Joined in 2023 
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63 About this deal
Protected characteristic data relies on individuals (and HR teams) keeping the system up to date and accurate. Care leavers have superpowers due to our experience which includes immense resilience, tenacity, loyalty, and passion to make a difference. NHS England has recently signed up to the Care Leavers Covenant, to ensure improved access to a career. It is so much more as it will also increase awareness of the health needs of care leavers, and begin to reduce the significant health inequalities. Special constable and police support volunteer numbers can fluctuate depending on how often forces review their data and remove those who have not recently done shifts from their systems.
All official statistics should comply with the Code of Practice for Statistics. The Code provides producers of Official Statistics with practices they must commit to when producing and releasing Official Statistics. When producers of Official Statistics comply with the Code, it gives users of the statistics and members of the public confidence that statistics published by government are of public value, are high quality and are produced by people and organisations that are worthy of trust. There are currently over 80,000 children in care and each year children leave care which results in the number of adults who are care experienced increasing year on year. These adults are at greater need of health services but might not access or are denied due to waiting lists. The longer-term impact of care experienced affects health provision but also for the NHS as an employer. There are amazing examples where organisations are actively supporting recruitment for care leavers, but are we doing enough throughout a person’s career? HR and payroll systems are not always aligned in forces. Differences between them sometimes need to be corrected manually.Where a member of a formerly contracted out pension scheme leaves the scheme before pensionable age (an “early leaver”), the scheme must revalue their GMP until it becomes payable at pensionable age. Where a scheme has chosen to revalue the GMPs of early leavers using the “fixed rate method”, the GMP is revalued each year by the same percentage. The percentage is provided for in legislation [footnote 1] by the rate relevant to the time they left the scheme. There is increasing awareness of the need for trauma informed care in the NHS, which aims to understand the impact of previous trauma on the person and their health. It is important that this includes recognition of the trauma care leavers have experienced (3). It is through implementing this approach and including recognition of care leavers that professionals will be able to understand the difficulties individuals may present with and how to support them. voluntary resignation – individuals who resign, leave under voluntary exit schemes, or come to the end of a fixed term contract. Special Constables who leave to join the regular constabulary, or have been inactive for more than 12 months, are included here.
The University of Manchester is committed to supporting young people who are care experienced or estranged to succeed in higher education. In their report, GAD recommend a rate ranged between 3% pa and 3.5% pa, based on a short to medium term view on earnings assumptions being applied, given that most individuals leaving pensionable service between 6 April 2022 and 5 April 2027 (when the next review takes place) will be less than 10 years from the age at which GMPs are payable. Previously, data collected and presented in this bulletin referred to the sex of the officer, limited to male or female as requested from police forces by His Majesty’s Revenue and Customs (HMRC). The implementation of the Data Standards expanded the categories under sex, as well as requested additional information on gender. For some forces, this change has led to a large proportion of officers with an “unknown” gender or “unknown” sex. transfer – individuals joining from one of the other 43 territorial police forces in England and Wales, or another non-Home Office force (for example, the British Transport Police). Christian (including Church of England, Catholic, Protestant and all other Christian denominations)Contract staff: police workforce working for police forces but not directly employed by them. Excludes all police officers (officers do not work on a contract basis) and those on secondment. Prepare detailed publication schedule (at least 3 months before publication), containing all specific tasks, milestones and staff allocated to them. Limitations:Since data on rank are collected as a snapshot as at 31 March each year, the rank of an individual who is classified as a ‘joiner’ may be different to the rank that the individual joined at (such as where the individual is promoted in-year). The consultation period begins on 23 September 2021 and runs until 18 November 2021. This represents an appropriate timespan due to the targeted nature of the questions being asked. Please ensure your response reaches us by that date as any replies received after that date may not be taken into account. How to respond to this consultation Implications: Research into the stability of ethnic identity in England and Wales (2001-2011) found that changes to an individuals’ sense of identify can occur between Census years. An individual may feel their ethnicity does not fit with the categories offered in the Census. This could also affect other protected characteristics such as gender. The impact of this is likely to be small compared to the change in the population between Censuses.
Recent changes to police force HR systems to align with the new Data Standards has allowed all staff the opportunity to review existing records and declare further information on protected characteristics. As many officers are yet to update their HR records, data against some of the protected characteristics are not currently complete. The impact of this is that for some protected characteristics (for example, sexual orientation, disability status and religious beliefs) there are a high volume of officers in the “Not known” category. Police support volunteers: members of the public who, by choice, put their time, experience, knowledge and skills at the disposal of the police, without expectation of compensation or financial reward.Implications: Caution should be exercised when comparing figures for individual functions over time and across forces. Details of known inconsistencies are included in the data tables.
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