❓ A parliamentary question addresses the WA Police regarding equity impact assessments for the Frontline 2020 operating model and service definition, as well as reporting on systemic discrimination and workforce demographic data. The response outlines considerations, reporting locations, data collection practices, and responsibility for implementation.
AnsweredQoN 1032Legislative Council
QuestionView source ↗
POLICE — EQUITY IMPACT ASSESSMENT
1032. Hon KATE DOUST to the
Attorney General representing the Minister for Police:
I refer to the policy framework for substantive equality.
(1) Given that
the scope of the framework includes ''ensuring new policy and major
initiatives are assessed for their impact on disadvantaged groups'', can
the Minister for Police please advise why WA Police has not undertaken a needs
and impact assessment for—
(a) the
Frontline 2020 operating model; and
(b) the
service definition and resource model?
(2) Given that
the scope of the framework includes ''ensuring that achievements in
addressing systemic discrimination are reported in the Annual Report'',
can the minister please advise where this is reported in the WA Police annual
report for —
(a) 2011;
(b) 2012; and
(c) 2013?
(3) What WA Police workforce demographic data is collected
and how is any collected data analysed?
(4) Who holds
operational responsibility with WA Police for overseeing implementation of the
substantive equality framework?
1032. Hon KATE DOUST to the
Attorney General representing the Minister for Police:
I refer to the policy framework for substantive equality.
(1) Given that
the scope of the framework includes ''ensuring new policy and major
initiatives are assessed for their impact on disadvantaged groups'', can
the Minister for Police please advise why WA Police has not undertaken a needs
and impact assessment for—
(a) the
Frontline 2020 operating model; and
(b) the
service definition and resource model?
(2) Given that
the scope of the framework includes ''ensuring that achievements in
addressing systemic discrimination are reported in the Annual Report'',
can the minister please advise where this is reported in the WA Police annual
report for —
(a) 2011;
(b) 2012; and
(c) 2013?
(3) What WA Police workforce demographic data is collected
and how is any collected data analysed?
(4) Who holds
operational responsibility with WA Police for overseeing implementation of the
substantive equality framework?
AnswerView source ↗
On behalf of the Minister for Police, I thank the honourable
member for some notice of the question.
(1) (a) Impact
on substantive equality was considered in the concept proposal for the
Frontline 2020 operating model prior to the approval of the trial by the
corporate board and prior to the approval for full rollout of the model in the
metropolitan area. The model is being rolled out. Following full implementation
in the metropolitan area, a further substantive equality needs impact
assessment will be conducted, and periodically thereafter as the model is
refined.
(b) The
service definition and resource model is an activity-based costing and
zero-based budgeting process. It is not a single initiative on which an impact
assessment could be undertaken. Rather, it is a root-and-branch forensic
examination of every business unit in the agency that examines and establishes
resource levels and their appropriateness to deliver the required level and
type of service from each business area. SDRM changes are developed by business
areas, and the proposals they develop must address impact on substantive
equality. All changes resulting from SDRM must be approved by the board and,
within the agency policy, substantive equality must be considered by the board
in any proposed change prior to approval.
(2) Substantive
equality is reported in the annual report in the section ''Government
Policy Requirements'', and for each of the years —
(a) the ''Government
Policy Requirements'' section can be found on page 131 and the
substantive equality report on page 133;
(b) the ''Government
Policy Requirements'' section can be found on page 144 and the
substantive equality report on page 146; and
(c) the ''Government
Policy Requirements'' section can be found on page 131 and the
substantive equality report on page 134.
(3) WA Police
collects a range of workforce demographic data for the purpose of workforce
planning. Diversity representation data is collected to allow for reporting the
percentage of the workforce that identifies as Indigenous and culturally and
linguistically diverse, youth 25 years and less or as women in leadership
roles. This diversity information is reported and five-year projections are
established based on historical data.
(4) The
Commissioner of Police is responsible for the implementation of the policy
framework in accordance with the Public Sector Commissioner's circular
2009/23. Within WA Police, the corporate governance group for diversity
management, chaired by the deputy commissioner reform and specialist services,
oversees the implementation of substantive equality.
member for some notice of the question.
(1) (a) Impact
on substantive equality was considered in the concept proposal for the
Frontline 2020 operating model prior to the approval of the trial by the
corporate board and prior to the approval for full rollout of the model in the
metropolitan area. The model is being rolled out. Following full implementation
in the metropolitan area, a further substantive equality needs impact
assessment will be conducted, and periodically thereafter as the model is
refined.
(b) The
service definition and resource model is an activity-based costing and
zero-based budgeting process. It is not a single initiative on which an impact
assessment could be undertaken. Rather, it is a root-and-branch forensic
examination of every business unit in the agency that examines and establishes
resource levels and their appropriateness to deliver the required level and
type of service from each business area. SDRM changes are developed by business
areas, and the proposals they develop must address impact on substantive
equality. All changes resulting from SDRM must be approved by the board and,
within the agency policy, substantive equality must be considered by the board
in any proposed change prior to approval.
(2) Substantive
equality is reported in the annual report in the section ''Government
Policy Requirements'', and for each of the years —
(a) the ''Government
Policy Requirements'' section can be found on page 131 and the
substantive equality report on page 133;
(b) the ''Government
Policy Requirements'' section can be found on page 144 and the
substantive equality report on page 146; and
(c) the ''Government
Policy Requirements'' section can be found on page 131 and the
substantive equality report on page 134.
(3) WA Police
collects a range of workforce demographic data for the purpose of workforce
planning. Diversity representation data is collected to allow for reporting the
percentage of the workforce that identifies as Indigenous and culturally and
linguistically diverse, youth 25 years and less or as women in leadership
roles. This diversity information is reported and five-year projections are
established based on historical data.
(4) The
Commissioner of Police is responsible for the implementation of the policy
framework in accordance with the Public Sector Commissioner's circular
2009/23. Within WA Police, the corporate governance group for diversity
management, chaired by the deputy commissioner reform and specialist services,
oversees the implementation of substantive equality.
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