PSO 2800 - Inside Time

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PSO 2800 Annexes – Page 3CHAPTER 1 – INTRODUCTION1.1 This introduction gives an overview of the PSO and the structure that it sets out to allow thePrison Service to meet its legal responsibilities.1.2 Our policy statement sets out our intent:The Prison Service has a positive duty, and is committed, to: eliminate unlawfuldiscrimination; promote equality of opportunity; and promote good relations between peopleof different racial groups. Unlawful discrimination on the basis of colour, race, nationality,ethnic or national origin, or religion is prohibited, as is any racially abusive or insultinglanguage or behaviour on the part of any member of staff, prisoner or visitor. Action will betaken against anyone who contravenes this policy statement.1.3 In order to make good this intent, prison establishments must work to ensure that:Direct discrimination, harassment, victimisation and incitement to racial hatred areprevented and tackled and good relations between people of different racial groupspromoted;Indirect discrimination is prevented and tackled and equality of opportunity promoted.This order outlines Prison Service policy in each of these areas. Establishments mustcomply with this policy, and devise a programme of work (the Race Equality Action Plan –REAP) to take it forward locally.Direct Discrimination and Promotion of Good Race Relations1.4 The first area refers to the actions of individuals and groups. Establishments must work toeradicate discrimination and harassment by informing staff of their responsibilities andproviding them with other relevant training (chapter 8) and by putting in place an effectivecomplaint system that includes measures to identify and tackle perpetrators and to protectcomplainants (chapter 6). Establishments must work to promote good race relations bycommunicating with staff, prisoners and visitors (chapter 9) and engaging with the localcommunity (chapter 7).Indirect Discrimination and Promotion of Equal Opportunity1.5 The second area is not about the actions of individuals and groups, but about policies andpractices that disadvantage particular groups. When prevalent within an organisation thiskind of indirect discrimination can lead to what has been termed institutional racism – acollective failure that is the result of discrimination through unwitting prejudice, ignorance orthoughtlessness, and racist stereotyping.1.6 The main tool in addressing this area is the assessment of the impact of all policies andprocedures on different racial groups, and the process for doing this is set out in chapter 5.From this impact assessment process establishments must derive action plans to addressindirect discrimination and to promote equality of opportunity in the operation of particularpolicies and practices, and these must become part of the Race Equality Action Plan.1.7 In order to ensure that impact assessments are conducted effectively, establishments needto ensure that monitoring procedures are in place (chapter 4) and that there are appropriatemethods of consulting and communicating with staff, prisoners and visitors (chapter 9) andthe wider community (chapter 7).Issue No. 264 issue date 25/09/06
PSO 2800 Annexes – Page 4Management1.8 The structure for managing the above processes and the Race Equality Action Plan inestablishments is set out in chapter 3.1.9 The management structure and support available above establishment level – at area leveland in headquarters – is set out in chapter 10.Issue No. 264 issue date 25/09/06
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PSO 2800 - Inside Time

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