Thematic Inspection of Police Scotland Training and Development – Phase 2

Police Scotland should develop timely, meaningful equality, diversity and inclusion data and the capability to analyse the data to identify and understand trends, and to inform strategy and priorities in relation to recruitment, retention, development and promotion of people from under-represented groups.

Police Scotland should assert a strong and bold position in its external and internal communications on equality and diversity matters, that it is an anti-discriminatory and inclusive organisation.

Police Scotland should consider developing a retention strategy, recognising that retention is equally as important as recruitment, and explaining the role everyone in the organisation has in creating an environment that is truly welcoming and inclusive.

Police Scotland should improve the information available to potential applicants, clarify the standards required to pass the selection process, and introduce a system of keeping applicants informed about the progress of their application.

Police Scotland should consider introducing a process for applicants, both successful and unsuccessful, to provide feedback on the recruitment process, in order to learn and improve.

Police Scotland should devise a programme of refresher training in equality, diversity and inclusion for all members of the organisation. Priority should be given to tutor constables and first-line managers, given their vital role in supporting people joining the organisation and retention of staff.

Police Scotland should review the resource levels, location, and remit of the Positive Action Team to maximise the benefit of dedicating resource to engaging with under-represented communities, and proactively attracting and supporting applications from people from all under-represented groups.

Police Scotland should identify ways to improve the understanding of the public and the understanding of its own workforce about the role and purpose of the Positive Action Team.

Police Scotland should accelerate its ongoing efforts to introduce an electronic recruitment system including implementing the diversity insights module at the earliest point of delivery.

Police Scotland should consider improving its understanding of the specific needs of each diversity staff association and reviewing the level of support provided accordingly.