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This paper aims to review calls on the UK police service to respond to the dual challenge of increasing governmental/public demands for improvements in police efficiency and effectiveness in the likely context of decreasing real time increases in financial resources. Specifically it aims to highlight the reform of police organizational structures, a greater focus on performance management and people development initiatives as areas that have the potential to bring about significant benefits for future UK policing.

Using the results of Government‐sponsored research and other secondary data the approach is to explore the potential for implementation of new approaches to policing.

There would appear to be a consensus between the Government and the police service of the need for reform. The mechanics of successful implementation, however, face institutional, cultural and financial obstacles.

The complexity of policing and its interaction with government and the public requires significant analysis. The success of future initiatives can only be judged through analysis following implementation.

The paper identifies that there may be tangible areas of policing activity that could benefit from the implementation of new techniques such as the “lean” principles of management as a means of focusing on more cost effective ways of utilising future police resources.

This paper draws together and contextualises specific areas of police practice that could benefit from new ways of working and posits improvements in efficiency for the future.

Academics, politicians and the media have debated the merits of the Anti‐Social Behaviour Order (ASBO) for over a decade. Much of this discussion has been associated with negative connotations and there are currently government proposals to abolish the order in favour of a Crime Prevention Injunction (CPI). This study seeks to provide a practitioner perspective to further inform this debate.

Using qualitative analysis, the research examines 36 ASBOs administered within a policing division in the North West of England. It supplements these findings with qualitative data that harvest the views of practitioners involved in the application and enforcement of these orders.

The study shows that practitioners view the ASBO as an effective tool in managing and reducing antisocial behaviour. In doing so it questions the interpretation of other research findings and provides timely and relevant information that should be considered prior to the implementation of any change to current practice.

The data relate to one Police Division in the North West of England and caution must be acknowledged when considering how representative they are across the rest of the UK.

A practitioner perspective has been lacking from the debate concerning the ASBO. These data provide a fresh perception on its use and benefits.

This chapter focuses on policy intervention that has grown in popularity in the UK since the financial crisis of 2008. The focus is on inclusive growth and more specifically, community wealth building. The concept has been picked up by institutions and think tanks at multiple scales from the OECD to local government. We aim to address the tensions in community wealth building and in particular how local authorities in the UK are adjusting their procurements strategies to increase the tendering capabilities of SMEs in their political geography.

We introduce a UK-based study utilising an ESRC-funded case study, desktop research and semi-structured interviews to investigate how well the region of Greater Manchester (GM) ecosystem was equipped to prepare small firms to learn how to compete for public contracts with evidence applicable to other large-scale tenders.

Overall, at the time of writing business support across GM does not create the value proposition of enabling small firms to be capable at tendering and thus undermines community wealth building (CWB) efforts. The advice on offer is sparse; it offers partial or no advice about different capabilities and is often limited to simple guidance stating procurement rules and compliance demands. Information is often abstract and technical support is also fragmented, making it unlikely that small firms will find resources. Advice fails to engage with evidence on how small firms learn and to provide a learning process. In particular, support to raise absorptive capacity and strategic commitment to tendering, build basic tender readiness and develop and refresh tendering capability is not evident. Training, coaching and peer learning are largely absent.

UK appears to be an experimental ground for CWB with dedicated think tanks and several examples such as the ‘Preston Model’. GM is a suitably sized and comparable region to offer transferable knowledge and indicators to support regions to innovate. We offer a ‘Dashboard of Priorities’ to enhance business support to SMEs so they can win at tendering, thus strengthening CWB policy and impact. Furthermore, we are adding clarity to a fuzzy definition of CWB and define inclusive procurement. We assist global policymakers to answer the fundamental question; are we doing all that we can with these significant resources to create an economy which truly benefits the people? By examining the ideas of community wealth building and inclusive procurement from a local authority and SME perspective, we can extrapolate finings for international comparison and offer an in-depth look at how the execution of this policy can be strengthened to deliver maximum benefit to their communities. The implication is to focus attention on how institutions (public or private), by way of better execution, can enhance the economic resilience of their own local ecosystems/places.

Little is generally known about the factors affecting the managerial advancement of women in police forces in the UK. Surveys 142 male and female constables from a large police force. Reports the patterns of deployment and specialization, attitudes to the promotion process, types of informal discrimination and external factors inhibiting advancement. Suggestions are made to improve equality of opportunity. Of particular interest are the suggestions for a professionally run career development department, enhancement of the human resource management function, changes to supervisory roles, more female tutor constables and for changes in the pattern of appointments and attachments to specialist departments. Calls for accuracy in the study of differential career patterns in other occupational sectors to ensure valid comparisons are made.

The National Intelligence Model, described as a ‘model for policing’, defines a process for setting priorities and a framework in which problem solving can be applied. Its strength is a systematic approach that demands standard products and consistent methods of working, which ensure high levels of ownership and accountability. The problem solving approach can also work within this framework. It provides techniques to assist in analysis and develops the tasking and co‐ordinating mechanism through multi‐agency partnerships, which can deliver more sustainable solutions.

A number of studies relating to the impact of the Licensing Act 2003 have been described as either inconclusive or lacking implementation detail. This study, five years after the introduction of the Act, adds to this body of research by assessing the implications for Preston, England's newest city. Through interviews with police officers, licence holders and paramedics, it concentrates on how the Act was implemented and outlines the changes that have occurred. In essence, it shows how consumers are more likely to ‘pre‐load’ prior to leaving home, how drinking and associated crime patterns have been extended into the early hours of the morning, and how incidents of alcohol‐related crime have reduced.

Disabled people are a neglected issue in criminology. This article discusses the extent of the population affected, social reactions to impairment and the disadvantages faced by disabled people, including higher risk of victimisation. Links that have been made between disability and offending behaviour are also critically assessed. Finally, some practical solutions to include disabled people in community safety strategies are outlined.

The purpose of this paper is to describe a high-profile social enterprise in Blackpool, England, called Jobs, Friends and Houses (JFH) that has created a visible social identity of recovery and meaningful activity, to assess how stigma is challenged through active and visible community engagement.

Case study based on in-depth individual interview and focus group, supplemented by participant in-depth interviews.

The paper describes one particular incident in which a worker at JFH intervened in a violent attack, possibly saving a woman’s life. The paper describes the experiences of internalised stigma and external exclusion being challenged by the development of a positive social identity and a pro-social community role that has high visibility. Data are presented showing the strong social identity experienced by participants and recognised by external stakeholders.

This is a pilot study which uses an opportunistic design and much stronger longitudinal designs will be needed to address the issues raised in the paper.

The paper argues that the visibility of the pro-social identity has been central to challenging stereotypes and discriminating attitudes and suggests that a social identity approach may be central to generating and sustaining a recovery community and to confronting and reversing long-held stigmatised attitudes.

The paper is important as it discusses the impact of recovery through engagement in meaningful activities that challenge stigma and exclusion through work. The paper is framed in terms of a social identity model of recovery.