1. Short introduction about Amsterdam and the police-organisation.

2. All those people need a policeforce they can report to, they can trust, they can recognise themselves.
Article 1 of the Constitution.
Everyone who resides in the Netherlands will be treated equally in equal circumstances. Discrimination on the basis of religion, philosophical convictions, political views, race, gender or on any other grounds is not permitted.

3. We have to deal with some external circumstance / situations in the society.
Empower positive elements:
Share good practices,
support good initiatives such as neighbourhood watch.
Stop polarization
Together we are stronger.
Evil

4. We want to be a multicultural police-organisation
Based on pluralisme (Meervoudig zijn) - women and etnic background
(Accepteren en aanmoedigen) - network, web of collaegues
(Rangen en functies) -low till high, highest Managment 1 women, collaegues surinam, turkish, marrocan background

5. Algemeen:
it's still tough going, it's still an uphill battle / struggle (moeizaam)
1- Verhogen de toegankelijheid van de politie voor (potentiele) slachtoffers.
(training, to realize we discriminate)
2- Verhogen de aangiftebereidheid
(Trust / confidence in the police)
3- Samenwerking met NGO's
MDA (complaints-office) , MDI, COC (homosexual / gay movement)
The grounds for discrimination according to criminal law are:
Race (+/- 60%)
A heterosexual or homosexual orientation (+/- 30%)
Religion and philosophical conviction (+/- 5%)
Gender (remaining)
Disability (remaining)

6. Inleiding
Apart, vrijgesteld regioprject Discr
In the police organistion: a seperated, released team (2 persons) who are specialezed in the subject.
All the work they do is for the purpose of combatting and preventing discrimination
Training (More than 2000 police officers doing the job on the street)
Experiencing phenomenon: everybody has feelings of discrimination. Not all punishable, but to make a difference
Interactive training attitude: to rehearse, to train how it feels, how to handle
Legislation: tool for working on the street.
Developing a training for members of the office, members of the staff.
Protol
To combat discrimination and open an investigation when people report discrimination.
To grade up the quality of the police reports and let the procecutor to decide to prosecute / bring the case on trial (tot vervolging overgaan)
Specialists
Give colleagues advise,
follow a case and a police investigation.
Networks
Policeofficers with the same etnic background, sexual orientation
Registration
Periodical consultation between the police, the public prosecutor and the complaints-office (a NGO)
The registration system is:
- to follow the discrimination cases which the police investigate
- to see what the public prosecutor decided
- to feel the atmosphere of the city (in case of polarisation en radicalisation)

7. Algemeen:
As I told you before,
it's still tough going, it's still an uphill battle / struggle (moeizaam)
1- political and economic conditions are partly responsible of the general atmosphere
2- The police-management is slowly changing / swichting from a traditional white, male, hetrosexual organisation into a multi-cultural organisation. All the executive staff is having a training about how to combine diversity and laedership. To find a good balance in old and new.
3- Beside diversity and discirmination the police has to deal with a lot of other criminal matters. You can use the effort of police-officers only once at the time.
4- as I told you before it's still tough going, it's still an uphill battle / struggle (moeizaam) we have to increase the accessibility (Verhogen de toegankelijheid van de politie voor (potentiele) slachtoffers.)
(by develop and give training, to invest in networks, internal and external)

8. Questions and discussion
All different
All Equal y y
The grounds for discrimination according to criminal law are:
Race (+/- 60%)
A heterosexual or homosexual orientation (+/- 30%)
Religion and philosophical conviction (+/- 5%)
Gender (remaining)
Disability (remaining)