W.Hat would you say attract someone to be a police officer? Some will say the satisfaction and fulfillment of helping others in need. However, I know that is not the case for anyone who puts their oaths on their “pass out” day.
Here are just some of the terrible submissions about police staff behavior that I have received from their colleagues for the past few weeks in Speak Up Now, the organization I founded to spot offsets in the UK’s public and relief services.
“Officers who sniffed the victims’ knickers in the evidence room …” wrote a MET Police employee. From another: “I overheard a missing person, detective wants a young missed teenager to kill himself so that they should not have to continue looking for him.”
An employee of an unspecified force said, “I reported my colleague to follow me home, but they didn’t take so seriously because it has to happen several times for them.”
A MET police officer also wrote to me that a co -officer had been forbidden to be left on his own with all women because he was examined for two sexual assaults on colleagues in a separate force.
The officer added that the colleague “is regularly posted with female PCs who feel uncomfortable with him. He has made a number of comments to officers who make them feel uncomfortable, including details of his latest sexual meetings with an officer who had only recently joined the team”. The officer added that colleagues had talked to overall about their concerns, but these have all been “far ignored.”
An employee of Avon and Somerset Police wrote about their experience in reporting a senior officer from another strength to drinking while I was armed: “I thought this was the right thing to do, but instead of being supported, I faced escalating reprisals,” they said.
“I have submitted several complaints that detailed warners to detriment, discrimination against disability and procedural failures, but still not properly treated. This continuous treatment has ruined my career, economy and mental health.”
Such an experience is very well known to me. I blasted the whistle of severe wrongdoing at Met Police, much to my disadvantage. I got Runaround for 18 months and tried to get my concerns heard, and eventually I left the strength, my belief in the broken.
I had worked in MET Police for almost five years as a communications officer, which meant to answer 999 calls and run the officer’s radio channels. In addition to mismatch at my level, I also witnessed failures from them at the top that did not take the mismatch seriously. All of this is why I created this organization to give a safe place for employees to share their experiences of being weakened by the systems that are there to “protect us”.
NOW UK is open to all employees in emergencies and public service – and I see a steady stream of testimony beyond the world of police. An NHS worker told me, “I revealed repeated sexist behavior of my male manager to his boss, and she replied by using her position to make my working life intolerable. She weaponed the fact that I had taken leave to a health and ashamed of” letting the whole team down “by being sick, I cried.” I shouted at me in meetings. The male manager showed up at my home address twice.
A firefighter in northern England presented this: “I just learned in the past week that a colleague I have made a complaint about who was fired last year by North Yorkshire Fire Service for Bullying and Harassment has been reinstated by the Deputy Mayor under Appel. I will have to leave my job if he returns.”
By collecting these submissions and publishing them anonymously, I hope to create data that shows that our services do not do everything they promise regarding work practices in the organizations, which results in good staff leaving and bad staying. They recognize that toxic and harmful culture must be eradicated from public services and that the reform will happen, but how long will we wait until something has been done? Why do we settle for empty promises and “goals” from these institutions, and why is no one there when they do not meet their promises and keep them accounting?
The Metropolitan police officer who wrote to me that their new colleague was not allowed to do with women alone said that in the same week as colleagues, they told leaders about their rebellion over working with the officer who was under investigation that they had to endure hours to “new met for London” training, where they were told that it was the courage to speak. taught ”.
I think this platform will help give many who have been afraid to speak the strength and support to talk further about their experiences, and not let mismatch go uncontrolled. They will see that they are not alone in their experiences that can have serious consequences. A met police worker told us they were “bullied because of my disability to the point that I would take my own life. It was all put down to ‘quarrels’ by senior officers.”
First, talk up now UK aim to ensure that as many public service staff as possible are aware that the platform exists. Then, from testimonies, case studies, interviews and data collected, an annual report is set up to deliver to the government.
I also hope that Parliament will undergo mismatch procedures within the police. I launched a petition about this effect in The independent In April, as I told my story in Met Police. It has surpassed 40,000 signatures and I deliver it to Downing Street on June 17th.
The state sector can only work if the staff feels that they can do their jobs without fear of their colleagues. Whistleblowing training should be mandated in public services and relief from an external body.
If you know someone who is currently serving or has served public or relief in the UK, tell them to talk now Britain. They may have something valuable to share that can help contribute to meaningful change in our society.