The following message has been circulated to community individuals and groups: 

The process of integrating E&D will take place over the next two years, with an end date of 31^st March 2014.

Current DCT staff members will be retained, for that period of time, wherever possible, and all posts will be disestablished on 31^st March 2014. Posts that are currently vacant will not be re-filled.

Line management of the DCT will move to Local Policing & Partnerships (LPP) department on 1^st April 2012. This will ensure that the issue of integration and community engagement is embedded into the department and gives a direct line of control to myself as ACC for LPP. Insp Brent Davison will be the direct line manager for the team, with responsibility to ensure the implementation plan is delivered

An oversight group will be set up to assist in both the development of the implementation plan and the delivery of the integration of E&D. This group, chaired by myself, will consist of senior representatives from all the functions of policing - LPP, Response and Crime, and members from the IAGs and community. I will be looking to approach people in the next few weeks to ask them to sit on this group, and will give an idea of what the commitment on people’s time will be.

The oversight group will report periodically to the Force’s Equality, Diversity and Human Rights Strategic Group, currently chaired by DCC SAWYER. This will ensure that the work is fully connected to the Force’s strategic direction.

I trust this gives you an understanding of the way forward and how your views have helped to shape the future of E&D for the Force.

Regards

Sharon Taylor

Sharon Taylor

Assistant Chief Constable

Local Policing and Partnerships

Devon and Cornwall Police

 

 

Message circulated by ACC Taylor:

Dear all

Following the community event held on the 26^th January, which discussed the feedback on the DCT Review consultation, I wanted to update people on the main outcomes of that meeting. 

There was an acceptance of our future financial position and support for the need to integrate equality and diversity issues into local policing in the longer term.  The principle concerns were around adopting an eight sergeant model and the proposed migration plan timescales.

It was agreed that implementation of the review would be paused in order to explore alternative proposals, which I have commenced today (02/02/12) with DCT members. 

I will send out a further communication once I am in a position to give you another update.  I want to reassure you I do intend to involve you one this position has been formally ratified by the Chief Officer Group.

Regards

Sharon Taylor
Assistant Chief Constable Local Policing and Partnerships (LPP)

 

 

 

Over the last 10 years Devon and Cornwall Police has worked hard at recognising the policing needs of people Over the last 10 years Devon and Cornwall Police has worked hard at recognising the policing needs of people from ‘diverse communities’. What we mean by this is . What we mean by this is those individuals and communities from differing backgrounds which include race, ethnicity, gender, age, religion and belief, disability and sexual orientation. The way we do this needs to change. We want all our staff to be able to deliver a service that meets your need.

What happens now?

We currently have dedicated officers working with Diverse Communities to make sure that their needs are met should they be affected by crimes or incidents. This could be by meeting or speaking with you in person, attending group meetings, or working with the officer/staff member you are already dealing with. These officers/staff also work with other agencies to ensure that you get the service you need in an appropriate manner and enable us to share good practice and support each other. They do not usually investigate crime or incidents and will not normally be the officer that is sent to deal with a call or crime report. In most cases they will not be the local officer/staff for the area in which you live or work.

What will happen in the future?

The changes we are proposing will mean that all our staff will be responsible for making sure that the service we give you will meet your need. Local Policing Teams will be the officers and staff who will be making contact with you and attending your group meetings and your events.

Crimes will continue to be investigated in the way that they are today. We will still have dedicated Sergeants who you can contact if you feel your needs have not been met or feel unable to talk to your local officer. These Sergeants will have responsibility for assisting other staff and directing engagement work in support of the local Police Commander. The Sergeants will also maintain the current links with other agencies to ensure that issues are highlighted and good practice is shared.

Independent Advisory Group

We have an independent advisory group that has people from across the diverse community to help us to set out our priorities and objectives to make sure that we deliver the best service we possibly can. This will remain the same.

Hate Crime

We are also looking at how we can improve the way in which we respond to and deal with Hate Crime. This will be developed alongside the changes we are making.

We want to hear from you

We understand that change can be difficult. We would like to understand how these changes may affect or impact on you and your access to policing services. At the bottom of the page is a link to an on-line survey which we invite you to complete. This survey, and wider consultation, will continue until 9th December 2011, after which the results will be analysed and a report published.

The findings of the report will inform what we will do next. Before you fill in the survey we hope that you will read the following questions and answers, which may help to address some issues you have thought of, and may help you to complete the survey just mentioned.

1. You say that you want all officers to deal with ‘diversity’, but are these

changes really just a cost saving exercise?

No. The main reason is that we want all our staff to be able to deliver a service that meets your need. The changes that we are proposing will mean that local officers will engage more widely with all sections of the community. This will increase the opportunity for you to have someone to talk to.

2. Why do you need the Sergeants to be in place if everyone else is picking up the work?

We are committed to ensuring that our staff are best equipped to deliver a quality service. Experience tells us that sometimes this takes some clear direction and tasking from a person of rank in order to achieve this. We believe that by having dedicated Sergeants, working to the local Police Commander we will be able to ensure that this quality service is delivered.

3. I have built up trust and confidence with my local Diversity Officer and am not sure that I can do that with anyone else, what can you do for me?

We recognise that this is the biggest concern for a number of people. If you think back to when you first met your Diversity Officer, it was probably the case that you did not wholly trust them at first, but as you got to know them this trust developed. We are confident that, given time, trust in your local officers will also grow. To help with this there will be a handover so that the people you know can introduce you to the new local contact. However, if difficulties still remain then the dedicated Sergeant will be happy to assist you where they can.

4. I attend a community event that I know has been supported by the local Diversity

Officer, will these now stop?

No, the dedicated Sergeant will have responsibility for identifying such events and working locally to ensure that they are still supported.

 

The survey is now closed. 

 

You will see from the links at the side of the page that you will be able to contact your local Diversity Officer or find out what they have been up to in your local Policing area.