❓ Question asks about the impact of the Frontline 2020 Operating Model on substantive equality across various grounds of discrimination. The answer outlines considerations made during the trial phase and ongoing monitoring during rollout.
AnsweredQoN 3022Legislative Assembly
QuestionView source ↗
I refer to Legislative Council Question Without Notice No. 1032 of 23 September 2014 regarding the Policy Framework for Substantive Equality. Will the Minister for Police please advise, in considering the impact upon substantive equality of the Frontline 2020 Operating Model, both the specific considerations and outcome of those considerations by ground and/or type of discrimination, including: (a) age; (b) breastfeeding; (c) family responsibility; (d) family status; (e) gender history; (f) impairment; (g) marital status; (h) political conviction; (i) pregnancy; (j) race; (k) sex; (l) religious conviction; and (m) sexual orientation?
AnswerView source ↗
Answered
19 November 2014
Responded by
Minister for Police
Response time
36 days
The Frontline 2020 Operating Model (the Model) was trialled in the South East Metropolitan District for the six month period ending 4 May 2014, which was then the subject of review and assessment. Substantive equality was considered across all grounds in developing the Model both in terms of service delivery to the community and impact on police employees.
This process facilitated the identifying and formalising of Flexible Working Agreements for individuals and placement into positions following negotiation of workplace and individual needs. The process and placement of staff was overseen by the Office of the Assistant Commissioner for the Metropolitan Region and the Reform Team.
Instances were identified where intervention and advice was provided to ensure appropriate placement of staff to better provide for their individual needs based on issues such as family responsibilities, pregnancy and marital status.
The rollout of the Model is still underway and continuous monitoring will occur to ensure issues are addressed and strategies developed as they arise. A more complete analysis will be conducted when the full rollout has been in place across the entire region for a sufficient period of time.
This process facilitated the identifying and formalising of Flexible Working Agreements for individuals and placement into positions following negotiation of workplace and individual needs. The process and placement of staff was overseen by the Office of the Assistant Commissioner for the Metropolitan Region and the Reform Team.
Instances were identified where intervention and advice was provided to ensure appropriate placement of staff to better provide for their individual needs based on issues such as family responsibilities, pregnancy and marital status.
The rollout of the Model is still underway and continuous monitoring will occur to ensure issues are addressed and strategies developed as they arise. A more complete analysis will be conducted when the full rollout has been in place across the entire region for a sufficient period of time.
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