SWDF awards and conference also provided a platform to launch the rebranded SWDF logo and strapline – Educate, Enable, Empower which embodies what the SWDF stands for and wants to achieve throughout Police Scotland. This new logo has been well received and has been incorporated into our rebranded, revamped intranet page. It will also feature in our newsletter and other communications which are being developed.

MAG group have developed information and designed a menopause information leaflet for inclusion on the Police Scotland intranet (Wellness section). This will be presented at Monday 12th March 2018 equality, diversion and inclusion meeting for their approval and subsequent publication.

SWDF Mentoring Pilot in 2019 resulted in Police Scotland committing to a national mentoring programme for all officers and staff.

SWDF Springboard trainers trained (now delivered to over 175 women)

Launch of laughlogy events – Menopause

Procedure change concerning officers who become pregnant during probation and having this extended as they were unable to complete the final fitness test. Following consultation with us, Police Scotland updated its policy, which in turn does not require pregnant officers to complete all of the fitness tests if evidence suggests that they would have passed based on previous performance. This means pregnant officers will no longer be disadvantaged by having their probation extended unnecessarily.

Changes to Fertility policy introduced (due to SWDF Pregnancy and Maternity Review) - Officers can apply for paid Special Leave and authority/police staff can request paid time off up to the equivalent of their contracted weekly hours, for up to three cycles of treatment.

2018/19 – Follow up Pregnancy and Maternity report published

2018 -19 - The group maintains regular attendance on the Clothing and Equipment Working Group (CEWG) and the Body Armour Sub-Group (BASG), representing women’s needs. In particular, the group asserted the need for a definitive policy on maternity wear for police officers and represented the requirements of female police officers and staff who have menopausal symptoms. As a result, lightweight clothing options have been confirmed for officers with menopausal symptoms and both menopausal and pregnant officers can claim Plain Clothes Allowances where necessary. The BASWG are currently progressing a new body armour for Police Scotland and the Modern Workforce Group have been instrumental in ensuring that formed (shaped) body armour for those officers who wish it, is a key recommendation of the group. Procurement of formed body armour is actively progressing now 2019 – Creation of Flexible and Agile Working group (due to SWDF recommendation)

Adoption of gender neutral hats in partnership with LGBTI

Dignity Boxes – Little things campaign (sanitary protection and personal hygiene items for officers cars and working in remote locations now adopted by Ops planning)

Revised line manager toolkit for Pregnancy and maternity

Launch of Health and Wellness subcommittee

BAME Women in Policing event led to Police Scotland RISE programme

Keeping in Touch (KiT) day events for their staff and colleagues from neighbouring divisions. These events continue to provide officers and staff with an opportunity to speak to senior management, HR, Resource Management and the SWDF during their pregnancy or whilst on maternity leave. Feedback has been extremely positive and there have been several examples of officers and staff being able to address previously overlooked issues or requests for support.

Specialisms developments

32% and 62% police staff

Women in Photography Project

The SWDF participate in the Police Scotland Flexible Working Group, and improving the access to and experience of flexible working for staff is an element of our Organisational Culture theme in 2017/18.The draft Flexible Working Standard Operating Procedure was re-written following intense consultation with the SWDF. The final document was written in a significantly more positive tone as result of our feedback. The SWDF have lobbied for changes to the working of internal adverts to promote flexible working throughout the service. All flexible working applications are now to be collated and reviewed nationally for consistency and fairness

Following publication and a collaborative piece of work between the SWDF, People and Development and Corporate Communications a new Standard Operating Procedure was launched on 26th August 2016 along with a new Pregnancy and Maternity Information Booklet.

SWDF Pregnancy and Maternity Research.

SWDF established. Female Police officer representation 18%