FUTURE WORKFORCE - Diversity - ANZPAA Conference Innovation Policing: Anticipating Future Challenges
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FUTURE WORKFORCE – Diversity ANZPAA Conference Innovation Policing: Anticipating Future Challenges MELBOURNE, 2 MAY 2018 Dr Jackie Blue – Equal Employment Opportunities Commissioner
Themes for
today
Our discussion will focus on:
• The personal & professional
characteristics of the police workforce of
the future.
• What does the current workforce look
like?
• What should the new workforce look like?
• What skills & capabilities will the
workforce need?
• How can policing agencies recruit &
retain this workforce?
Gender break down in NZ Police 2017
Female
30/06/2012 30/06/2017
% growth
Commissioner 0/0 0
Deputy
0/0 1/3
Commissioner
Assistant
0/5 1/9
Commissioner
Superintendent 1/44 6/30 500%
Inspector 21/250 36/289 71%
Senior Sergeant 47/442 63/485 34%
Sergeant 162/1438 174/1445 7%
Constable 1335/6672 1434/6512 7%
Recruit 18/86 53/177 194%
Growth of women in the Constabulary - ? exponential •2000 1000 women recruits •2018 2000 women recruits •2021/22 3000 women recruits Challenge will be around retention & to ensure that women have the right support to progress
% females lower ranks (NZ Police)
35
30
25
% 20 Recruits
Constable
15
Sergeant
10 Linear (Recruits )
5
0
2009 2010 2011 2012 2013 2014 2015 2016 2017% females recruits (NZ Police)
60
2030
50
40 Feb 2018
% 30 Target of 50% female
recruits by 2021 – in
20 2010
fact looks like it will
possibly take another
decade
10
0% females recruits (NZ Police)
90
2030
80
70
60
50
% Feb 2018
40 Target of 50% female
30 2010 recruits by 2021 –if it
follows exponential
20
growth target will be
10 reached around 2025
00%
5%
10%
15%
20%
25%
30%
35%
40%
Jun 01
Apr 02
Feb 03
Dec 03
Oct 04
Aug 05
Number
Jun 06
Apr 07
Feb 08
Dec 08
Oct 09
Propotion
Aug 10
Jun 11
Number Apr 12
Feb 13
Female graduates from
Dec 13
Proportion
Oct 14
Aug 15
Jun 16
NZ Police College 2001-2018
Apr 17
Feb 18
0
50
100
150
200
250
300% females top ranks (NZ Police)
30
25
20
% 15 Senior Sergeant
Inspector
10 Superintendent
5
0
2009 2010 2011 2012 2013 2014 2015 2016 2017% females all categories
(NZ Police)
100
90
80
70
% 60
50 Recruits
40 Constable
30
Sergeant
20
Senior
10
Sergeant
0 Inspector
2009 2010 2011 2012 2013 2014 2015 2016 2017Employees by gender
%
(constabulary NZ Police)
250
200 If growth is exponential
will take 42 years (2060) to
150
reach 50% women across
%
100 the constabulary workforce
50
0Ethnicity breakdown of NZ Police
80
Pakeha
70
60
50
% 40
30
20
Māori
10 Pacific
0 Asian
2010 2011 2012 2013 2014 2015 2016 2017Ethnic breakdown of the prison
population - NZ
60
Māori
50
40
Pakeha
% 30
20
Pacific
10
Asian
0
2012 2013 2014 2015 2016 2017NZ Police Initiatives • The Safest Country - Policing 2021 ( P21) • Iwi and Community Partnerships: P21 • Joint Justice System approach to improving Māori Outcomes • Turning of the Tide
The Safest Country - Policing 2021 or P21
- NZ Police transformation programme
(launched May 2017)
• Range of initiatives during the next 4 years to:
• modernise and transform their business
• support a future of evidence-based
• Technologically-enabled policing
• There are five P21 work streams
• Safer Whānau
• Iwi and community partnerships
• Evidence-based policing
• Service delivery and modernising our business
• Police High Performance Framework (PHPF)Iwi and Community Partnerships: P21
• Build/maintain strong relationships of trust & confidence with Māori
• To enable the delivery of real solutions guided by Te Ao Māori to increase the
number of Māori who currently experience waiora (total wellbeing for the
individual and family)
• Māori are best placed to design and deliver services that can successfully foster
protective factors that will support Māori waiora.
• Working in partnership to co-design services and provide opportunities to do
things differently, will contribute to improving justice outcomes for Māori.
• Initiatives include Iwi Community Panels and alternative resolutions.
• Enable the delivery of solutions guided by Te Ao Māori to:
• Prevent Māori entering the criminal justice system
• For those who do enter, prevent them coming back
• Provide better support for victims and the whānau of those who come into contact
with the system.
Reduce Māori Reoffending by 25% by 2021Joint Justice System approach to improving Māori Outcomes Justice System Māori Outcomes strategy • Involves - Police, Ministry of Justice, Corrections + Oranga Tamariki, Ministry for Children: Owners of Youth Justice Why? • Long term disparities for Māori • Slow to no change • Iwi Māori demanding, deserve better • Strategy not about just about working better with Iwi Māori but improving ourselves (= Police) • How the Justice System will work better together to contribute to Māori waiora - Health, soundness of body and mind
Justice Sector Maori Outcome
Strategy Structure
This strategy is about improving
Iwi Māori Aspirations & Goals
ourselves & the system, so that
we can better contribute to Iwi
Measures Justice Sector Māori Outcomes Strategy Māori aspirations of Wellbeing
of success
- • Tō Tatau Moemoeā - Our Vision: All Māori will live full and prosperous lives, free from crime
related harm The strategy draws from Turning
Strategy
We are prepared to do what is right, we will ensure prevention remains at the top of our agenda the Tide, Prevention First, Tū Mai
Targets
te Rangi; outlines key Pou where
-
• Tā Tātau Whakatakanga - Our Mission: To protect and restore Māori wellbeing through positive agencies should focus efforts.
RRM25
interactions and fair processes to create a just and equitable criminal justice system.
Should link with Iwi Leaders
Principles: Mahi Tahi, Mātauranga, Whakamana, Rawa, Manaakitanga, Whānau Ora Criminal Justice Strategy.
Approach: Te Ao Māori
Strategic Pou
Tuarua:
Tuatahi: Tuatoru:
Effective initiatives and improving
Our people and their mid-set. Effective partnerships. Actions / initiatives designed,
existing Practice and service delivery.
developed, tested under each Pou
Justice Sector Joint Actions to create behavior change in each
agency & communities
Turning the Tide Ministry of Justice Action Corrections
Police Action Plan Plan Action Plan Evidence based approach
feeding back into improving
effectiveness of initiatives for
Investment – Data Infrastructure – IDI - Research & Evaluation MāoriTurning of the Tide
• Joint Iwi/ Police developed strategy which reflects the relationship and
partnership with Iwi Māori
• Continues the Prevention First focus with Māori audience
• Focus on reducing Māori representation through the criminal justice
system – as victims or offenders
• Currently being refreshed with four focus areas:
• Our People: Who we are, who we recruit, strengthening our skills, knowledge,
experience, adjusting our state of mind, high performing, structure
• Our Practice: What we do and how we do it. Improved service delivery, respecting
tikanga, pronunciation
• Partnerships & Participation: Working with others, shared decision making,
joint outcomes
• Prevention & Protection: Interventions, programmes, initiatives eg Iwi Panels,
prevention advice on radio, PCW, protecting communities
• Delivered using Te Ao Māori (Māori World View), Tikanga Māori (Māori culture),
and Te Reo Māori (Māori language)
• Building Trust & Confidence with Māori communitiesTurning of the Tide
• Current results show:
Measure 2011/12 2016/17 June 2018 Status
Baseline Target
Percentage of first time youth offenders 44% 44% 39.8% Upward trend has
who are Māori stablised
Percentage of first time adult offenders 28% 22% 25.4% Downward trend
who are Māori
Percentage of repeat youth offenders 57% 63% 45.8% Upward trend
who are Māori
Percentage of repeat adult offenders who 44% 47% 34.9% Upward trend
are Māori
Non-traffic apprehensions of Māori youth 3,549 2,795 2,662 Downward trend
resolved by prosecution
Non-traffic apprehensions of Māori adult 40,193 37,079 30,145 Downward trend
resolved by prosecution
Percentage of serious crash casualties 19% 17% 15.2% Downward trend
that are Māori
75% of Māori surveyed in the current rolling year were either ‘very satisfied’ or ‘satisfied’ with the
overall quality of Police service deliveryGender diversity in Australian police agencies Women in Australian Federal Police • 22% AFP as a whole • 30% Senior leadership roles Women in Queensland Police • 26% QPS as a whole Women in South Australian Police • 28.5% SAPOL as a whole • 18.5% Inspector or above Women in Victoria Police • 23% VICPOL as a whole • 16% Commissioners • 16% Inspectors
Characteristics of the
workforce of the future
Culturally Increased use
Gender Technology
Competent
Reflective
of the Inclusive
Community Ethnicity working Flexible
environment working
Zero tolerance
LGBTIQ+
harassmentHow can policing agencies recruit
this new workforce ?
Role-model
Build a case Re-design
commitment
for change roles
to change
Challenge New
traditional marketing
recruitment methodsHow do the Police retain good people ?
Support staff Actively Put
through life sponsor rising infrastructure
transitions women
UNDRIP in place
Challenge
traditional Train frontline
promotion leaders
criteriaAddress gender & ethnic pay
gaps
Gender pay • a high level indicator of inequity
• Gap between women + men’s hrly
gap rate expressed as a % of the male
hourly rate
Ethnic Pay • An indicator in the difference in
pay between European staff &
gap staff from ethnic minorities.Gender Pay Gap - NZ Police
2015-2016 31 March 2018
Constabulary 7.7% 8.2% (fewer women in sworn
employees workforce ; pay linked with
years of service - currently men
have longer years of service)
Other Police 17.1% 16.9% (females dominate
employees non sworn workforce – lower
paid positions: clerical, admin)
Across the 14.9% 14.7% (Public Service 12.5%,
organisation
Once years of service in the sworn & gendered nature of
non-sworn workforce is controlled for, unexplained GPG for
both years 1 %Address Workplace Culture
Zero tolerance
bullying &
harassment
Robust Victim
centered
polices practicesContact us
@NZHumanRights
@NZHumanRightsCommissionYou can also read
