Final Report of the Morris Inquiry: The Case for Change

THE CASE FOR CHANGE
5.31 We understand, given the recent history of the MPS, why race may have
commanded such a high priority and we recognise the efforts that have been made
to implement the findings of the Macpherson Report. However, we believe that it is
now timely for the MPS to move forward with this agenda and to manage all areas
of difference effectively. To quote Mr Hogan-Howe in his evidence to us:
“I think probably we have come to a point where we need to make clear what diversity
means for us and whether we say specifically it is not just race, or whether we say these are
the other things, that it also means disability, gender. You must consider this as a really
important issue. I think it is in the message that it is time to move on.”
5.32 The eclipse of other issues of difference by race may be a national failing.
“It is our view that the issue of ‘diversity’ in Forces has been progressed on a reactive,
piecemeal basis at senior level. Each ‘issue’ appears to be treated in turn and in isolation.
There appears to be no appreciation at senior level of the benefits of mainstreaming fairness
and equality throughout the Service. Rather there has been a ‘tick-box’ mentality to the
delivery of equality and diversity targets. It does not run as a golden thread through all policies
and practices. There is a focus on systems management rather than people management.”
(Submission from the National Police Federation.)
5.33 We also consider that, in certain respects, the emphasis the MPS has placed
on diversity in recent years has led to a culture of ‘ticking boxes’; that is, allowing
people to act in a way which goes through the motions and implies a commitment
to valuing difference but which lacks any real substance.
5.34 An example that was drawn to our attention was the establishment of the Disabled
Staff Association. The MPS encouraged staff to form such an association and facilitated
its recognition as an official group but we were told by one of those involved that:
“I feel very much that we are like a tick box, that they have felt that we need to have a
disabled association set up, and now it has been set up, we will not support it, we will not help
it or empower it in any way, it is just there, and we have our token disabled people that we
can now wheel out to the press any time we like. That is how I perceive it.” (Evidence of Mr PP.)
5.35 The danger of diversity becoming a tick box exercise appears to have been
recognised at a senior level within the MPS: “I think there have been some ticked boxes.”
(Evidence of the Deputy Commissioner, Sir Ian Blair.)
5.36 We have received evidence that things are changing, but it is clear that much
change is needed and at a much faster pace to permeate through the MPS.
“We understand it takes a while to bring that change about, and with [the Association of
Muslim Police’s] help and our help and with the Sikh Association’s help, there have been
changes. And there is a learning curve, they are learning, they are opening their doors and
learning, but it is not filtering down, it is not – yes, here, at New Scotland Yard, they understand
it now, but it is not going sideways.” (Evidence of Josephine Poole, Jewish Police Association.)
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