WELLBEING AND INCLUSION

2.1 Q3 WELLBEING REPORT
Members considered the paper which provided oversight of Police Scotland/SPA Health and Wellbeing activity throughout Q3 2023/24. Katy Miller (KMiller) highlighted a number of key points as detailed in the paper.
In discussion the following matters were raised:
• Members were informed that the inhouse occupational health system will assist in producing trends and patterns, help with risk assessment and understanding whether any additional controls are required.
• Referring to action PC – 20231127 – 002, Members reiterated the request for improved reporting in trends and patterns in addition to receiving evidence and assurance of appropriate workload management for officers and staff. KMiller advised whilst narrative could have been provided, further work was required in respect of officers to gather evidence.

The Committee RESOLVED to:
• NOTE the report.

2.2 ILL HEALTH RETUREMENT REVIEW CLOSURE REPORT
Members considered the paper which provided a review of the Ill Health Retirement and Injury on Duty award processes, following quarterly updates over the last 12 months. Jackie Kydd highlighted a number of key points as detailed in the paper.
• The Committee Chair confirmed Members were keen to see more data on the length of process, targets, common themes and preventative work. KMiller confirmed that further analysis on these issues would be included in future reports. Members were provided an overview of the recent trial of fast-track applications and heard it had made significant positive changes which helps those affected. The majority of cases relate to psychological injury rather than physical. Members heard an independent evaluation was being undertaken which would also look at preventative work.
• Members were assured there was consistent application of the policy.
• The Committee noted they looked forward to receiving regular reports on the process, articulating standards and outcome measures.

The Committee RESOLVED to:
• NOTE the report.

2.3 HMICS REVIEW OF CULTURE IN POLICE SCOTLAND
Members considered HMICS review of culture in Police Scotland. Mark Hargreaves highlighted a number of key points as detailed in the paper.
In discussion the following matters were raised:
• Members welcomed the review, agreeing it would provide the Chief Constable with an independent overview and provide the Poling Together Oversight Group with a core reference. The Committee noted the action plan from Police Scotland would be equally important to the initial report.
• Members raised concerns about the emphasis of resource potentially impacting both the findings and work to address the recommendations. HMICS advised that resources were a casual factor in some findings, and it was found pressure on teams and individuals impacts on their attitude to culture in terms of capacity and willingness. However, HMICS agreed that resources shouldn’t be a factor or barrier in addressing the findings.
• Members sought further comment on the findings relating to training of new recruits and questioned whether new recruits feel equipped to challenge behaviours. HMICS reported values and willingness to challenge was seen as a key component of training, but it was less well received once officers were on the frontline. HMICS advised further support was required for front line management.
• Members sought further comment on the disconnect of management style and behaviours between senior and middle management. HMICS advised feedback indicated there was an expectation middle management held one to ones, but they weren’t having their own. Feedback also detailed there is a perceived disconnect from senior managers of what’s happening on the ground and pressures on senior managers are significant. The Committee heard priorities change as officers move through the ranks, but this was a feature of most hierarchal organisations.
• Members sought comment on prioritisation and pace and heard whilst normally a response is expected in three months, it was not unreasonable that Police Scotland requested four months due to the scale. HMICS confirmed they would engage with Police Scotland on progress and an- action plan was expected by April. The Committee noted this would be presented at the next meeting in May.
• Members were informed ACC Houston was coordinating response to all recommendations, with the starting point being looking at existing strategies, dashboards and commitments, to then identify gaps.
• The Committee Chair highlighted it was not a wholly Police Scotland as recommendation 11 expected joint outcomes between SPA and Police Scotland.
• Members questioned whether 600 contacts was an acceptable number for the type of review but heard there was no comparison as the approach had not been done before. Notwithstanding, HMICS were content with the number who wanted to provide comment and the response was qualitative to better gain perceptions.
• Staff association and Union representatives all welcomed the report, confirming their members recognised some aspects. Emphasis was placed on focus being on training and development.
• The Committee Chair confirmed the Committee looks forward to receiving further reports and assurance on effectiveness of actions.

The Committee RESOLVED to:
• NOTE the report.

2.4 SEX EQUALITY AND TACKLING MISOGYNY IMPACT MEASURES
Members considered the report which detailed the sex equality and tackling misogyny impact measures for 2024/24. ACC Emma Bond (ACCBond) highlighted a number of key points as detailed in the paper. In addition, ACC Bond provided an overview of the development of the action plan and how it is used to map against activity within Policing Together and Violence Against Women and Girls work to identify additional gaps. Survey findings have identified areas of focus and work continues to build an evidence base on these plus their underlying causes. Delivery Group meetings are focussed on monitoring business as usual work which has identified a lack of progress for females from Sergeant to Inspector rank. Work continues to identify the cause. Recruitment and engagement with first line supervisors also remain a focus of the Delivery Group. ACCBond committed to outcome measures being more clearly defined and presented to the Committee, as per action PC-20231127-004.
In discussion the following matters were raised:
• Members sought clarity on whether the work was still in discovery phase and heard that phase was in relation to ACCBonds role as Chair. The Committee were informed work continues at pace, aligning with day-to-day business and the impact is being noticed.
• Members noted a disproportionately low number of officers can access flexible working and questioned how this was being addressed. The Committee heard there was a balance to be struck between those wanting flexible working versus organisational needs but there was a commitment to look at it. KMiller advised that part time working aligns with ONS statistics, but more work was required to understand why applications were being refused and whether part time working impacts progression. Ongoing work will look at more nuanced data in areas such as geography and ranks.
• Staff association representatives commended the approach undertaken, noting it aided work on culture change.

The Committee RESOLVED to:
• NOTE the report.