Staff associations (FOI ref: 1530A/24)

Request

According to the HMICFRS  (An inspection into activism and impartiality in policing),   there are more than 200 local staff networks across police forces in England and Wales (p 13).  On the same page it states:

"Staff network activity, such as offering advice on, or communicating about, government policy, could lead to a perception that they aren’t impartial."

And;

"Forces need to prioritise their support for networks in line with their recruitment and retention requirements."

https://hmicfrs.justiceinspectorates.gov.uk/news/news-feed/greater-clarity-on-definition-of-operational-independence-needed-to-maintain-police-impartiality/

1a. Please provide a full list of the national and local staff networks associated with your force.

1b. And specify the amount of money you contributed to each in the financial year 2023/24.

2. Please provide a blank copy of the application form that must be completed by individuals seeking to establish a staff network.

Response

1a. See following list:

• Association of Muslim Police (AMP WMP)
• Black and Asian Police Association (BAPA WMP)
• British Association of Women in Policing (National)
• Christian Police Network (CPN WMP)
• Disabled Police Association (National)
• Enable Disability and Carers Support Network (Enable WMP)
• Hindu Police Association (HPA)
• LGBT+ Network (WMP)
• National association of Muslim Police (National)
• National Black Police Association (National)
• National LGBT+ Network (National)
• National Police Autism Association (NPAA National)
• National Sikh Police Association (National)
• Neurodiversity Staff Network (WMP)
• Police National Dyslexia Association (PANDA National)
• Polish Officers and Staff Association (POSA WMP)
• Sikh Police Association (WMP)
• Women in Policing (WiP WMP)

1b. See following data extracted from our finance system:

* Note - Where a credit is shown (BAPA and Disabled Police Assn) then these associations have either generated more income in the year than they have spent or have had that unused income brought forward from previous financial years.

2. Whilst we don’t have an application form as such for new staff networks (SNs) there is a process. If an individual or a group of individuals ask to form a staff network they need to provide a business case to the Diversity & Inclusion Department. On receipt of this, the D&I Manager will review the business case and test the need for one to be formed. Such questions include:

• The need for such a SN and whether the focus is upon an under represented group
• The benefits to the force and colleagues both those that may join and those that may not
• Is the remit of the network already covered by another network (as such could the work be built into a pre-existing staff network or is there a need for a separate one to be formed).
• How many members or colleagues do we believe this will attract and even if colleagues do not become members how many may it benefit and how.

Should the rationale be clear, this will be considered at the Fairness and Belonging Governance Board, chaired by the Deputy Chief Constable to determine whether it is suitable to be set up as a staff network, or if it is more suitable as a support group of colleagues coming together to support each other but without the formal recognition and support of a staff network.