Supplementary written evidence submitted by Julia Mulligan, Police and Crime Commissioner for North Yorkshire, Lead of the Portfolio Group on Transparency and Integrity, Association of Police and Crime Commissioners (APC0002)

1. This supplementary evidence from Julia Mulligan, Police, Fire and Crime Commissioner for North Yorkshire, submitted on 18 March 2019, follows on from evidence given in person to the inquiry on 11 March 2019 and further questions from the Committee communicated by email on 12 March 2019.

(Link to oral evidence taken on 11 March 2020.)

Recruitment and retention of BAME officers and staff


2. The attached slides (Annex 1) “Increase diversity through improved recruitment” provide an overview of the ways in which North Yorkshire Police are working to meet the requirement set out in the Commissioner’s Police and Crime Plan that they “reflect the diversity of our community”.

3. In relation to the Committee’s requests it covers:

4. The Commissioner would like to highlight that NYP won the 2019 Police Force of the Year award from the National Black Police Association for their work to promote equality in the workplace and deliver a representative workforce. They have also been asked to run their Intersectionality Conference as a national event in recognition for their leadership in this area. They also have 50/50 representation for male and female senior officers from Chief Constable through to Chief Inspector.

5. In relation to the further evidence on scrutiny of race equality requested against Q15, North Yorkshire Police use their Independent Advisory Groups to request advice as to how they can improve their BAME representation and to request feedback as to whether communities feel they are represented and are seeing visible evidence of the improved proportionality.

6. The Commissioner also proactively seeks feedback from BAME communities on how well they feel represented and their levels of confidence in NYP through engagement activities and perception surveys. For example, the Commissioner visited each mosque in North Yorkshire in the wake of national events to address specific hate crime concerns and to engage the community with the police; her Deputy engaged closely with the Nepalese community, visiting community centres and meetings to address specific concerns; and the Commissioner holds advice surgeries in areas with diverse communities to give members of those communities the opportunity to come and talk to her on a one-to-one basis.

7. The Commissioner uses such engagement and feedback to inform her scrutiny of these matters. Scrutiny of workforce statistics by the Commissioner happens on a monthly basis through the Public Accountability Meeting and through regular verbal update reports at her Executive Board. Scrutiny questions have been raised by the public relating to BAME representation through the Commissioner’s livestreamed Public Accountability Meeting.

Independent Scrutiny of Stop and Search


8. The Committee requested further information on the three-tiered scrutiny system we have in place. Attached are the Terms of Reference for these groups which provides the information requested by the Committee.

9. In brief:

Stop and Search receipts


10. The Commissioner did not get an opportunity to respond to this question on the day but would like to confirm to the Committee that she is concerned that this is an issue and that the Committee are right to give it attention.

11. NYP monitor the number of receipts taken through their internal working group, of which the Commissioner has sight as her Policy and Scrutiny Manager attends these meetings. It is a requirement of the electronic form that the officer declare whether a receipt has been taken.

12. The Commissioner understands that:

  1. Historically, the take up of receipts by those searched is low across the country and this is also the case in North Yorkshire.
  2. The move of many Police Services, including NYP, to technological solutions whereby officers fill out search forms on mobile apps, while improving the efficiency and quality of grounds and forms, has exacerbated the problem.
  3. The problem now exists thus:
    1. To transfer an electronic file at the scene requires an electronic solution.
    2. Currently in North Yorkshire officers ask the person searched to provide an email address to which they can send the receipt. Understandably, some persons being searched do not want to provide the police with this personal information.
    3. The Commissioner is aware that, in other areas of the country, options such as Bluetooth or Airdrop sharing have been considered but that these are considered too risky as the police might accidentally open their devices to attack. It is also unlikely some individuals being searched would wish to give the police potential access to their device.
    4. Where it is not possible to provide a receipt on the scene it is still possible to attend at a police station and request the form. Again, there are some individuals who would not want to do this.
    5. To also fill out a paper form would defeat the efficiency gain, as would returning to a solely paper-based solution when the take up of receipts was already low.

13. In North Yorkshire the use of mobile printers has been considered, but this would seem to be an expensive and unwieldy option which would only be feasible for officers in vehicles and not for those on foot or on bike.

14. We are now considering the addition to the system of a summary screen once the form has been filled for the person being searched to take a photo on their smartphone.

15. At the NPCC/APCC Stop and Search Workshop on 10 January 2020, this was discussed and the Commissioner’s Policy and Scrutiny Manager made a request to the NPCC lead, DCC Adrian Hanstock, that the NPCC might consider looking into, and providing national guidance on, the impact of technology on the provision of search receipts and possible solutions.

Annex 1 – Slide deck – Increasing diversity through improved recruitment

Annex 2 – (see below)Terms of Reference: Independent scrutiny of stop and search and use of force powers

March 2020



Annex 1

Slide Deck – Increasing diversity through improved recruitment