Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he is taking steps to encourage (a) alternative working and (b) other arrangements to support people in police forces with (i) additional needs, (ii) disabilities and (iii) other health conditions.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he is taking steps to encourage (a) flexible working and (b) other practices to support gender-inclusivity in police forces.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what steps he is taking to improve the (a) recruitment and (b) retention of female police officers.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, if he will make an assessment of trends in the level of police officer resignations; and what steps he is taking to ensure the (a) adequacy of police officer numbers and (b) long-term sustainability of the workforce.
Answered by Chris Philp - Minister of State (Home Office)
The government has delivered its commitment to recruit 20,000 additional officers. There are now over 149,000 officers in England and Wales, higher than the previous peak before the Police Uplift Programme (PUP), in March 2010 before our unprecedented recruitment drive.
The retention of police officers remains a priority for the Home Office and the National Police Chiefs’ Council (NPCC). Voluntary resignation rates, at around 3%, are low compared to other sectors.
Forces plan their ongoing recruitment to replace officers who leave, and in order to maintain officer numbers. They have been fully funded to recruit and maintain the 20,000 additional officers and that is what they are doing.
As part of the funding announced in the police funding settlement for 2024/25, £425 million has been allocated to forces which Police and Crime Commissioners can access if they maintain officer numbers.
As part of the PUP we created the Uplift Hub, an online resource for all forces that contains learning, insights and guidance generated during the programme, themed around Attraction, Recruitment, Onboarding and Retention. Forces are already accessing this learning to support retention activity which is ensuring officers are supported.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what steps he is taking to increase the number and proportion of (a) police officers and (b) other police staff who are female.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what steps he is taking to tackle retail theft.
Answered by Chris Philp - Minister of State (Home Office)
The Government recognises the significant impact shoplifting has on businesses, communities, and consumers. The Crime Survey for England and Wales shows neighbourhood crime is down 51% compared to findings from the year ending March 2010.
However, Police Recorded Crime figures show shoplifting offences increased by 32% in the 12 months to September 2023. Statistics also show the number of people charged with shoplifting offences has risen by 34% in the year ending September 2023, showing that police are taking action.
We have recently taken significant steps to improve the police response to retail crime, including shoplifting.
In October 2023, the National Police Chiefs’ Council (NPCC) published the Retail Crime Action Plan. Through this Plan, all forces across England and Wales have committed to prioritise police attendance at the scene where violence has been used towards shop staff, where an offender has been detained by store security, and where evidence needs to be secured and can only be done by police personnel. Additionally, where CCTV or other digital images are secured, police will run this through the Police National Database to aid efforts to identify prolific offenders or potentially dangerous individuals.
This builds on the NPCC commitment that police forces across England and Wales will follow up all crimes where there is actionable evidence and the chance of identifying an offender, including shoplifting.
October also saw the launch of Pegasus, a unique private-public partnership, which involves retailers providing data, intelligence and evidence to Opal, the national police intelligence unit on organised acquisitive crime, to develop a better strategic picture and help forces crack down on serious offenders.
We are continuing to work closely with retail businesses, security representatives, trade associations and policing through the National Retail Crime Steering Group (NRCSG), which meets on a quarterly basis, to ensure the response to retail crime, including shoplifting, is as robust as it can be.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what assessment his Department has made of the impact of the introduction of the aggravating factor for attacks on public facing workers on levels of retail crime.
Answered by Chris Philp - Minister of State (Home Office)
The Government is clear that violent and abusive behaviour towards any worker, particularly those who provide a valuable service to the public, is never acceptable.
In 2022, we took the significant step to introduce a statutory aggravating factor for assault against those who are serving the public. Section 156 of the Police, Crime, Sentencing and Courts Act 2022 means the public facing nature of a victim’s role will be considered an aggravating factor when it comes to sentencing for assault offences, allowing the court to give a longer sentence within the statutory maximum for the offence.
Assaults against retail workers are not separately identifiable in police recorded crime data held centrally by the Home Office.
The Government shares concerns about the level of assaults against retailers. In October 2023, the National Police Chiefs’ Council (NPCC) published the Retail Crime Action Plan. Through this Plan, all forces across England and Wales have committed to prioritise police attendance at the scene where violence has been used towards shop staff, where an offender has been detained by store security, and where evidence needs to be secured and can only be done by police personnel. Additionally, where CCTV or other digital images are secured, police will run this through the Police National Database to aid efforts to identify prolific offenders or potentially dangerous individuals.
The longer-term impact of the Action Plan will continue to be monitored; however, retailers have reported early signs of improvement in the police response to retail crime and according to data collected by the NPCC from a dip sample of forces in December 2023, police attended 60% of crimes reported by retailers where violence had been used, with 16% of forces sampled reporting 100% attendance to this type of incident: Policing Retail Crime Action Plan shows early impact (npcc.police.uk).
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he has made an assessment of the potential merits of mandating additional training for police officers on community tensions following the events since 7 October 2023 in Israel and Gaza.
Answered by Chris Philp - Minister of State (Home Office)
We are grateful to police forces across the country for the steps they have taken to manage protests and protect and reassure our communities.
The police are operationally independent. As part of the national policing curriculum set by the College of Policing, all officers receive training on topics including engaging with the community to maximise community cohesion, trust and confidence; protecting the community; and tackling hate crime. This is bolstered by refresher training to maintain and enhance knowledge. The College of Policing also publish operational guidance for the police, known as ‘Authorised Professional Practice’ (APP), on how to tackle different types of crime and incidents, including hate crime.
As a result of the conflict, all forces now have established tension monitoring processes, working in partnership with community safety and voluntary partners to enable action to be taken to diffuse community tensions at the earliest possible stage. The National Police Chiefs’ Council has also provided awareness briefings to forces relating to the conflict which have been developed following consultation with key community stakeholders including Community Security Trust and Tell MAMA.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he has made an assessment of the potential merits of introducing a standardised compensation scheme for students who have been falsely accused of cheating in English language tests.
Answered by Tom Pursglove - Minister of State (Minister for Legal Migration and Delivery)
Where the courts have concluded that an individual was innocent of cheating in their English Language test, it is open to that individual to request compensation through established processes.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he has made an assessment of the potential merits of reintroducing mandatory fire certificates for (a) houses in multiple occupation, (b) hospitals, (c) shopping centres and (d) other designated premises where people congregate in significant numbers.
Answered by Laura Farris - Parliamentary Under Secretary of State (Ministry of Justice) (jointly with Home Office)
The concept of a fire safety certificate was replaced in 2006 when the Regulatory Reform (Fire Safety) Order 2005 (FSO) came into force and the Fire Precautions Act 1971 was repealed. We have no current plans to re-introduce them.
The FSO places a range of legal duties on Responsible Persons (the person in control of a premises), chief among which are the need to undertake a fire risk assessment to identify any general fire safety precautions that need to be taken to ensure that the premises, and people within it, are safe from fire, put those precautions in place and ensure they are subject to a suitable system of maintenance. Houses of multiple occupation, hospitals, shopping centres and places of congregation all fall within the scope of the FSO.
In 2019, the Home Office ran a Call for Evidence on the FSO, and the vast majority of respondents agreed that the scope and objectives of the FSO remain appropriate and it continues to provide an effective and proportionate regulatory framework.
Nevertheless, we have since taken action to further strengthen the FSO through the Fire Safety Act 2021, which clarified that the external walls, structure and flat entrance doors in multi-occupied residential premises are in scope, and through Section 156 of the Building Safety Act 2022 which, amongst other things, introduced changes to make it easier for enforcement authorities to take action when appropriate, improve information sharing with residents and increase cooperation between Responsible Persons when there is more than one in a specific building.