Diversity and Inclusion (1713A/23)
My questions are related to ‘diversity, equity and inclusion’ (DEI). I recognise organisations may have different names for ‘diversity, equity and inclusion’. Therefore, in the spirit of The Freedom of Information Act, please take this phrase to also mean ‘diversity, equality and inclusion’ or whatever your organisation terms the DEI framework, and to apply to discrete elements of the DEI framework – EG ‘diversity’ training sessions, or ‘inclusivity’ training sessions, as well as training sessions that are related to the DEI framework – EG ‘unconscious bias’ training, or ‘gender identity’ training.
Please tell me the following:
1. Broken down annually, from 2019 to present how many training sessions related to ‘Diversity Equity and Inclusion’ have employees of your organisation been invited to complete? If possible, please detail how many of these training sessions were mandatory for employees to attend, and how many were voluntary. If possible, please also detail how many of these training sessions were led by internal staff, and how many by external providers.
Please share with me the titles of the five most recent DEI-based training sessions provided to your organisation’s employees.
2. How many staff members whose role is predominantly focussed on DEI does your organisation employ? For example, employees with titles such as ‘diversity manager’, ‘head of inclusion’, or ‘head of culture’. Please also inform me how many such roles your organisation held at year end (or whenever you measured them) in 2022, 2021, 2020 and 2019.
3. Please inform me how many internal grievances have been raised by employees of your organisation from 2019 to present, broken down by year.
4. Please inform me how many internally raised grievances have resulted in disciplinary procedures being instigated from 2019 to present, broken down by year.
5. Please inform me how many of your employees have received sanctions following disciplinary procedures that arose as a result of internally raised grievances from 2019 to present, broken down by year. If possible, please detail how many instances of each outcome were enacted (EG number of written warnings, number of dismissals etc); please also break this information down by calendar year.
6. If possible, please inform me what your organisation’s total expenditure (or budget, if expenditure is too time-consuming/difficult to calculate) has been for external ‘DEI’ training sessions from 2019 to present, broken down by year.
7. If possible, please inform me what your organisation’s current salary budget or expenditure (whichever is more convenient) is for staff members whose roles are predominantly focussed around DEI. Please also provide this information for 2019, 2020, 2021 and 2022, broken down by calendar or financial year, whichever is more convenient.
8. If possible, please tell me how many staff your organisation currently employs. Please also tell me how many staff your organisation employed (at whichever point in the years you have measurements to hand for – EG year-end) in 2022, 2021, 2020 and 2019.
We can confirm that we hold information within the scope of your request, please find this information attached (1713A_Attachment). However, be advised that although your questions relate to diversity & inclusion, the information you have requested is held by multiple different departments across the force. Therefore, the answers provided for each question will not necessarily correlate directly with each other.
Please note that these data should be interpreted with caution. Every effort is made to ensure that the figures presented are accurate and complete. However, it is important to note that these data have been extracted from a number of data sources used by forces for police purposes. The detail collected to respond specifically to your request is subject to the inaccuracies inherent in any large scale recording system. As a consequence, care should be taken to ensure data collection processes and their inevitable limitations are taken into account when interpreting those data.
The figures provided therefore are our best interpretation of relevance of data to your request, but you should be aware that the collation of figures for ad hoc requests may have limitations and this should be taken into account when those data are used.
If you decide to write an article / use the enclosed data we would ask you to take into consideration the factors highlighted in this document so as to not mislead members of the public or official bodies, or misrepresent the relevance of the whole or any part of this disclosed material.