The Professionalism and Trust Committee (Police) is scheduled to convene on Tuesday, 5 May 2026, to review a series of reports concerning the City of London Police's operational performance, professional standards, and commitment to equality, diversity, and inclusion. The meeting's agenda includes updates on stop and search, use of force, professional standards, and a comprehensive review of police complaints activity.

Equity, Diversity, and Inclusivity (EDI) Update

A significant portion of the meeting is dedicated to an update on the Equity, Diversity, and Inclusivity (EDI) strategy, as detailed in the Appendix B EDI PLC Board Performance Pack Q4 document. The report outlines the performance framework for the EDI strategy, covering Our People, Our Policies, Our Public, and Our Partners. It highlights that workforce representation in terms of gender and ethnicity remains below wider London representation, and that current activities are not closing this gap. The report also notes a low number of completed Equality Impact Assessments (EIAs) for policies and procedures, indicating further work is needed to ensure equality impact is routinely considered. Regarding Our Public, the report indicates a decline in the use of stop and search powers over the past year, with a positive recent reduction in disproportionality for Black people and the 'other' category. However, it also notes that all strip searches conducted were on individuals who were not white. The Insights summary section poses critical questions for the committee, such as confidence in current workforce interventions to shift representation trajectories and whether improvement plans for policies are sufficient and achievable. The update also covers the Inclusivity Programme, noting an increase in compliance rates to 80% by April 1st, and details the Public Sector Equality Duty (PSED) report, which highlights incremental improvements in workforce diversity but also a widening gender pay gap and imbalances in bonus payments and progression for ethnic minority officers. The Police Race Action Plan (PRAP) maturity matrix is also to be discussed, with plans for community engagement events to assess progress.

End of Year Stop & Search and Use of Force Comparisons

The committee will receive an end-of-year comparison of stop and search and use of force activity for the 2024/2025 and 2025/2026 financial years, as presented in the Public reports pack document. The report indicates an overall reduction in volumes for both tactics, with marked decreases in more intrusive practices and a significant fall in subject injuries. Effectiveness indicators are reported as broadly stable, with strong outcome conversion where items were found. However, disproportionality remains a key strategic risk, with persistent over-representation in stop and search and emerging increases for some ethnic groups. The report details a 28.3% reduction in stop and search volumes and a 14.0% decrease in use of force forms submitted. Notably, searches of juveniles and strip searches saw substantial reductions. Effectiveness rates for stop and search remained stable, with an improvement in positive outcomes where items were found. For use of force, there was a significant reduction in subject injuries, while officer injuries remained broadly stable. The report highlights that disproportionality in stop and search for Black individuals reduced marginally, but Asian and Other disproportionality indices increased.

Professional Standards, Conduct, and Vetting Update Q4

An update on professional standards, conduct, and vetting for the fourth quarter (January-March 2026) will be presented. The report indicates an increase in the volume of complaints in Q4 compared to Q3, though overall complaint levels remain below the national average. There has been a decrease in new conduct cases recorded this quarter. The report also notes that several officers remain subject to long-term suspension, some related to misconduct cases awaiting criminal investigation outcomes. It is anticipated that approximately four Gross Misconduct hearings may occur in the next six months. The Professional Standards Department is preparing for a HMICFRS Integrity Inspection in 2026, with a readiness assessment identifying 40 recommendations, of which 83% are reported as complete. Vetting actions are also progressing, with 84% of actions completed in Q4. The introduction of an Appeal Panel for staff members in vetting decisions is also noted, with the first panel scheduled for May. The department is also exploring the introduction of 'PSD Professionals' to act as accessible contact points for colleagues.

Annual Review of Police Complaints Activity - 2024/25

The committee will review the annual report on police complaints activity for 2024/25. This report summarises complaints and allegations relating to the City of London Police and the former Action Fraud service. It highlights that local policing bodies have a statutory duty to publish quarterly data on complaints, as reported by the Independent Office for Police Conduct (IOPC). The report indicates a year-on-year increase of 5% in total complaints received in 2024/25, with complaints relating to the City of London Police increasing by 42%, while those concerning Action Fraud decreased by 10%. The most frequent complaints were related to policies and procedures, individual behaviours, and the handling of property. The report also details the arrangements for holding the City of London Police Commissioner to account regarding complaints and reviews, and assesses the Police Authority's performance in its complaint handling responsibilities. The Professionalism and Trust Committee convened three times during 2024/25 to consider three complaint reviews, with an average determination time of 170 days. Key themes emerging from these reviews included concerns about delays, the scope of enquiries, adequacy of explanations, the impact of police decisions on individuals, and the desire for reassurance regarding organisational learning.