Recommendation 69

HM Government Accepted

98. Forces already carry out their own surveys in relation to wellbeing and inclusion and have measures in place to allow police officers and staff to come forward to report wrongdoing by colleagues in confidence if necessary. 99. These issues have also formed part of specific HMICFRS inspections in the past: their 2022 inspection of vetting, misconduct, and misogyny in the police service looked at vetting and re-vetting arrangements for transferees, whistleblowing arrangements, the work of counter-corruption units and, where relevant, wider Professional Standards Departments. 100. As a part of HMICFRS’ Police Efficiency Effectiveness and Legitimacy (PEEL) Reports, forces are graded from ‘Outstanding’ to ‘Inadequate’ on how good they are at building, developing and looking after its workforce and encouraging an ethical, lawful and inclusive workplace. Their 2023–25 PEEL assessment framework also examines whether forces understand the main factors influencing workforce wellbeing and take actions to address them; whether it promotes equality, diversity and inclusion and helps supervisors to foster an ethical and inclusive working environment; and whether officers and staff from under-represented groups have opportunities for development and progression (where appropriate). 101. HMICFRS regularly publishes rolling reports on counter-corruption and vetting for each force, giving a graded assessment. They will soon similarly inspect forces’ professional standards departments alongside this and provide a graded assessment. 102. HMICFRS’ inspection reports are published on their website and provide a regular examination and assessment of individual forces’ ability to foster a positive culture. 103. The Home Office has also completed annual onboarding surveys (OBS) for newly recruited officers as part of the Police Uplift Programme. The OBS provides insights into the views and experiences of newly recruited officers on wellbeing and morale, training and support.