Police Zone Brussels South

(Anderlecht, Forest, and Saint-Gilles)

  • Diversity Network
  • Diversity plan

 

  • Taking diversity (age, gender, ethnicity) into account in the visualization/representation of the zone:
    • Cardboard cutout with diverse police officers for fairs or events
    • Representing diversity on their social media
    • Diversity in the introductory video at the police academy
    • Representing diversity on the homepage of their website (link: https://www.politie.be/5341/nl)
  • Discrimination referents (n = 4): Since the circular COL13/2013, it is mandatory to train individuals within each police zone on discrimination issues. They thus serve as contact points in case of discrimination. They raise awareness among other employees about existing legislation and can provide advice on the identification and registration of discrimination and hate crimes.
  • Creating awareness for cultural diversity within the force: by focusing on internal communication, e.g., informing each other through an internal newsletter about cultural matters such as Ramadan.
  • Projects to improve the relationship between police and youth:
  • Investing in engagement with the people from the neighbourhoods (e.g. Corps chief who joins religious festivities like the Eid al-Fitr).
  • The further development of the action points from the diversity plan, with a focus on four pillars:
    • Recruitment & Selection – Mutual reflection of population and police
  • Inclusive personnel management and diversity management: shift in mentality and organizational culture
  • Interaction with external parties
  • Targeted focal points – pain points in the zone
  • Inclusive communication plan: where a lot of information for citizens will be translated into various languages, and consideration will also be given to illiterate individuals.
  • In the implementation of the plans for the new police station, they take into account a diverse audience (e.g. wheelchair accessible,…).