NOT PROTECTIVELY MARKED. BCH06/001 Civil Contingencies Unit Business Continuity Policy. NOT PROTECTIVELY MARKED Feb-18 Page 1 of 11

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1 BCH06/001 Civil Contingencies Unit Business Continuity Policy Feb-18 Page 1 of 11

2 TABLE OF CONTENTS 1. POLICY AIM APPLICABILITY Inclusions Exclusions THE POLICY ASSOCIATED DOCUMENTATION Legislation/ National Guidance Strategy/ Plan Policies Procedures Forms (National/ Local)... Error! Bookmark not defined. 5. WHO TO CONTACT ABOUT THIS POLICY EQUALITY ANALYSIS... 5 Feb-18 Page 2 of 11

3 1. POLICY AIM 1.1. Bedfordshire Police, Cambridgeshire and Hertfordshire Constabularies have put in place a Business Continuity Management Programme The Business Continuity Management Programme for Bedfordshire Police, Cambridgeshire and Hertfordshire Constabularies will follow the principles of: British Standards publication Societal Security - Business continuity management system Requirements, ISO 22301:2012 British Standards publication Societal Security - Business continuity management system Guidance, ISO 22313:2012 British Standards publication Guidance on organisational resilience ISO 65000:2014 HM Government document Emergency Preparedness (chapter six) Business Continuity Institute s Good Practice Guide This policy has been aligned to the Authorised Professional Practice (APP) for the civil contingencies A full index of the content of civil contingencies APP is available There is a requirement imposed upon Bedfordshire Police, Cambridgeshire and Hertfordshire Constabularies for a Business Continuity Management Programme to be in place. This requirement is created by the Civil Contingencies Act Having in place a robust Business Continuity Management Programme will enable Bedfordshire Police, Cambridgeshire and Hertfordshire Constabularies to maintain its urgent activities to an agreed standard during a period of disruption. Feb-18 Page 3 of 11

4 2. APPLICABILITY 2.1 Inclusions This policy applies to all staff whether employed full-time or part-time, fixed term, permanent, seconded or on a temporary basis who are employed by both Bedfordshire Police, Cambridgeshire and Hertfordshire Constabularies 2.2 Exclusions This procedure does not apply to anyone who is NOT employed by Bedfordshire Police, Cambridgeshire and Hertfordshire Constabularies 3. THE POLICY 3.1 Aim Having in place a Business Continuity Management Process will allow Bedfordshire Police, Cambridgeshire and Hertfordshire Constabularies to provide a formal, structured model for Business Continuity planning, thereby allowing consistency. 3.2 Objectives Having in place a Business Continuity Management Programme will offer the following benefits: Ensure staff safety Maximise the defence of organisational reputation Minimise the knock-on effect of a disruptive event on customers and clients Limit or prevent the impact of a disruption beyond the organisation Demonstrate effective Business Continuity governance to media and stakeholders Protect assets Meet insurance, legal and regulatory requirements. Feb-18 Page 4 of 11

5 4. ASSOCIATED DOCUMENTATION 4.1 Legislation/ National Guidance The Authorised Professional Practice (APP) for the Civil contingencies. British Standards publication Societal Security - Business continuity management system Requirements, ISO 22301:2012 British Standards publication Societal Security - Business continuity management system Guidance, ISO 22313:2012 British Standards publication Guidance on organisational resilience ISO 65000:2014 HM Government document Emergency Preparedness (chapter six) and the Business Continuity Institute s Good Practice Guide. 4.2 Strategy (Corporate Plans) Bedfordshire Police Corporate Business Continuity Plan, Hertfordshire Constabulary Corporate Business Continuity Plan, df 4.3 Procedures BCH06/002 Civil Contingencies Unit - Business Continuity Procedure 5. WHO TO CONTACT ABOUT THIS POLICY The Business Continuity Officer in the Civil Contingencies Unit should be contacted in the first instance should there be any queries about this policy. Feb-18 Page 5 of 11

6 6. EQUALITY IMPACT ASSESSMENT (EIA) EQUALITY IMPACT ASSESSMENT Name of Sponsor Name of Author Description of proposal being analysed Date EIA started Date EIA finished Supt Mark Greenhalgh Mark Engledow (Business Continuity Officer) Revised Policy to include Cambridgeshire Constabulary 12/17 12/17 This Equality Impact Assessment is being undertaken as a result of: Delete as appropriate An updated policy and procedure. A result of organisational change Note For ease of use of this document, we will refer to all of the above as proposal STEP 1 Relevance The general duty is set out in section 149 of the Equality Act In summary, those subject to the Equality Duty must have DUE REGARD to the need to: eliminate unlawful discrimination, harassment and victimisation; advance equality of opportunity between different groups; and foster good relations between different groups. Authors have a statutory requirement to have DUE REGARD to the relevant protected characteristics shown below, whilst taking a common sense approach age disability gender reassignment marriage & civil partnership* pregnancy and maternity race religion or belief sex sexual orientation *marriage and civil partnership the analysis applies only to the elimination of unlawful discrimination, harassment and victimisation. Feb-18 Page 6 of 11

7 Additional guidance can be found by accessing the EHRC website: Does this proposal have a direct impact on people who: a) are any part of the Police workforce (including volunteers)? b) reside in any part of England and Wales YES YES If NO to both questions If Yes to either question Explain why and give rational Continue through to Step 2 No Further Action and Return to Sponsor for Authorisation STEP 2 Consultation / Engagement You should engage with those people who have an interest in how you carry out your work generally, or in a particular proposal. This may include former, current and potential service users, staff, staff equality groups, trade unions, equality organisations and the wider community. In deciding who to engage, you should consider the nature of the proposal and the groups who are most likely to be affected by it. The proposal owner (Sponsor/Author) must be satisfied that consultation / engagement will take place with the relevant business lead and stakeholders. This MUST include engagement with the following relevant groups: Equality and Diversity Specialist Staff Associations Staff Support Groups Relevant community groups and members of the public In addition, consider who else should you consult with internally and externally? Who might be affected? Does what you are considering further the aims of the general duty, to eliminate unlawful discrimination, harassment and victimisation; advance equality of opportunity between different groups; and foster good relations between different groups. Feb-18 Page 7 of 11

8 Identify the risks and benefits where applicable, according to the different characteristics. Positive Impact or Benefits Negative Impact or Risks Age (Consider elderly or young people) Disability Groups (Consider physical, sensory, cognitive, Flexibility is duly applied according to individual needs mental health issues or learning difficulties) and the nature of the disability/work area. Any adjustments that would need to be made for anyone with a disability would be done so as part of a reasonable adjustments assessment under the Equality Act 2010 Gender Reassignment (Consider transgender, Transsexual, Intersex) All forces have access to national guidance and where needed, have local procedures in place in regard to gender reassignment. This sets out, as well as legislation contained within the Equality Act 2010 our legal requirements. There are no negative risks as such, apart from a lack of awareness in regard to where guidance can be found. No training is offered to staff but they are made aware via signposting where the appropriate literature can be found. Marriage & Civil Partnership Pregnancy and Maternity Race and Ethnic origin includes gypsies and travellers.(consider language and cultural factors) Appropriate are given to female officers with regards training/operational duties. Line managers need to be flexible in their approach and focus on individual needs. There is recognition of the cultural needs of officers, for example alternative head dress and garment Feb-18 Page 8 of 11

9 Religious / Faith groups or Philosophical belief (Consider practices of worship, religious or cultural observance including non belief) Sex (Male, Female) Sexual orientation (Consider known or perceived orientation, lesbian, gay or bisexual) Have you considered how this decision might affect work life balance? (Consider caring issues re: childcare & disability, safeguarding issues, environmental issues, socio economic disadvantage, and low income families.) Positive Impact or Benefits It is recognised that faith groups will have specific regarding prayer and dress. Further, this may well extend to jewellery, ceremonial items and facial markings but it is dependent on operational/training requirements. Each case should be treated individually ensuring that there are no breaches under section 10 of the equality Act The Force looks to promote recruitment of female officers by awareness days and positive advertising. Training and fitness is not gender specific. in regard to sexual orientation Negative Impact or Risks Yes and there are no obvious. Resource management, first line and senior managers regularly access individual cases and make necessary/reasonable adjustments where possible Feb-18 Page 9 of 11

10 STEP 3 Assessment Complete the EIA by analysing the effect of your proposal and detail the outcomes. What were the main findings from any consultation carried out? What feedback has been received? Using the information you have gathered and consultation that you have undertaken answer the following questions. This will help you to understand the effect on equality your proposal might have. Has the feedback indicated any problems that No significant risks have been identified need to be addressed? Describe and evidence any part of the proposal N/A which could discriminate Can the adverse impact identified be justified as No significant risks have been identified being appropriate and necessary? If so, state what the business case is: Where impact and feedback identified, what, if N/A anything can be done? What outcome will be achieved that demonstrates a positive impact on people? Individuals should feel that their unique circumstances will be fully considered and understood. Human rights have been considered throughout this EIA. Officers and staff have a right to be treated with respect and provided with as much assistance as is required to ensure they remain safe and in good health STEP 4 - Monitoring and Review Equality analysis is an ongoing process that does not end once a document has been produced. What monitoring mechanisms do you have in This policy will be monitored for compliance when place to assess the actual impact of your the first review takes place, or if regulation or proposal? national guidance changes. Managers will be trained where possible in Equality legislation Review Date: First review must be no later than one year. Feb-18 Page 10 of 11

11 STEP 5 - Sign Off Once the Equality Impact Assessment is complete it should be signed off by the Proposal Sponsor. This sign off is confirmation that the analysis is accurate, proportionate and relevant and actions will be delivered as required. Approved by Senior Officer / Proposal lead Having considered the potential or actual effect of this proposal on equality, our assessment demonstrates that the proposal is robust and the evidence of our screening shows no potential for unlawful discrimination. We have taken all appropriate opportunities to advance equality and foster good relations between groups. Date: Name: Supt. Mark Greenhalgh Feb-18 Page 11 of 11