Dorset Police Race Action Plan

What is institutional racism?

It is about acknowledging that as a Force we can’t fully explain why we treat Black people differently in our activity, why colleagues are suffering racial bias in the workplace and why our Black communities have lower trust and confidence.

It is not saying that the majority of Dorset Police officers, staff and volunteers are racist or act in overtly or intentionally racist ways.

If it is not because Dorset Police officers, staff or volunteers are being overtly or intentionally racist, then it must be due to our systems, processes, policies and structures.

It is about reflecting that personal biases may influence how we deliver our services.

Definitions of institutional racism

Here are some definitions of institutional racism that have informed our decision:

The term institutional racism was defined in the Macpherson Report as:

“The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour, which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people.”

The Baroness Casey report of 2023, an independent review into the standards of behaviour and internal culture of the Metropolitan Police Service, also provided four tests to further consider the existence of institutional racism.

1. There are racists and people with racist attitudes within the
2. Officers and staff from Black heritage and ethnically/racially minoritised backgrounds experience racism at work and it is routinely ignored, dismissed or not spoken
3. Racism and racial bias are reinforced within
4. The service under-protects and over-polices people of Black heritage.

Section 149 of the Equality Act 2010

A public authority must, in the exercise of its functions, have due regards to the need to:

• eliminate discrimination, harassment, victimisation and other conduct prohibited by the act.
• advance equality of opportunity between persons who share a protected characteristic and those who do not (and, in particular, the need to remove or minimise disadvantages, take steps to meet needs, and encourage participation in public life or other activity).
• foster good relations between persons who share a protected characteristic and those who do not (and, in particular, the need to tackle prejudice and promote understanding).