News & Updates
Are We Listening to Our Frontline Workforce?
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The recently published report by Louise Casey into the standards and culture within areas of the Metropolitan Police has drawn a plethora of media attention and an immediate clamour for change, this is fully understandable given the current climate and the high-profile cases regarding Wayne Cousins and David Carrick.
The report is a hard read, and we would imagine that if you are a serving Police Officer in the Met you would be horrified about what has been reported, you probably have some personal experience of some of the issues that have been identified but also we are sure many are embarrassed by the whole slur that has been cast over the whole of the Police service by the constant media focus, sadly as we know bad news sells and the good work that is delivered on a daily basis rarely gets a mention.
We note in the report that Chapter 10 is titled “The Missing Voice of Londoners” reading one quote at the end of the chapter did make us think!
“The Met has become disconnected from Londoners. Their consent cannot be assured. Londoner’s voices are missing from London Policing” p345.
Throughout the report, Louise Casey and her review team have spoken directly to many officers from all ranks. Reading many of the quotes is quite saddening as it is clear that many of the behaviours cited in the report are recognised and reported by many as wholly unacceptable, and unlawful and in many instances, they should be classed as “hate crimes”.
Many of the quotes listed in the analytical report highlight officers’ frustrations at not being able to deal with the abusive behaviour of their colleagues because of poor attitudes from senior management and the burdensome policies and procedures that have been allowed to develop, this cumulation of actions and poor culture has prevented the appropriate action being taken to deal with those displaying abusive behaviours.
You can feel the depths of their despair and anguish in the many quotes cited throughout the report by hard-working officers who want to serve their communities, deliver policing by consent and uphold the Crown prerogative to protect citizens and their property.
A BCU Inspector is quoted as saying.
“We don’t want this behaviour in the Met….if we worked for Tesco we’d be able to sack someone for less”
Through our work, we meet dedicated individuals, who go over and above the role they hold to ensure young people get the response they deserve to protect them from harm within our society. We see and hear of many individuals who challenge decision making and look to resolve difficult partnership responses which can sometimes been seen to be a barrier to helping to protect children.
We have to ensure the system our workforces are employed in is transparent, challenges poor attitude and decision-making, and is continually looking to improve their culture in this ever-changing environment that our children live in.
So in one respect, we have to ask the question, or perhaps there should have been another chapter, who is listening to the rank-and-file officers of the Metropolitan Police? Did Louise Casey miss a trick here not dedicating a chapter in her report about the positive response from front line officers who are demanding change as they recognise where things are going wrong.
Sadly in public services, this is nothing new, for example within the NHS there have been numerous scandals including the failure to stop Jimmy Saville from abusing children in hospitals despite many knowing about his abusive behaviours, we have seen issues in maternity units, mental health establishments and services for children and adults with disabilities. Staff have recognised abuse and many have complained to management, others have used “whistleblowing” procedures to highlight concerns but in some Trusts a culture of cover-ups and protecting the organisation’s reputation has been uncovered and indeed many who “blew the whistle” have been hounded out of organisations.
A question all stakeholders within services should be asking is “Why are those voices not being heard” is engagement with the workforce seen as a meaningful exercise that improves culture or is it simply a “tick box” exercise to placate management?
The IICSA final report recommends systemic change is needed, this is one of the changes needed at every level of service delivery and any reports or complaints about homophobic, misogynistic, racist or other demeaning behaviours are seen to be dealt with swiftly and appropriately.
As always the NWG Network are always happy to hear from our colleagues from the children’s workforce and we would be delighted to hear your views on this article and also your experience of being “heard” from within your organisation. Please do contact us on the details listed below.
Kevin Murphy
Safeguarding in Sport Lead NWG Network
Office: 01332 585371
Mobile 07399 449045
Email: [email protected]
Secure Email: [email protected]