Final Report of the Morris Inquiry: The Case for Change

THE CASE FOR CHANGE
Figure 15
Police Staff Progression at February 2004
Band
A
and
above
B
C
D
E
F
G
Other
All
bands
Total
Strength
Number
% of all
officers
133
1.1%
310
2.6%
579
4.8%
1,591
13.3%
5,614
46.9%
1,212
10.1%
340
2.8%
2,187
18.3%
11,966
100.0%
Number
104
215
254
659
1,829
356
189
1,285
4,891
Male
% of rank
77.7%
69.6%
43.9%
41.4%
32.6%
29.4%
55.5%
58.8%
40.9%
% of male
staff
2.1%
4.4%
5.2%
13.5%
37.4%
7.3%
3.9%
26.3%
100.0%
Number
30
94
325
932
3,785
856
152
902
7,075
Female
% of rank
% of
female
staff
22.3%
0.4%
30.4%
1.3%
56.1%
4.6%
58.6%
13.2%
67.4%
53.5%
70.6%
12.1%
44.5%
2.1%
41.2%
12.8%
59.1%
100.0%
Number
128
299
522
1,383
4,462
933
255
1,628
9,610
Non-
Visible
Ethnic
Minority
% of rank
% of
non-VEM
staff
96.3%
1.3%
96.6%
3.1%
90.2%
5.4%
87.0%
14.4%
79.5%
46.4%
77.0%
9.7%
75.0%
2.7%
74.4%
16.9%
80.3%
100.0%
Number
5
11
57
208
1,152
279
85
559
2,355
Visible
Ethnic
Minority
% of rank
% of VEM
staff
3.7%
0.2%
3.4%
0.5%
9.8%
2.4%
13.0%
8.8%
20.5%
48.9%
23.0%
11.8%
25.0%
3.6%
25.6%
23.8%
19.7%
100.0%
Source: MPS
9.7 The GLA believes that the only way in which the MPS will make progress
towards its targets is to explore the possibility of adopting a recruitment strategy
based on positive discrimination for a fixed period. Given the legislative framework,
this would be unlawful.
9.8 AC Ghaffur comments that “the argument for fast-tracking successful minority
candidates into the organisation post-selection is a persuasive one. However, this is illegal as it
constitutes positive discrimination. In turn, this puts the MPS at risk of litigation.”
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