The Professionalism and Trust Committee (Police) of City of London Council met on Wednesday 7 October 2026. The committee discussed the Equity, Diversity, and Inclusivity (EDI) update and the Professional Standards, Conduct, and Vetting Update for Quarter 1. Key discussions included strategies for improving workforce diversity, addressing recruitment and promotion disparities, and enhancing professional standards and vetting processes.

Equity, Diversity, and Inclusivity (EDI) Update

The committee received an update on the City of London Police's (CoLP) Equity, Diversity, and Inclusivity (EDI) Strategy. Kate MacLeod, Detective Superintendent, presented the progress made, highlighting that 21 out of 28 high-priority actions have been completed, with ongoing work to embed improvements.

A significant focus was placed on the Inclusivity Programme, which includes mandatory EDI training. Completion rates have improved, with approximately 45% of the workforce engaged in at least one module. Efforts are being intensified through stronger messaging and making training a requirement for promotion. Sessions such as those featuring author and comedian David Baddiel discussing his book Jews Don't Count, and the National LGBTQ+ Police Conference hosted by CoLP, have been well-received and oversubscribed.

Discussions also covered the CoLP Staff Survey, which had recently closed, with results anticipated to provide insights into employee wellbeing, professional development, and experiences of discrimination. The report detailed ongoing work with HR to address challenges in workforce representation, promotion outcomes, and employee experiences for women and ethnic minority colleagues. Initiatives include targeted recruitment, development, promotion, and retention strategies.

Members raised questions regarding the effectiveness of recruitment strategies, particularly concerning the conversion gap between applicants and new joiners, and the structural limitations on workforce representation due to high internal recruitment. The issue of non-disclosure rates for certain protected characteristics was also discussed, with suggestions that it indicates underlying trust and cultural issues.

The committee was informed that CoLP does not currently use Artificial Intelligence (AI) for screening applicants but is exploring its responsible use across the force. Regarding apprenticeships, it was noted that while the College of Policing has introduced apprenticeship routes for officers, many have opted for traditional training. CoLP is exploring various pathways to engage young people, including the Special Constabulary.

Jason Groves highlighted concerns about the lack of progress in diversifying the workforce, particularly noting that 92% of new officer joiners in 2025/26 were white. He questioned whether the force was effectively marketing itself to attract a more diverse applicant pool. The committee also discussed the vetting refusal rates, noting a decrease overall but a persistent disproportionality for Asian candidates.

The committee was assured that vetting standards have not dropped, and efforts are being made to improve transparency and fairness in the process. The ongoing work on the Police Race Action Plan was also mentioned, with CoLP committed to publishing its progress.

Professional Standards, Conduct, and Vetting Update Q1

Thomas Hill, Head of Professional Standards, presented the Quarter 1 update on professional standards, conduct, and vetting. The report indicated a slight decrease in the number of complaints compared to the previous quarter, with CoLP remaining below national averages. However, there was an increase in the number of new conduct cases recorded.

A significant point of discussion was the impact of AI on complaint volumes. It was noted that the increasing use of large language models by complainants is contributing to a rise in lengthy and complex complaints, which are diverting police time and resources. The committee explored potential solutions, including restricting complaint length and exploring AI-driven approaches to manage the influx.

The report detailed the ongoing preparation for HMICFRS Integrity Inspections, highlighting that many forces inspected to date have received Requires Improvement ratings. CoLP has made substantial progress in addressing recommendations from previous inspections, with only one outstanding recommendation remaining.

Vetting was described as a strong area for professional standards, with CoLP compliant with authorised professional practice. The force has been accepted onto a continuous integrity screening trial, which will automate intelligence checks. The process for police officer vetting withdrawal and appeals is also being finalised.

Concerns were raised about the number of officers on suspension and restricted duties, and the potential impact on the force's operational capacity and costs. It was explained that the resolution of these cases can be lengthy, particularly when they involve ongoing criminal investigations.

The committee also discussed the nature of allegations, with General level of service and Police action following contact being the most frequent categories. The impact of AI-generated complaints on the volume and complexity of cases was a recurring theme.

The report concluded by noting the ongoing efforts to improve data quality and reporting within the Professional Standards Department, particularly in relation to conduct investigations and the use of AI in complaint handling. The committee requested further information on the categories of allegations and the discrepancy in reported numbers.

Other Matters

Michael Mitchell was elected Deputy Chair. The minutes of the previous meeting were approved. Public outstanding references were noted for information. The meeting concluded with a request from the Chair for the team to collate the themes and issues raised by members to address in future meetings, with a particular focus on apprenticeships and youth engagement.