The Professionalism and Trust Committee (Police) met on Wednesday, 7 October 2026, to discuss updates on professional standards, conduct, and vetting, as well as equity, diversity, and inclusivity (EDI) initiatives. Key discussions included the impact of artificial intelligence on complaint volumes, efforts to improve workforce diversity, and preparations for an upcoming HMICFRS Integrity Inspection.

Professional Standards, Conduct, and Vetting Update

Tom Hills, Head of Professional Standards, provided an update on the department's activities in the first quarter of 2026/27. The number of complaints received saw a slight decrease compared to the previous quarter, remaining below national averages. However, the number of conduct investigations recorded increased, with a notable rise in those assessed as gross misconduct. Discreditable conduct remains the highest allegation type, often relating to officers' behaviour that could discredit the police service.

The department is actively preparing for an HMICFRS Integrity Inspection, a process that assesses vetting, counter-corruption, and investigations. While many forces inspected to date have received requires improvement ratings, the City of London Police has made significant progress, reducing 41 initial recommendations to just one outstanding item. Vetting is highlighted as a strong area, with the force compliant with authorised professional practice and participating in a continuous inspector screening trial to automate intelligence checks. The process for withdrawing vetting has also been finalised, a new and challenging area for all forces nationally.

Discussions also touched upon the increasing use of artificial intelligence (AI) by complainants, which has led to a rise in the volume and complexity of complaints. This trend is being observed across public services and is being considered by the corporation as a whole. The committee noted the challenges in resolving cases involving officers on suspension, with some investigations being prolonged due to ongoing criminal proceedings.

Equity, Diversity, and Inclusivity (EDI) Update

The committee received an update on the force's EDI Strategy, highlighting progress in areas such as strengthening the Equality Impact Assessment process and expanding organisational development programmes. The force hosted the National LGBTQ+ Police Conference, which was attended by representatives from 46 forces.

Despite positive steps, challenges remain in workforce representation, promotion outcomes, and the employee experience for women and ethnic minority colleagues. Data indicates a widening gap between the diversity of applicants and new joiners, particularly for officer roles. Structural factors, such as high internal recruitment rates, are identified as limiting workforce diversity. The report also highlighted persistent prefer not to say responses in staff surveys regarding certain protected characteristics, suggesting underlying trust and culture issues.

Initiatives to address these issues include reviewing recruitment advertising, implementing a new recruitment system, and developing programmes such as the Positive Action Leadership Scheme (PALS) and the Sponsorship Programme. The Police Race Action Plan is also progressing, with engagement sessions held with community members and internal staff.

Vetting and Recruitment

Analysis of vetting data revealed a decrease in refusal rates across most ethnicity groups, with significant reductions seen in Asian, Black, and Mixed ethnicity refusal rates compared to White candidates. However, Asian candidates still face a disproportionate number of vetting failures. The report noted that refusal decisions are influenced by contextual factors such as associations and household composition, as well as disclosure and information awareness, rather than specific ethnic backgrounds.

The data on new joiners showed a mixed picture regarding gender diversity, with strong female representation at the application stage but declining representation at the point of hire, particularly for officer roles. For ethnic minority applicants, the proportion of successful new joiners was lower than the proportion of applicants, although this has improved for police staff in the past year.

Promotions data indicated challenges with ethnicity disproportionality, with ethnic minority applicants being less likely to be promoted than White applicants or those who did not state their ethnicity. Gender promotion proportionality showed a more positive trend for sergeants, but challenges remained at senior ranks.

The report also detailed efforts to improve the Employer of Choice status, youth engagement, and leadership development programmes. Retention data showed limited variance in leaver rates across ethnicity and gender, with no immediate concerns regarding disproportionality.

HMICFRS Integrity Inspection Preparations

The Professional Standards Department is actively preparing for an HMICFRS Integrity Inspection. The report included a table showing the inspection outcomes for twelve forces to date, with many receiving Requires Improvement ratings across various areas. The City of London Police has made substantial progress in addressing recommendations from previous assessments, with a detailed plan in place to ensure readiness for the inspection.

Vetting Processes

The Force Vetting Unit is implementing the Authorised Professional Practice (APP) 2025 requirements, with an annual re-vetting programme underway. The 2026 Annual Integrity Check programme has been redesigned for efficiency using Microsoft Forms. A review of Chemical Biological Radiological and Nuclear (CBRN) accredited personnel has been completed, and progress continues on Management of Police Information (MOPI) compliance. The Vetting Appeals Panel process has upheld original vetting decisions in all cases reviewed. The Vetting Unit also supports force recruitment activity, processing applications for the Police Constable Entry Programme (PCEP).

Complaints and Conduct Data

The report detailed complaint and conduct data for Q1 2026/27. While overall complaint volumes decreased, the number of conduct investigations recorded increased. General level of service and Police action following contact remain the highest allegation categories. The increasing use of AI by complainants is noted as a factor contributing to the volume and complexity of complaints. The department is also focusing on preparations for the HMICFRS Integrity Inspection, with robust governance in place to track progress.

Gifts and Hospitality

A register of gifts and hospitality received by Chief Officers was presented, detailing items such as evening garden parties, receptions, lunches, and branded merchandise. The rationale for accepting or declining these items was provided, often relating to official duties, strengthening relationships, or avoiding offence.

Chief Officer Team Membership of Groups

The report listed the external organisations and roles held by members of the Chief Officer Team. These included positions on the boards of registered charities, non-executive directorships, and professional memberships, all declared in line with conduct regulations.