Charing Cross police station in central London in 2000 (PA)
(Picture: PA Wire)The Met Police has been hit with fifteen recommendations by the police watchdog after vile behaviour was uncovered in a probe, including racist, sexist and homophobic messages.
The IOPC probe found evidence of bullying and harassment within the force’s ranks after an investigation into officers primarily based in now-disbanded teams at Charing Cross Police Station.
However, it said it believed the incidents “are not isolated or simply the behaviour of a few ‘bad apples’” at the country’s biggest police force, and issued it with a series of recommendations to overhaul its culture.
Below we take a look at what those recommendations are and why they were issued.
Bullying and harassment
The report found “pervasive evidence” of bullying and harassment, including demeaning officers on probation by summoning them with a bell and women being sexually harassed when speaking out against the behaviour of male colleagues.
The culture of bullying was “accepted and not challenged” because of a lack of confidence that complaints would be investigated or because of fear of repercussions.
The IOPC recommended that the Met take steps to assure itself that the bullying and harassment identified isn’t even more “widely prevalent” across the force.
Those investigating bullying allegations should be independent to “avoid potential conflicts of interest”.
Metrics should be introduced to measure and demonstrate “improvements made in tackling bullying and harassment”.
The force should also publicly commit to a zero tolerance position on bullying and harassment, said the watchdog.
‘Banter’
Investigators found evidence that “highly sexualised and/or violent and discriminatory” messages were often shared between officers and were generally described as ‘banter’ by officers in their defence.
Supervisors allowed “banter” as a defence, allowing the sender to get away with the bullying.
The watchdog recommended Met officials should review training and guidance on the appropriate use of social media.
Officials are also being recommended to review training and guidance around bullying and harassment itself.
Discrimination
A slew of offensive and discriminatory messages towards non-Christian religions, the Black Lives Matter movement, disabled people, racism and homophobia were uncovered.
The Met should commit to being an anti-racist organisation publicly, said the report, and make sure it is taking steps to “eradicate racism” from within its ranks.
This includes progress against the recommendations of the Macpherson report, prompted by the racially-motivated killing of Stephen Lawrence.
Toxic masculinity, misogyny and sexual harassment
Investigators found that teams were dominated by ‘macho’ officers using misogynistic language, including joking about domestic abuse and violence against women.
Those who did not share the views and challenged it were “ostracised, harassed and humiliated”.
The Met also needed to publicly commit to a “zero tolerance” position on sexism and misogyny, the probe found, and take steps to eradicate it from the police force.
A review of internal reports of sexual harassment should be launched, including in relation into how victims are engaged with, it added.
Challenging and Reporting Improper Conduct
Investigators said there was a reluctance to challenge inappropriate behaviour and misconduct for reasons including a fear it might not be dealt with properly or being labelled a ‘grass’.
Dame Cressida Dick’s officers should review current training and guidance which require officers to report, challenge or take action against any misconduct by colleagues.
They should also take steps take sure it has been “identified that an officer has failed to report or challenge improper conduct”, said the IOPC.
Nature of work
The teams primarily investigated were tasked to deal with high levels of crime in the West End such as Leicester Square, and “aggression and violence were commonplace”.
Senior officials should assess whether such roles in busy areas carry a greater risk of “exposure to stress and trauma” so that adequate support can be put in place, states the report.
Isolation and supervision
The permanent team at the police station was understood to have rarely seen colleagues above the rank of sergeant, which led to them being isolated from other teams and not being adequately supervised.
The nature of the work meant there was “no way of monitoring their work other than going out with them,” the report found.
The Met should “ensure appropriate supervision and welfare is in place” to stop officers becoming isolated through their work, said the IOPC.
The force also needed to ensure “effective supervision” for officers where there is little measurable work output to review.
Acting up and unofficial promotion
Investigators noted a particular issue with perceptions about the fairness and transparency of how ‘acting up’ promotion opportunities were decided.
This too should be overhauled, decided the IOPC, to “ensure there is transparency and clarity on how acting up positions are decided”.
