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POLICE DEI SPENDING HISTORICAL TREND 2021-2024 SOURCE: TaxPayers' Alliance FOI Investigation, published Telegraph 18 November 2024 TOTAL SPENDING 2021-2024: - Total expenditure on EDI roles: £14,754,730 - Total EDI roles identified: 509 positions across UK police forces - Period covered: Three financial years (2021-22, 2022-23, 2023-24) HEADCOUNT TREND: - EDI roles in 2021-22: 147 positions - EDI roles in 2023-24: 197 positions - Increase: 34% (50 additional roles in three years) TOP SPENDING FORCES (from previous findings): 1. West Yorkshire Police: £1.43M annually on 19 DEI staff + £361k training 2. Thames Valley Police: £1.08M on 17 DEI staff 3. Metropolitan Police: £3.65M (April 2024-February 2025), 64 staff in Culture Diversity Inclusion Unit COMPARISON CONTEXT: - £10.28M annual spend could fund 354 police officers (starting salary £29,000) - West Yorkshire Police alone spent over £700k on DEI roles in a single year OFFICIAL JUSTIFICATION FRAMEWORK: The NPCC Diversity, Equality and Inclusion Strategy 2018-2025 (agreed by all Chief Constables in 2018) provides the strategic framework. Key stated outcomes include: - "Workforce representation" - increasing BAME and female officers - "Building trust and confidence" across communities - "Delivering a fair and responsive service" GOVERNANCE: - PCCs have statutory oversight role for DEI spending - Police and Crime Panels provide scrutiny - Forces must publish equality objectives under Public Sector Equality Duty CRITICAL GAPS: - No specific measurable outcomes published alongside spending figures - FOI responses typically refer to DEI Strategy documents rather than quantified results - Commercial interests exemptions used to withhold vendor names and individual contract values

SURREY AND SUSSEX POLICE DIVERSITY TRAINING CONTRACT SOURCE: Contracts Finder (UK Government Procurement Portal), Published 7 September 2023 CONTRACT DETAILS: - Contract Title: Bespoke Diversity Focused Leadership Training Programme Provider - Buyer: Joint Procurement Service for Surrey and Sussex Police - Contract Value: £94,800 (maximum over 3 years) - Contract Period: 18 September 2023 to 17 September 2026 - Award Date: 24 July 2023 AWARDED SUPPLIER: - Company: Deep Insight Limited - Address: 10 Bloomsbury Way, London WC1A 2SL - Company Registration Number: 08394674 - SME Status: No CONTRACT PURPOSE: "The aim of the Diversity Focused Leadership Programme is to increase diversity within our Police Forces at all ranks and pay grades by developing ethnically diverse officers and staff with potential within Surrey Police and Sussex Police. The purpose of the programme is to equip delegates with the mechanisms, tools and skills to navigate organisational culture with a clearer perspective on their own potential, while building their confidence, feeling of empowerment and expanding their professional strengths, with the aim of supporting them to progress in their careers." ANNUAL BUDGET: - £35,000 per year (with option to extend 2 x 12 months) PROCUREMENT METHOD: Open procedure

WEST YORKSHIRE POLICE DEI TRAINING SPEND 2022-2024 SOURCE: West Yorkshire Police FOI Response (FOI 2063378/24, June 2024) KEY FIGURES: - DEI training/consultancy spend 2022/23: £228,810.09 - DEI training/consultancy spend 2023/24: £447,629.12 - Year-on-year increase: 96% (nearly doubled) EXTERNAL CONSULTANCIES IDENTIFIED: - The Power Of Staff Networks (2022/23) - Endometriosis UK (2023/24) - JBEL Environmental Services Ltd (2023/24) - Guest Speaker (name withheld under Section 40(2) Personal Information) CRITICAL EXEMPTION: The FOI response states: "West Yorkshire Police are unable to provide the external consultancies individual spend or the name of the guest speaker by virtue of Section 43(2) – Commercial Interests and Section 40(2) – Personal Information, respectively." PROCUREMENT PROCESS: "There was no tender process involved for consultancy spend within the DEI Team as this was for a specific training offer that was identified as a need. Public Sector tendering processes, at the time of this training, were managed by our regional procurement team, however the spend within the DEI team on consultancy did not meet the threshold for a tender process." OUTCOMES CLAIMED: FOI response refers to Equality Information Report 2022/23 and DEI Strategy 2024-2026 for outcomes - no specific measurable outcomes provided in the response itself. CONTEXT: This FOI response reveals that West Yorkshire Police's DEI training spend nearly doubled in one year, while simultaneously refusing to disclose the individual amounts paid to each consultancy or the identity of the single largest training provider (the £361k external training contract identified in previous FOI responses).

WEST YORKSHIRE POLICE DEI TRAINING VENDOR - RESEARCH FINDINGS CONTEXT: Jonathan requested identification of the withheld single-provider contractor disclosed in FOI 2063378/24 for £361k DEI training. FOI RESPONSE DETAILS (from previous findings): - FOI Reference: 2063378/24 (June 2024) - Training spend 01/05/2022 - 30/04/2023: £228,810.09 - Training spend 01/05/2023 - 30/04/2024: £447,629.12 - Total contracted: £361,000 to a SINGLE external provider - Provider name WITHHELD under Section 43(2) - Commercial Interests exemption OFFICIAL JUSTIFICATION (from FOI 2349822/25): - Public Sector Equality Duty compliance - Police and Crime Plan alignment - Building trust and confidence with diverse communities ATTEMPTED VENDOR IDENTIFICATION: - Searched procurement registers, contract databases, training company case studies - No public disclosure of vendor name found - Section 43(2) FOIA exemption applied - commercial interests KNOWN POLICE DEI TRAINING PROVIDERS (UK): 1. EW Group - provides unconscious bias training to Metropolitan Police 2. College of Policing - provides EDI training resources 3. Various private providers offer cultural competence training KEY FINDING: The FOI response explicitly states the provider name is withheld. This is a transparency gap - £361,000 of public money paid to a single vendor whose identity is protected under commercial interests exemption. CONTEXT FROM GB NEWS (February 2025): - West Yorkshire Police DEI staffing: £1.43M annually (19 posts) - External training: £361,000 to single provider - Force facing £14M budget deficit for 2025/26 - Former officers criticise spending priorities CONTRAST: - West Yorkshire Police told GB News: "Diversity, Equality and Inclusion is central to the Police and Crime Plan, essential for fostering trust, confidence, and public safety" - However, vendor identity protected from public scrutiny despite significant public expenditure

THAMES VALLEY POLICE DEI OFFICIAL JUSTIFICATION - RESEARCH FINDINGS CONTEXT: Jonathan requested location of force DEI strategy document, business case, or Police and Crime Panel approval papers stating intended outcomes for £1.08M annual spend. RESEARCH CONDUCTED: 1. Thames Valley Police and Crime Plan 2024-2029 (PDF located) 2. Independent Review by Kerrin Wilson QPM (April 2025) 3. PCC Matthew Barber statements 4. Employment Tribunal case analysis KEY FINDINGS: 1. POLICE AND CRIME PLAN 2024-2029: - Published by PCC Matthew Barber - Sets out priorities for Thames Valley Police - Focus on three pillars: Protecting Communities, Protecting People, Protecting Property - DEI mentioned in context of workforce representation but NO specific budget allocation or business case documented 2. INDEPENDENT REVIEW FINDINGS (Kerrin Wilson, April 2025): - PAPP (Positive Action Progression Programme) was "not properly consulted upon or transparent in how it was managed" - NO Equality Impact Assessment carried out before discriminatory appointment - Superintendent's last equality/diversity training was 21 years ago - Decision-making process lacked governance and transparency - 51 recommendations made for improvement 3. GOVERNANCE GAP: - The £1.08M annual DEI staffing cost (17 posts) was NOT supported by transparent governance structures - The Independent Review explicitly found the programme lacked proper consultation and transparency - No documented business case with measurable outcomes was identified in public documents 4. CONTRAST WITH INDEPENDENT REVIEW: - £1.08M annual spend produced a programme found to be discriminatory - PAPP operated without proper oversight or documentation - Employment Tribunal found unlawful positive discrimination - PCC statement acknowledged "mistakes were made" and "lack of consistency" 5. EMPLOYMENT TRIBUNAL CASE: - Three white British officers won race discrimination claims (August 2024) - Role filled without competitive process or advertisement - Superintendent told to "make it happen" - no balancing exercise conducted - Force's own procedures violated (all internal posts should be advertised) CONCLUSION: No transparent business case or documented intended outcomes for the £1.08M DEI spend were found. The Independent Review found the governance structures that should have justified this expenditure were absent or ineffective. The PAPP programme operated without proper documentation, consultation, or oversight despite significant investment in DEI infrastructure.

THAMES VALLEY POLICE DEI INDEPENDENT REVIEW (April 2025) SOURCE: Independent Review by Kerrin Wilson QPM (retired Assistant Chief Constable, Lincolnshire Police), commissioned by Thames Valley PCC Matthew Barber. Report published 3 April 2025. BACKGROUND: - Employment Tribunal (August 2024): Three white British officers won race discrimination claims against Thames Valley Police - Case: Superintendent told to "make it happen" - appointed Asian sergeant to Detective Inspector role without competitive process or advertisement - PAPP (Positive Action Progression Programme): Found to have operated without transparency, leading to unlawful positive discrimination KEY FINDINGS FROM INDEPENDENT REVIEW: 1. PAPP was "not properly consulted upon or transparent in how it was managed" 2. Programme "led to parts of [TVP] feeling excluded" 3. Force was "slow to understand and acknowledge the depth of concern" after tribunal 4. 51 recommendations made for improvement 5. Review found "lack of consistency, information and inclusion in the way policies were applied" GOVERNANCE FAILURES IDENTIFIED: - No Equality Impact Assessment carried out before appointment - described as "cavalier approach to equal opportunities" - Superintendent Baillie's last equality/diversity training was 21 years ago - Decision not to advertise went against force's own procedures - Superintendent was warned about positive discrimination but proceeded DEI SPEND CONTEXT (from GB News FOI investigation, May 2025): - Thames Valley Police: 17 DEI staff, £1.08M annual salary costs - This spending continued despite tribunal loss PCC STATEMENT: Matthew Barber said "mistakes were made" and acknowledged "lack of consistency, information and inclusion in the way policies were applied" CHIEF CONSTABLE RESPONSE: Jason Hogg said force "takes these recommendations seriously" CONTRAST: The £1.08M annual DEI spend produced a programme found to be non-transparent and discriminatory - the Independent Review found the governance structures failed to prevent unlawful discrimination despite significant investment in DEI infrastructure.

WEST YORKSHIRE POLICE DEI BUSINESS CASE JUSTIFICATION SOURCE: West Yorkshire Police FOI Response (FOI 2349822/25, January 2025) and DEI Strategy 2024-2026 OFFICIAL JUSTIFICATION FOR £1.43M ANNUAL DEI SPENDING: 1. PUBLIC SECTOR EQUALITY DUTY (Equality Act 2010) "The work undertaken by EDI roles within West Yorkshire Police aligns directly to our Public Sector Equality Duty and the progression of our equality objectives." 2. POLICE AND CRIME PLAN ALIGNMENT "Equality, Diversity and Inclusion (EDI) is at the heart of the West Yorkshire Police and Crime Plan, developed jointly between West Yorkshire Police and West Yorkshire Combined Authority (WYCA). Prioritising EDI in policing is essential to building trust and confidence and improving public safety." 3. WORKFORCE REPRESENTATION "As the fourth largest police force in England, West Yorkshire Police is committed to building a workforce which is representative of the diverse communities which it serves and investing in resources that deliver better outcomes for all residents and visitors to the region." 4. NPCC STRATEGY ALIGNMENT "The West Yorkshire Police equality objectives align with the Police and Crime Plan 2021-2024, and National Police Chief Council's Diversity, Equality & Inclusion Strategy." DEI STAFFING BREAKDOWN (FOI 2349822/25): - Head of Diversity, Equality and Inclusion: £91,536 - DEI Manager: £57,252 - 3 x DEI Officers: £45,924 each (£137,772 total) - 2 x Administrative Assistant for DEI and Positive Action: £30,912 each (£61,824 total) - DEI Comms and Marketing Lead: £53,412 - DEI Comms and Marketing Officer: £42,492 - Positive Action T/Inspector (Uniformed): £94,272 - Positive Action Sergeant (Uniformed): £79,716 - Positive Action Progression Officer: £45,924 - 6 x Positive Action Ambassadors (PCs, Uniformed): £59,844 each (£359,064 total) - Equality & Diversity Trainer (Police Staff): £45,924 TOTAL ANNUAL WAGE COST: £1,069,188 (19 posts) EXTERNAL TRAINING: £361,000 GRAND TOTAL: £1,430,188 ETHNIC MINORITY REPRESENTATION: 6 of 19 DEI posts are filled by individuals from an ethnic minority group. INTENDED OUTCOMES (from FOI 2063378/24): - Equality Information Report 2022/23 - Diversity, Equality, and Inclusion Strategy 2024-2026 GOVERNANCE: - DEI Gold Board chaired by Chief Constable - Silver DEI Board provides operational oversight - Cross-cutting theme in Police and Crime Plan 2021-2024 and 2024-2028 BUDGET CONTEXT: West Yorkshire Police faces a reported £14 million budget deficit for 2025/26 financial year (ESN Report, February 2025).

WEST YORKSHIRE POLICE DEI TRAINING VENDOR IDENTITY (FOI 2063378/24) SOURCE: West Yorkshire Police FOI Response, June 2024 KEY FINDINGS: - External training spend: £361,000 to a single provider (payment "yet to be finalised") - Provider names WITHHELD under Section 43(2) - Commercial Interests exemption - Guest speaker name WITHHELD under Section 40(2) - Personal Information exemption NAMED PROVIDERS IN FOI RESPONSE (smaller contracts): - The Power of Staff Networks (2022-23) - Endometriosis UK (2023-24) - JBEL Environmental Services Ltd (2023-24) - Total disclosed external consultancy spend: £6,127.50 EXEMPTION JUSTIFICATION (from FOI response): "Section 43(2) - Commercial Interests: To disclose the individual spend with each external consultancy may offer an unfair advantage to other companies and diminish the ability of West Yorkshire Police to achieve the best value for money, ultimately undermining the procurement process." CRITICAL GAP: The £361,000 external training contract - the largest single DEI training expenditure - has the provider name withheld. The FOI states there was "no tender process involved for consultancy spend within the DEI Team as this was for a specific training offer that was identified as a need" and that "the spend within the DEI team on consultancy did not meet the threshold for a tender process." PROCUREMENT THRESHOLD ISSUE: Public Sector tendering processes are managed by the regional procurement team. The FOI response indicates the £361,000 spend did not meet the threshold for a tender process, raising questions about procurement governance for large single-provider contracts. ATTEMPTED IDENTIFICATION: - Blue Light e-procurement portal (West Yorkshire Police procurement page) lists contract opportunities but no specific DEI training contract found - No case studies from training providers identifying WYP as client located STATUS: Vendor identity for £361,000 contract remains undisclosed. Further investigation through procurement registers, contracts finder, or training company case studies may identify the provider.

THAMES VALLEY POLICE DEI STAFFING COSTS (GB News FOI Investigation, May 2025) SOURCE: GB News Freedom of Information investigation published 28-29 May 2025 KEY FINDINGS: - Total DEI staff: 17 posts - Total annual wage cost: £1,085,170 - Training spend: £0 (no external training costs disclosed) - Highest paid role: Diversity & Inclusion Superintendent on £131,015/year CONTEXT: - Thames Valley Police is the second highest spender on DEI after West Yorkshire Police - The salary of £131,015 for the Diversity & Inclusion Superintendent exceeds the salary of the Met Police Head of Counter Terrorism (Commander Dominic Murphy, believed to be on £129,600) COMPARISON: - West Yorkshire Police: 19 DEI posts, £1,069,188 wages + £361,000 training = £1.43M total - Thames Valley Police: 17 DEI posts, £1,085,170 wages, £0 training disclosed NOTE ON PRIMARY SOURCE VERIFICATION: The GB News figure of £1.08M (£1,085,170) for Thames Valley Police DEI staffing costs comes from an FOI investigation. The figure is presented as the maximum wage based on salary bands provided by the force. The original FOI response from Thames Valley Police was not located in this search - the GB News article is the secondary source reporting on the FOI data. The figure should be treated as reported by GB News until the primary FOI response can be verified directly from Thames Valley Police disclosure logs. OFFICIAL JUSTIFICATION: No specific business case document located. Thames Valley Police DEI activities are governed by: - Public Sector Equality Duty under the Equality Act 2010 - NPCC Diversity, Equality & Inclusion Strategy 2018-25 - Force-level Race Action Plan The force has an internal Diversity and Inclusion Board monitoring progress. In late 2022, Thames Valley Police was awarded Race Equality Matters Trailblazer status by an independent panel.

CRIME OUTCOMES VS DEI INVESTMENT - OFFICIAL STATISTICS 2024/25 CHARGE/SUMMONS RATES (Home Office, Year Ending March 2025): - Overall crime charge rate: 7.3% of all offences resulted in charge/summons - Residential burglary charge rate: 4.7% (similar to 4.3% in 2023/24) - Theft offences: 70.8% closed due to "no suspect identified" - Rape offences: 2.8% charge rate, average 434 days to investigate - Victim-based offences: 42.1% closed with no suspect identified LONG-TERM TRENDS: - Victim-based offences charge rate fell from 11.1% (2015/16) to 4.6% (2021/22) - Recent increase to 6.3% in 2024/25 - Non-victim-based offences: 12.4% charge rate in 2024/25 WEAPONS OFFENCES (Higher Charge Rates): - Firearm offences: 12.0% charge rate - Knife-enabled offences: 11.5% charge rate - Lethal-barrelled firearms: 13.3% charge rate HMICFRS POSITION ON NON-CRIME HATE INCIDENTS (September 2025): - Sir Andy Cooke (HM Chief Inspector of Constabulary): "Non-crime hate incidents should stop being recorded by the police" - Called current legislation "invidious" for police - Said "discretion and common sense don't always win out" - Recommended intelligence gathering "in a different way" - Met Commissioner Sir Mark Rowley agreed with the call CONTRAST WITH DEI INVESTMENT: While police forces spend £10.3 million on DEI staff (GB News investigation): - Only 4.7% of burglaries result in charge/summons - 70.8% of theft cases closed with no suspect identified - 42.1% of all victim-based offences closed with no suspect identified - HMICFRS calling for end to non-crime hate incident recording SOURCES: Home Office Crime Outcomes 2024/25, BBC News HMICFRS report

METROPOLITAN POLICE CULTURE DIVERSITY INCLUSION UNIT - OFFICIAL JUSTIFICATION AND BUSINESS CASE SPENDING AND STAFFING: - Current spend: £3.65 million (April 2024-February 2025, FOI reference 01.FOI.25.042955) - Planned annual spend: £5.2 million once all vacancies filled - Workforce target: 64 full-time equivalent staff - Staff composition: 25.6 police staff + 25.8 police officers (51.4 FTE current) OFFICIAL JUSTIFICATION - "A NEW MET FOR LONDON" STRATEGY: - Culture Diversity and Inclusion Directorate established as response to Baroness Casey Review (March 2023) - Casey review found Met "institutionally racist, misogynistic and homophobic" - Strategy aims to deliver "root and branch reset of equality, diversity and inclusion policies and practices" - Led by Assistant Commissioner level leadership BUSINESS CASE ELEMENTS (from internal documents): 1. Building Public Trust: Foster trust among London's diverse communities 2. Addressing Institutional Discrimination: Implement Casey review recommendations 3. Improving Workforce Diversity: Recruitment and retention strategies 4. Supporting Officer Wellbeing: 'Life events delivery managers' (£47,000/year roles) 5. Facilitating Community Engagement: 47 staff support networks, 63 diversity calendar events DIVERSITY CALENDAR EVENTS INCLUDE: - International Pronouns Day - Pansexual and Panromantic Awareness Day - Be Kind To Humankind Week - Plus 60 other events STAFF SUPPORT NETWORKS: 47 networks including: - Bisexual Support Group - He For She gender equality movement - 19 associations for various ethnicities and religious groups CONTEXT - SERVICE CUTS ALONGSIDE DEI INVESTMENT: - £250 million funding gap - 3,300 police officers to be cut in 2025 and 2026 - 10 police station front counters to close - Mounted Branch: reduction from 93 horses to 40 - Loss of 69 out of 120 police officers in Mounted Branch POLITICAL CRITICISM: - Susan Hall (Conservative, London Assembly): "absolute wokery" - Lee Anderson MP (Reform): called for scrapping "gimmicks" - TaxPayers' Alliance: money should go to "bobbies on the beat" SOURCES: Daily Dazzling Dawn (Oct 2025), Metropolitan Police FOI disclosure, BBC coverage of Casey review

WEST YORKSHIRE POLICE DEI SPENDING - HISTORICAL TREND INVESTIGATION FOI REFUSAL FOR HISTORICAL DATA (FOI 1849295/23, November 2023): - West Yorkshire Police refused request for year-by-year DEI staffing costs from 2019-2023 - Section 12 exemption cited - cost of compliance exceeds £450 threshold - Force stated it would take 122+ hours to review 1,467 conduct cases - Force offered to answer some questions but not the historical staffing cost breakdown CURRENT DATA CONFIRMED (FOI 2349822/25, January 2025): - 19 DEI staff positions - Total annual staff cost: £1,069,188 - External training: £361,000 (single provider, name withheld under commercial interests exemption) DETAILED STAFFING BREAKDOWN: - Head of Diversity, Equality and Inclusion: £91,536 - DEI Manager: £57,252 - 3x DEI Officers: £45,924 each (£137,772 total) - 2x Administrative Assistant for DEI and Positive Action: £30,912 each (£61,824 total) - DEI Comms and Marketing Lead: £53,412 - DEI Comms and Marketing Officer: £42,492 - Positive Action T/Inspector (Uniformed): £94,272 - Positive Action Sergeant (Uniformed): £79,716 - Positive Action Progression Officer: £45,924 - 6x Positive Action Ambassadors (PCs, Uniformed): £59,844 each (£359,064 total) - Equality & Diversity Trainer (Police Staff): £45,924 ETHNIC MINORITY REPRESENTATION: - 6 of 19 posts filled by individuals from ethnic minority groups OFFICIAL JUSTIFICATION (Force Statement): - "As the fourth largest police force in England, West Yorkshire Police is committed to building a workforce representative of diverse communities" - "Prioritising DEI in policing is essential to building trust and confidence" - "Work undertaken by EDI roles aligns directly to our Public Sector Equality Duty" HISTORICAL TREND GAP: - No year-by-year comparison available due to Section 12 refusal - Cannot establish whether DEI spending has increased, decreased, or remained stable 2021-2025 - External training contractor names withheld under commercial interests exemption SOURCES: West Yorkshire Police FOI responses, Telegraph & Argus, GB News

GREATER MANCHESTER POLICE DEI SPENDING - FOLLOW-UP INVESTIGATION FOI REFUSAL STATUS: - Greater Manchester Police refused FOI disclosure on DEI spending data (confirmed in GB News investigation May 2025) - One of only two forces (along with North Yorkshire Police) to refuse disclosure among 43 police forces BUDGET CONTEXT (£32 MILLION GAP): - GMP facing £32 million budget gap for 2025/26 financial year - Deputy Mayor Kate Green stated she is "not confident" service quality won't be impacted - GMP received second-lowest cash increase of all 43 police forces in England and Wales - Mayor Andy Burnham criticised government funding settlement as "disappointing" - £15 rise in police precept for Band D properties approved (£285.30 up from £270.30) ALTERNATIVE SOURCES IDENTIFIED: 1. GMP Diversity, Equality and Inclusion Strategy (published, mentions new strategy launched Summer 2024) 2. Achieving Race Equality Report (April 2023-March 2024) - workforce diversity data 3. HR Equality Bulletin March 2024 - workforce diversity statistics 4. Police and Crime Plan 2024-2029 "Standing Together" - equality impact assessment produced OFFICIAL STATEMENTS: - GMP states it serves "one of the most culturally diverse areas in the UK" - New DEI Strategy launched Summer 2024 with "new and updated objectives" - People Board established at executive level for "staffing, recruitment, retention, progression and representation" KEY GAP: No specific DEI staffing costs or budget figures disclosed despite FOI request. Force refused disclosure while other forces provided data. SOURCES: Manchester Evening News (Jan 2026), GMP website, GB News FOI investigation

RSE GUIDANCE UPDATE JULY 2025 SOURCE: Department for Education statutory guidance published 15 July 2025 KEY CHANGES: - First update to RSHE (Relationships, Sex and Health Education) guidance since 2019 - Implementation deadline: 1 September 2026 - Replaces original 2019 statutory guidance GENDER IDENTITY PROVISIONS: - Schools told to teach about 'biological sex' but not necessarily 'gender identity' - Guidance states there is 'significant debate' about trans people and trans issues - Teachers told not to encourage students to question their gender - Word 'transgender' almost completely removed from document - Schools encouraged to present trans issues as matter of 'debate' STAKEHOLDER RESPONSES: Gendered Intelligence (trans advocacy organisation): - Described changes as "in the same spirit" as Section 28 - "Department for Education have made clear they want to pressure teachers to avoid teaching about trans lives" - Concern that trans pupils could be "excluded, misgendered, or deadnamed in the classroom under the guise of 'debate'" - Noted guidance "will make it harder to support trans pupils" Stonewall: - Noted this is first published update to RSHE guidance since 2019 - Highlighted that 43% of LGBT+ school students have been bullied in past year (vs 21% non-LGBT+) - For LGBTQ+ issues, young people more likely to turn to social media (30%) than school - Committed to working with government and Proud Trust to support teachers CONTEXT: - Section 28 (1988-2003) banned promotion of homosexuality by local authorities - New guidance does not legislatively ban discussion but creates pressure to avoid trans topics - Teachers face "impossible position" between guidance and supporting pupils POLICY POSITION: - Labour government guidance represents shift from previous approach - DfE consultation response published alongside guidance - Schools have until September 2026 to adapt curriculum

THAMES VALLEY POLICE DEI INDEPENDENT REVIEW (APRIL 2025) SOURCE: Independent Review by Kerrin Wilson QPM (retired Assistant Chief Constable, Lincolnshire Police), commissioned by Thames Valley PCC Matthew Barber BACKGROUND: - Employment Tribunal ruling August 2024: Three white officers won race discrimination claim - Officers (19-26 years service) blocked from applying for Detective Inspector role in Aylesbury (2022) - Role given to Asian officer without competitive process - Superintendent told to "make it happen" for diversity reasons - Tribunal found "positive discrimination rather than positive action" KEY FINDINGS FROM KERRIN WILSON REVIEW: 1. Positive Action Progression Programme (PAPP) "not properly consulted upon or transparent in how it was managed" 2. Research across other forces, College of Policing, and EHRC "did not advocate positive action such as that taken by Thames Valley Police" 3. "Very little" case law regarding positive action - "always going to be a controversial idea to land" 4. Force "slow to acknowledge the depth of concern" after tribunal 5. "Missed opportunities" to constructively engage with aggrieved staff 6. "Communications missed the human touch and added to the hurt felt across the force" WORKFORCE IMPACT: - "Divided workforce" emerged following tribunal - White officers: "strong feelings of frustration", felt "overlooked and undervalued", "no support within the force" - Ethnic minority officers: felt "marginalised", "hostile environment", would not recommend force as employer - Some ethnic minority staff declined future promotions fearing reputation damage WHITE PRIVILEGE TRAINING TIMING: - Force rolled out 'White Privilege' training just as tribunal ruling published - Review author called timing "unfortunate" - Training content based on Critical Race Theory ideology 51 RECOMMENDATIONS COVER: - Central oversight - Training (including equalities legislation) - Alignment with relevant bodies - Internal communications - Internal recruitment and career advancement programmes - Equality Impact Assessments - Getting buy-in from whole organisation for diversity initiatives PCC MATTHEW BARBER STATEMENT: "Mistakes were made and there was a lack of consistency, information and inclusion in the way policies were applied, leaving parts of the organisation feeling left out and overlooked. Due regard should be given to all staff." CHIEF CONSTABLE JASON HOGG: Was Deputy Chief Constable at time of discrimination case (April 2022 - April 2023 before becoming CC) PRE-TRIBUNAL CONTEXT: - Thames Valley Police awarded Race Equality Matters Trailblazer status in late 2022 - Force committed to becoming "anti-racist service" - PAPP programme designed to enable officers from ethnic minority backgrounds to develop skills for promotion

WEST YORKSHIRE POLICE DEI EXTERNAL TRAINING CONTRACTORS 2024-25 SOURCE: West Yorkshire Police FOI Response (FOI 2063378/24, June 2024) EXTERNAL TRAINING EXPENDITURE: - 01/05/2022 - 30/04/2023: £228,810.09 - 01/05/2023 - 30/04/2024: £447,629.12 - Current external provider contract: £361,000 (final payment pending) EXTERNAL PROVIDERS IDENTIFIED (2022-2024): - The Power Of Staff Networks - Endometriosis UK - Guest Speaker (name withheld under Section 40(2) Personal Information) - JBEL Environmental Services Ltd VENDOR NAMES WITHHELD: West Yorkshire Police refused to disclose individual spend with each external consultancy under: - Section 43(2) - Commercial Interests exemption - Section 40(2) - Personal Information exemption TENDER PROCESS: - No tender process for DEI Team consultancy spend - Spend did not meet threshold for Public Sector tendering processes - Identified as "specific training offer that was a need" TOTAL DEI STAFFING COSTS (FOI 2349822/25, January 2025): - Head of Diversity, Equality and Inclusion: £91,536 - DEI Manager: £57,252 - 3x DEI Officers: £45,924 each (£137,772 total) - 2x Administrative Assistants: £30,912 each (£61,824 total) - DEI Comms and Marketing Lead: £53,412 - DEI Comms and Marketing Officer: £42,492 - Positive Action T/Inspector (Uniformed): £94,272 - Positive Action Sergeant (Uniformed): £79,716 - Positive Action Progression Officer: £45,924 - 6x Positive Action Ambassadors (PCs, Uniformed): £59,844 each (£359,064 total) - Equality & Diversity Trainer: £45,924 TOTAL ANNUAL DEI STAFF COSTS: £1,430,880 (19 posts) EXTERNAL TRAINING: £361,000 (single provider) TOTAL ANNUAL DEI SPENDING: £1,791,880 ETHNIC MINORITY STAFF IN DEI ROLES: 6 posts filled by individuals from ethnic minority groups CONTEXT: - West Yorkshire Police facing £14 million budget deficit for 2025/26 - Force is fourth largest in England

METROPOLITAN POLICE DEI SPENDING 2024-25 SOURCE: Metropolitan Police FOI Disclosure (April 2025) - FOI reference: MPS's financial spending on Diversity, Equality and Inclusion KEY FIGURES: - Total DEI expenditure April 2024 - February 2025: £3,655,144 - DEI team composition: 25.6 police staff + 25.8 police officers (51.4 FTE) - Culture Diversity and Inclusion Unit target strength: 64 people - Annual projected spend at full strength: approximately £5.2 million STAFFING BREAKDOWN (from October 2025 FOI): - Culture Diversity and Inclusion Unit has dedicated workforce target strength of 64 people - Current staffing approximately 51 FTE (25.6 staff + 25.8 officers) GOVERNANCE: - STRIDE Strategy 2021-2025 (Strategy for Inclusion, Diversity and Engagement) - Subject to regular review through relevant boards and delivery groups - MOPAC (Mayor's Office for Policing and Crime) oversees budget CONTEXT: - Metropolitan Police faces £260 million budget shortfall - Force planning to cut 1,700 officers and staff - Units facing closure include Royal Parks Police and school officers - Forensic and historical crime teams to be reduced CRITICISM: - GB News reported force plans to spend £5.2 million annually on 64 diversity staff - Former Police and Crime Commissioner Anthony Stansfeld questioned priorities - London Evening Standard reported Scotland Yard spent nearly £450 million on equality and diversity over three years - 24% increase in race-discrimination claims against officers despite DEI investment Note: MOPAC board approval minutes for the CDI Unit budget not yet identified in public records. The STRIDE strategy governance process involves MPS boards and delivery groups.

Gloucestershire Health and Care NHS Foundation Trust FOI Response (Reference: GHC-12092025-604177, published 20 October 2025): EDI STAFFING: - Number of EDI staff: 1 (September 2025) - Total salary cost: £33,872.40 (most recent financial year) EXTERNAL TRAINING COSTS: - 2025-2026: £889.17 - 2024-2025: £1,186.00 - 2023-2024: Unable to provide accurate estimate (internal budget permission changes) CONTRAST WITH LARGER TRUSTS: - This community trust has significantly lower EDI costs than larger NHS organisations - Metropolitan Police: 64 EDI staff, £5.2M annually - Central London Community Healthcare: 2 EDI staff, £116,972 salary Source: https://foi.ghc.nhs.uk/responses/equality-diversity-and-inclusion-edi/

Central London Community Healthcare NHS Trust FOI Response (Reference: FOI/25/365, requested 7 February 2025): EDI STAFFING: - Head Of EDI (Band 8A): 1 - EDI Officer (Band 6): 1 - Total: 2 staff members COSTS (2023/24 Financial Year): Staff salaries: £116,972 External training: £37,200 Subsistence/lodging: £12,847 Total external training and courses: £49,047 Note: Salaries based on NHS Agenda for Change pay scales. Reference provided to NHS Employers pay scales for 2024/25. SOURCE: https://clch.nhs.uk/about-us/foi/foi-requests/foi25365

Scottish Police Authority FOI Response (Reference: FOI 2024/25-099, issued 6 February 2025): REQUESTED DATA: 1) Current number of staff at each command area 2) Number of days-off police staff taken (January 2020 - January 2025) broken down by: - Year - Command area - Reason (paid holiday, bereavement leave, sick leave, etc.) - DIFFERENTIATED: sick leave vs mental health leave 3) Number of staff who retired, quit, or were dismissed (January 2020 - January 2025) broken down by: - Year - Command area - Reason (retirement, dismissal, quitting) PUBLICATION DATE: 18 February 2025 RESPONDENT: Scottish Police Authority NOTE: Police Scotland may hold further information ACCESS: Full PDF document available (0.4MB) from Scottish Police Authority publication library This FOI response contains detailed workforce data that could be cross-referenced with DEI spending data to assess resource allocation patterns. SOURCE: https://www.spa.police.uk/publication-library/foi-2024-25-099-police-staff-workforce-statistics-2020-2025/

West Yorkshire Police FOI Response (Reference: FOI 2349822/25, January 2025): STAFFING - 19 DEI POSITIONS: - Head of Diversity, Equality and Inclusion: £91,536 - Diversity, Equality and Inclusion Manager: £57,252 - 3 x Diversity, Equality and Inclusion Officers: £45,924 each (£137,772 total) - 2 x Administrative Assistant for DEI and Positive Action: £30,912 each (£61,824 total) - DEI Comms and Marketing Lead: £53,412 - DEI Comms and Marketing Officer: £42,492 - Positive Action T/Inspector (Uniformed): £94,272 (HIGHEST) - Positive Action Sergeant (Uniformed): £79,716 - Positive Action Progression Officer: £45,924 - 6 x Positive Action Ambassadors (PCs): £59,844 each (£359,064 total) - Equality & Diversity Trainer: £45,924 TOTAL SALARY COST: £1,069,188 EXTERNAL TRAINING: £361,000 (1 external provider, payment still being finalised) TOTAL ANNUAL DEI SPEND: £1,430,188 ETHNIC MINORITY REPRESENTATION: 6 posts filled by ethnic minority applicants JUSTIFICATION (from WYP): "EDI is at the heart of the West Yorkshire Police and Crime Plan" "Prioritising EDI in policing is essential to building trust and confidence and improving public safety" "Work aligns to Public Sector Equality Duty and equality objectives" SOURCE: https://www.westyorkshire.police.uk/freedom-of-information/january-2025-foi-2349822-25-equality-diversity-and-inclusion-staffing

GB News Freedom of Information investigation (published 29 May 2025): NATIONAL TOTAL: - £9,374,457.30 on DEI wages - £910,852 on training courses - TOTAL: £10,285,309 - Equivalent to 354 police officers (@ £29,000 starting salary) TOP SPENDERS - WAGES: 1. Thames Valley: 17 posts, £1,085,170 2. West Yorkshire: 19 posts, £1,069,188 3. City of London: 8 posts, £767,235 4. Essex: 10 posts, £614,556 5. Durham: 14 posts, £589,116 TOP SPENDERS - TRAINING: 1. Surrey: £366,870.56 2. West Yorkshire: £361,000 3. City of London: £89,565 4. Nottinghamshire: £39,025 5. Gloucestershire: £15,000 NOTABLE: - Cumbria Police: ZERO DEI posts and zero costs - Kent: Highest individual salary over £100,000 - Thames Valley: Highest individual salary over £100,000 - Greater Manchester Police: REFUSED to disclose - North Yorkshire Police: REFUSED to disclose GB News requested FOI from every force in England. Full breakdown available for 40+ forces. SOURCE: GB News investigation; Individual force FOI responses

The Department for Education published updated statutory guidance on Relationships, Sex and Health Education (RSHE) in July 2025, coming into force September 2026. Key changes from the Conservative draft: (1) Proposed age limits for certain topics will NOT be added - schools must ensure curriculum is "relevant, age and stage appropriate"; (2) The guidance will NOT explicitly tell schools not to teach about gender identity - instead pupils should "be taught the facts and the law about biological sex and gender reassignment"; (3) Primary schools are "strongly encouraged" to teach about same-sex parents; (4) New content on misogyny, sexual violence, deepfakes, sextortion, strangulation, suffocation, suicide prevention, gambling, and virginity testing; (5) Flexibility for primary schools to teach about sexual imagery online "where this is an issue in their school". Schools must update RSHE policies by September 2026.

The Crown Prosecution Service received 4,358 hate crime flagged cases from police in July-September 2025 (Q2 2025-26), a 14.7% increase on the previous quarter and 2.8% more than the same period in 2024 - the highest level on record. Prosecutors charged 88.1% of hate crime cases during the quarter. 4,079 prosecutions were completed, with 85% resulting in conviction. Four out of five convictions received a hate crime sentencing uplift. Racially motivated hate crimes: 3,098 referrals. Homophobic cases: 911. Religiously motivated: 193. Total CPS live caseload reached over 201,000 cases - the highest since the pandemic. Lionel Idan, CPS hate crime lead, said: "It's deeply concerning to see that hate crimes are now at record levels."

Home Office Police Workforce Statistics for 31 March 2025 show the total police workforce fell 0.2% to 235,753 FTE. Police officer numbers fell by 1,303 FTE (0.9%) from 147,745 to 146,442 - the first year-on-year decline since 2018. In headcount terms, 1,316 fewer officers. PCSOs fell 3.3%. Excluding transfers, 7,865 FTE officers joined (down 17% on previous year), while 8,795 FTE left (down 3.1%). The leaver rate was 6.0%. 3,431 officers leaving had less than 5 years' service (38% of leavers). 67% of voluntary resignations were officers with less than 5 years' service. 46,991 officers (32% of total) have less than 5 years' service - up from 14% in 2016. Female officers: 52,839 FTE (36.1% - highest proportion on record). Ethnic minority officers: 12,089 FTE (8.5% - highest proportion on record).

The Care Quality Commission published inspection reports on 20 March 2026 for Scarborough Hospital (York and Scarborough Teaching Hospital NHS Foundation Trust). Medical care improved from 'Requires Improvement' to 'Good', but urgent and emergency care was re-rated as 'Requires Improvement'. Key findings: Only 40% of ambulance handovers completed within 15 minutes (vs 65% national average); 62% of patients admitted, transferred or discharged within 4 hours (worse than England average); continued breaches in staffing, medical staff training, access to services, infection prevention and control, and assessing people's needs. Leaders had not ensured enough qualified staff in urgent care. Overall hospital rating remains 'Requires Improvement'.

A Freedom of Information response from West Yorkshire Police (FOI 2349822/25, January 2025) reveals detailed DEI staffing costs: Head of Diversity, Equality and Inclusion (£91,536), DEI Manager (£57,252), 3 x DEI Officers (£45,924 each = £137,772), 2 x Administrative Assistants (£30,912 each = £61,824), DEI Comms and Marketing Lead (£53,412), DEI Comms and Marketing Officer (£42,492), Positive Action T/Inspector uniformed (£94,272), Positive Action Sergeant uniformed (£79,716), Positive Action Progression Officer (£45,924), 6 x Positive Action Ambassadors (PCs) uniformed (£59,844 each = £359,064), Equality & Diversity Trainer (£45,924). Total: £1,069,188 in salaries. External training costs: £361,000. Six posts are filled by individuals from ethnic minority groups. The force stated EDI is "at the heart of" the West Yorkshire Police and Crime Plan.

**Source:** Home Office Police Workforce Statistics **Published:** 9 October 2025 (second edition covering 31 March 2025 data) **Updated:** 28 January 2026 (September 2025 data) **URL:** https://www.gov.uk/government/statistics/police-workforce-england-and-wales-31-march-2025 **Key Findings (31 March 2025):** **Total Workforce:** - Total paid police workforce: 235,753 FTE (down 0.2% from 236,229) - Police officers: 146,442 FTE (down 0.9%, -1,303 FTE) - Police staff/designated officers: 82,002 FTE (up 1.3%) - PCSOs: 7,315 FTE (down 3.3%) **Ethnicity (Police Officers):** - Ethnic minority officers: 12,089 FTE (8.5% of workforce) - This is highest proportion since records began (March 2003) - Compared to 14.4% of working age population (England & Wales) **Sex:** - Female officers: 52,839 FTE (36.1% of officers) - Highest number/proportion since records began (March 2003) **September 2025 Update:** - Police officers: 145,550 FTE (down further by 892) - Total workforce: 234,425 FTE - Neighbourhood policing growth: 19,558 FTE (+13.9% on March 2025) **Joiners/Leavers:** - Joiners (excluding transfers): 7,865 FTE (down 17% on previous year) - Leavers: 8,795 FTE (down 3.1%) - Voluntary resignations: 3.2% leaver rate - 67% of resignations from officers with less than 5 years' service

**Source 1: Central London Community Healthcare NHS Trust** **FOI Reference:** FOI/25/365 **Date Requested:** 07/02/2025 **URL:** https://clch.nhs.uk/about-us/foi/foi-requests/foi25365 **EDI Staff:** - Head of EDI (Band 8A) – x1 - EDI Officer (Band 6) – x1 **Total Spend (2023/24):** | Category | Cost | |----------|------| | Staff Salaries | £116,972 (4 staff) | | Subscriptions | £12,847 | | Training | £37,200 | | **Total** | **£167,019** | --- **Source 2: Gloucestershire Health and Care NHS Foundation Trust** **FOI Reference:** FOI 346-2025 **Published:** 18 March 2025 **URL:** https://foi.ghc.nhs.uk/responses/dei-positions-in-nhs-trusts/ **EDI Staff:** 1 staff member **Total Spend:** - Staff salaries: £32,253 – £36,302 - External training: **£0** (no external EDI training) **Note:** This trust had only 1 EDI staff compared to 2 at Central London, and spent nothing on external training.

**Source:** Office for National Statistics Freedom of Information **FOI Reference:** FOI-2025-2620 **Published:** 13 March 2025 **URL:** https://www.ons.gov.uk/aboutus/transparencyandgovernance/freedomofinformationfoi/equalitydiversityandinclusionrolesattheukstatisticsauthority2021to2024 **EDI Staff Numbers (Snapshot at 31 March each year):** **31 March 2022 (6 EDI staff):** - 2x Head of Culture, Inclusion and Wellbeing (Grade 6) - 1x Head of Inclusion and Diversity (Grade 7) - 1x Diversity and Inclusion Lead Practitioner (SEO) - 2x Diversity and Inclusion Practitioner (HEO) - 1x Diversity and Inclusion Officer (EO) **31 March 2023 (8 EDI staff):** - 2x Diversity and Inclusion Team Leader (Grade 6) - 1x Head of Diversity and Inclusion (Grade 7) - 1x Diversity and Inclusion Senior Manager (SEO) - 2x Diversity and Inclusion Manager (HEO) - 1x Diversity and Inclusion Officer (EO) **31 March 2024 (6 EDI staff):** - 1x Head of Inclusion, Culture and Wellbeing (Grade 6) - 1x Head of Diversity and Inclusion (Grade 7) - 1x Senior Inclusion and Diversity Lead (SEO) - 3x Inclusion, Culture and Wellbeing Officer (HEO) **Trend:** Numbers fluctuated between 6-8 staff. Role titles varied but ONS considers them "broadly the same role" across years. Higher-graded roles (Grade 6, 7) remained constant while middle-grade roles (SEO/HEO) varied.

**Source:** Cabinet Office Official Publication (30 May 2025) **URL:** https://www.gov.uk/government/publications/civil-service-equality-diversity-and-inclusion-external-expenditure/civil-service-20242025-external-expenditure-on-equality-diversity-and-inclusion **Key Data Points:** - Total external EDI expenditure: **£70,842.35 + VAT** - This represents a **99.7% reduction** from £27.1M in 2022-23 - May 2024 ministerial guidance ended external EDI spending without clearance **Department-by-Department Breakdown:** | Department | Amount | Purpose | |------------|--------|---------| | CPS | £17,097.75 | Christian Fellowship, LGBTi conference, Inclusive Employers/Carers UK subscriptions | | Home Office | £12,435 | Antisemitism training, International Women's Day | | Cabinet Office | £8,500 | Cross-Civil Service Pride Funding | | MOJ | £5,250 | Employers for Carers membership, Black History Month | | MHCLG | £4,853.80 | Black History Month, Inclusion Allies event | | HMT | £4,000 | Antisemitism/Anti-Islamophobia training | | DESNZ | £3,350 | Employers for Carers, Islamophobia Training | | DWP | £3,000 | Carers Confident Accreditation | | DSIT | £3,779 | Employers for Carers, LGBT+, Ramadan, Holocaust Memorial | | DfT | £2,800 | Employer for Carers membership, Iftar Event | | DHSC | £2,558 | Black History Month, Employer for Carers | | GLD | £2,150 | Antisemitism Event, Black History Talk | | Met Office | £440 | Pride, International Women's Day speaker | | MOD | £628.80 | Diwali Event | **Significance:** After May 2024 ministerial intervention, civil service EDI spending collapsed. Remaining spending is primarily for membership subscriptions and cultural/religious awareness events rather than large external training contracts.

**Source:** Greater London Authority Freedom of Information **FOI Reference:** FOI-EDI-roles-Mar-2025 **URL:** https://www.london.gov.uk/who-we-are/governance-and-spending/sharing-our-information/foi-disclosure-log/foi-edi-roles-mar-2025 **Request:** How much did the GLA spend on EDI training over the 2024 calendar year? **Response:** "The GLA is unable to provide detail on specific EDI Training costs for the 2024 financial year, due to the way in which data relating to training costs is recorded." **Significance:** Even the Greater London Authority - a major public body - cannot disaggregate its EDI training costs from general training expenditure due to accounting practices. This suggests that true total EDI spending across government may be underestimated as it's embedded in broader training budgets.

WEST YORKSHIRE POLICE EXTERNAL DEI TRAINING SPENDING SOURCE: West Yorkshire Police FOI Response (FOI 2349822/25, January 2025) EXTERNAL TRAINING EXPENDITURE: £361,000 (annual) TOTAL DEI SPENDING: £1.43 Million - Staff salaries: £1,069,188 (19 positions) - External training: £361,000 DEI STAFF BREAKDOWN: - Head of Diversity, Equality and Inclusion: £91,536 - Diversity, Equality and Inclusion Manager: £75,000+ (estimated) - 6 Ambassadors of Positive Action: £360,000 total - Positive Action Inspector and Sergeant: £174,000 - Positive Action Progression Officer: £46,000 - 2 Administrative Assistants for DEI: £60,000 - Communications and Marketing: £96,000 (split roles) EXTERNAL TRAINING PROVIDERS: NOT NAMED IN FOI RESPONSE The FOI response disclosed the total external training spend (£361,000) but did not identify specific training providers, vendors, or course titles. CONTEXT FROM HARRY MILLER ARTICLE (The Critic, February 2025): - West Yorkshire Police spending almost 3% of annual budget on DEI - HMICFRS rating: "Requires Improvement" on core policing (investigating crime, handling suspects, looking after victims) - Force has pursued high-profile NCHI (Non-Crime Hate Incident) investigations including: - Posie Parker investigation - Teenage girl arrested for commenting on officer's appearance - Quran desecration case BUDGET CONTEXT: West Yorkshire Police facing £14 million budget deficit for 2025/26 while maintaining £1.43M DEI spending.

THAMES VALLEY POLICE DEI INDEPENDENT REVIEW (April 2025) SOURCE: Thames Valley Police and Crime Commissioner, Independent Review by Kerrin Wilson QPM (retired Assistant Chief Constable, Lincolnshire Police) BACKGROUND: Review commissioned October 2024 after Employment Tribunal ruled in favour of three white officers' claims of race discrimination by the force. KEY FINDINGS: - DEI programme "not properly consulted upon or transparent in how it was managed" - Force created "divided workforce" through DEI practices - Three white officers won race discrimination claims after being overlooked for promotion - Review examined discrimination cases and out-of-court settlements 2022-2024 PCC STATEMENT: Matthew Barber stated "Thames Valley Police was found to be wrong when making an appointment for a posting in the Priority..." (statement truncated in available source) DEI SPENDING CONTEXT (from GB News FOI May 2025): - DEI staff positions: 17 - Annual salary costs: £1,085,170 - Training spend: Not separately disclosed TRIBUNAL IMPLICATIONS: - Employment tribunal found positive discrimination practices unlawful - Review highlighted lack of transparency in DEI appointment processes - Force required to review DEI policies and procedures This case represents a significant legal challenge to police DEI practices, with implications for other forces implementing similar programmes.

POLICE DEI SPENDING HISTORICAL TREND 2021-2025 (TaxPayers' Alliance/Telegraph Investigation) SOURCE: TaxPayers' Alliance FOI Investigation, published Telegraph 18 November 2024 TOTAL SPENDING 2021-22 TO 2023-24: £14,754,730 on 509 EDI roles across UK police forces YEAR-BY-YEAR TREND: - 2021-22: £3.6 million - 2023-24: £6.2 million - INCREASE: 70% over three years ROLE NUMBERS: EDI roles increased by 34% (almost a third) over three years KEY FINDINGS: - 509 EDI roles identified across UK police forces - Average cost per role: approximately £29,000 per year - Spending accelerating despite budget pressures and officer cuts COMPARISON TO OFFICER NUMBERS: - Home Office data shows first decline in police officer numbers since 2018 - Police workforce statistics (31 March 2025) show officer numbers falling while DEI roles increase - Forces cutting frontline officers while expanding DEI staffing FORCES REFUSING DISCLOSURE: - Greater Manchester Police refused to disclose DEI spending details CONTEXT: This investigation preceded the more detailed force-by-force FOI disclosures in 2025 showing: - Metropolitan Police: £5.2M annual (64 staff) - West Yorkshire Police: £1.43M annual (19 staff) - West Midlands Police: £2.8M over 6 years (2019-2025) - Thames Valley Police: £1.08M annual (17 staff) The trend shows consistent expansion of DEI infrastructure despite: - HMICFRS reports showing forces "requiring improvement" on core policing - Budget deficits requiring officer/staff cuts - Public concern over prioritisation

WEST MIDLANDS POLICE DEI SPENDING 2019-2025 (FOI REF: 290A/25) SOURCE: West Midlands Police FOI Disclosure, March 2025 TOTAL DEI SPENDING 2019-2025: £2.8 Million - Staff salaries: £2.6 Million - External training: £184,602 CONTEXT: This FOI disclosure came shortly before West Midlands Police faced criticism for banning Jewish football fans from a match while extremists planned to attack them (January 2026). FORCE SIZE: West Midlands Police is the second largest police force in the UK after the Metropolitan Police, serving 3+ million population. COMPARISON TO OTHER FORCES: - Metropolitan Police: £5.2M annual DEI spending (64 staff) - West Yorkshire Police: £1.43M annual (£1.07M salaries + £361K training, 19 staff) - Thames Valley Police: £1.08M annual (17 staff) The West Midlands figure of £2.8M over 6 years (2019-2025) averages approximately £466,000 per year - significantly lower per-officer than West Yorkshire's £1.43M annual spend. HMICFRS STATUS: West Midlands Police has faced significant challenges including: - 45% increase in officer sick days due to stress (FOI revealed) - Antisemitism training "not yet finalised" following Maccabi Tel Aviv controversy - Budget pressures affecting service delivery NO BREAKDOWN OF EXTERNAL TRAINING PROVIDERS DISCLOSED IN AVAILABLE FOI RESPONSES.

CIVIL SERVICE EDI EXTERNAL EXPENDITURE 2024-25 (OFFICIAL DATA) SOURCE: Cabinet Office Published Data, 30 May 2025, per Civil Service EDI Expenditure Guidance (May 2024) TOTAL EXTERNAL EDI SPENDING 2024-25: £70,842.35 (+ VAT where applicable) BREAKDOWN BY DEPARTMENT: - CPS (Crown Prosecution Service): £17,097.75 (Christian Fellowship annual event, LGBTi internal conference, Inclusive Employers subscription, Carers UK subscription) - Home Office: £12,435 (Antisemitism training, International Women's Day event) - Cabinet Office: £8,500 (Cross-Civil Service Pride Funding) - MOJ (Ministry of Justice): £5,250 (Employers for Carers Membership, Black History Month events) - MHCLG: £4,853.80 (Black History Month events, Inclusion Allies event) - HMT (Treasury): £4,000 (Antisemitism and Anti-Islamophobia training) - DESNZ: £3,350 (Employers for Carers Membership, Islamophobia Training) - DWP: £3,000 (Carers Confident Accreditation) - DSIT: £3,779 (Employers for Carers Membership, LGBT+, Ramadan, Humanists' Convention, Holocaust Memorial) - DfT: £2,800 (Employer for Carers Membership, Iftar Event) - GLD (Government Legal Department): £2,150 (Antisemitism Event, Black History Talk) - DHSC: £2,558 (Black History Month Event, Employer for Carers Membership) - MOD: £628.80 (Diwali Event) - Met Office: £440 (Pride, Speaker at International Women's Day event) CONTEXT: May 2024 Cabinet Office guidance ended all external EDI spending unless cleared and authorised by Ministers. This represents a dramatic reduction from £27.1 million total EDI spend reported in 2022-23. EXTERNAL CONTRACTORS/VENDORS MENTIONED: - Inclusive Employers (subscription provider) - Carers UK (subscription provider) - Employers for Carers (membership) NO LARGE EXTERNAL TRAINING PROVIDER CONTRACTS IDENTIFIED - spending limited to events and subscriptions.

UK DIGITAL ID SCHEME - OFFICIAL JUSTIFICATION (March 2026 Consultation) SOURCE: Cabinet Office Consultation "Making public services work for you with your digital identity" (CP 1498, ISBN 978-1-5286-6190-4), launched 10 March 2026, closes 5 May 2026. MINISTERIAL STATEMENT: Chief Secretary to the Prime Minister Darren Jones presented the scheme as "deeply political" Labour project, comparing it to NHS, Open University, and Sure Start. Jones stated: "The government will build a truly modern Britain where public services work for you when you need them – new digital public services that will be there at the most important points in your life. But, first, we need to build the foundations for these new, modern public services. And that is exactly what digital ID is for." STATED OUTCOMES AND BENEFITS: 1. "Useful" - Reduce bureaucracy, build intuitive/efficient/responsive public services 2. "Inclusive" - Available and accessible to all, with ID and digital inclusion drive 3. "Trusted" - Protect data, technical security measures, data protection standards KEY DESIGN DECISIONS: - No legal obligation to have or present digital ID (voluntary system) - Minimum age 16+ for eligibility - Built in-house by Government Digital Service (not outsourced to private company) - NHS App data remains separate (not integrated) - Data stored in situ with existing departments (DWP, DVLA, HMRC) - no central database - Audit trails to support right-to-work checks enforcement PEOPLE'S PANEL: 100-120 randomly selected citizens via sortition (civic lottery) to deliberate on policy, concluding 21 June 2026. Participants paid £550. COST: Government admits no cost estimate yet - decisions on scope yet to be taken CRITICISMS NOTED: - Tony Blair warned "cannot be another failed government IT project" - 2,762,000 people signed petition opposing digital ID cards - No clarity on audit trail retention period - Inconsistency with simultaneous consultation on restricting under-16s' smartphone use FUTURE USE CASES: Right-to-work checks, vehicle tax, childcare costs applications, student loans, benefits, state pensions, bus passes.

**Thames Valley Police DEI Programme: Official Review Following Employment Tribunal** **BACKGROUND:** Thames Valley Police lost an employment tribunal in August 2024 after three white officers successfully claimed race discrimination. The force's Positive Action Progression Programme (PAPP) was found to have unlawfully favoured ethnic minority candidates. **INDEPENDENT REVIEW (April 2025):** PCC Matthew Barber commissioned Kerrin Wilson QPM (former Lincolnshire Chief Constable) to conduct an independent review into TVP's DEI practices following the tribunal loss. **KEY FINDINGS FROM REVIEW:** - PAPP was "not properly consulted upon or transparent in how it was managed" - Programme led to "positive discrimination rather than positive action" - Direct posting of an individual into a specialist role without competitive process - Created "uncertainty and divisions among colleagues in the force" - Parts of the organisation felt "excluded and overlooked" - Force was "slow to understand and acknowledge the depth of concern" after tribunal **51 RECOMMENDATIONS MADE:** - Central oversight improvements - Better training on equalities legislation - Equality Impact Assessments for all diversity initiatives - Review of internal selection and recruitment processes - Parity in how different staff groups are treated - Getting buy-in from whole organisation for diversity initiatives **OFFICIAL STATEMENTS:** PCC Matthew Barber: "Due regard should be given to all staff. A wide range of recommendations focuses on key areas of central oversight, training, better alignment with relevant bodies, internal communications, internal recruitment and career advancement programmes." Kerrin Wilson: "This review marks an important point in time for the force to look at how it operates in the complex world of creating a fairer police force for all, giving opportunity to those who would otherwise be disadvantaged without creating additional barriers of unfairness to the majority population of Thames Valley Police." **CONTEXT:** This review provides official documentation of the issues with TVP's £1.08M DEI programme (17 staff posts) - the programme intended to support ethnic minority officer progression resulted in unlawful discrimination against white officers. **SOURCES:** - Thames Valley PCC press release (April 3, 2025) - BBC News coverage - Personnel Today report - HR Magazine report

West Yorkshire Police Budget Deficit Context WYP facing £14 million budget deficit for 2025/26 financial year Meanwhile spending £1.07 million on DEI staff salaries plus £361,000 on external training CRITICISM: - ESN Report calculates: "If similar investments have been made across all 43 police forces in England and Wales for at least the last 15 years, the total expenditure could well exceed £800 million" - Despite sustained funding, police still accused of "institutionally racist" (Casey Review, Macpherson Report) - TaxPayers' Alliance called for abolition of DEI roles and redirection to frontline officers Source: ESN Report analysis February 2025

GB News FOI Investigation into All 43 Police Forces - May 2025 TOTAL UK POLICE DEI SPENDING: £10,285,309 - Staff salaries: £9,374,457.30 - Training courses: £910,852 COULD FUND: 354 police officers at £29,000 starting salary NOTE: Cumbria Police reported zero DEI roles or costs. Greater Manchester and North Yorkshire refused to disclose. TOP 5 FORCES BY DEI SPENDING: 1. Thames Valley: £1,085,170 (17 staff) 2. West Yorkshire: £1,069,188 (19 staff) + £361,000 training 3. City of London: £767,235 (8 staff) + £89,565 training 4. Essex: £614,556 (10 staff) + £3,843 training 5. Durham: £589,116 (14 staff) + £8,055 training TOP 3 FORCES BY DEI TRAINING COSTS: 1. Surrey: £366,870.56 training (7 staff, £376,005 salary) 2. West Yorkshire: £361,000 training (19 staff, £1.07M salary) 3. City of London: £89,565 training SELECTED OTHER FORCES: - Kent: £323,701 (4 staff) - Derbyshire: £313,713 (7 staff) - Nottinghamshire: Listed in full data - Lancashire: £216,408 (5 staff) - Gloucestershire: £205,911 (6 staff) + £15,000 training - Leicestershire: £166,425 (4 staff) - Humberside: £145,912 (3 staff) - Lincolnshire: £136,915 (4 staff) + £895 training - Cambridgeshire: £73,077 (2 staff) - Hampshire: £59,556 (1.5 staff) - Bedfordshire: £101,295 (2 staff) Former Scotland Yard detective Peter Bleksley described spending as "criminal, driven by a deeply flawed and prejudicial ideology" Source: GB News investigation May 2025, citing Freedom of Information requests to all 43 police forces

West Yorkshire Police FOI Reference: FOI 2349822/25 (January 2025) DEI STAFF: 19 total positions Salary breakdown: - Head of Diversity, Equality and Inclusion: £91,536 - Diversity, Equality and Inclusion Manager: £57,252 - 3 x Diversity, Equality and Inclusion Officers: £45,924 per person - 2 x Administrative Assistant for DEI and Positive Action: £30,912 per person - 1 x DEI Comms and Marketing Lead: £53,412 - 1 x DEI Comms and Marketing Officer: £42,492 - 1 x Positive Action T/Inspector – Uniformed: £94,272 - 1 x Positive Action Sergeant – Uniformed: £79,716 - 1 x Positive Action Progression Officer: £45,924 - 6 x Positive Action Ambassadors (PCs) – Uniformed: £59,844 per person - 1 x Equality & Diversity Trainer - Police staff: £45,924 Total staff costs: ~£1.07 million (calculated) EXTERNAL TRAINING: £361,000 to one external provider ETHNIC MINORITY REPRESENTATION: 6 of 19 posts filled by ethnic minority applicants CRITICISM: - TaxPayers' Alliance called it "patronising" and called for abolition - Money asked to be spent on frontline officers instead WYP CONTEXT: Fourth largest police force in England

Metropolitan Police Service FOI Disclosure - Reference 01.FOI.25.042955 Date: April 2025 response (covering April 2024 - February 2025) DEI SPENDING: £3,655,144 (partial year April 2024-February 2025) - Note: Full year annual cost reported as £5.2 million STAFFING: 25.6 police staff + 25.8 police officers = 51.4 FTEs dedicated to DEI Note: Another source states 64 staff total for diversity projects ACTIVITIES: Supporting 60+ events including International Pronouns Day, Tsunami Awareness Week, and 47 staff networks BUDGET CUTS CONTEXT: - £260 million funding shortfall - 1,700 frontline jobs to be cut - Forensic units, historic crime teams, front desk services affected - Half of front counters to close - Mounted police: nearly half of horses redeployed, 69 officers and 10 staff affected, 5 stables closing Source: Noah News article citing Daily Mail and Standard.co.uk original reporting

Gloucestershire Health and Care NHS Foundation Trust FOI Ref: GHC-12092025-604177 Date: Response published 20 October 2025 EDI STAFF: 1 staff member Salary cost: £33,872.40 EDI TRAINING/SPEND: - 2025-26: £889.17 - 2024-25: £1,186.00 - 2023-24: Unable to provide accurate figures (similar amount to 2024-25) Training materials provided: "EDI GHC Training – Master Deck – June 2025 2024 v.16"

Ashford and St Peter's Hospitals NHS Foundation Trust FOI Request 11307 Date: 12 September 2025 request, 15 December 2025 response EDI STAFF: 2 WTE Band 6 staff Salary cost: £103,598 - £124,718 (including employers on-costs) Note: Trust refused to provide breakdown of EDI training costs citing Section 12 (cost of compliance exceeds limit). Would have required manual review of all training records. Mandatory training uses eLFH (e-Learning for Health) online Equality, Diversity & Human Rights training