# data[].attributes.body
Positive action is meant to present a new kind of platform to stop negativity and promote a positive action within a community or workforce. It focuses on positive activities that will help people adjust to a new environment it focuses on eliminating discrimination as well as unjust and unreasonable actions by members of the workforce or within the community this will help the minority groups want to join the public scetor.

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The overall work force is a database that that includes every serving member and retired member that was once on the force it also records the age, gender, ethnic background and race. This can help the police create diversity while also exposing any weaknesses in the their employment scheme it will develop a better working environment for newer recruits.

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The police must take care of the community as to build a good relations with the surrounding community it will also protect the police force so they can solve crimes without someone interfering,

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"Positive action" is something implemented by those of authority in a socialistic scenario to have an impact on negative influences, such as discrimination and hate crime or even large amounts of congestion which can lead to poor air quality, affecting the publics health. In terms of the police, positive actions could be, for example, increasing patrols in an area or working more closely with youth workers and young people to directly target the root cause of organised crime.

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A workforce profile is essentially a recording of the gender and ethnic origin of each person within a workforce to help those at the top find out more about the people they employ and how to best improve things for them - as well as helping to identify target groups for recruitment. This means that if a police force is found to be mainly male and white, then the recruitment drives should be aimed at women and people of ethnic minority, for example.

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It is important because it allows for a bond to build between the local people and the Police force which is meant to be in place to protect them and make their lives easier. This bond will create a trust which in turn can be used to the police's advantage to help drive down crime rates, which then benefits the mental wellbeing and financial wealth of the area.

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One of the main points is that the culture within the force is largely based around toxicity and white male dominance. Women have been sexually assaulted and held back from growing as a person out of fear for them being better than their male colleagues. As for those of ethnic minorities, they are made to feel unwelcomed and unwanted and that there is a massive sense of 'being different'. Furthermore, reporting the foul behaviour they experience will only cause things to become worse as the same white male dominant mindset clearly is set throughout all levels of rank within the Scottish Police Force.

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Point 1 - A survey of 542 serving and ex-officers found that less than half would recommend a career in policing

Point 2 - The report look at recruitment, retention, development and the promotion of people from under-represented groups

Point 3 - The recruitment of women and people from ethnic minority backgrounds has increased

Stat 1 - Less than half of respondents (47.6%) would recommend a job in policing

Stat 2 - Workforce profiles show that 32% (5709) of all officers are female, with 1% (253) being from black minority ethnic groups

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The ethnic minority and female felt that they did not fit in and often treated badly by other colleges most of the time unprofessionally even a majority of female and ethnic minority groups would go as far as to say they would not recommend a career in the police as none of these issues where being addressed.

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Key Point 1- A survey of 542 ex-officers have said that they would not recommend a career in policing
Key point 2- The article looked at the recruitment, development and promotion of under- represented groups
Key point 3- The article begins to shows that there where increasing concerns about sexism and racism. "The report is published against a background of increasing concerns about racism and sexism in society, with recent events brining challenges facing policing into sharp focus"

Stat 1- while less than half of respondents have recommended a policing career(47.60). But over half responded saying they would not recommend a career in the police force
Stat 2- The workforce statistics show that 32% (5709) of police are females, and 1% (253) are from an ethnic bacckground.

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One of the main issues is the casual sexism in the police force. 50.9% of women in a survey have said they would not recommend the police force as a career to family or friends due to this issue that has not been solved for a long time.

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Positive action is the introduction of certain measures that help to reduce or eliminate discrimination within a workforce. It helps eliminate the effects of discrimination and helps encourage people from different backgrounds to sign up for the police. It helps people feel safe within their career and that they are valued equally.

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A workforce profile is an entire overall summary of the people in the police force. It takes into accounts things such as age, race and ethnic background etc. It helps the police force understand who they have recruited and how it may show their is weaknesses within their force. This helps them recruit more people.

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It is important they are representative of their communities as people will feel more willing to trust someone who comes from the same background as them and experiences similar things to them. It helps us understand the community more and be more useful. However if people feel like a minority, they may trust the police less and they do not feel like they fit in. If the community is not diverse, it will be hard for different people of different ethnic backgrounds to mix and understand each other, and may instead cause problems as a lack of trust.

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positive action is doing something positive  or good to get rid of something negative or bad. it helps minority groups because people are doing positive things to oppose inequality in things like gender and race. An example is hiring people in minority groups to counter inequality.

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Their key point is that "Fear and misogyny is rife in the police force. This is further backed up by these peoples own stories about where they have experianced sexism or racism. They feel that older women are overlooked in the police force and are undervalued. Some people feel that their differant ethinic backgrounds are seen as "tick boxes" by the police and that their recruited for their protected charactristics instead of there actual value. These people also feel that their skin colour and ethnic background prevents them from promotions and progressing in their career. This is extremely unfair and is causing major problems for the police force.

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The overall workforce profile is a database that has every serving or retired member of the police or other force. This can help the police try and improve diversity because they can see all the information of previous employees.

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The police must be kind and care for their community to build a good relationship with them. Without trust the police force would be useless because nobody would want to help them.

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“Positive action” is seen as doing something to challenge, eliminate or reduce a negative to gain or create a positive outcome. A positive action within the public services recruitment or in general circumstances, these ‘positive actions can include challenging inequality and discrimination such as racism and gender. This helps the minority groups in a community in recruitment as they have been given an equal opportunity as any other individual in society and cannot be discriminated against recruitment due to being in a particular minority group, again mostly being race, ethnicity and sex.

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Key point 1 -  There is an increasing concern about racism and sexism in society and how it is affecting the police service.

Key point 2 - They want to attempt to be more representative of the society we are currently living in through their recruitment.

Key point 3 -  Most people that are from ethnic backgrounds in the police feel that they do not belong there and that their colour of their skin is a blockage in their career progression

Key statistic 1 -  Half (47.6%) of people who have been in the police would recommend it as a career for family and friends, however the other half (50.9%) said they would not recommend it as a career path

Key statistic 2 - Recent workforce profile statistic show that only 32% (5709) of police officers are female, and that only 1% (253) of police officers are from black minority backgrounds. This is an extremely small number and gives an insight into why some people feel that they do not belong.

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Positive action is when you try to eradicate negativity and combat poor actions, in order to obtain some form of positive end result. Some examples of positive actions could be fighting against discrimination to develop equality, giving back to the community. This helps to bring the community together and develop better relations among multiple different ethnic groups. and could even benefit people who suffer against discrimination, this will enable individuals to enter the police force, without unfair dismissal, and opening up equal opportunities for all.

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The overall workforce profile is a database that is responsible for storing data regarding the public services, as well as passed records of ex-service members and their numbers. This data shows the stages or development in trends of recruitment as times go on to help create a more diverse police force as well as to act as a guide to help promote change in the services to encourage a new workforce, which in turn will boost equality and diversity in the services, building closer and more trust worth relationships to those of whom are seen as a minority in the community or society, especially within the police service.

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It is very important for the police to be representative of its community in order to make different society’s within it feel safe and to be treated with the same equality and respect as one another, therefore bringing the community closer together resulting in more trust between themselves and the police serving them, a diverse community allows the police to become more accommodating and more inclusive to all ethnic groups and society’s, and will therefore create a better connection between them and the public, encouraging people from all different types of backgrounds that the police may might just be a good career path for them, where they can help promote and upkeep these standards for a better tomorrow.

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KeyPoint- A survey of 542 serving and ex-officers found less than half would recommend a career in policing.

KeyPoint- A report found the recruitment of women and people from ethnic minority backgrounds has increased.

KeyPoint- A tribunal found evidence of a sexist culture in its armed policing.

Stat- 'Fear and misogyny is rife' the survey conducted for the report was completed by 330 current employees and 212 who had left the force. 47.6% said they would recommend the service as a career to family and friends, while 50.9% said they would not.

Stat- Overall workforce profiles show that 32% of police officers are female, and 1% of police officers are from Black Minority Ethnic backgrounds.

# data[].attributes.body
The overall workforce profile is a data base that is responsible for holding information with regards to active serving members of the police force as well as those who have retired or were once member's of the force. This will show a majority of the recruitment to help promote a more diverse workforce and highlights personnel that is part of a majority to enforce change.

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The Main issues addressed by female responders as well as minority ethnic backgrounds include an appalling work culture, driven by fear and misogamy for females causing them to feel intimidated, overlooked and undervalued. Furthermore, females have been led to being sexually assaulted at work during shift by their male counter parts who pass the encounter of as just being ‘jokes and banter’

People from ethnic minority backgrounds feel that they no longer or don’t belong in their place of work as they feel that the colour of their skin determines how they are treated and how it affects their work life such as being able to progress onto higher ranks or gaining appreciation and respect from their colleges and getting recognition for their achievement’s and work ethnic by their superior officers

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point 1- as quoted in the extract "We have an appalling culture driven by fear and misogyny is rife. Older women are treated terribly. They are overlooked and undervalued"

point 2- Most people from ethnic minority background don't feel they belong here and they feel that the colour of their skin and accent is a hurdle when it comes to their progress, recognition and promotions within the force.

point 3- females have been sexually assaulted at work as well as receiving many sexist 'jokes' and banter thrown at them by their male colleagues.

Stat 1- a survey conducted that was completed by 330 current employees and 212
who had left the force. Less than half of respondents (47.6%) said they would recommend policing as a career to family and friends, while just over half (50.9%) said they would not recommend Police
Scotland as an employer.

Stat 2- Overall workforce profiles show that 32% (5709) of police officers are female, and 1%
(253) of police officers are from Black Minority Ethnic backgrounds.

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Positive action is when you do something to try and get rid of the negative in order to achieve the positive outcome. Positive actions could include fighting inequality such as racism or gender discrimination. It helps minority groups in recruitment as they all have an equal chance of being accepted and they can’t be discriminated against for being in a particular minority group.

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It is important for the Police service to be representative of its community. This is because it is of high importance that the community is brought together and develops a better quality of trust between themselves and the police force. By having a diverse community , it allows the police force to replicate the same standards and become more inclusive of all groups and if members of the community decide that the police is a good career path for them , they can join and help to represent these standards and act as a role model to others within the local area.

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There profile is simple they want a diverse police force as there are so many different benefits and they can speak out to plenty of different ethnic minorities ensuring that everyone would feel safe and try and encourage more people from different backgrounds. The database will show the thought and opinions of serving officers and retired and how they genuinely feel about the working environment and how it can be improved.

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The overall workforce profile is a database that contains information on retired members or serving members of that particular force. This would help to see if their is clear favourtism of gender or a specific ethnicity. It could also help the workforce improve on what they are missing in order to enforce equality and diversity

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With The police being Close with a community is shows the effectiveness to the people and gives of the impression that they are there to protect you which is their role in the society. It will start allowing people to ease themselves out of their shell and be able to talk about issues they are suffering and make the police aware if any incident have happen without the police knowing as bond would be formed where the community is capable of trusting the police.

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Positive action is to do something to try and eliminate anything negative. positive actions can be providing support groups for minority groups, fighting discrimination and eliminating personnel that perform unjust/ unreasonable actions to avoid corruption within a workforce. it helps minority groups in recruitment because it means that they cant be discriminated against or turned away for being in that minority group. they have to have an equal chance to everyone else.

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It is important for the police service to be representative of its community in order to build a sense of trust. If the community is diverse then the police force should make an effort to achieve the same in order to make the community feel as if they have a sense of belonging and they aren’t being represented by one specific ethnicity or gender.

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Key - Recruitment from ethnic minority backgrounds have slowly strted to show on charts .
Key - After surveying them less than half of them would recommend picking up or progressing into the police force personally.
Key- In the Scottish police force there is a sexist barrier
Stat - 50.9% wouldn't recommend working in the police in Scotland.
Stat - 47.6% said they wouldn't recommend a career in poice force

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in the article we can see that the main issues addressed by female responders and individuals from ethnic minority backgrounds are that they felt out of place within the workforce. they also were victim to poor treatment from colleagues and inappropriate discrimination. we can also see that these reasons cause them to not recommend the police due to the lack of action taken to combat these circumstances.

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The main issues adressed are that the female police officers do not recommend becoming an officer due to being mistreated verbally or physically. They feel as if their true potential is not Being recognised due to their gender which leads to them feeling undervalued. Another issue is that the women lived in fear due to the sexual comments or actions being made against them which would just be played off as a ‘joke’ or ‘banter’ but in reality would lead the women to not living up to their full potential as they would have to always be cautious within the workplace.
Another issue is that individuals from different ethnic backgrounds feel as if they don’t belong. They feel as if they are only there in order to ‘tick a box’ and not for their skills or talents. Different ethnicities also live in fear of being racially abused physically or verbally. If this was to be reported the abuse would turn around on you which displays a continuous cycle of fear and abuse within the Scotland police force

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Charlie
There was a large number of cases of that which female officers have themselves been victims of sexual assault whether it was directed towards them physically or verbally. The incident cause the women to not want to progress their career in the force and have the fear of speaking out as they believe it can harm their track record in there career and also with their fellow colleagues.

# data[].attributes.body
The main issues addressed by female responders and people from minority ethnic backgrounds are that they feel like they don't belong in the police force. They also report that they have been treated inappropriately and that it isn't a good career to follow due to these issues.

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The overall workforce profile is a database that includes every serving or retired member that was a part of the forces. It can reveal a majority within the recruitment so can help to eliminate majority groups and help to enforce diversity.

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KP1 - Recruitment from ethnic minority backgrounds have increased.
KP2 - After surveying them less than half of them would recommend a career in the police service.
KP3 - In the Scottish police force there is sexist culture.
KS1 - 50.9% wouldn't recommend working in the police in Scotland.
KS2 - 47.6% said they wouldn't recommend a career in policing.

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It is important because then it allows for the community to be closer and more trustworthy of the police. it helps to understand all the different cultures and so forth. it helps to eliminate discrimination and unjust action within the force. it also allows for the public to feel comfortable for example women can ask for a woman to perform their stop and search. it also helps to break down any barriers such as language barriers.

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it means to effectively battle an adverse result. Positive activities incorporate battling bigotry, helping the destitute... it helps minority bunches out in the open assistance enlistments since, supposing that the police show that they are assisting a minority bunch that needs it, individuals from that gathering would see that they are doing something positive to help them and they would need to join the power and help their own and others

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key point 1 - a fortnight after a report a tribunal found evidence of a "sexist culture" in its armed policing.

key point 2 - The first report published in September strongly criticized the Scotland police for its leadership and diversity training.

key point 3 - The report showed that "there are fewer signs of the leadership being translated into action.

key statistic 1 - the survey conducted for the report was completed by 330 current employees and 212 who had left the force. less than half the respondent's (47.6%) said they would recommend policing as a career to family and friends.

key statistic 2 - workforce profiles show that 32% (5709) of police officers are female and 1% (253 of police officers are from black minority ethnic backgrounds.

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There was a minority of women in the force and most of them had been sexually assaulted and had received sexiest remarks from colleagues. Ethnic minority groups felt out of place and that their race was a challenge if they wanted to progress within the force . However no-one could report the unfair treatment as the force would turn against them.

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The overall workforce profile is a database that contains information on every active or retired member of the police or other service. Because it reveals a majority of recruiting from one race or sex, it can assist determine recruitment priorities.

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Key point- feedback from the female respondents included:
“We have an appalling culture driven by fear and misogyny is rife.Older women are treated terribly.They are overlooked and under valued”

Key point-“most people from ethnic background don’t feel they belong here and they feel that the colour of their skin and accent is a hurdle when it comes to their progress”

Key point-HMICS found “evidence of genuine commitment at the most senior levels” of police Scotland to ensure that the service is welcoming and inclusive

Key stats-workforce profiles show that 32% (5709) of police officers are female and 1% (253) of police officers are from black minority ethnic backgrounds

Key stats-47.6% said they would recommend a career to family and friends

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In most instances, the police must exhibit compassion and care for the individuals in their force in order to be effective. People will not be cared about if there is a lack of dedication and concern for individuals in the force.

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1) less than half of ex-officers would recommend a career in policing

2) evidence was found within the police of a sexist culture. most women have been sexually assaulted or had sexist remarks made towards them

3) people from minority groups were made to feel they didn't belong or they had to put up with remarks and discrimination.

1) over half said they would not recommend Police Scotland as an employer. (50.9%)

2) workforce profiles show that 32% of police officers are female and only 1% are from black minority ethnic backgrounds.

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Female and ethnic minority backgrounds' biggest concerns were that they felt out of place in the force. They were treated unfairly and often, and the majority of them would not suggest that career because little seemed to be done to address these difficulties.

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3 key points and 2 key statistics by Ansar Hamed 

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3 key points and 2 key statistics by Ansar Hamed 

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Key point 1: Female response was that they have been sexually assaulted at work and also most of her female colleagues have

Key point 2: In the article its mentioned that in the Scotland police force there is a sexist culture

Key point 3: And the article also mentions that the recruitment of women and people from ethnic minority backgrounds has increased.

Key stat 1: Less than half of respondents (47.6%) said they would recommend policing career which is still quite a lot of people

Key stat 2: and just over half (50.9%) said they would not recommend Police which is a big margin because over half that don't recommend joining the police don't give good image

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Q5. Is the target of those that enables more diversity in to the force.

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Q5. Is the target of those that enables more diversity in to the force.

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Q4. They have given details of the backgrounds of stuff, showing that they are trying to improve diversity.

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Q4. They have given details of the backgrounds of stuff, showing that they are trying to improve diversity.

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Q3. Because they need to build a good relationship with the community. As well as trust, so people can talk with them about their problems.

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Q3. Because they need to build a good relationship with the community. As well as trust, so people can talk with them about their problems.

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 Q2. Womens would not recommend working in the police force because if the culture and attitude of sexism.

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 Q2. Womens would not recommend working in the police force because if the culture and attitude of sexism.

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Q1.Under 50% women would recommend a career in the police force.
50.9% would not recommend working in the Police  in Scotland.
Maria

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Positive action means to do something to fight a negative outcome. Positive actions include fighting racism, helping the homeless... it helps minority groups in public service recruitments because if the police show that they are helping out a minority group that needs it, people from that group would see that they are doing something positive to help them and they would want to join the force and help their own and others.

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The overall workforce profile is a database that includes every single serving or retired member that was a part of the police or other force. It can help understand recruitment priorities because if it shows a majority recruitment from one race or sex, that shows a favourited recruitment personnel.

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In order to be effective in most situations, the police need to show compassion and care for the people in it's force. A lack of commitment and care for those in the force translates to the people that they wont be cared about either. A police force representing a community means that they would be able to deal with its communities' problems and that is why it is important.

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The main issues addressed by female and ethnic minority backgrounds were that they felt out of place in the force. They were treated differently and often inappropriately and that most would not recommend that career because nothing seems to be done about these issues.

# data[].attributes.headline
3 Key Points and 2 Statistics - Miguel Alipio

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3 Key Points and 2 Statistics - Miguel Alipio

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KP1. A tribunal found evidence of a "sexist culture" among Scotland Police

KP2. The female feedback response included: "We have an appalling culture driven by fear and misogyny is rife" and "I have been sexually assaulted at work, as have most of my female colleagues."

KP3. The report continued "There are fewer signs that the leadership message is being

translated into action that has a consistent positive impact on the day-to-day experience of police officers and staff from under-represented groups."

KS1. Less than half of the respondents (47.6%) said they would recommend a career in policing.

KS2. Overall workforce profiles show that 32% of police officers are female and only 1% are from black minority ethnic backgrounds.

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The workforce profile gives a detailed insight into the cultural backgrounds of staff, allowing a recruitment force to target their efforts into improving diversity through the hiring of underrepresented groups. Better reflecting the community and they serve while aiding cohesion and resource management. Positive action is the targeted employment of those in minority groups enabling a more diverse workforce, benefiting the public and the group itself through vast employment opportunities.

# data[].attributes.body
The workforce profile gives a detailed insight into the cultural backgrounds of staff, allowing a recruitment force to target their efforts into improving diversity through the hiring of underrepresented groups. Better reflecting the community and they serve while aiding cohesion and resource management.

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A police force must represent its community in order to form deeper relations and trust within the community in order to mirror the society in which they are serving. This mirror allows for a sense of calm and trust as residents relate to the people serving them, allowing for better support, intelligence and cohesion while lowering strain on resources and crime.

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Under 50% of women would recommend a career in the police force due to a severe culture and attitude of casual sexism and discrimination halting an entire generation of young police officers due to this divide. Along with this 50.9% would not recommend police Scotland as an employer detailing the potential perception of senior officers towards these types of complaints indicating a need for institutionalised change. This attitude can show the 1% of officers from a minority group further reinforcing senior attitudes towards diversity. All of these issues stem from a majority attitude of discrimination shown majority through micro aggressions and casual jokes with cases of severe assault. All of these factors preventing a positive environment for work and justice. Along with a lack of care or consideration for these complaints from senior staff.

# data[].attributes.body
Under 50% of women would recommend a career in the police force due to a severe culture and attitude of casual sexism and discrimination halting an entire generation of young police officers due to this divide. Along with this 50.9% would not recommend police Scotland as an employer detailing the potential perception of senior officers towards these types of complaints indicating a need for institutionalised change. This attitude can show the 1% of officers from a minority group further reinforcing senior attitudes towards diversity.