Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Diverse workforce in the public services

No description
by

rosie lischke

on 3 June 2014

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Diverse workforce in the public services

Diverse workforce in the public services
The Police Force
Every police officer, special constable and member of police staff is responsible for delivering a fair and professional service, promoting equality for all. Equality and Diversity helps organisations to work more creatively and innovatively using new and original methods and improve performance.
these benefits include:
the police force also have formed associations such as the Black Police Association, who were involved wit the making of the secret policeman, with 72% saying they still face racism at work. which lead to unrealistic targets set for Manchester police.
The benefits of having a diverse workforce
Helps the public services gain a greater operational picture of the needs of the whole society.
Reflects the ever changing demographic makeup of our society.

It improves societies perception of the public services.

The public services benefit from having a wide variety of cultures and religions because it can improve skills and knowledge and public servants can learn from each individuals experience and expertise
The MoD
Equality and diversity is a high priority issue for the MoD. The Joint Equality and Diversity Training Center (JEDTC) is one of the army's main strategies to promote equality and diversity. It trains new recruits about the importance of diversity an has a high focus on anti-racism- eradication of inappropriate behavior towards the public services core values and standards .

They are responsible for
the delivery of four courses:

Benefits of a diverse workforce
a broad range of information for descision making and a wider range of possible solutions.
A willingness to change established ways of thinking and consider new options
Improvements in overall quality of team.
Better staff managements, leading to improvements in staff satisfaction.
Better relationships with the community, resulting in a more effective service.
Better quality services, improving public confidence.
Strategies
1. Senior Military Officers’ and Senior Civil Servant's Equality and Diversity Course.
This is mandatory for all senior officers to raise awareness of Equality and Diversity issues.
2. Equality and Diversity Adviser (EDA) Course.
This is a 5 day course which is for officers and warrant officers. it means that they can perform duties and make changes they think is necessary to improve equality and diversity.
3. Equality and Diversity Adviser Refresher Course.
This is just a course that will update their qualification on the EDA course.
4. Assistant Equality and Diversity Adviser (Asst EDA) Course.
This is a three day training package for Junior Non-Commissioned Officers to perform duties as the Assistant Equality and Diversity Adviser

In recruiting efforts the MOD takes account of the differing beliefs and attitudes of diverse sectors of society.
They try demonstrate to the domestic population that they are an inclusive organisation where every soldier, no matter what his or her background, is welcomed and given every chance to succeed.

The United Kingdom and the countries from which they recruit are diverse and culturally rich societies. If the MOD are to enjoy their support, and attract high quality recruits, They must be able to demonstrate that everyone joining or already serving in the Army will be treated fairly, and given the opportunity to make the most of the talents that they possess.


The police force sets three themes, which provide the framework for improving the equality and performance at every level of the police force.
Delivering services that are easy to access, that respond to and meet the needs of all communities.
Building a working environment that includes everyone and encourages all staff to develop and make progress.
Building equality into the organisations processes and how the service manages its performance.

The police force has had ethnic minority recruitment targets of up to 5000 to recruit more females and people with other ethnic backgrounds to reflect the make up of the community they serve. Over the years the targets have increased after cases such as the Stephen Lawrence case, where the Metropolitan Police service was called 'institutionally racist' and the undercover police officer documentary was filmed with the manchester police recruits.
Stephen Lawrence -
The secret policeman documentary
associations and unions
The Thames Valley Police has a Support Association for Minority Ethnic staff also known as 'SAME'. This is a support network working towards ensuring that there is fairness and equality for minority ethnic staff within policing.

Membership of SAME is open to all members and volunteers of Thames Valley Police regardless of their ethnic background. It is also open to members of the communities that Thames Valley Police serves - either as companies/organisations or as individuals. Membership is free.


The public services use many different methods to make sure every member of the community has access to their services.
For the deaf, hearing and speech impaired there is an emergency only text service and an email service to contact the police for non emergency's.

The Disabled Police Association is a national body representing Staff Disability networks from Police Forces across the UK. Our main aim is to promote equality of opportunity for disabled people working within the extended Police family.


for people with learning difficultys the police are not allowed to contact them directly and have to have a carer or social worker present at all times.
The police introduced a scheme in 2013 whereby mental health nurses accompany officers on call-outs.
Nurses will join patrols, assist on emergency calls and in control rooms as part of the street triage scheme.


references
http://www.bbc.co.uk/news/uk-england-23759565
http://www.nidirect.gov.uk/police-and-disabled-people
http://www.disabledpolice.info/

http://www.nypolfed.org.uk/assets/uploads/PDFs/disability1.pdf
http://www.psni.police.uk/index/advice-and-legislation/advice_hate_crime/advice_hate_crmie_religious.htm
MOD Equality of Service
The MOD provide a range of different ration packs such as;
vegetarian, kosher, standard and Halal. This is so anybody with religious beliefs that restricts them from eating certain foods can

They also allow for uniform alterations such as Kevlar turbans for Sikh personnel.
The MOD also provide prayer rooms and multi-faith chaplains as well as time off to celebrate religious festivals and holidays.

There is also support provided for personnel with additional learning needs such as dyslexia
equal opportunities for all, based around operational effectiveness.
Full transcript