The Police Service of Northern Ireland’s Strategic Community Engagement Team (SCET) hosted a Reference, Engagement and Listening (REaL) event at Ulster University, on 26th November 2024 with representatives from the Catholic, Nationalist, Republican (CNR) community across Northern Ireland.
The event centred on focus group discussions, linked to each of the five pillars contained within the ‘Here for You’ Engagement Vision, namely attraction and recruitment, engagement, neighbourhood policing, procedural fairness and local accountability.
The Organisations in attendance included the Diocese of Down and Connor, GAA, Community Restorative Justice Ireland, Upper Springfield Development Trust, Falls Community Council, The Order of the Knights of St Columbanus, Black River Community Group, Intercomm, Belfast Interface Project, Coiste na nlarchimí Lisburn Féile. Representatives from the Catholic Police Guild were also in attendance. Policing board members Dr Kate Laverty, Les Allamby, Peter Osborne, Tommy O’Reilly and Linda Dillon joined the event. ACC Singleton led the plenary session allowing for feedback on all issues.
This summary document is intended to capture some of the important highlights and potential solutions discussed across the focus groups and plenary session.
Attraction and Recruitment
Event attendees were asked “in anticipation of a Police Officer recruitment campaign launch in early 2025, how could the PSNI maximise its outreach to enhance our attraction and recruitment from under-represented groups. How could the community assist the PSNI in this endeavour?”
Concerns were raised by attendees as to the knock on ramifications including security concerns for CNR family members particularly those still living in CNR working class communities following a family member joining the PSNI. Attendees outlined that there is still fear in communities around joining the PSNI and whilst there is support for policing it is difficult to overtly encourage recruitment. Attendees outlined that they felt the data breach has had a negative impact on joining the PSNI.
Attendees felt that it was important to highlight the various roles within policing, not just uniformed roles. This would making policing more attractive; they further added that recruitment to the PSNI is becoming more palatable and that the community is receiving positive feedback from officers from the community.
Attendees advised that marching used during student officer training can appear as militaristic and may put potential recruits off joining the PSNI. The Chief Constable outlined that marching is used to encourage team work and discipline. He also advised that both the NYPD and An Garda Síochána use marching in their training colleges.
Attendees highlighted that Legacy still has a big part to play relevant to community confidence and recruitment. An attendee advised “that as long as PSNI are assessing legacy of the RUC there is no impartiality. This is people’s past and present – not history. They are still living it.”
The socio-economic background of new recruits was discussed by attendees. Concerns were raised that recruitment often comes from middle class communities – who may not have the lived experience of those from working class communities. It was felt that there may be a gap amongst new recruits in understanding the particular challenges faced by working class communities. The PSNI does monitor community background and these statistics are often shared with our oversight body, the Northern Ireland Policing Board.
In terms of recruitment attendees advised that schools are a key path way to supporting recruitment. There was also conversation that the use of the Irish language may also encourage interest in requirement from the community. The Chief Constable outlined that the use of the Irish language may be viewed as being tokenistic. It was further outlined that the PSNI had produced a number of lessons for schools that are available in Irish.
Whilst schools were seen as key path ways to recruitment, attendees also highlighted that there should be a refocus away from post university recruitment encouraging those without strong academic backgrounds to consider a career in policing. In terms of salary, attendees felt that the current salary was not an inhibitor to joining.
Attendees also highlighted concerns relevant to officer turn over and suggested that a work experience opportunity may be beneficial. Currently the PSNI runs work experience which is open to Secondary school pupils for 1-2 weeks. The PSNI also undertakes exit interviews with those that leave the service.
Attendees highlighted the importance of continued high level service in CNR communities. A professional and fair policing service bolsters support and confidence in policing which in itself is a driver for recruitment.
Procedural fairness
Community Background Monitoring and Stop and Search
Event attendees were advised that the way in which the PSNI records Community Background Monitoring with respect to Stop and Search Powers changed earlier in the year (2024) following a Court of Appeal case that stated the Police Service is under a legal obligation to implement community monitoring when using stop and search powers. The purpose of this is to identify and address any discriminatory practices within the Police use of stop and search powers and assist in assessing the fairness and effectiveness of stop and search through better data analysis. Persons who are subject to stop and search powers are now asked to identify their community background which at present is mapped against the following groups:
- Catholic/ Nationalist/ Republican
- Protestant/ Unionist/ Loyalist
- Other (free text)
- Declined to say/ Refused
Attendees were then advised that the PSNI would like to hear any feedback they may have about this new approach and any ways to develop and enhance it.
Attendees advised that an understanding of the geographical spread of stop and search was an important element that was missing from this monitoring. There was a sense among some attendees that there is a disparity in the use of police powers relevant to socio-economic background and that geographic statistics relevant to the use of police power would give greater accountability around this.
Attendees considered that the information given would be given in a voluntary capacity and they were interested to understand what percentage of people are providing responses.
It was raised by attendees that the headings didn’t capture the complexities with background monitoring particularly within the Northern Ireland context. An example was given that a person could be Catholic and also be Polish or Indian etc. Attendees felt that the data could therefore be misinterpreted.
Some attendees highlighted that the use of stop and search is alienating and is seen as a form of harassment. Other attendees highlighted that there is a general acceptance that the PSNI is increasingly professional in their approach to stop and search and that there is community support for use of powers if used correctly.
Attendees outlined that there is a need to provide communities with more information regarding stop and search to highlight its benefits, including explanations of stop and search criteria, positive find rates, geographical use of powers, and compliance relevant to governance and accountability mechanisms. It was felt these steps would further encourage community support for the use of police powers.
In terms of governance and accountability, the use of BWV, and supervisor dip-sampling was mentioned specifically and was widely encouraged. There was mention by some attendees that they believed there were local stop and search panels that involved external persons and the review of stop and searches. It was felt that these scrutiny panels were positive, there was encouragement by attendees to have these locally.
Officer attitude during stop and search was highlighted as a key driver of confidence in policing relevant to the use of police powers. Professionalism here and in particular outlining powers being used would help prevent feelings of victimisation or harassment. Attendees highlighted that officers may benefit from routine training relevant to stop and search both in terms of powers but also communication style.
Engagement/ Neighbourhood policing/ local accountability
Attendees were advised that REaL events are a model that has been developed as a tool to facilitate proactive engagement with whole communities which allows them to hold Policing to account, ensure it is procedurally fair and provide feedback to enhance the service and ensure it meets that needs of all communities.
Attendees were asked, “How can the PSNI enhance its approach to this engagement and develop the network of participation within the CNR community?”
Attendees discussed the benefits of a thematic approach to the REaL events. Attendees also raised that there can be discomfort around the use of single identity forums as there is a commonality of issues irrespective of background.
There was agreement that the REaL events were positive and should continue. There was also a desire that they should bring around tangible results.
Attendees advised that there is a need for local REaL events to be delivered, to support the ‘hand in glove’ relationships involved in positive community policing. This would give the opportunity for local police officers to be more involved in the conversation and to support local knowledge and problem solving. Attendees raised that they felt some PCSP were not visible and a local event may rectify this.
There were concerns raised regarding local knowledge amongst officers. Cultural awareness sessions were encouraged particularly within the police college. Noted was a cultural awareness event with the GAA that received positive feedback.
Attendees raised that they felt there was a reduction in local community engagement and this could negatively affect community confidence in policing. It was acknowledged that this was likely a result of the wider resourcing demands within the PSNI.
Attendees raised that local relationships were important and highlighted frustrations when officers moved on as this undermined trust. Attendees advised that it would be beneficial if information regarding moves was shared with the community.
Attendees spoke about the importance of utilising a range of engagement tools. Social media specifically was mentioned as an opportunity that police should continue to use. However, it was also acknowledged that social media can inflame situations and tarnish community reputation.
In terms of reporting crime, attendees advised that there is a shift in culture as people are now encouraging others to ring police about crimes – previously this wouldn’t have happened. There are challenges however around the 101 service – one attendee stated, “People have to work up the courage to report, then when they do it’s a 20 minute wait.”
Closing
In closing the Chief Constable acknowledged the challenges of 2023, including the attack on Detective Chief Inspector John Caldwell and the pause on recruitment. The Chief Constable highlighted the Data Breach and the particular effect on catholic officers and staff.
The Chief Constable advised that the PSNI needs 8,000 officers and 3,000 staff and that recruitment starts in January 2025, highlighting that the organisation needs to be reflective of the community it serves. The Chief Constable affirmed that Northern Ireland is one of the safest places to live.