

e o

f L

PU

/de

pa

rtm

en

tal str

en

gth

% s

ho

wn

is p

erc

en

tag

e o

f L

PU

/de

pa

rtm

en

tal str

en

gth

Po

lic

e O

ffic

ers

Po

lic

e O

ffic

ers

%P

oli

ce

Sta

ffP

oli

ce

Sta

ff %

PC

SO

PC

SO

%P

oli

ce

Off

ice

rsP

oli

ce

Off

ice

rs %

Po

lic

e S

taff

Po

lic

e S

taff

%P

CS

Os

PC

SO

s %

Bir

min

gh

am

We

st

an

d C

en

tra

l L

PU

20

.33

%1

8.3

3%

31

0.1

3%

1

Bu

sin

es

s T

ran

sfo

rma

tio

n1

1.9

6%

11

5.5

6%

1

Cri

min

al

Ju

sti

ce

Se

rvic

es

10

.25

%1

10

.28

%1

Fo

rce

Co

nta

ct

21

.06

%1

0.1

3%

32

0.2

8%

2

Inte

llig

en

ce

10

.31

%1

20

.47

%2

Pu

bli

c P

rote

cti

on

10

.14

%1

50

.07

%2

0.0

6%

7

Wa

lsa

ll L

PU

10

.28

%1

Gra

nd

To

tal

70

.10

%4

0.1

2%

11

% s

ho

wn

is p

erc

en

tag

e o

f L

PU

/de

pa

rtm

en

tal str

en

gth

% s

ho

wn

is p

erc

en

tag

e o

f L

PU

/de

pa

rtm

en

tal str

en

gth

Fo

rce

Co

nta

ct

Le

ga

l S

erv

ice

s

Ad

op

tio

n L

ea

ve

LP

U/D

ep

tL

PU

/DE

PT

Pa

ren

tal

Le

av

eTo

tal

Op

era

tio

ns

Pu

bli

c P

rote

cti

on

Wo

lve

rha

mp

ton

LP

U

Gra

nd

To

tal

To

tal

LP

U/D

ep

tTo

tal

Ma

tern

ity

Le

av

e

Sa

nd

we

ll L

PU

Co

ve

ntr

y L

PU

Wo

lve

rha

mp

ton

LP

U

So

lih

ull

LP

U

Re

gio

na

l O

rga

nis

ed

Cri

me

Un

it

Op

era

tio

ns

Fin

an

ce

an

d S

ha

red

Se

rvic

es

Fo

rce

CID

Wa

lsa

ll L

PU

Fo

rce

Co

nta

ct

Inte

llig

en

ce

Le

arn

ing

an

d D

ev

elo

pm

en

t

Bir

min

gh

am

We

st

an

d C

en

tra

l L

PU

Bir

min

gh

am

Ea

st

LP

U

Cri

min

al

Ju

sti

ce

Se

rvic

es

To

tal

Bir

min

gh

am

So

uth

LP

U

Co

un

ter

Te

rro

ris

m U

nit

Bu

sin

es

s T

ran

sfo

rma

tio

n

Du

dle

y L

PU

Bir

min

gh

am

No

rth

LP

U

Co

rpo

rate

Co

mm

un

ica

tio

ns

As

so

cia

tio

ns

Gra

nd

To

tal

Fo

ren

sic

Se

rvic

es

Mo

torw

ay

Po

lic

ing

Pu

bli

c P

rote

cti

on

LP

U/D

EP

TP

ate

rnit

y L

ea

ve

Co

rpo

rate

As

se

t M

an

ag

em

en

t

West Midlands PoliceDiversity Analysis

52

Div

ers

ity D

eta

ils

Div

ers

ity b

y R

an

k G

rad

e

Po

lic

e O

ffic

ers

by

Ra

nk

, G

en

de

r a

nd

BM

E

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

AC

PO

58

3.3

3%

11

6.6

7%

6

Ch

Su

pt

15

65

.22

%7

30

.43

%1

4.3

5%

23

Su

pt

23

63

.89

%1

02

7.7

8%

25

.56

%1

2.7

8%

36

Ch

In

sp

53

70

.67

%1

62

1.3

3%

22

.67

%2

2.6

7%

11

.33

%1

1.3

3%

75

Ins

p1

90

65

.74

%7

22

4.9

1%

14

4.8

4%

10

.35

%5

1.7

3%

20

.69

%2

0.6

9%

20

.69

%1

0.3

5%

28

9

Sg

t6

99

67

.54

%2

42

23

.38

%4

64

.44

%1

00

.97

%1

21

.16

%1

0.1

0%

15

1.4

5%

80

.77

%1

0.1

0%

10

.10

%1

03

5

Co

n3

34

46

0.6

0%

16

63

30

.14

%2

13

3.8

6%

79

1.4

3%

54

0.9

8%

26

0.4

7%

65

1.1

8%

41

0.7

4%

15

0.2

7%

80

.14

%4

0.0

7%

30

.05

%3

0.0

5%

55

18

Gra

nd

To

tal

43

29

62

.00

%2

011

28

.80

%2

77

3.9

7%

92

1.3

2%

74

1.0

6%

29

0.4

2%

83

1.1

9%

51

0.7

3%

16

0.2

3%

10

0.1

4%

40

.06

%3

0.0

4%

30

.04

%0

0.0

0%

69

82

Po

lic

e O

ffic

ers

by

Ra

nk

an

d G

en

de

r

No

%N

o%

De

c-1

4D

ec

-13

De

c-1

2D

ec

-11

Se

p-1

1A

pr-

11

Se

p-1

0A

pr-

10

Se

p-0

9

AC

PO

58

3.3

3%

11

6.6

7%

61

6.6

7%

28

.57

%1

4.2

9%

14

.29

%2

0.0

0%

16

.67

%3

3.3

3%

28

.57

%

Ch

Su

pt

16

69

.57

%7

30

.43

%2

32

7.2

7%

18

.75

%2

0.0

0%

18

.18

%1

7.3

9%

14

.81

%1

3.7

9%

13

.33

%9

.38

%

Su

pt

26

72

.22

%1

02

7.7

8%

36

20

.00

%3

0.0

0%

29

.27

%1

7.5

0%

18

.42

%1

7.5

0%

9.7

6%

13

.64

%1

3.0

4%

Ch

In

sp

57

76

.00

%1

82

4.0

0%

75

28

.95

%2

0.2

7%

17

.11

%1

9.7

2%

19

.44

%1

8.3

1%

21

.69

%2

0.2

4%

26

.56

%

Ins

p2

11

73

.01

%7

82

6.9

9%

28

92

5.7

3%

25

.81

%2

3.7

3%

22

.93

%2

2.1

2%

20

.78

%1

8.2

4%

17

.90

%1

7.6

5%

Sg

t7

73

74

.69

%2

62

25

.31

%1

03

52

5.4

5%

24

.85

%2

5.0

0%

23

.39

%2

3.2

6%

23

.29

%2

2.5

5%

22

.09

%2

1.6

0%

Co

n3

69

86

7.0

2%

18

20

32

.98

%5

51

83

2.7

9%

32

.54

%3

2.3

9%

32

.52

%3

2.4

1%

32

.28

%3

1.6

5%

31

.34

%3

1.2

5%

Gra

nd

To

tal

47

86

68

.55

%2

19

63

1.4

5%

69

82

31

.26

%3

1.0

5%

30

.80

%3

0.6

5%

30

.50

%3

0.3

2%

30

.32

%2

9.3

2%

29

.14

%

AC

PO

0.0

5%

AC

PO

0.0

0%

Ch

Su

pt

0.3

2%

Ch

Su

pt

0.1

6%

Su

pt

0.4

6%

Su

pt

0.4

9%

Ch

In

sp

0.8

2%

Ch

In

sp

0.9

7%

Ins

p3

.55

%In

sp

4.2

2%

Sg

t11

.93

%S

gt

14

.94

%

Co

n8

2.8

8%

Co

n7

9.2

2%

Po

lic

e O

ffic

ers

by

Ra

nk

an

d B

ME

No

%N

o%

No

%N

o%

No

%N

o%

No

%D

ec

-14

De

c-1

3D

ec

-12

De

c-1

1S

ep

-11

Ap

r-11

Se

p-1

0A

pr-

10

Se

p-0

9

AC

PO

61

00

.00

%6

00

.00

%1

5.2

2%

13

.11

%

Ch

Su

pt

22

95

.65

%1

4.3

5%

23

14

.35

%4

.55

%6

.25

%5

.00

%4

.55

%4

.17

%3

.57

%3

.59

%3

.24

%3

.04

%

Su

pt

33

91

.67

%2

5.5

6%

12

.78

%3

63

8.3

3%

8.5

7%

13

.33

%1

2.2

0%

12

.50

%1

2.8

2%

12

.20

%1

2.2

5%

8.9

2%

8.5

4%

Ch

In

sp

69

92

.00

%4

5.3

3%

11

.33

%1

1.3

3%

75

68

.00

%7

.89

%9

.46

%1

0.5

3%

8.4

5%

8.2

2%

8.3

9%

8.3

4%

8.2

4%

7.7

0%

Ins

p2

62

90

.66

%1

55

.19

%7

2.4

2%

41

.38

%1

0.3

5%

28

92

69

.00

%7

.82

%6

.09

%6

.44

%7

.64

%7

.76

%8

.43

%8

.41

%7

.37

%7

.65

%

Sg

t9

41

90

.92

%5

65

.41

%1

31

.26

%2

32

.22

%2

0.1

9%

10

35

92

8.8

9%

8.2

9%

7.8

9%

7.6

4%

7.6

2%

7.5

7%

7.2

9%

7.2

5%

6.8

7%

6.6

6%

Co

n5

00

79

0.7

4%

29

25

.29

%8

01

.45

%1

06

1.9

2%

23

0.4

2%

70

.13

%3

0.0

5%

55

18

48

88

.84

%8

.69

%8

.63

%8

.52

%8

.51

%8

.45

%8

.42

%8

.41

%8

.23

%8

.11

%

Gra

nd

To

tal

63

40

90

.80

%3

69

5.2

9%

10

31

.48

%1

34

1.9

2%

26

0.3

7%

70

.10

%3

0.0

4%

69

82

61

68

.82

%8

.56

%8

.44

%8

.34

%8

.35

%8

.31

%8

.27

%8

.25

%8

.01

%7

.89

%

Po

lic

e O

ffic

ers

by

Ra

nk

an

d D

isa

bil

ity

No

%N

o%

De

c-1

4D

ec

-13

De

c-1

2D

ec

-11

Se

p-1

1A

pr-

11

Se

p-1

0A

pr-

10

Se

p-0

9

AC

PO

61

00

.00

%6

Ch

Su

pt

23

10

0.0

0%

23

5.0

0%

Su

pt

36

10

0.0

0%

36

3.3

3%

2.5

0%

2.6

3%

2.5

0%

4.8

8%

4.5

5%

4.3

5%

Ch

In

sp

75

10

0.0

0%

75

Ins

p1

0.3

5%

28

89

9.6

5%

28

90

.65

%0

.72

%1

.02

%0

.64

%0

.93

%0

.97

%1

.18

%1

.14

%1

.28

%

Sg

t1

00

.97

%1

02

59

9.0

3%

10

35

1.1

4%

1.2

8%

1.3

6%

1.1

8%

1.1

6%

1.0

2%

0.9

9%

1.0

4%

0.8

4%

Co

n4

30

.78

%5

47

59

9.2

2%

55

18

0.7

4%

0.8

4%

0.8

9%

0.6

8%

0.7

0%

0.7

5%

0.7

8%

0.7

7%

0.6

9%

Gra

nd

To

tal

54

0.7

7%

69

28

99

.23

%6

98

20

.78

%0

.89

%0

.96

%0

.75

%0

.78

%0

.80

%0

.84

%0

.83

%0

.75

%

Po

lic

e O

ffic

ers

by

Ra

nk

an

d A

ge

De

c-1

5D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Se

p-1

0A

pr-

10

Se

p-0

9

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

To

tal

30

+ %

De

c-1

4D

ec

-13

De

c-1

2D

ec

-11

Se

p-1

1A

pr-

11

Se

p-1

0A

pr-

10

Se

p-0

9

AC

PO

46

6.6

7%

23

3.3

3%

61

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%

Ch

Su

pt

31

3.0

4%

19

82

.61

%1

4.3

5%

23

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

Su

pt

38

.33

%3

08

3.3

3%

38

.33

%3

61

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%

Ch

In

sp

12

16

.00

%6

08

0.0

0%

34

.00

%7

51

00

.00

%9

8.6

8%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

Ins

p5

51

9.0

3%

20

37

0.2

4%

31

10

.73

%2

89

10

0.0

0%

94

.14

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%1

00

.00

%9

9.4

3%

99

.49

%

Sg

t2

12

.03

%3

69

35

.65

%5

31

51

.30

%11

411

.01

%1

03

59

7.9

7%

96

.66

%9

9.4

1%

98

.36

%9

7.5

5%

97

.06

%9

6.1

6%

95

.31

%9

5.8

3%

94

.43

%

Co

n2

0.0

4%

97

1.7

6%

54

59

.88

%2

49

04

5.1

3%

19

85

35

.97

%3

88

7.0

3%

90

.16

%2

0.0

4%

55

18

88

.33

%8

5.8

7%

83

.44

%7

8.5

0%

74

.14

%7

2.8

6%

70

.43

%6

8.8

5%

67

.40

%6

5.8

5%

Gra

nd

To

tal

20

.03

%9

71

.39

%5

66

8.1

1%

29

32

41

.99

%2

83

24

0.5

6%

54

27

.76

%9

0.1

3%

20

.03

%6

98

29

0.4

8%

88

.09

%8

6.5

4%

82

.56

%7

8.8

2%

77

.71

%7

5.6

6%

74

.37

%7

3.0

5%

71

.77

%

De

c-1

55

1 -

60

Fe

ma

leM

ale

% B

ME

65

+

Ag

e R

an

ge

s

Gra

nd

To

tal

Ch

ine

se

Ma

leF

em

ale

Fe

ma

leM

ale

An

y O

the

r

Fe

ma

le

Ra

nk

Wh

ite

or

Wh

ite

Bri

tis

hA

sia

n o

r A

sia

n B

riti

sh

Ma

le

Fe

ma

leM

ale

No

t S

tate

dB

lac

k o

r B

lac

k B

riti

sh

Ra

nk

Fe

ma

leM

ale

Fe

ma

le

21

- 2

54

1 -

50

31

- 4

0

Ra

nk

18

- 2

0

Ra

nk

No

De

c-1

5

To

tal

Ye

s

No

t S

tate

d

To

tal

Eth

nic

ity

% B

ME

By

Ye

ar

% o

f P

oli

ce

Off

ice

r w

ith

a D

isa

bil

ity

No

of

Po

lic

e O

ffic

ers

Mo

re T

ha

n 3

0 y

rs o

ld

%

Mix

ed

26

- 3

0

An

y O

the

r

De

c-1

5

To

tal

BM

E

61

-65

Ch

ine

se

Ma

le

Wh

ite

or

Wh

ite

Bri

tis

hA

sia

n o

r A

sia

n B

riti

sh

De

c-1

5

To

tal

% o

f F

em

ale

s B

y M

on

thG

en

de

r

Fe

ma

le

Bla

ck

or

Bla

ck

Bri

tis

hM

ixe

d

Ma

le

Ra

nk

Dis

ab

ilit

y

Perc

en

tag

e o

f F

em

ale

Po

lice O

ffic

ers

in

each

Ran

k

16.6

7%

30.4

3%

27.7

8%

24.0

0%

26.9

9%

25.3

1%

32.9

8%

0.0

0%

5.0

0%

10.0

0%

15.0

0%

20.0

0%

25.0

0%

30.0

0%

35.0

0%

AC

PO

Ch S

upt

Supt

Ch Insp

Insp

Sgt

Con

Perc

en

tag

e o

f B

ME

Po

lice O

ffic

ers

in

each

Ran

k

0.0

0%

4.3

5%

8.3

3%

8.0

0%

9.0

0%

8.8

9%

8.8

4%

0.0

0%

2.0

0%

4.0

0%

6.0

0%

8.0

0%

10.0

0%

AC

PO

Ch S

upt

Supt

Ch Insp

Insp

Sgt

Con

West Midlands PoliceDiversity Analysis

53

Div

ers

ity

De

tail

s

Div

ers

ity

by

Ra

nk

Gra

de

AC

PO

0.0

9%

Ch

Su

pt

0.3

6%

Su

pt

0.5

7%

AC

PO

0.0

0%

Ch

In

sp

1.1

9%

Ch

Su

pt

0.0

0%

Ins

p4

.57

%S

up

t0

.00

%S

gt

16

.05

%C

h I

ns

p0

.00

%C

on

77

.16

%In

sp

1.8

5%

Sg

t1

8.5

2%

Co

n7

9.6

3%

Po

lic

e S

taff

by

Gra

de

, G

en

de

r a

nd

BM

E

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

Ch

ief

Off

ice

r2

50

.00

%1

25

.00

%1

25

.00

%4

M-B

an

d3

95

7.3

5%

26

38

.24

%1

1.4

7%

22

.94

%6

8

Ba

nd

-E5

94

6.0

9%

57

44

.53

%3

2.3

4%

53

.91

%2

1.5

6%

10

.78

%1

0.7

8%

12

8

Ba

nd

-D2

67

43

.41

%2

82

45

.85

%2

23

.58

%1

72

.76

%5

0.8

1%

11

1.7

9%

20

.33

%6

0.9

8%

10

.16

%2

0.3

3%

61

5

Ba

nd

-C4

04

29

.79

%7

56

55

.75

%3

52

.58

%8

86

.49

%7

0.5

2%

34

2.5

1%

60

.44

%1

51

.11

%3

0.2

2%

30

.22

%1

0.0

7%

40

.29

%1

35

6

Ba

nd

-B11

42

2.4

4%

29

75

8.4

6%

15

2.9

5%

49

9.6

5%

61

.18

%1

42

.76

%1

0.2

0%

50

.98

%3

0.5

9%

10

.20

%2

0.3

9%

10

.20

%5

08

Ba

nd

-A3

92

2.9

4%

10

26

0.0

0%

17

10

.00

%2

1.1

8%

31

.76

%2

1.1

8%

21

.18

%1

0.5

9%

10

.59

%1

0.5

9%

17

0

Lo

ca

l A

gre

em

en

t1

28

34

.13

%2

19

58

.40

%4

1.0

7%

82

.13

%2

0.5

3%

41

.07

%1

0.2

7%

82

.13

%1

0.2

7%

37

5

Gra

nd

To

tal

10

52

32

.63

%1

73

95

3.9

4%

80

2.4

8%

18

55

.74

%2

40

.74

%6

92

.14

%11

0.3

4%

37

1.1

5%

60

.19

%9

0.2

8%

20

.06

%6

0.1

9%

20

.06

%2

0.0

6%

32

24

Po

lic

e S

taff

by

Gra

de

an

d G

en

de

r

Ge

nd

er

% M

ale

Ge

nd

er

% F

em

ale

No

%N

o%

De

c-1

4D

ec

-13

De

c-1

2D

ec

-11

Se

p-1

1A

pr-

11

Se

p-1

0A

pr-

10

Se

p-0

9

Ch

ief

Off

ice

r3

75

.00

%1

25

.00

%4

33

.33

%3

3.3

3%

22

.22

%1

6.6

7%

16

.67

%1

6.6

7%

25

.00

%2

5.0

0%

25

.00

%

M-B

an

d3

95

7.3

5%

29

42

.65

%6

84

2.6

5%

39

.22

%2

9.6

3%

26

.19

%2

4.3

9%

25

.00

%2

2.9

2%

26

.00

%2

6.0

0%

Ba

nd

-E6

55

0.7

8%

63

49

.22

%1

28

51

.79

%5

0.0

0%

53

.10

%5

4.6

3%

54

.72

%5

5.7

7%

53

.21

%5

1.4

3%

51

.43

%

Ba

nd

-D2

97

48

.29

%3

18

51

.71

%6

15

50

.53

%4

7.4

6%

47

.76

%4

6.5

9%

46

.68

%4

5.5

4%

43

.92

%4

5.7

7%

45

.77

%

Ba

nd

-C4

56

33

.63

%9

00

66

.37

%1

35

66

5.8

0%

63

.38

%6

2.8

3%

60

.78

%6

0.9

4%

61

.05

%5

7.5

2%

60

.61

%6

0.6

1%

Ba

nd

-B1

37

26

.97

%3

71

73

.03

%5

08

74

.56

%7

4.7

7%

74

.72

%7

3.9

5%

74

.49

%7

2.8

1%

65

.79

%7

1.9

0%

71

.90

%

Ba

nd

-A4

42

5.8

8%

12

67

4.1

2%

17

07

3.0

8%

72

.49

%6

9.7

6%

67

.76

%6

8.5

6%

68

.62

%6

1.1

9%

67

.50

%6

7.5

0%

Lo

ca

l A

gre

em

en

t1

36

36

.27

%2

39

63

.73

%3

75

65

.73

%6

9.1

3%

69

.06

%7

0.6

1%

70

.22

%7

1.3

1%

35

.48

%3

5.4

8%

73

.76

%

Gra

nd

To

tal

11

77

36

.51

%2

04

76

3.4

9%

32

24

63

.53

%6

3.4

5%

63

.53

%6

3.0

8%

63

.15

%6

3.0

8%

63

.08

%6

2.8

0%

62

.80

%

Ch

ief

Off

ice

r0

.05

%C

hie

f O

ffic

er

0.4

6%

M-B

an

d1

.42

%M

-Ba

nd

0.6

9%

Ba

nd

-E3

.08

%B

an

d-E

2.7

7%

Ba

nd

-D1

5.5

3%

Ba

nd

-D1

5.2

4%

Ba

nd

-C4

3.9

7%

Ba

nd

-C4

5.2

7%

Ba

nd

-B1

8.1

2%

Ba

nd

-B2

2.4

0%

Ba

nd

-A6

.16

%B

an

d-A

6.7

0%

Lo

ca

l A

gre

em

e11

.68

%L

oc

al A

gre

em

e6

.47

%

To

Be

Co

nfi

rm#

RE

F!

To

Be

Co

nfi

rm#

RE

F!

Po

lic

e S

taff

by

Gra

de

an

d B

ME

No

%N

o%

No

%N

o%

No

%N

o%

No

%D

ec

-14

De

c-1

3D

ec

-12

De

c-1

1S

ep

-11

Ap

r-11

Se

p-1

0A

pr-

10

Se

p-0

9

Ch

ief

Off

ice

r2

50

.00

%1

25

.00

%1

25

.00

%4

25

0.0

0%

16

.67

%1

6.6

7%

11

.11

%1

6.6

7%

14

.29

%1

6.1

3%

14

.89

%2

1.7

4%

17

.65

%

M-B

an

d6

59

5.5

9%

11

.47

%2

2.9

4%

68

34

.41

%4

.41

%5

.88

%7

.41

%4

.76

%4

.76

%4

.50

%4

.37

%3

.87

%3

.94

%

Ba

nd

-E11

69

0.6

3%

86

.25

%2

1.5

6%

21

.56

%1

28

12

9.3

8%

7.1

4%

7.1

4%

7.0

8%

5.5

6%

5.6

1%

4.8

8%

4.7

6%

4.7

2%

3.5

9%

Ba

nd

-D5

49

89

.27

%3

96

.34

%1

62

.60

%8

1.3

0%

30

.49

%6

15

66

10

.73

%8

.42

%8

.76

%7

.41

%7

.79

%7

.93

%7

.23

%7

.37

%7

.16

%7

.34

%

Ba

nd

-C11

60

85

.55

%1

23

9.0

7%

41

3.0

2%

21

1.5

5%

60

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0.3

7%

13

56

19

61

4.4

5%

11

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0.9

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11

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%

Ba

nd

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80

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41

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30

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0.2

0%

50

89

71

9.0

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13

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6.7

0%

17

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6.9

7%

17

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8.2

2%

18

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5.6

9%

15

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%

Ba

nd

-A1

41

82

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71

0.0

0%

52

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1.1

8%

31

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1.1

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17

02

91

7.0

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13

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2.7

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11

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%

Lo

ca

l A

gre

em

en

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47

92

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23

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1.6

0%

92

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7%

37

52

87

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%

Gra

nd

To

tal

27

91

86

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65

8.2

2%

93

2.8

8%

48

1.4

9%

15

0.4

7%

80

.25

%4

0.1

2%

32

24

43

31

3.4

3%

10

.69

%11

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%11

.26

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%11

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%1

0.5

6%

10

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%

De

c-1

5

Ma

le

Ch

ine

se

Ma

leM

ale

Gra

nd

To

tal

Ch

ine

se

Fe

ma

leF

em

ale

An

y O

the

rN

ot

Sta

ted

Mix

ed

Ma

le

Fe

ma

le

As

ian

or

As

ian

Bri

tis

h

Eth

nic

ity

No

t S

tate

d

Ma

le

Mix

ed

Ma

le

Bla

ck

or

Bla

ck

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tis

h

Ma

leF

em

ale

Fe

ma

le

% B

ME

To

tal

BM

E

An

y O

the

r

Fe

ma

le

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tal

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de

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ck

or

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ck

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tis

h

Fe

ma

le

De

c-1

5

To

tal

Gra

de

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le

Wh

ite

or

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ite

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tis

h

Fe

ma

le

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de

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ite

or

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ite

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tis

hA

sia

n o

r A

sia

n B

riti

sh

% o

f F

em

ale

s S

taff

% B

ME

Po

lic

e S

taff

Pe

rce

nta

ge

of

Po

lic

e O

ffic

ers

Dis

ab

led

in

ea

ch

Ra

nk

0.0

0%

0.0

0%

0.0

0%

0.3

5%

0.9

7%

0.7

8%

0.0

0%

0.2

0%

0.4

0%

0.6

0%

0.8

0%

1.0

0%

1.2

0%

AC

PO

Ch

Su

pt

Su

pt

Ch

In

sp

Insp

Sg

tC

on

Fe

ma

le P

oli

ce

Sta

ff P

erc

en

tag

e i

n e

ac

h G

rad

e

25

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%

42

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%4

9.2

2%

51

.71

%

66

.37

%7

3.0

3%

74

.12

%

63

.73

%

0.0

0%

10.0

0%

20.0

0%

30.0

0%

40.0

0%

50.0

0%

60.0

0%

70.0

0%

80.0

0%

Chie

f O

ffic

er

M-B

and

Band-E

Band-D

Band-C

Band-B

Band-A

Local A

gre

em

ent

Po

lic

e S

taff

BM

E P

erc

en

tag

e i

n e

ac

h G

rad

e

50

.00

%

4.4

1%

9.3

8%

10

.73

%1

4.4

5%

19

.09

%1

7.0

6%

7.4

7%

0.0

0%

10

.00

%

20

.00

%

30

.00

%

40

.00

%

50

.00

%

60

.00

%

Ch

ief

Offic

er

M-B

an

dB

an

d-E

Ba

nd

-DB

an

d-C

Ba

nd

-BB

an

d-A

Lo

ca

l Ag

ree

me

nt

% o

f P

oli

ce

Off

ice

rs A

ge

d 3

0

& O

ve

r in

ea

ch

Ra

nk

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

10

0.0

0%

97

.97

%

88

.33

%

82

.00

%

84

.00

%

86

.00

%

88

.00

%

90

.00

%

92

.00

%

94

.00

%

96

.00

%

98

.00

%

10

0.0

0%

ACPO

Ch S

upt

Supt

Ch Insp

Insp

Sgt

Con

West Midlands PoliceDiversity Analysis

54

Div

ers

ity D

eta

ils

Div

ers

ity b

y R

an

k G

rad

e

Po

lice S

taff

by G

rad

e a

nd

Dis

ab

ilit

y

No

%N

o%

Dec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Sep

-10

Ap

r-10

Sep

-09

Ch

ief

Off

icer

4100.0

0%

4

M-B

an

d68

100.0

0%

68

1.9

6%

Ban

d-E

21.5

6%

126

98.4

4%

128

0.8

9%

0.8

9%

0.8

8%

1.8

5%

1.8

9%

1.9

2%

2.7

8%

2.8

6%

2.4

1%

Ban

d-D

10

1.6

3%

605

98.3

7%

615

1.8

0%

2.1

0%

2.0

7%

2.1

1%

2.1

1%

2.1

5%

2.0

4%

2.4

4%

2.3

1%

Ban

d-C

38

2.8

0%

1318

97.2

0%

1356

2.8

2%

2.6

3%

2.7

4%

2.5

2%

2.4

8%

2.2

8%

2.7

3%

2.6

8%

2.6

7%

Ban

d-B

44

8.6

6%

464

91.3

4%

508

9.1

3%

9.0

9%

9.6

2%

8.9

1%

9.1

8%

8.9

5%

8.4

1%

8.6

8%

8.7

8%

Ban

d-A

63.5

3%

164

96.4

7%

170

3.8

5%

4.2

3%

3.9

0%

4.6

7%

4.8

0%

4.6

0%

5.4

3%

5.3

1%

5.9

7%

Lo

cal A

gre

em

en

t10

2.6

7%

365

97.3

3%

375

3.3

2%

3.2

2%

4.1

7%

4.3

5%

4.3

7%

4.1

8%

4.5

7%

4.4

7%

4.3

3%

Gra

nd

To

tal

110

3.4

1%

3114

96.5

9%

3224

3.5

9%

3.8

9%

4.1

3%

4.1

3%

4.1

6%

3.9

9%

4.2

8%

4.4

0%

4.4

9%

Po

lice S

taff

by G

rad

e a

nd

Ag

e

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Sep

-10

Ap

r-10

Sep

-09

Ch

ief

Off

icer

125.0

0%

250.0

0%

125.0

0%

4100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

M-B

an

d1

1.4

7%

11.4

7%

15

22.0

6%

29

42.6

5%

20

29.4

1%

22.9

4%

68

97.0

6%

98.5

3%

98.0

4%

98.1

5%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

Ban

d-E

32.3

4%

44

34.3

8%

43

33.5

9%

33

25.7

8%

43.1

3%

10.7

8%

128

97.6

6%

98.2

1%

97.3

2%

97.3

5%

96.3

0%

96.2

3%

95.1

9%

95.3

7%

96.1

9%

95.1

8%

Ban

d-D

13

2.1

1%

73

11.8

7%

193

31.3

8%

163

26.5

0%

160

26.0

2%

12

1.9

5%

10.1

6%

615

86.0

2%

84.0

6%

87.7

4%

85.5

2%

83.6

0%

82.7

7%

82.7

7%

82.8

2%

82.2

1%

79.6

8%

Ban

d-C

20.1

5%

82

6.0

5%

156

11.5

0%

324

23.8

9%

390

28.7

6%

337

24.8

5%

56

4.1

3%

90.6

6%

1356

82.3

0%

81.0

2%

80.7

5%

79.0

6%

77.3

1%

76.1

4%

76.1

4%

76.2

5%

75.3

3%

74.2

6%

Ban

d-B

10

1.9

7%

60

11.8

1%

47

9.2

5%

82

16.1

4%

135

26.5

7%

142

27.9

5%

27

5.3

1%

50.9

8%

508

76.9

7%

76.8

9%

79.4

1%

79.6

2%

74.7

9%

70.5

7%

70.5

7%

70.4

2%

68.5

8%

66.9

0%

Ban

d-A

21.1

8%

31.7

6%

42.3

5%

10

5.8

8%

33

19.4

1%

81

47.6

5%

25

14.7

1%

12

7.0

6%

170

94.7

1%

95.6

0%

95.7

7%

95.1

2%

94.8

6%

94.5

6%

94.5

6%

95.5

3%

95.3

1%

94.3

3%

Lo

cal A

gre

em

en

t17

4.5

3%

39

10.4

0%

66

17.6

0%

133

35.4

7%

97

25.8

7%

21

5.6

0%

20.5

3%

375

85.0

7%

84.6

2%

84.4

1%

86.4

7%

85.0

3%

85.2

5%

85.2

5%

85.5

2%

84.8

6%

84.2

5%

Gra

nd

To

tal

00.0

0%

14

0.4

3%

176

5.4

6%

323

10.0

2%

734

22.7

7%

927

28.7

5%

872

27.0

5%

147

4.5

6%

31

0.9

6%

3224

84.0

9%

83.3

3%

84.2

1%

83.6

7%

81.5

7%

80.5

3%

80.5

3%

80.6

1%

79.6

3%

78.2

6%

Ch

ief

Off

icer

0.0

0%

Ch

ief

Off

icer

0.1

5%

M-B

an

d0.0

0%

M-B

an

d2.4

3%

Ban

d-E

1.8

2%

Ban

d-E

4.6

1%

Ban

d-D

9.0

9%

Ban

d-D

19.5

1%

Ban

d-C

34.5

5%

Ban

d-C

41.1

7%

Ban

d-B

40.0

0%

Ban

d-B

14.4

2%

Ban

d-A

5.4

5%

Ban

d-A

5.9

4%

Lo

cal A

gre

em

e9.0

9%

Lo

cal A

gre

em

e11.7

7%

To

Be C

on

firm

#R

EF

!To

Be C

on

firm

#R

EF

!

Po

lice C

om

mu

nit

y S

up

po

rt O

ffic

ers

by G

rad

e, G

en

der

an

d B

ME

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%

PC

SO

-L3

27

58.7

0%

14

30.4

3%

12.1

7%

12.1

7%

36.5

2%

46

PC

SO

-L2

207

43.1

3%

212

44.1

7%

22

4.5

8%

16

3.3

3%

51.0

4%

10.2

1%

40.8

3%

91.8

8%

30.6

3%

10.2

1%

480

PC

SO

-L1

523.8

1%

12

57.1

4%

14.7

6%

14.7

6%

29.5

2%

21

Gra

nd

To

tal

239

43.6

9%

238

43.5

1%

24

4.3

9%

18

3.2

9%

81.4

6%

10.1

8%

40.7

3%

11

2.0

1%

30.5

5%

10.1

8%

547

Po

lice C

om

mu

nit

y S

up

po

rt O

ffic

ers

by G

rad

e a

nd

Gen

der

Gen

der

% F

em

ale

No

%N

o%

Dec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Sep

-10

Ap

r-10

Sep

-09

PC

SO

-L3

31

67.3

9%

15

32.6

1%

46

30.9

1%

37.5

0%

33.3

3%

38.4

6%

40.7

4%

44.8

3%

44.8

3%

45.0

0%

45.4

5%

PC

SO

-L2

241

50.2

1%

239

49.7

9%

480

49.7

4%

49.2

7%

49.7

7%

49.6

4%

49.4

3%

49.5

8%

49.5

8%

50.0

7%

49.0

1%

PC

SO

-L1

628.5

7%

15

71.4

3%

21

70.0

0%

78.9

5%

66.6

7%

68.7

5%

75.0

0%

71.4

3%

71.4

3%

68.1

8%

76.9

2%

Gra

nd

To

tal

278

50.8

2%

269

49.1

8%

547

48.7

8%

49.6

2%

49.6

4%

49.6

6%

49.6

6%

49.8

0%

49.8

0%

50.3

1%

49.2

6%

PC

SO

-L3

5.5

8%

PC

SO

-L3

7.4

6%

PC

SO

-L2

88.8

5%

PC

SO

-L2

86.5

7%

PC

SO

-L1

5.5

8%

PC

SO

-L1

5.9

7%

61 -

65

Male

Ag

e R

an

ges

51 -

60

Fem

ale

Bla

ck o

r B

lack B

riti

sh

Mix

ed

41 -

50

Fem

ale

26 -

30

Ran

k

Dec-1

5

To

tal

Dis

ab

ilit

y

Un

der

18

31 -

40

Yes

No

Dec-1

5

To

tal

30+

%

Gra

de

Wh

ite o

r W

hit

e B

riti

sh

Male

Gra

de

18 -

20

Gra

de

Fem

ale

Fem

ale

Dec-1

5

To

tal

Male

Male

Asia

n o

r A

sia

n B

riti

sh

Fem

ale

Male

Fem

ale

Fem

ale

Gra

nd

To

tal

21 -

25

Male

% o

f P

CS

O F

em

ale

s

An

y O

ther

No

t S

tate

d

Over

65

Eth

nic

ity

% o

f P

olice S

taff

wit

h a

Dis

ab

ilit

y

No

of

Po

lice S

taff

Mo

re T

han

30 y

rs o

ld %

% P

oli

ce

Sta

ff

Dis

ab

led

in

ea

ch

Gra

de

0.0

0%

1.5

6%

1.6

3%

2.8

0%

8.6

6%

3.5

3%

2.6

7%

0.0

0%

1.0

0%

2.0

0%

3.0

0%

4.0

0%

5.0

0%

6.0

0%

7.0

0%

8.0

0%

9.0

0%

10

.00

%

Ch

ief

Offic

er

M-B

an

dB

an

d-E

Ba

nd

-DB

an

d-C

Ba

nd

-BB

an

d-A

Lo

ca

l

Ag

ree

me

nt

Nu

mb

er

of

Po

lic

e S

taff

A

ge

d 3

0 &

Ov

er

By

Gra

de

100.0

0%

97.0

6%

97.6

6%

86.0

2%

82.3

0%

76.9

7%

94.7

1%

85.0

7%

0.0

0%

10.0

0%

20.0

0%

30.0

0%

40.0

0%

50.0

0%

60.0

0%

70.0

0%

80.0

0%

90.0

0%

100.0

0%

Chie

f O

ffic

er

M-B

and

Band-E

Band-D

Band-C

Band-B

Band-A

Local A

gre

em

ent

Pe

rce

nta

ge

of

Fe

ma

le P

CS

O's

in

ea

ch

Gra

de

32

.61

%

49

.79

%

71

.43

%

0.0

0%

10

.00

%

20

.00

%

30

.00

%

40

.00

%

50

.00

%

60

.00

%

70

.00

%

80

.00

%

PC

SO

-L3

PC

SO

-L2

PC

SO

-L1

Pe

rce

nta

ge

o

f B

ME

PC

SO

s i

n e

ac

h G

rad

e

10

.87

%1

2.0

8%

19

.05

%

0.0

0%

2.0

0%

4.0

0%

6.0

0%

8.0

0%

10.0

0%

12.0

0%

14.0

0%

16.0

0%

18.0

0%

20.0

0%

PC

SO

-L3

PC

SO

-L2

PC

SO

-L1

West Midlands PoliceDiversity Analysis

55

Div

ers

ity

De

tail

s

Div

ers

ity

by

Ra

nk

Gra

de

Po

lic

e C

om

mu

nit

y S

up

po

rt O

ffic

ers

by

Gra

de

an

d E

thn

icit

y

No

%N

o%

No

%N

o%

No

%N

o%

No

%D

ec

-14

De

c-1

3D

ec

-12

De

c-1

1S

ep

-11

Ap

r-11

Se

p-1

0A

pr-

10

Se

p-0

9

PC

SO

-L3

41

89

.13

%2

4.3

5%

36

.52

%4

65

10

.87

%1

2.7

3%

12

.50

%1

6.6

7%

14

.29

%1

4.2

9%

13

.33

%1

3.4

3%

9.8

1%

11

.18

%

PC

SO

-L2

41

98

7.2

9%

38

7.9

2%

61

.25

%1

32

.71

%3

0.6

3%

10

.21

%4

80

58

12

.08

%1

0.8

4%

11

.89

%1

2.2

9%

11

.98

%11

.98

%1

2.3

5%

12

.17

%1

2.1

3%

12

.53

%

PC

SO

-L1

17

80

.95

%2

9.5

2%

29

.52

%2

14

19

.05

%2

0.0

0%

26

.32

%1

6.6

7%

11

.76

%11

.76

%11

.10

%1

3.0

8%

17

.54

%2

1.6

2%

Gra

nd

To

tal

47

78

7.2

0%

42

7.6

8%

91

.65

%1

52

.74

%3

0.5

5%

10

.18

%5

47

67

12

.25

%11

.28

%1

2.3

3%

12

.55

%1

2.1

0%

12

.10

%1

2.4

0%

12

.27

%1

2.1

9%

12

.64

%

Po

lic

e C

om

mu

nit

y S

up

po

rt O

ffic

ers

by

Gra

de

an

d D

isa

bil

ity

Dis

ab

ilit

y%

Dis

ab

led

Dis

ab

ilit

y%

Dis

ab

led

No

%N

o%

De

c-1

4D

ec

-13

De

c-1

2D

ec

-11

Se

p-1

1A

pr-

11

Se

p-1

0A

pr-

10

Se

p-0

9

PC

SO

-L3

46

10

0.0

0%

46

3.4

5%

3.4

5%

3.4

5%

3.3

3%

9.0

9%

6.8

2%

PC

SO

-L2

20

.42

%4

78

99

.58

%4

80

0.5

2%

0.4

9%

0.6

1%

0.5

5%

0.5

5%

0.6

9%

0.8

0%

0.5

3%

0.5

3%

PC

SO

-L1

21

10

0.0

0%

21

Gra

nd

To

tal

20

.37

%5

45

99

.63

%5

47

0.4

6%

0.5

7%

0.5

7%

0.6

5%

0.6

5%

0.7

8%

0.8

8%

0.9

8%

0.8

6%

Po

lic

e C

om

mu

nit

y S

up

po

rt O

ffic

ers

by

Gra

de

an

d A

ge

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

De

c-1

4D

ec

-13

De

c-1

2D

ec

-11

Se

p-1

1A

pr-

11

Se

p-1

0A

pr-

10

Se

p-0

9

PC

SO

-L3

24

.35

%8

17

.39

%1

32

8.2

6%

14

30

.43

%8

17

.39

%1

2.1

7%

46

78

.26

%6

3.6

4%

83

.33

%1

00

.00

%9

6.1

5%

92

.59

%8

9.6

6%

86

.67

%9

0.0

0%

88

.64

%

PC

SO

-L2

10

.21

%2

55

.21

%8

41

7.5

0%

15

23

1.6

7%

12

42

5.8

3%

87

18

.13

%7

1.4

6%

48

07

7.0

8%

66

.09

%6

3.3

6%

59

.79

%5

5.3

0%

54

.43

%5

2.4

9%

51

.94

%5

0.8

8%

48

.35

%

PC

SO

-L1

31

4.2

9%

52

3.8

1%

83

8.1

0%

41

9.0

5%

14

.76

%2

18

5.7

1%

85

.00

%7

3.6

8%

77

.78

%8

1.2

5%

87

.50

%9

2.8

6%

64

.29

%5

4.5

5%

69

.23

%

Gra

nd

To

tal

10

.18

%2

74

.94

%9

51

7.3

7%

17

03

1.0

8%

14

62

6.6

9%

99

18

.10

%8

1.4

6%

10

.18

%5

47

77

.51

%6

6.4

6%

64

.48

%6

1.6

3%

57

.32

%5

6.5

3%

54

.64

%5

3.4

7%

52

.93

%5

0.8

6%

PC

SO

-L3

0.0

0%

PC

SO

-L2

10

0.0

0%

PC

SO

-L3

8.4

9%

PC

SO

-L1

0.0

0%

PC

SO

-L2

87

.26

%

PC

SO

-L1

4.0

1%

Sp

ec

ial

Co

ns

tab

les

by

Gra

de

, G

en

de

r a

nd

BM

E

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

Ch

ief

Off

ice

r1

10

0.0

0%

1

Dis

tric

t O

ffic

er

0

Se

cti

on

Off

ice

r1

50

.00

%1

50

.00

%1

9.0

9%

3

Sp

ec

ial

Ins

pe

cto

r8

88

.89

%1

11

.11

%0

.00

%0

.00

%0

.00

%0

.00

%0

.00

%0

.00

%0

.00

%0

.00

%9

Sp

ec

ial

Se

rge

an

t2

16

5.6

3%

41

2.5

0%

72

1.8

8%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

32

Sp

ec

ial

Co

ns

tab

le1

56

61

.18

%4

11

6.0

8%

36

14

.12

%9

3.5

3%

20

.78

%2

0.7

8%

41

.57

%1

0.3

9%

10

.39

%3

1.1

8%

25

5

Gra

nd

To

tal

18

66

2.2

1%

47

15

.72

%4

41

4.7

2%

93

.01

%2

0.6

7%

20

.67

%4

1.3

4%

10

.33

%1

0.3

3%

31

.00

%2

99

Sp

ec

ial

Co

ns

tab

les

by

Gra

de

an

d G

en

de

r

No

%N

o%

De

c-1

4D

ec

-13

De

c-1

2D

ec

-11

Se

p-1

1A

pr-

11

Se

p-1

0A

pr-

10

Se

p-0

9

Ch

ief

Off

ice

r1

10

0.0

0%

1

Dis

tric

t O

ffic

er

11

00

.00

%1

12

.50

%1

3.3

3%

66

.67

%1

3.3

3%

14

.29

%1

3.3

3%

11

.11

%

Se

cti

on

Off

ice

r1

09

0.9

1%

19

.09

%11

41

.67

%1

5.7

9%

12

.00

%1

3.7

3%

14

.29

%1

3.4

6%

14

.81

%1

0.7

1%

10

.71

%

Sp

ec

ial

Ins

pe

cto

r8

88

.89

%1

11

.11

%9

10

.00

%1

0.0

0%

Sp

ec

ial

Se

rge

an

t2

88

7.5

0%

41

2.5

0%

32

12

.50

%

Sp

ec

ial

Co

ns

tab

le1

92

78

.37

%5

32

1.6

3%

24

52

5.0

8%

28

.50

%2

8.9

5%

30

.52

%3

0.4

7%

30

.38

%3

1.1

1%

30

.92

%3

1.4

0%

Gra

nd

To

tal

24

08

0.2

7%

59

19

.73

%2

99

24

.01

%2

6.5

3%

26

.69

%2

8.4

8%

28

.57

%2

8.4

4%

29

.08

%2

8.3

8%

28

.62

%

Ch

ief

Off

ice

r0

.00

%

De

pu

ty C

hie

f O

f#

RE

F!

As

sis

tan

t C

hie

f O

#R

EF

!

Se

nio

r D

istr

ict

O#

RE

F!

Dis

tric

t O

ffic

e0

.00

%C

hie

f O

ffic

er

0.0

0%

Se

cti

on

Off

ice

1.6

9%

De

pu

ty C

hie

f O

f#

RE

F!

Sp

ec

ial

Ins

pe

c1

.69

%A

ss

ista

nt

Ch

ief

O#

RE

F!

Sp

ec

ial

Se

rge

a6

.78

%S

en

ior

Dis

tric

t O

#R

EF

!

Sp

ec

ial

Co

ns

ta8

9.8

3%

Dis

tric

t O

ffic

e0

.00

%

Se

cti

on

Off

ice

4.5

5%

Sp

ec

ial

Ins

pe

c0

.00

%

Sp

ec

ial

Se

rge

a1

0.6

1%

Sp

ec

ial

Co

ns

ta8

4.8

5%

Ye

sN

o

Bla

ck

or

Bla

ck

Bri

tis

h

Ma

le

% o

f S

pe

cia

l C

on

sta

ble

Fe

ma

les

De

c-1

5

To

tal

Ch

ine

se

Gra

de

Fe

ma

le

Mix

ed

Ge

nd

er

Fe

ma

le

No

t S

tate

dW

hit

e o

r W

hit

e B

riti

sh

Ma

leF

em

ale

As

ian

or

As

ian

Bri

tis

h

Ma

le

Gra

nd

To

tal

Ma

leF

em

ale

Ma

leF

em

ale

Fe

ma

leF

em

ale

Ma

le

Gra

de

Bla

ck

or

Bla

ck

Bri

tis

h

To

tal

Wh

ite

or

Wh

ite

Bri

tis

hA

sia

n o

r A

sia

n B

riti

sh

Gra

de

18

- 2

06

1 -

65

De

c-1

5

To

tal

Ov

er

65

51

- 6

04

1 -

50

Gra

de

De

c-1

5

To

tal

30

+ %

Gra

de

26

- 3

03

1 -

40

21

- 2

5

Ch

ine

se

No

of

PC

SO

's M

ore

Th

an

30

yrs

old

%

Eth

nic

ity

% B

ME

De

c-1

5

No

t S

tate

d

Ag

e R

an

ge

s% o

f P

CS

O's

wit

h a

Dis

ab

ilit

y

% B

ME

PC

SO

's

An

y O

the

rM

ixe

d

To

tal

BM

E

An

y O

the

r

Ma

leM

ale

Fe

ma

le

% o

f D

isa

ble

d P

CS

Os

in

ea

ch

Gra

de

0.4

2%

0.0

0%

0.0

5%

0.1

0%

0.1

5%

0.2

0%

0.2

5%

0.3

0%

0.3

5%

0.4

0%

0.4

5%

PC

SO

-L3

PC

SO

-L2

PC

SO

-L1

Nu

mb

er

of

PC

SO

s A

ge

d 3

0 &

Ov

er

in e

ac

h G

rad

e

72

.00

%

74

.00

%

76

.00

%

78

.00

%

80

.00

%

82

.00

%

84

.00

%

86

.00

%

88

.00

%

PC

SO

-L3

PC

SO

-L2

PC

SO

-L1

P Peerrcc

eennttaa

ggee oo

ff FFeemm

aallee

SSppeecciiaa

ll CCoonnsstt

aabbllee

ss iinn

eeaacchh RR

aannkk

0.0

0%

0.0

0%

9.0

9%

11

.11

%1

2.5

0%

21

.63

%

0.0

0%

5.0

0%

10

.00

%

15

.00

%

20

.00

%

25

.00

%

Chie

f O

fficer

Dis

tric

t O

fficer

Secti

on O

fficer

Specia

l In

specto

rSpecia

l Serg

eant

Specia

l Const

able

P Peerrcc

eennttaa

ggee oo

ff BBMM

EE SS

ppeecciiaa

ll CCoonnsstt

aabbllee

ss iinn

eeaacchh RR

aannkk

0.0

0%

0.0

0%

27

.27

%

0.0

0%

21

.88

%2

2.8

6%

0.0

0%

5.0

0%

10

.00

%

15

.00

%

20

.00

%

25

.00

%

30

.00

%

Chie

f O

fficer

Dis

tric

t O

fficer

Secti

on O

fficer

Specia

l In

specto

rSpecia

l Serg

eant

Specia

l Const

able

West Midlands PoliceDiversity Analysis

56

Div

ers

ity D

eta

ils

Div

ers

ity b

y R

an

k G

rad

e

Sp

ecia

l C

on

sta

ble

s b

y G

rad

e a

nd

Eth

nic

ity

No

%N

o%

No

%N

o%

No

%N

o%

No

%D

ec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Sep

-10

Ap

r-10

Sep

-09

Ch

ief

Off

icer

1100.0

0%

10

0.0

0%

Dis

tric

t O

ffic

er

1100.0

0%

10

0.0

0%

6.6

7%

6.6

7%

6.2

5%

6.2

5%

6.7

6%

6.3

2%

5.3

1%

Secti

on

Off

icer

872.7

3%

218.1

8%

19.0

9%

11

327.2

7%

33.3

3%

26.3

2%

15.6

9%

15.6

9%

15.0

9%

15.0

9%

12.7

7%

15.8

2%

15.8

2%

Sp

ecia

l In

sp

ecto

r9

100.0

0%

90

0.0

0%

Sp

ecia

l S

erg

ean

t25

78.1

3%

721.8

8%

32

721.8

8%

21.8

8%

Sp

ecia

l C

on

sta

ble

189

77.1

4%

44

17.9

6%

41.6

3%

52.0

4%

10.4

1%

20.8

2%

245

56

22.8

6%

20.4

3%

22.2

8%

20.0

4%

20.0

4%

21.1

4%

21.1

4%

20.3

3%

19.6

2%

20.5

0%

Gra

nd

To

tal

233

77.9

3%

53

17.7

3%

41.3

4%

51.6

7%

10.3

3%

31.0

0%

00.0

0%

299

66

22.0

7%

20.3

2%

21.7

7%

19.2

1%

19.2

1%

20.2

2%

20.2

2%

19.2

5%

18.8

3%

19.5

0%

Sp

ecia

l C

on

sta

ble

s b

y G

rad

e a

nd

Dis

ab

ilit

y

No

%N

o%

Dec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Sep

-10

Ap

r-10

Sep

-09

Ch

ief

Off

icer

1100.0

0%

1

Dis

tric

t O

ffic

er

1100.0

0%

16.2

5%

6.6

7%

Secti

on

Off

icer

11

100.0

0%

11

0.7

8%

Sp

ecia

l In

sp

ecto

r1

11

.11

%8

88.8

9%

9

Sp

ecia

l S

erg

ean

t32

100.0

0%

32

Sp

ecia

l C

on

sta

ble

20.8

2%

243

99.1

8%

245

0.8

2%

0.8

9%

0.7

5%

0.6

9%

0.6

9%

0.1

9%

0.1

9%

0.1

9%

Gra

nd

To

tal

31.0

0%

296

99.0

0%

299

1.0

0%

0.6

8%

0.9

7%

0.8

3%

0.6

2%

0.6

2%

0.1

7%

0.1

7%

0.1

7%

Sp

ecia

l C

on

sta

ble

s b

y G

rad

e a

nd

Ag

e

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

Dec-1

4D

ec-1

3D

ec-1

2D

ec-1

1S

ep

-11

Ap

r-11

Sep

-10

Ap

r-10

Sep

-09

Ch

ief

Off

icer

1100.0

0%

1100.0

0%

100.0

0%

Dep

uty

Ch

ief

Off

icer

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

Assis

tan

t C

hie

f O

ffic

er

100.0

0%

Sen

ior

Dis

tric

t O

ffic

er

100.0

0%

Dis

tric

t O

ffic

er

1100.0

0%

1100.0

0%

100.0

0%

100.0

0%

87.5

0%

93.3

3%

93.3

3%

93.3

3%

100.0

0%

100.0

0%

100.0

0%

Secti

on

Off

icer

872.7

3%

327.2

7%

11

100.0

0%

100.0

0%

81.5

8%

80.0

0%

80.3

9%

82.6

9%

82.6

9%

83.3

3%

83.9

3%

76.7

9%

Sp

ecia

l In

sp

ecto

r1

11

.11

%1

11

.11

%5

55.5

6%

111

.11

%1

11

.11

%9

77.7

8%

80.0

0%

80.0

0%

Sp

ecia

l S

erg

ean

t1

3.1

3%

10

31.2

5%

928.1

3%

825.0

0%

412.5

0%

32

65.6

3%

65.6

3%

Sp

ecia

l C

on

sta

ble

20.8

2%

52

21.2

2%

54

22.0

4%

62

25.3

1%

52

21.2

2%

14

5.7

1%

83.2

7%

10.4

1%

245

55.5

1%

48.9

2%

44.8

2%

42.3

2%

40.4

5%

39.2

4%

39.2

4%

41.4

8%

44.4

7%

45.5

4%

Gra

nd

To

tal

20.6

7%

53

17.7

3%

65

21.7

4%

80

26.7

6%

69

23.0

8%

19

6.3

5%

93.0

1%

20.6

7%

299

59.2

0%

53.0

3%

49.6

6%

47.5

8%

45.5

3%

44.3

6%

44.3

6%

46.9

0%

49.9

2%

50.5

1%

Ch

ief

Off

icer

0.0

0%

Dep

uty

Ch

ief

Of

#R

EF

!C

hie

f O

ffic

er

0.5

6%

Assis

tan

t C

hie

f O

#R

EF

!D

eputy

Chie

f O

ff0.0

0%

Sen

ior

Dis

tric

t O

#R

EF

!A

ssis

tant C

hie

f O

0.0

0%

Dis

tric

t O

ffic

e0.0

0%

Senio

r D

istr

ict O

f0.0

0%

Secti

on

Off

ice

0.0

0%

Dis

tric

t O

ffic

e0.5

6%

Sp

ecia

l In

sp

ec

33.3

3%

Section O

ffic

e6.1

5%

Sp

ecia

l S

erg

ea

0.0

0%

Specia

l In

spect

4.4

7%

Sp

ecia

l C

on

sta

66.6

7%

Specia

l S

erg

ea

11.7

3%

Specia

l C

onsta

76.5

4%

30+

%

51 -

60

61 -

65

Ag

e R

an

ge

18 -

20

Over

65

Ch

inese

Eth

nic

ity

41 -

50

Dec-1

5

To

tal

Dec-1

5

To

tal

To

tal B

ME

% B

ME

To

tal

Dec-1

5

Gra

de

Wh

ite o

r W

hit

e B

riti

sh

Asia

n o

r A

sia

n B

riti

sh

Bla

ck o

r B

lack B

riti

sh

Mix

ed

No

t S

tate

d

21 -

25

26 -

30

31 -

40

Gra

de

Dis

ab

ilit

y

Gra

de

Ye

sN

o

An

y O

ther

% B

ME

Sp

ecia

l C

on

sta

ble

s

% o

f S

pecia

l C

on

sta

ble

s w

ith

a D

isab

ilit

y

No

of

Sp

ecia

l C

on

sta

ble

s M

ore

Th

an

30 y

rs o

ld %

DDiiss

aabbllee

dd SS

ppeecciiaa

llss CC

oonnsstt

aabbllee

ss BByy RR

aannkk

0.0

0%

2.0

0%

4.0

0%

6.0

0%

8.0

0%

10

.00

%

12

.00

%

Chie

f O

fficer

Dis

tric

t O

fficer

Secti

on O

fficer

Specia

l In

specto

rSpecia

l Serg

eant

Specia

l Const

able

N Nuumm

bbeerr

ooff

SSppeecciiaa

ll CCoonnsstt

aabbllee

ss aaggeedd 33

00 &&

oovveerr,,

bbyy ee

aacchh RR

aannkk

10

0.0

0%

0.0

0%

0.0

0%

0.0

0%

10

0.0

0%

10

0.0

0%

77

.78

%6

5.6

3%

55

.51

%

0.0

0%

20

.00

%

40

.00

%

60

.00

%

80

.00

%

10

0.0

0%

12

0.0

0%

Chie

f O

fficer

Deputy

Chie

f

Offi

cer

Ass

ista

nt

Chie

f O

fficer

Senio

r

Dis

tric

t

Offi

cer

Dis

tric

t

Offi

cer

Secti

on

Offi

cer

Specia

l

Insp

ecto

r

Specia

l

Serg

eant

Specia

l

Const

able

West Midlands PoliceDiversity Analysis

57

Div

ers

ity D

eta

ils

Eth

nic

ity &

Gen

der

by L

PU

Dep

t

Eth

nic

ity

an

d G

en

de

r p

er

LP

U/D

ep

t

Po

lic

e O

ffic

ers

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

Bir

min

gh

am

Ea

st

LP

U2

66

62

.15

%1

20

28

.04

%2

25

.14

%2

0.4

7%

71

.64

%3

0.7

0%

20

.47

%2

0.4

7%

30

.70

%1

0.2

3%

42

89

.11

%

Bir

min

gh

am

No

rth

LP

U1

67

65

.75

%7

22

8.3

5%

10

3.9

4%

10

.39

%2

0.7

9%

20

.79

%2

54

5.9

1%

Bir

min

gh

am

So

uth

LP

U2

10

62

.13

%9

22

7.2

2%

12

3.5

5%

51

.48

%5

1.4

8%

10

.30

%6

1.7

8%

41

.18

%2

0.5

9%

10

.30

%3

38

10

.06

%

Bir

min

gh

am

We

st

an

d C

en

tra

l L

PU

36

15

9.7

7%

13

52

2.3

5%

50

8.2

8%

15

2.4

8%

10

1.6

6%

91

.49

%1

52

.48

%4

0.6

6%

40

.66

%1

0.1

7%

60

41

7.0

5%

Co

ve

ntr

y L

PU

29

36

5.8

4%

12

22

7.4

2%

15

3.3

7%

40

.90

%2

0.4

5%

20

.45

%5

1.1

2%

10

.22

%1

0.2

2%

44

56

.52

%

Du

dle

y L

PU

19

36

3.9

1%

84

27

.81

%9

2.9

8%

10

.33

%2

0.6

6%

10

.33

%5

1.6

6%

51

.66

%1

0.3

3%

10

.33

%3

02

7.6

2%

Sa

nd

we

ll L

PU

26

56

6.4

2%

94

23

.56

%2

15

.26

%2

0.5

0%

61

.50

%3

0.7

5%

51

.25

%1

0.2

5%

10

.25

%1

0.2

5%

39

99

.77

%

So

lih

ull

LP

U1

54

62

.10

%6

42

5.8

1%

11

4.4

4%

41

.61

%4

1.6

1%

52

.02

%4

1.6

1%

10

.40

%1

0.4

0%

24

811

.69

%

Wa

lsa

ll L

PU

23

66

6.1

1%

98

27

.45

%1

54

.20

%2

0.5

6%

10

.28

%1

0.2

8%

10

.28

%2

0.5

6%

10

.28

%3

57

6.4

4%

Wo

lve

rha

mp

ton

LP

U2

87

66

.74

%1

09

25

.35

%1

43

.26

%7

1.6

3%

71

.63

%3

0.7

0%

20

.47

%1

0.2

3%

43

07

.67

%

As

so

cia

tio

ns

35

77

.78

%8

17

.78

%2

4.4

4%

45

4.4

4%

Bir

min

gh

am

Pa

rtn

ers

hip

s2

66

.67

%1

33

.33

%3

0.0

0%

Co

mm

an

d T

ea

m7

70

.00

%2

20

.00

%1

10

.00

%1

01

0.0

0%

Co

un

ter

Te

rro

ris

m U

nit

18

76

3.6

1%

69

23

.47

%2

89

.52

%5

1.7

0%

31

.02

%2

0.6

8%

29

41

2.9

3%

Cri

min

al

Ju

sti

ce

Se

rvic

es

99

71

.22

%2

71

9.4

2%

53

.60

%3

2.1

6%

21

.44

%1

0.7

2%

10

.72

%1

0.7

2%

13

97

.91

%

DC

C T

as

k F

orc

e6

46

.15

%5

38

.46

%1

7.6

9%

17

.69

%1

31

5.3

8%

Fo

rce

CID

34

46

0.2

5%

16

82

9.4

2%

25

4.3

8%

15

2.6

3%

40

.70

%2

0.3

5%

61

.05

%5

0.8

8%

20

.35

%5

71

9.9

8%

Fo

rce

Co

nta

ct

10

45

5.0

3%

69

36

.51

%3

1.5

9%

21

.06

%2

1.0

6%

52

.65

%3

1.5

9%

10

.53

%1

89

7.9

4%

Fo

rce

In

ve

sti

ga

tio

n R

ev

iew

10

50

.00

%9

45

.00

%1

5.0

0%

20

5.0

0%

Fo

ren

sic

Se

rvic

es

25

96

.15

%1

3.8

5%

26

3.8

5%

Inte

llig

en

ce

22

56

9.6

6%

78

24

.15

%6

1.8

6%

41

.24

%6

1.8

6%

41

.24

%3

23

6.1

9%

Le

arn

ing

an

d D

ev

elo

pm

en

t5

86

1.0

5%

33

34

.74

%1

1.0

5%

11

.05

%1

1.0

5%

11

.05

%9

54

.21

%

Mo

torw

ay

Po

lic

ing

16

88

6.1

5%

16

8.2

1%

31

.54

%3

1.5

4%

31

.54

%2

1.0

3%

19

54

.62

%

Op

era

tio

ns

30

58

4.7

2%

38

10

.56

%7

1.9

4%

10

.28

%2

0.5

6%

20

.56

%4

1.1

1%

10

.28

%3

60

4.7

2%

Pro

fes

sio

na

l S

tan

da

rds

16

48

.48

%1

54

5.4

5%

13

.03

%1

3.0

3%

33

6.0

6%

Pu

bli

c P

rote

cti

on

22

43

1.1

1%

44

16

1.2

5%

91

.25

%1

92

.64

%3

0.4

2%

50

.69

%4

0.5

6%

10

1.3

9%

20

.28

%2

0.2

8%

10

.14

%7

20

7.3

6%

Re

gio

na

l O

rga

nis

ed

Cri

me

Un

it3

56

7.3

1%

13

25

.00

%2

3.8

5%

23

.85

%5

27

.69

%

Stu

de

nt

Off

ice

rs4

75

2.8

1%

29

32

.58

%6

6.7

4%

11

.12

%1

1.1

2%

22

.25

%1

1.1

2%

11

.12

%1

1.1

2%

89

13

.48

%

Gra

nd

To

tal

43

29

62

.00

%2

011

28

.80

%2

77

3.9

7%

92

1.3

2%

74

1.0

6%

29

0.4

2%

83

1.1

9%

51

0.7

3%

16

0.2

3%

10

0.1

4%

40

.06

%3

0.0

4%

30

.04

%0

0.0

0%

69

82

8.8

2%

De

c-1

44

47

26

2.3

6%

20

54

28

.64

%2

74

3.8

2%

92

1.2

8%

75

1.0

5%

30

0.4

2%

83

1.1

6%

51

0.7

1%

20

0.2

8%

11

0.1

5%

30

.04

%3

0.0

4%

20

.03

%1

0.0

1%

71

71

8.5

6%

De

c-1

34

63

06

2.7

5%

20

98

28

.44

%2

74

3.7

1%

91

1.2

3%

76

1.0

3%

33

0.4

5%

85

1.1

5%

55

0.7

5%

17

0.2

3%

10

0.1

4%

30

.04

%3

0.0

4%

20

.03

%1

0.0

1%

73

78

8.4

4%

De

c-1

24

85

66

3.0

6%

21

74

28

.23

%2

80

3.6

4%

92

1.1

9%

82

1.0

6%

36

0.4

7%

88

1.1

4%

55

0.7

1%

18

0.2

3%

11

0.1

4%

30

.04

%3

0.0

4%

20

.03

%1

0.0

1%

77

01

8.3

4%

De

c-1

15

06

96

3.1

8%

22

53

28

.08

%2

91

3.6

3%

97

1.2

1%

89

1.1

1%

37

0.4

6%

89

1.1

1%

57

0.7

1%

20

0.2

5%

11

0.1

4%

40

.05

%3

0.0

4%

20

.02

%1

0.0

1%

80

23

8.3

5%

Se

p-1

15

13

86

3.3

5%

22

68

27

.96

%2

89

3.5

6%

97

1.2

0%

92

1.1

3%

37

0.4

6%

91

1.1

2%

57

0.7

0%

20

0.2

5%

11

0.1

4%

50

.06

%3

0.0

4%

20

.02

%1

0.0

1%

8111

8.3

1%

Ap

r-11

52

57

63

.57

%2

29

82

7.7

9%

29

33

.54

%9

81

.19

%9

21

.11

%3

80

.46

%9

21

.11

%5

80

.70

%2

10

.25

%11

0.1

3%

50

.06

%3

0.0

4%

20

.02

%1

0.0

1%

82

69

8.2

5%

Se

p-1

05

53

96

4.4

6%

23

28

27

.09

%2

99

3.4

8%

99

1.1

5%

93

1.0

8%

39

0.4

5%

93

1.0

8%

59

0.6

9%

21

0.2

4%

11

0.1

3%

50

.06

%3

0.0

3%

30

.03

%1

0.0

1%

85

93

8.0

8%

Ap

r-1

05

63

96

4.7

0%

23

45

26

.91

%3

03

3.4

8%

98

1.1

2%

93

1.0

7%

39

0.4

5%

95

1.0

9%

58

0.6

7%

22

0.2

5%

11

0.1

3%

50

.06

%3

0.0

3%

30

.03

%1

0.0

1%

87

15

8.0

1%

Se

p-0

95

72

16

5.0

1%

23

52

26

.73

%2

99

3.4

0%

98

1.1

1%

94

1.0

7%

39

0.4

4%

93

1.0

6%

59

0.6

7%

21

0.2

4%

12

0.1

4%

50

.06

%3

0.0

3%

30

.03

%1

0.0

1%

88

00

7.8

9%

Ap

r-0

95

71

86

5.3

9%

23

26

26

.60

%2

85

3.2

6%

95

1.0

9%

94

1.0

8%

39

0.4

5%

86

0.9

8%

58

0.6

6%

21

0.2

4%

11

0.1

3%

50

.06

%3

0.0

3%

20

.02

%1

0.0

1%

87

44

7.6

4%

TO

TA

L

BM

EM

ale

Fe

ma

leF

em

ale

Gra

nd

To

tal

As

ian

or

As

ian

Bri

tis

hB

lac

k o

r B

lac

k B

riti

sh

Mix

ed

Fe

ma

leM

ale

Ch

ine

se

Ma

le

LP

U/D

ep

t

Wh

ite

or

Wh

ite

Bri

tis

h

Fe

ma

leM

ale

Ma

le

An

y O

the

r

Fe

ma

leF

em

ale

Ma

leM

ale

No

t S

tate

d

Fe

ma

le

Div

ers

ity D

eta

ils

Eth

nic

ity &

Gen

der

by L

PU

Dep

t

Po

lic

e S

taff

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

Bir

min

gh

am

Ea

st

LP

U2

25

.00

%5

62

.50

%1

12

.50

%8

12

.50

%

Bir

min

gh

am

No

rth

LP

U4

80

.00

%1

20

.00

%5

20

.00

%

Bir

min

gh

am

So

uth

LP

U5

50

.00

%4

40

.00

%1

10

.00

%1

01

0.0

0%

Bir

min

gh

am

We

st

an

d C

en

tra

l L

PU

54

1.6

7%

43

3.3

3%

21

6.6

7%

18

.33

%1

22

5.0

0%

Co

ve

ntr

y L

PU

45

7.1

4%

34

2.8

6%

70

.00

%

Du

dle

y L

PU

11

2.5

0%

67

5.0

0%

11

2.5

0%

80

.00

%

Sa

nd

we

ll L

PU

111

.11

%6

66

.67

%1

11

.11

%1

11

.11

%9

22

.22

%

So

lih

ull

LP

U2

28

.57

%2

28

.57

%1

14

.29

%2

28

.57

%7

42

.86

%

Wa

lsa

ll L

PU

22

2.2

2%

77

7.7

8%

90

.00

%

Wo

lve

rha

mp

ton

LP

U5

45

.45

%6

54

.55

%11

0.0

0%

As

so

cia

tio

ns

78

7.5

0%

11

2.5

0%

80

.00

%

Bir

min

gh

am

Pa

rtn

ers

hip

s1

10

0.0

0%

10

.00

%

Bu

sin

es

s T

ran

sfo

rma

tio

n2

14

1.1

8%

22

43

.14

%4

7.8

4%

35

.88

%1

1.9

6%

51

15

.69

%

Co

mm

an

d T

ea

m1

14

.29

%5

71

.43

%1

14

.29

%7

14

.29

%

Co

rpo

rate

As

se

t M

an

ag

em

en

t1

49

47

.76

%1

26

40

.38

%6

1.9

2%

18

5.7

7%

30

.96

%3

0.9

6%

10

.32

%1

0.3

2%

20

.64

%1

0.3

2%

10

.32

%1

0.3

2%

31

21

0.9

0%

Co

rpo

rate

Co

mm

un

ica

tio

ns

15

36

.59

%1

74

1.4

6%

12

.44

%3

7.3

2%

12

.44

%2

4.8

8%

12

.44

%1

2.4

4%

41

19

.51

%

Co

un

ter

Te

rro

ris

m U

nit

87

44

.62

%8

74

4.6

2%

31

.54

%11

5.6

4%

10

.51

%2

1.0

3%

10

.51

%1

0.5

1%

10

.51

%1

0.5

1%

19

59

.74

%

Cri

min

al

Ju

sti

ce

Se

rvic

es

12

23

0.1

2%

22

35

5.0

6%

13

3.2

1%

19

4.6

9%

51

.23

%1

53

.70

%2

0.4

9%

40

.99

%1

0.2

5%

10

.25

%4

05

14

.57

%

Fin

an

ce

an

d S

ha

red

Se

rvic

es

64

19

.34

%2

07

62

.54

%4

1.2

1%

35

10

.57

%1

0.3

0%

11

3.3

2%

51

.51

%1

0.3

0%

20

.60

%1

0.3

0%

33

11

7.2

2%

Fo

rce

CID

33

32

.35

%6

05

8.8

2%

10

.98

%4

3.9

2%

10

.98

%1

0.9

8%

10

.98

%1

0.9

8%

10

27

.84

%

Fo

rce

Co

nta

ct

19

72

6.5

5%

46

26

2.2

6%

16

2.1

6%

34

4.5

8%

30

.40

%1

52

.02

%2

0.2

7%

10

1.3

5%

10

.13

%1

0.1

3%

10

.13

%7

42

11

.19

%

Fo

rce

In

ve

sti

ga

tio

n R

ev

iew

15

0.0

0%

15

0.0

0%

20

.00

%

Fo

ren

sic

Se

rvic

es

76

43

.68

%8

34

7.7

0%

74

.02

%4

2.3

0%

21

.15

%1

0.5

7%

10

.57

%1

74

8.6

2%

Hu

ma

n R

es

ou

rce

s1

01

4.7

1%

50

73

.53

%1

1.4

7%

45

.88

%1

1.4

7%

11

.47

%1

1.4

7%

68

10

.29

%

Info

rma

tio

n M

an

ag

em

en

t4

63

0.6

7%

81

54

.00

%2

1.3

3%

96

.00

%2

1.3

3%

32

.00

%5

3.3

3%

10

.67

%1

0.6

7%

15

01

4.6

7%

Inte

llig

en

ce

60

32

.43

%1

01

54

.59

%7

3.7

8%

12

6.4

9%

10

.54

%3

1.6

2%

10

.54

%1

85

12

.97

%

IT a

nd

DIG

ITA

L5

55

6.1

2%

19

19

.39

%1

01

0.2

0%

33

.06

%1

1.0

2%

77

.14

%1

1.0

2%

22

.04

%9

82

4.4

9%

Le

arn

ing

an

d D

ev

elo

pm

en

t2

34

4.2

3%

23

44

.23

%2

3.8

5%

23

.85

%1

1.9

2%

11

.92

%5

211

.54

%

Le

ga

l S

erv

ice

s2

11

.11

%1

05

5.5

6%

52

7.7

8%

15

.56

%1

83

3.3

3%

Mo

torw

ay

Po

lic

ing

83

0.7

7%

16

61

.54

%1

3.8

5%

13

.85

%2

67

.69

%

Op

era

tio

ns

19

44

.19

%2

45

5.8

1%

43

0.0

0%

Pro

fes

sio

na

l S

tan

da

rds

11

42

.31

%1

45

3.8

5%

13

.85

%2

63

.85

%

Pu

bli

c P

rote

cti

on

11

.75

%4

27

3.6

8%

11

.75

%8

14

.04

%3

5.2

6%

11

.75

%1

1.7

5%

57

22

.81

%

Re

gio

na

l O

rga

nis

ed

Cri

me

Un

it8

44

.44

%9

50

.00

%1

5.5

6%

18

5.5

6%

We

st

Mid

lan

ds

Off

ice

fo

r P

oli

cin

g a

nd

Cri

me

93

4.6

2%

83

0.7

7%

13

.85

%2

7.6

9%

13

.85

%4

15

.38

%1

3.8

5%

26

34

.62

%

Gra

nd

To

tal

10

52

32

.63

%1

73

95

3.9

4%

80

2.4

8%

18

55

.74

%2

40

.74

%6

92

.14

%11

0.3

4%

37

1.1

5%

60

.19

%9

0.2

8%

20

.06

%6

0.1

9%

20

.06

%2

0.0

6%

32

24

12

.97

%

De

c-1

41

03

93

0.6

0%

17

52

51

.61

%6

41

.89

%1

66

4.8

9%

21

0.6

2%

63

1.8

6%

80

.24

%3

00

.88

%1

03

3.0

3%

13

84

.06

%1

0.0

3%

60

.18

%2

0.0

6%

20

.06

%3

39

51

0.6

9%

De

c-1

31

06

43

2.0

6%

17

78

53

.57

%6

82

.05

%1

63

4.9

1%

23

0.6

9%

69

2.0

8%

80

.24

%2

70

.81

%4

71

.42

%6

31

.90

%1

0.0

3%

30

.09

%2

0.0

6%

30

.09

%3

31

911

.06

%

De

c-1

2111

53

2.8

7%

18

65

54

.98

%7

62

.24

%1

68

4.9

5%

22

0.6

5%

69

2.0

3%

80

.24

%2

90

.85

%1

20

.35

%1

80

.53

%2

0.0

6%

30

.09

%2

0.0

6%

30

.09

%3

39

211

.26

%

De

c-1

111

89

33

.62

%1

93

45

4.6

8%

75

2.1

2%

17

24

.86

%2

20

.62

%7

52

.12

%9

0.2

5%

30

0.8

5%

70

.20

%1

50

.42

%2

0.0

6%

30

.08

%2

0.0

6%

20

.06

%3

53

711

.08

%

Se

p-1

111

92

33

.50

%1

94

65

4.6

9%

77

2.1

6%

17

44

.89

%2

20

.62

%7

62

.14

%9

0.2

5%

30

0.8

4%

70

.20

%1

60

.45

%2

0.0

6%

30

.08

%2

0.0

6%

20

.06

%3

55

811

.16

%

Ap

r-11

12

83

33

.67

%2

09

25

4.8

9%

82

2.1

5%

17

84

.67

%2

30

.60

%8

02

.10

%8

0.2

1%

32

0.8

4%

70

.18

%1

70

.45

%2

0.0

5%

30

.08

%2

0.0

5%

20

.05

%3

811

10

.81

%

Se

p-1

01

45

83

4.1

4%

23

54

55

.12

%8

41

.97

%1

87

4.3

8%

24

0.5

6%

83

1.9

4%

80

.19

%3

30

.77

%1

00

.23

%1

90

.44

%2

0.0

5%

30

.07

%3

0.0

7%

30

.07

%4

27

11

0.0

7%

Ap

r-1

01

49

53

4.1

0%

24

19

55

.18

%8

51

.94

%1

90

4.3

3%

25

0.5

7%

84

1.9

2%

90

.21

%3

20

.73

%1

20

.27

%2

10

.48

%2

0.0

5%

30

.07

%3

0.0

7%

40

.09

%4

38

49

.97

%

Se

p-0

91

51

43

3.8

2%

24

86

55

.54

%8

81

.97

%1

95

4.3

6%

25

0.5

6%

85

1.9

0%

90

.20

%3

40

.76

%9

0.2

0%

20

0.4

5%

20

.04

%3

0.0

7%

20

.04

%4

0.0

9%

44

76

9.9

9%

Ap

r-0

91

45

43

3.4

2%

24

34

55

.94

%8

61

.98

%1

82

4.1

8%

26

0.6

0%

84

1.9

3%

90

.21

%3

50

.80

%1

00

.23

%1

90

.44

%2

0.0

5%

30

.07

%3

0.0

7%

40

.09

%4

35

19

.98

%

Ch

ine

se

Ma

leF

em

ale

Gra

nd

To

tal

Fe

ma

leM

ale

Fe

ma

leT

OTA

L

BM

E

Wh

ite

or

Wh

ite

Bri

tis

h

Fe

ma

le

Mix

ed

Ma

leM

ale

No

t S

tate

dA

ny

Oth

er

Fe

ma

le

LP

U/D

ep

t

Fe

ma

le

Bla

ck

or

Bla

ck

Bri

tis

h

Ma

leM

ale

Fe

ma

leM

ale

As

ian

or

As

ian

Bri

tis

h

West Midlands PoliceDiversity Analysis

58

Div

ers

ity

De

tail

s

Eth

nic

ity

& G

en

de

r b

y L

PU

De

pt

Po

lice C

om

mu

nit

y S

up

po

rt O

ffic

ers

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

Bir

min

gh

am

East

LP

U14

31.1

1%

21

46.6

7%

36.6

7%

36.6

7%

12.2

2%

12.2

2%

12.2

2%

12.2

2%

45

22.2

2%

Bir

min

gh

am

No

rth

LP

U20

51.2

8%

14

35.9

0%

410.2

6%

12.5

6%

39

10.2

6%

Bir

min

gh

am

So

uth

LP

U19

40.4

3%

20

42.5

5%

24.2

6%

12.1

3%

12.1

3%

36.3

8%

12.1

3%

47

14.8

9%

Bir

min

gh

am

West

an

d C

en

tral L

PU

34

46.5

8%

21

28.7

7%

79.5

9%

45.4

8%

22.7

4%

11.3

7%

45.4

8%

73

24.6

6%

Co

ven

try L

PU

28

37.8

4%

41

55.4

1%

22.7

0%

11.3

5%

22.7

0%

74

6.7

6%

Du

dle

y L

PU

23

46.0

0%

24

48.0

0%

24.0

0%

12.0

0%

50

6.0

0%

San

dw

ell L

PU

20

37.0

4%

26

48.1

5%

59.2

6%

23.7

0%

11.8

5%

54

14.8

1%

So

lih

ull L

PU

14

48.2

8%

15

51.7

2%

29

0.0

0%

Wals

all L

PU

21

46.6

7%

16

35.5

6%

12.2

2%

511

.11

%1

2.2

2%

12.2

2%

45

15.5

6%

Wo

lverh

am

pto

n L

PU

40

51.9

5%

33

42.8

6%

11.3

0%

22.6

0%

11.3

0%

77

5.1

9%

Op

era

tio

ns

642.8

6%

750.0

0%

17.1

4%

14

7.1

4%

Gra

nd

To

tal

239

43.6

9%

238

43.5

1%

24

4.3

9%

18

3.2

9%

81.4

6%

10.1

8%

40.7

3%

11

2.0

1%

30.5

5%

00.0

0%

00.0

0%

10.1

8%

547

12.2

5%

Dec-1

4280

42.6

8%

278

42.3

8%

27

4.1

2%

19

2.9

0%

91.3

7%

10.1

5%

40.6

1%

13

1.9

8%

16

2.4

4%

81.2

2%

10.1

5%

656

11.2

8%

Dec-1

3287

43.6

8%

289

43.9

9%

28

4.2

6%

21

3.2

0%

91.3

7%

20.3

0%

40.6

1%

12

1.8

3%

30.4

6%

10.1

5%

10.1

5%

657

11.7

2%

Dec-1

2307

43.7

9%

306

43.6

5%

29

4.1

4%

24

3.4

2%

91.2

8%

30.4

3%

50.7

1%

13

1.8

5%

30.4

3%

10.1

3%

10.1

4%

701

11.9

8%

Dec-1

1319

43.6

4%

319

43.6

4%

31

4.2

4%

25

3.4

2%

91.2

3%

40.5

5%

60.8

2%

13

1.7

8%

30.4

1%

10.1

3%

10.1

4%

731

12.1

8%

Sep

-11

324

43.6

1%

325

43.7

4%

32

4.3

1%

25

3.3

6%

91.2

1%

40.5

4%

60.8

1%

13

1.7

5%

30.4

0%

10.1

3%

10.1

3%

743

12.1

1%

Ap

r-11

332

43.4

0%

335

43.7

9%

33

4.3

1%

26

3.4

0%

91.1

8%

40.5

2%

70.9

2%

14

1.8

3%

30.3

9%

10.1

3%

10.1

3%

765

12.2

9%

Sep

-10

343

43.3

1%

350

44.1

9%

33

4.1

7%

27

3.4

1%

91.1

4%

50.6

3%

70.8

8%

14

1.7

7%

30.3

8%

10.1

3%

792

12.1

1%

Ap

r-10

346

43.0

9%

355

44.2

1%

33

4.1

1%

28

3.4

9%

91.1

2%

50.6

2%

81.0

0%

14

1.7

4%

30.3

7%

10.1

2%

10.1

2%

803

12.2

0%

Sep

-09

353

43.3

7%

354

43.4

9%

39

4.7

9%

27

3.3

2%

91.1

1%

50.6

1%

91.1

1%

13

1.6

0%

30.3

7%

10.1

2%

10.1

2%

814

12.6

5%

Ap

r-09

351

42.8

0%

356

43.4

1%

38

4.6

3%

30

3.6

6%

10

1.2

2%

40.4

9%

11

1.3

4%

14

1.7

1%

30.3

7%

20.2

4%

10.1

2%

820

13.1

8%

Sp

ecia

l C

on

sta

ble

s

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

No

%N

o%

Bir

min

gh

am

East

LP

U11

44.0

0%

312.0

0%

832.0

0%

14.0

0%

14.0

0%

14.0

0%

25

40.0

0%

Bir

min

gh

am

No

rth

LP

U8

88.8

9%

111

.11

%9

0.0

0%

Bir

min

gh

am

So

uth

LP

U9

52.9

4%

529.4

1%

15.8

8%

15.8

8%

15.8

8%

17

17.6

5%

Bir

min

gh

am

West

an

d C

en

tral L

PU

20

51.2

8%

25.1

3%

11

28.2

1%

25.1

3%

12.5

6%

12.5

6%

12.5

6%

12.5

6%

39

43.5

9%

Co

ven

try L

PU

20

51.2

8%

13

33.3

3%

37.6

9%

25.1

3%

12.5

6%

39

15.3

8%

Du

dle

y L

PU

16

88.8

9%

211

.11

%18

0.0

0%

San

dw

ell L

PU

18

60.0

0%

516.6

7%

620.0

0%

13.3

3%

30

23.3

3%

So

lih

ull L

PU

18

69.2

3%

415.3

8%

415.3

8%

26

15.3

8%

Wals

all L

PU

19

65.5

2%

620.6

9%

26.9

0%

13.4

5%

13.4

5%

29

13.7

9%

Wo

lverh

am

pto

n L

PU

14

58.3

3%

416.6

7%

312.5

0%

14.1

7%

14.1

7%

14.1

7%

24

25.0

0%

Fo

rce C

ID1

100.0

0%

10.0

0%

Mo

torw

ay P

olicin

g23

88.4

6%

13.8

5%

27.6

9%

26

7.6

9%

Op

era

tio

ns

956.2

5%

16.2

5%

425.0

0%

16.2

5%

16.2

5%

16

37.5

0%

Gra

nd

To

tal

186

62.2

1%

47

15.7

2%

44

14.7

2%

93.0

1%

20.6

7%

20.6

7%

41.3

4%

10.3

3%

10.3

3%

00.0

0%

31.0

0%

00.0

0%

299

21.7

4%

Dec-1

4232

59.4

9%

70

17.9

5%

50

12.8

2%

14

3.5

9%

20.5

1%

20.5

1%

61.5

4%

10.2

6%

61.5

4%

41.0

3%

30.7

7%

00.0

0%

390

20.0

0%

Dec-1

3252

57.1

4%

93

21.0

9%

55

12.4

7%

17

3.8

5%

30.6

8%

30.6

8%

61.3

6%

10.2

3%

40.9

1%

30.6

8%

30.6

8%

10.2

3%

441

20.1

8%

Dec-1

2300

58.0

3%

11

221.6

6%

63

12.1

9%

22

4.2

6%

30.5

8%

30.5

8%

81.5

5%

10.1

9%

10.1

9%

30.5

8%

10.1

9%

517

20.1

2%

Dec-1

1338

55.9

6%

144

23.8

4%

71

11.7

5%

24

3.9

7%

40.6

6%

30.5

0%

81.3

2%

10.1

7%

60.9

9%

30.5

0%

20.3

3%

604

19.2

1%

Sep

-11

336

55.8

1%

144

23.9

2%

72

11.9

6%

24

3.9

9%

40.6

6%

30.5

0%

81.3

3%

10.1

7%

50.8

3%

30.5

0%

20.3

3%

602

17.9

4%

Ap

r-11

355

54.8

7%

152

23.4

9%

80

12.3

6%

27

4.1

7%

60.9

3%

30.4

6%

81.2

4%

10.1

5%

81.2

4%

10.1

5%

40.6

2%

20.3

1%

647

18.8

6%

Sep

-10

344

56.2

1%

147

24.0

2%

71

11.6

0%

27

4.4

1%

60.9

8%

20.3

3%

60.9

8%

10.1

6%

20.3

3%

10.1

6%

30.4

9%

20.3

3%

612

18.1

4%

Ap

r-10

342

57.0

0%

141

23.5

0%

71

11.8

3%

26

4.3

3%

50.8

3%

20.3

3%

50.8

3%

20.3

3%

20.3

3%

30.5

0%

10.1

7%

600

18.0

0%

Sep

-09

338

56.9

0%

136

22.9

0%

73

12.2

9%

29

4.8

8%

40.6

7%

10.1

7%

40.6

7%

10.1

7%

10.1

7%

30.5

1%

30.5

1%

10.1

7%

594

18.6

9%

Ap

r-09

336

54.9

9%

140

22.9

1%

79

12.9

3%

29

4.7

5%

50.8

2%

20.3

3%

60.9

8%

10.1

6%

20.3

3%

71.1

5%

30.4

9%

10.1

6%

611

20.6

6%

TO

TA

L

BM

EM

ale

Male

Fem

ale

Male

Fem

ale

Fem

ale

No

t S

tate

d

Male

Fem

ale

Bla

ck o

r B

lack B

riti

sh

Mix

ed

Male

Wh

ite o

r W

hit

e B

riti

sh

Male

Fem

ale

Male

Fem

ale

Male

Wh

ite o

r W

hit

e B

riti

sh

Gra

nd

To

tal

LP

U/D

ep

t

Asia

n o

r A

sia

n B

riti

sh

Male

An

y O

ther

Ch

inese

LP

U/D

ep

t

Asia

n o

r A

sia

n B

riti

sh

Fem

ale

Male

Fem

ale

Male

TO

TA

L

BM

E

Gra

nd

To

tal

Male

Fem

ale

An

y O

ther

No

t S

tate

dB

lack o

r B

lack B

riti

sh

Mix

ed

Male

Fem

ale

Fem

ale

West Midlands PoliceDiversity Analysis

59

New Police Officers by Gender and Ethnicity

0

20

40

60

80

100

120

140

160

180

White or

White

British

Asian or

Asian

British

Black or

Black

British

Mixed Not

Stated

Any Other Chinese

Female

Male

% of Police Officers aged 30 & over in Federated Ranks

60.00%

65.00%

70.00%

75.00%

80.00%

85.00%

90.00%

95.00%

100.00%

Dec-15 Dec-14 Dec-13 Dec-12 Dec-11 Sep-11 Apr-11 Sep-10 Apr-10 Sep-09

Ch

InspInsp

Sgt