Breakthrough

1. Breakthrough Factors for Success in Establishing Confidence and Trust between LGBTI Organizations and the Police in Poland Krzysztof Łaszkiewicz Human Rights Advisor to the Chief Commander of the Polish Police

2. Human Rights Adviser to the Head of Polish Police, Police National HQ, Warsaw • Chief of Human Resources and Training Department, Police National HQ, Warsaw (2006 - 2009) • Police Teacher, Police Training Centre in Slupsk, (1996-2005) • Police Officer at a Police Station - since 1992 - 1996 e-mail: krzysztof.laszkiewicz@policja.gov.pl

3. Policing in Poland • Population - 38 m • Land area - 312 685 km2 • Polish Police „POLICJA” is the unitary national police service (100 000 police officers and 23 000 civilian staff). Routinely armed police officers provide the main security service over the state territory. • Legal framework for policing - Police Act of 1990.

4. An Iron Curtain.June 4th, 1989

5. Homophobia in Poland … A few examples …

6. Symbolization

7. A sense of Impunity

8. Aggression and Radicalization

9. Street provocation

10. Politicitization

11. Organizing

12. Building Cooperation and Confidence between Police and the LGBTI Community in Poland

13. Starting Point in Poland • Historical ‘legacy’. Hyacinth Action 1985 – 1987. • Anxiety and social stereotypes. Homophobia and prejudice. • Police officers as a mirror reflection of society. • No homophobia definition in the Penal Code.

14. The Main Factors and Steps • Convince the police management to take active measures (initiate action) • Changing minds and awareness • Building an internal coalition in the police environment • Overcome mutual stereotypes • Buildingjoint programs and strategies • Consistency and long – term action • Building mutual confidence

15. Examples of Practical Activities

16. Police Advisers for Human Rights ProtectionSince 2007 – the National Network

17. Human Rights Advisersto the Regional (Voivodship) Police Commanders • Established in 2006 as a group of ad hoc experts and in 2008 as an independent posts within the police organisational structure (General&Regional Police HQs, police training centers) • Main task – monitoring HR standards in the context of police activity (both external and internal)

18. Tasks of HR Advisers • promotion of human rights and promoting the best standards of their protection in the Police; • monitoring of police activities in terms of respecting human dignity and human rights, and proposing solutions and necessary undertakings in order to ensure high standards in this respect; • initiation of cooperation and maintaining regular contact with institutions and NGOs which may assist police action in the field of human rights; • initiating, monitoring and coordinating the activities of organizational units and the Police in the province, in the implementation of recommendations of national and international institutions and organizations responsible for protection of human rights and responsibilities under national programs in the area of human rights protection;

19. Tasks of HR Advisers • preparation of information, opinions and reports concerning the assessment of compliance of police officers’ activity with human rights standards and professional police ethics; • diagnosis of training needs, initiating or self-organizing in-service training for police officers in order to ensure proper level of respecting human rights by police officers; • representation of the Regional/Municipal Police Commander in the national and international human rights meetings, seminars and other events; • preparation of annual reports on the activities of the Regional Police Headquarters regarding the protection of human rights;

20. HOW and WHY? The Levels of Interaction The Result of Internal Evaluation

21. Recruitment process Basic training Process of adaptation Trainings at higher levels of career

22. Recruit the Best

23. Selection process • How to select right people for the Police? • 2011 – modification of the process of selection of candidates to the Police – structured interview with questions regarding prejudice and attitudes towards other people • Checking their attitudes and habits by focused interview • Areas examined : • Motivation to join the police service • The attitude towards other people

24. Selection process • What is being assessed? • If the candidate: • sees and takes into account feelings and opinions of others • shows openness to diversity, multiculturalism and tolerant attitude towards other people • understands the obligation to respect human dignity and general values ​​and moral standards

25. Selection process • Example questions: • What do you think about homosexual persons? • What do you thinkwhen seeing a person begging on the street? • How would you describe unethical behavior? • What you cannottolerate in the others? • What do the human rights mean to you? • Is the objectivity being objective/impartial? important in the police? Why? • What do you think about minorities in our country?

26. Basic Training

27. How to Teach about Human Rights during the Basic Training? Serve and Protect A guide for Police Trainers Warszawa maj 2011 rok

28. Human Rights in the Management of the Police Workshop for Managers

29. Training for police commanders and managers Tailor-made one day training workshops for provincial/municipal commanders and their deputies conducted by HR advisors

30. Combating Hate Crimes A Special Workshop for Police Officers

31. Monitoring Mass Events and Public Gatherings

32. International CooperationEuropean Diversity in PolicingHow to make the police more diverse?

33. The Situation of the Victim in a Criminal Trial

35. MULTI - KULTIMultimedia Support for the Educational Process

36. Conversation in the Shade

37. ‘Live’ Library Direct Support for Policing Education