❓ Hon Sue Ellery asks about the WA Police's progress in implementing the 'Policy Framework for Substantive Equality'. The Attorney General, representing the Minister for Police, provides a detailed update on ongoing efforts and initiatives.
AnsweredQoN 1205Legislative Council
QuestionView source ↗
POLICE —
SUBSTANTIVE EQUALITY FRAMEWORK
1205. Hon SUE ELLERY to the
Attorney General representing the Minister for Police:
I refer to the adoption and implementation of the ''Policy
Framework for Substantive Equality'' and the five sequenced levels of
achievement. Can the Minister for Police please advise —
(a) the current completed level of
achievement for WA Police; and
(b) the current self-assessed
level of achievement for WA Police?
SUBSTANTIVE EQUALITY FRAMEWORK
1205. Hon SUE ELLERY to the
Attorney General representing the Minister for Police:
I refer to the adoption and implementation of the ''Policy
Framework for Substantive Equality'' and the five sequenced levels of
achievement. Can the Minister for Police please advise —
(a) the current completed level of
achievement for WA Police; and
(b) the current self-assessed
level of achievement for WA Police?
AnswerView source ↗
On behalf of the Minister for Police, I thank the honourable
member for some notice of this question.
(a) The
substantive equality framework is a process of continuous improvement and as
such WA Police are working continuously towards developing and maintaining
substantive equality at all levels outlined within the framework.
(b) As outlined
in the 2013–14 annual report, the following progress has been made in
relation to substantive equality in 2013–14. The corporate governance
group for diversity management—CGGDM—continued its strategic
role in the implementation of substantive equality within WA Police providing
leadership on diversity matters; a gap analysis has been undertaken to
highlight areas for improvement regarding the implementation of substantive
equality to support continuous improvement and integration into corporate
frameworks; a screening process for new policies and initiatives is in place;
ensuring the sustainability of the substantive equality policy, systems and
processes through the development and implementation of training has begun with
a diversity training review; and the professional development branch continued
its focus to deliver on substantive equality requirements through the review of
recruitment and retention.
The CGGDM provides strategic
direction on substantive equality and diversity matters. The mix of senior
management representation ensures cross-agency awareness and opportunity for
efficient analysis and decision-making momentum to facilitate effective
implementation. Strategies addressing substantive equality continue to be
highlighted in business processes—the strategic plan, annual business
plan, district management action plans and risk management framework. Practical
guidance for the implementation of substantive equality is also available on
the intranet. Measures are in place to ensure all policy, project or program development
work is considered within the framework of substantive equality across the
agency with the use of the equity impact assessment guidelines and checklist.
As an initiative endorsed by the
CGGDM, a working group was established to review and develop sustainable
training programs targeting substantive equality and diversity. The needs of
recruits, officers in service and police staff are being considered. The
substantive equality assessment on employment, recruitment and retention agreed
to by the Commissioner of Police and the Equal Opportunity Commissioner is in
progress. It is linked with significant reform taking place on all recruitment
and retention policies and procedures led by the professional development
branch.
member for some notice of this question.
(a) The
substantive equality framework is a process of continuous improvement and as
such WA Police are working continuously towards developing and maintaining
substantive equality at all levels outlined within the framework.
(b) As outlined
in the 2013–14 annual report, the following progress has been made in
relation to substantive equality in 2013–14. The corporate governance
group for diversity management—CGGDM—continued its strategic
role in the implementation of substantive equality within WA Police providing
leadership on diversity matters; a gap analysis has been undertaken to
highlight areas for improvement regarding the implementation of substantive
equality to support continuous improvement and integration into corporate
frameworks; a screening process for new policies and initiatives is in place;
ensuring the sustainability of the substantive equality policy, systems and
processes through the development and implementation of training has begun with
a diversity training review; and the professional development branch continued
its focus to deliver on substantive equality requirements through the review of
recruitment and retention.
The CGGDM provides strategic
direction on substantive equality and diversity matters. The mix of senior
management representation ensures cross-agency awareness and opportunity for
efficient analysis and decision-making momentum to facilitate effective
implementation. Strategies addressing substantive equality continue to be
highlighted in business processes—the strategic plan, annual business
plan, district management action plans and risk management framework. Practical
guidance for the implementation of substantive equality is also available on
the intranet. Measures are in place to ensure all policy, project or program development
work is considered within the framework of substantive equality across the
agency with the use of the equity impact assessment guidelines and checklist.
As an initiative endorsed by the
CGGDM, a working group was established to review and develop sustainable
training programs targeting substantive equality and diversity. The needs of
recruits, officers in service and police staff are being considered. The
substantive equality assessment on employment, recruitment and retention agreed
to by the Commissioner of Police and the Equal Opportunity Commissioner is in
progress. It is linked with significant reform taking place on all recruitment
and retention policies and procedures led by the professional development
branch.
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