The Equality And Diversity Procedures Carried Out Within The Metropolitan Police Service

2329 WordsMar 9, 201510 Pages
This report highlights a continuous period where police officers and their employers are subject to the provisions of the Human Rights Act 1998, The Disability Discrimination Act 1995, 2005 and the Equality Act 2010. It takes place at a time where the police service has been labelled as ‘institutionally racist’ (Macpherson, 1999) and at a time when studies show that racism, sexism and gender are a significant factor within the dominant and highly influential police occupational culture (Loftus, 2008). The purpose of this report is to examine the equality and diversity procedures carried out within the Metropolitan Police Service (MPS- the largest Police Service in England and Wales) in comparison to UK legislation and Policy. Before going into depth of the report it is necessary to define the terms “equality and diversity.” Scholars have struggled to define diversity clearly. This may be because the term has been used to describe a large number of differences between people (Mannix & Neale, 2005). Surface-level diversity can simply be described as demographic difference and deep-level diversity as differences in attitudes and beliefs (Harrison et al, 2002). The Universal Declaration of Human Rights relates equality to “All human beings are born free and equal in dignity and rights,” which means that they are all equal in their humanity and moral worth and they all share an essential dignity as human beings. Gaps in equality and diversity within the Metropolitan Police

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