HC Deb 09 December 1999 vol 340 cc620-1W
Mr. Peter Bottomley

To ask the Secretary of State for the Home Department if he will review the ethnic balance of successful candidates in the police accelerated scheme for graduates. [101600]

Mr. Charles Clarke

The Graduate Liaison Office of Her Majesty's Inspectorate of Constabulary makes strenuous efforts to attract applications to the Accelerated Promotion Scheme for Graduates (APS(G)) from high calibre graduates, irrespective of background. However, there is still some way to go to improve the numbers and quality of ethnic minority candidates and their subsequent success at the various stages of the selection process.

The ethnic balance of the APS(G) was examined in the context of an ongoing review of the Scheme. A number of recommendations are under consideration including the way in which the Scheme is marketed, the possible appointment of a Graduate Liaison Officer with a specific responsibility for ethnic minority candidates, and the setting of targets for ethnic minority recruitment.

The Assessment and Consultancy Unit (ACU), which designs and monitors the final assessment centre selection for the scheme, has already let a contract for an Equal Opportunities audit of this part of the process. ACU is also committed to conducting follow-up research on candidates who do join the scheme, with a view to validating the selection process and informing the qualities which should be sought in good applicants from any background.

Mr. Peter Bottomley

To ask the Secretary of State for the Home Department if he will ensure that cultural questions facing Police Accelerated Scheme for Graduates candidates are not discriminatory. [101601]

Mr. Charles Clarke

Selection for the APS(G) involves several stages, with preliminary selection taking place in police forces. The Home Office issues guidance to all forces on the conduct of their Force Boards, with specific reference to ensuring fairness to all applicants.

The final assessment centre (known as the Extended Interview) involves a wide range of tests and exercises, designed to give every candidate maximum opportunity to demonstrate his or her competencies and also to promote maximum objectivity in assessment. All assessors receive training from the Assessment and Consultancy Unit for this task, and the Director and Co-Directors of Police Extended Interviews monitor the process to ensure consistent standards and fairness. Every effort is made to ensure that the questions and tests used are not unfair to any group of candidates. Before being used at assessment centres, new exercises are trialled with typical samples of the candidate population, including ethnic minority candidates.

A contract for an equal opportunities audit of the extended interview process has recently been let in order to obtain an independent assessment of the fairness of the process and to identify areas for further improvement.