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Going equipped | Issue 1 | Summer / Autumn 2020 1

Going equipped

Issue 1 Summer/Autumn 2020 Issue2 Going equipped 1 | Summer/Autumn| Issue 1 | Summer / Autumn 2020 2020 Contents

Editorial Katy Barrow-Grint 3

Practice note: Using BWV in voluntary attendance interviews during the pandemic Sergeant Adele Ward 5

Spotlight on a role: Specialist Tactical Firearms , anonymous 7

Practice note: Recruiting for diversity Tony Alogba 8

Five things about ... bitcoin Detective Sergeant Paul Taylor 10

Long read: Diverse perceptions and experiences of domestic abuse Superintendent Dr Alison Heydari 11

Shift in the life of ... a Forward Intelligence Officer Sergeant Michael Richards 19

What I learned from ... being a first responder to a rape, early in my career Police , anonymous 21

My idea: Putting fraud protection advice into prescriptions Fiona Price 22

Best piece of advice: Be the change Sergeant Ben Forbes 23

Long read: The impact of viewing indecent images of children on police wellness and wellbeing Superintendent Neil Ralph 25

With thanks to ... 33 Going equipped | Issue 1 | Summer / Autumn 2020 3

Editorial Superintendent Katy Barrow-Grint Police

am delighted to be able to bring you the first issue of ‘Going Iequipped’, the new College of Policing publication aimed at sharing experience, learning and practice across the policing family. I see a real thirst for knowledge in our forces, both academically and practically. Many of our officers and staff are undertaking research, discovering what works in policing or looking to share ideas, reflection and examples of practice without a mechanism to do so. ‘Going equipped’ is here to help solve that problem, to ensure we can learn from each other and continually improve policing for our communities. ‘Going equipped’ has picks up on the value of procedural been created to allow a wide range justice in policing domestic abuse of peer-to-peer insights across and introduces concepts such as policing at all roles and ranks, with vicarious trauma and compassion a clear operational and frontline fatigue, which may feel familiar. focus. It is written by you, for you. Contributors also tell us about Anyone can contribute and that bitcoin, the role of the Forward is why this publication will be so Intelligence Team in the Extinction valuable going forward. Rebellion protests in , This first issue is full of interesting the use of body-worn video in contributions – there is something voluntary attendance interviews for everyone, whatever your role during COVID-19 and the work done in policing. Ali Heydari’s long read, by a specialist tactical firearms which is based on her PhD research, commander, plus much more. 4 Going equipped | Issue 1 | Summer / Autumn 2020

While much of this issue of ‘Going that delivering an effective and fair equipped’ was written prior to police service is more important the pandemic, many of the pieces than ever. I believe that continuing of writing have been updated to to share experiences and learning include the authors’ reflections on within policing will be critical as we the significant changes to society move forward. in the past few months. These have I hope you enjoy reading this been challenging times for policing, issue as much as I have enjoyed with the COVID-19 pandemic editing it. If you are interested in affecting how we serve our writing about your ideas, your role, communities, both now and into the something you have done or would future. This, coupled with the focus like to be a peer reviewer, get in on Black Lives Matter following the touch at Goingequipped@college. death of George Floyd, has meant pnn.police.uk Going equipped | Issue 1 | Summer / Autumn 2020 5

PRACTICE NOTE Using BWV in voluntary attendance interviews during the pandemic Sergeant Adele Ward

t’s rare to come across a change suspects. Teams that we had not in practice that has been put into anticipated wanting to be involved, Igeneral police use at pace during started to request authority to use the a crisis, but we’ve managed it in process as well. Merseyside. As the COVID-19 pandemic hit the In 2019, we launched a pilot UK, Andy Cooke allowing staff to record suspect provided official authority for a full interviews for all offences on body- rollout. After an initial Skype training worn video (BWV) camera at flexible input, staff can now use the process locations, where it was appropriate to protect themselves and the public and safe to do so. We created a from the spread of the virus, and to step-by-step workbook to ensure assist with social distancing while still that this was quick and easy to do progressing investigations to a timely while maintaining the appropriate outcome for victims. risk and legal considerations. This The key to this project’s followed a change in the Police and success has been the culture of Criminal Evidence Act 1984 (PACE) empowerment and trust, which has that enables chief to allowed innovation to thrive. Staff authorise BWV as approved devices feel empowered to make decisions for interviews, if set criteria about the for the right reason, to help keep environment are adhered to. communities safe. Staff have been As the pilot drew to an end, an able to interview shielded persons independent review team spoke to at their home address with full staff involved and the feedback was personal protective equipment some of the most positive we’ve (PPE). In one instance, officers saw a ever received. Even staff who usually known juvenile out during lockdown struggled with voluntary attendance and found them in possession of (VA) or technology – or at 4am on drugs. The youth was returned home their last night shift – were able to to their parents and an interview breeze through the process. Word was conducted on BWV. That family began to spread about this new, did not need to travel outside, which simple, efficient way to deal with reduced exposure to the virus, and 6 Going equipped | Issue 1 | Summer / Autumn 2020

officers were able to finalise the interview juveniles and those with matter efficiently. mobility, mental health or learning The commitment by staff to disability concerns at locations more continue a high level of service convenient for them, away from during these troubled times has police stations. This has assisted with been astounding. Hundreds of safeguarding and has maximised the audio-visual interviews have been potential of each interview. recorded by setting the camera During a recent staff survey on up on a coffee table, mantelpiece general VA, numerous free-text or desk in all sorts of locations, responses were received singing including empty police stations, the praises of the new process partner agency offices, the suspect’s and requesting that it never be place of work and home addresses. taken away as an option, such is There are wider benefits too. the overwhelming enthusiasm in Staff are able to manage their own Merseyside. Perhaps your force could demand more efficiently, avoid VA benefit too? at custody suites during peak times, combat suspect transport problems For further information, and return to their frontline duties please contact Adele Ward more quickly. The process is also ([email protected]. more cost-effective than custody police.uk). Adele is happy to or station-based VA, and is much share implementation documents, better when dealing with vulnerable training and ideas. suspects. It has enabled us to Going equipped | Issue 1 | Summer / Autumn 2020 7

Spotlight on a role Specialist Tactical Firearms Commander Inspector, anonymous

uthorising a firearms entry into premises where a hostage Ais being held, or where a terrorist cell is planning an attack, is at the highest end of the police use of force. In my role as a Specialist Tactical Firearms Commander, I was responsible for the planning and command of complicated and high- risk firearms operations. The rank required for the role varies across the country (being operational environments. The role in the Met, and generally more senior requires in-depth understanding of elsewhere). Assessment via the the capabilities of different firearms Specialist Tactical Firearms Course officers and teams, and the ability to requires to conduct a weigh up intelligence from potentially detailed review of a complex firearms covert and secret sources to prevent operation based on the National serious crimes. Decision Model. Commanders must So how do you progress to this carefully consider probing and role? A broad experience of managing exploring the available intelligence, critical incidents is essential, so that the threat and risk, and the range of you can calmly make decisions in tactical options and contingencies in pressurised operational environments order to inform a working strategy, where your approach could save lives. while taking appropriate powers and As well as quick decision-making, this policies into account. role requires the ability to assimilate In the real world, this can large quantities of intelligence and translate into the rapid deployment match that with the tactical options of significant overt and covert available to you. A calm, professional firearms officers in response to and experienced operational police rapidly changing information about officer in command of the highest a terrorism or crime threat. This end of police use of force may have to involves working closely with Senior justify their decisions for years later, Investigating Officers in some of the particularly where failing to act could most fast-moving and challenging lead to loss of life. A fascinating role. 8 Going equipped | Issue 1 | Summer / Autumn 2020

PRACTICE NOTE Recruiting for diversity Chief Inspector Tony Alogba Greater Manchester Police

am currently working as Head of the Positive Action team. Our I work involves trying to level the playing field and encourage people who would not otherwise consider a career in policing to apply to join us. Our primary focus is on increasing Black, Asian and minority ethnic (BAME) and female representation in policing, acknowledging that 7% of all officers identify as BAME and women represent only about 30% of officers (, 2019). The recent George Floyd protests in the US, and their impact on the UK Black Lives Matter movement, act as a reminder of why fair and equal policing and better representation is critical to our consent-based issues, such as poverty and policing system. racism – as well as unconscious Historically in policing, we bias and a lack of role models in have not fully represented the policing. Most officers might not communities that we serve. We know that, compared with their have only had around one-third of White British counterparts, BAME the number of BAME officers we candidates often have a lower would need to be representative of chance of passing the National our communities. Colleagues have Police SEARCH Recruit Assessment said to me, ‘Well why don’t they Centre (College of Policing, 2019). just join then?’, which ignores the There are lots of reasons for this disadvantages that many BAME disproportionality, and the College candidates endure throughout their and police forces are working hard life – for example, socioeconomic to overcome this. Going equipped | Issue 1 | Summer / Autumn 2020 9

In GMP, we have been bold in our proportion of our local population use of positive action legislation, (based on the 2011 census), and we carefully using section 158 of the are widely regarded as being among Equality Act 2010. By delivering a the national leaders in this area. We series of recruitment support events, have recruited 346 BAME officers we have been able to support BAME out of approximately 1,700 officers, and female candidates to perform at and we have doubled the number of their best. We do not advertise our BAME female officers within the last vacancies generally and instead use three years. Our most recent intakes what we call ‘targeted community have had the largest proportion of recruitment events’ to promote female officers that GMP has ever our vacancies. This is often labour- had. Most recently, nearly half of our intensive and involves volunteers 54 recruits were female. from our staff support networks, We won the 2017 Guardian who work alongside my team to Diversity in Recruitment Award deliver leaflets and signpost people and the STARS Award in GMP, and to our recruitment vehicle in diverse we were nominated for a College communities. Individuals visit the of Policing award. We provide recruitment vehicle and meet our support to other agencies, including staff to have a detailed conversation GCHQ, the Cabinet Office, the NHS, about a career in policing. My team Greater Manchester Fire and Rescue have good cultural awareness and Service and the Greater Manchester reassure people around race, gender Combined Authority. We have and general equality issues. been carrying out peer reviews We reviewed our recruitment with the and process to ensure that the strongest , which have candidates, regardless of background been really positive experiences. or work experience, have an equal chance of being able to answer the References questions. For example, we removed College of Policing. (2019). ‘Police criteria and questions about prior SEARCH Recruit Assessment Centre experience in volunteering, as this was test scores by ethnicity (2017)’ identified as discriminating against [internet]. [Accessed 8 July 2020]. people from certain communities. We provide advocacy and support to Home Office. (2019).Police ‘ candidates, and we focus on building Workforce, and Wales, confidence and practical skills. 31 March 2019’. Home Office We now recruit around 20% Statistical Bulletin, March 11/19. BAME staff, exceeding the BAME London: Home Office. 10 Going equipped | Issue 1 | Summer / Autumn 2020 Five things about bitcoin

Detective Sergeant Paul Taylor, North West Regional Cyber Crime Unit Greater Manchester Police

Bitcoin is the world’s first digital currency that allows users to send 1value on a peer-to-peer basis, with no need for a bank, service accounts. They can then launder provider or any other authority to be the proceeds by converting them to involved. Transactions are verified other cryptocurrencies or cash. and shared by members of the global Law enforcement dedicate bitcoin network. specialist officer resources Legitimate uses include the 4into developing guidance and transfer and storage of value sharing best practice. Investigation 2without trust or reliance on guidance is provided by the NPCC others, such as banks. Bitcoin is also and shared on the police Knowledge used for trade, with payment services Hub. Collaborative working with becoming increasingly common for industry and academia is key to services and goods – even those as providing an effective response. mundane as clothing and beer. Value If you want to buy bitcoin, there is sustained by the finite number of are plenty of resources online. bitcoins ‘mined’ and by the need for a You can get ‘hands on’ with the user’s private key(s) to access them. 5 technology available by installing a Users simply need a device with a wallet, creating an account with an data connection, rendering access exchange, and then purchasing and and use for up to two billion people transferring a small amount. who do not have access to banks.

Criminals take advantage of For more information contact the seemingly anonymous your regional cybercrime unit 3nature of bitcoin. They can or read the NPCC guidance on transact for illicit goods and services, Understanding and Investigating then store the proceeds of their Cryptocurrencies. crime in digital form away from bank Going equipped | Issue 1 | Summer / Autumn 2020 11

LONG READ Diverse perceptions and experiences of domestic abuse

Superintendent Dr Alison Heydari

Alison’s varied 19-year police career has included working in CID, holding three District Command roles, being seconded to Her Majesty’s Inspectorate of Constabulary Fire & Rescue Service (HMICFRS) and teaching at the John Jay College of Criminal Justice in New York. Her interest in domestic abuse has spanned many years, during which she has worked closely with survivor support agencies, as well as other strategic partners, to improve the policing response to victims of domestic abuse. She has previously carried out research on the police response to managing domestic abuse in the public housing complex in Brooklyn, New York and, more recently, in the UK for her Doctor of Philosophy.

Introduction

In October 2019, I was awarded in CID, where I supervised the a doctorate based on research in investigation of some impactful and which I examined the experience wretched assault cases. Later, as of domestic abuse from different a District Commander, I was very perspectives. My interest in interested in understanding how domestic abuse stemmed from officers managed those high-risk, my role as a detective sergeant emotionally charged situations. 12 Going equipped | Issue 1 | Summer / Autumn 2020

I wanted to know the impact that experience of policing domestic dealing with those incidents had on abuse, and to answer three research officers, and how officers could be questions: better supported. „ Can characteristics of ‘good The aim of my research was to policing’ be identified in the police analyse domestic abuse victims’ response to domestic abuse? experience of the initial face-to- „ What are the issues and barriers face policing response. I tested two that prevent officers from being theories. The first related primarily consistently ‘good’? to a researcher called William Muir. In 1977, Muir published a book called „ Can the experience of procedural ‘Police: Street corner politicians’, in justice for victims of domestic which he described different types abuse be enhanced? of officers. He argued that ‘good policing’ could be identified in the I used mixed research methods to behaviour and values of a certain address the research questions, with type of officer, who he called the a particular focus on generating and ‘professional’. I combined this theory analysing qualitative data through with procedural justice theory, interpretative phenomenological which Epstein (2002, p 1876) has analysis (IPA). This is described summarised as follows: as being ‘committed to the examination of how people make ‘[P]rocedural justice theory sense of their major life experiences’ holds that allowing a person (Smith & Flowers, 2009, p 1). Data to state his case, taking was generated in the following his opinions seriously, ways: surveys completed by 20 communicating that officials domestic abuse survivors and 157 maintain an open mind about police officers; two him and his case, and treating focus groups; and semi-structured him with respect, all enhance interviews with four domestic his perceptions that authorities abuse survivors, five senior officers, are moral and legitimate. one police constable and two Compliance, even if it is counter Independent Domestic Abuse to one’s immediate self-interest, Advocates (IDVAs). then stems from a sense of duty The large number of research or morality.’ findings were divided into five intertwined research themes. In this I wanted to understand both article, I will focus on the challenges the victim and the police officer of responding to domestic abuse, Going equipped | Issue 1 | Summer / Autumn 2020 13

the impact of doing so and what ‘Change is good, too much we can do to support officers to change is just counterproductive, provide the best service possible and it’s like just shaking the to victims. whole system up.’ The challenges Austerity has hit policing hard. My research found that victims More work for less people can result associated good policing with high in difficulty in prioritising tasks. levels of satisfaction. Characteristics Officers commented: of good policing were associated with ‘softer’ skills including empathy, ‘Staff are constantly doing that understanding, respect and civility. juggling act. […] I don’t think we Signposting to support services provide the best service that we was highly valued. However, victim can do because there’s always satisfaction was inconsistent conflicting priorities.’ and officers faced a number of ‘There are some people who are challenges that made delivering incredibly well intentioned, but good policing difficult. their workloads are too high.’ Expectations of the police are also constantly changing, which is challenging for officers. In their A significant number of officers own words: and IDVAs commented on the small amount of time that officers have to ‘It’s the feeling of ever changing commit to meeting victims’ needs policy or systems that confuses and assessing risk. Time pressure people. […] Individual policies includes high workloads and service change and we seem to be in requests from the control room. constant flux.’ As one officer explained:

‘I will listen to the victim and the more you listen, the more idea you get about what has happened in the past, and they Change is good, too might make a flippant comment “ which is to them normal. But to much change is just you, you then realise, ah, actually counterproductive” that’s ringing a few alarm bells.’ 14 Going equipped | Issue 1 | Summer / Autumn 2020

Victims consistently commented on officers’ decisions on how to use the importance of spending time their powers and that these ‘working with officers. This was given as a rules’ act as a framework for decision factor that resulted in disclosure making. The actions that officers being more likely and a positive take are linked to their experience experience of procedural justice. For of observing patterns of behaviour, one victim, investing time resulted in which act as benchmarks that assist the generation of police legitimacy, in decision making. An officer may compliance and prosecution of the decide to arrest based not on bias perpetrator, as well as a significant or stereotype, but as a result of reduction of future call-outs. an assessment of many factors, Some officers felt that regular including availability of evidence, training would help officers keep training or willingness of the victim up with legislation, policy and to cooperate. The focus on task and procedure, and would influence their measurable ‘outcomes’ means that behaviour. An officer explained that an officer may use the power of opportunities to reduce risk were arrest, based on whether the action missed, due to lack of training: taken will contribute to what gets measured. If an outcome includes the ‘We went to domestics, number of DVPNs, would that have we recognise there was no an impact on officer behaviour? evidential criteria met, therefore we didn’t arrest. However, we The impact of responding to could have secured a DVPN domestic abuse [domestic violence protection Existing research shows that notice] and then lead onto professionals who work with victims a DVPO [domestic violence who have suffered from traumatic protection order]. So there was events can suffer trauma even when [sic] missed opportunities […] If they have not directly experienced the officers were equipped with the event. This is referred to as that knowledge then we might vicarious trauma. This impact is have arrested more.’ starkly reflected in the comments from one officer: This officer reflects the theory of ‘working rules’ established by a ‘I think the organisation has researcher called Carolyn Hoyle and knocked the stuffing out of how those ‘rules’ can be shaped over those officers a little bit to do time. Hoyle (1998) argued that there that just one job, one job, one are a number of factors that affect job, one job.’ Going equipped | Issue 1 | Summer / Autumn 2020 15

This sensation is exacerbated by the you know ten times a day, for feeling of not always being successful six days in a row or you know in protecting victims, impacting whatever it is” […] the way they see themselves (their ‘self-legitimacy’). A senior officer We do go to just job after job commented that: after job, it’s just weighing you down ‘cos obviously we’re ‘[Victims] may not support people as well you know, [we] prosecution but for lots of have got the same limitations complex reasons, we can find and frailties and everything else.’ that quite difficult. Because we’re focused on catching bad Another officer said that, people and stopping bullying.’ ‘unfortunately we are all human, we’re not robots’, and called for Officers draw on their emotional understanding and recognition resilience to manage challenging of how difficult policing is. One domestic incidents. One officer frontline officer described a likens self-protection to ‘encasing’ disconnect with senior officers, and the mind in a ‘shell’ reminiscent of a perception of organisational and vulnerable creature being shielded procedural injustice: by a protective barrier. The following comments from a frontline officer ‘It feels like you are being hit make a convincing argument for the with a big metaphorical stick. presence of vicarious trauma: But at the same time, and I think unfortunately, some senior ‘You do start going to managers need to realise that [incidents] and form pre- we try our best’. conceptions and you sort of stereotype and you know, sort Any perception that the frontline of you make yourself making role is not supported can result in [sic] your mind up about things an experience of organisational before you get to certain jobs. and procedural injustice, lack of But that is, you know, the way legitimacy for policing and a lack of I see it that is your mind kind buy-in to organisational goals. An of encasing itself in a shell that organisation that provides support says, “I’m not going to allow to officers could create greater you to be, you know, have your perceptions of self-legitimacy. blood pressure sort of sent If an officer feels that they are through the roof by doing this, being supported, they will be 16 Going equipped | Issue 1 | Summer / Autumn 2020 better equipped to have a positive through a rotation policy was cited impact on victims’ experience of by one officer as a positive move for procedural justice. mental health: ‘I needed a rest from response patrol personally. Did this Supporting officers to provide a and I feel great again.’ better service for victims Muir (1977) refers to the influence My research indicates that if policing that the sergeant has in educating and wants to meet the needs of victims of mentoring team members, schooling domestic abuse, officers need to be them in policing and forming them supported in their role. into professional police officers. The Both sergeants and constables importance of the sergeant was expressed a need for training and evidenced in my research. education to build capacity to help All participant groups felt that victims of domestic abuse. Speaking effective leadership at all levels of the importance of communication of the organisation was required through training, one officer to enhance officers’ experience said, ‘I need regular inputs to of organisational and procedural prevent myself being overcome justice. Scrutiny was welcomed by compassion fatigue’. This view by junior ranks, with a plea from a was supported by an officer who police officer that poor practice is recounted the positive impact of addressed when it occurs: ‘please effective training on her future deal with the supervisors and staff policing response, linking with the who do not take it seriously and let concept of ‘working rules’. the rest of us get on with it’. Muir spoke about the pivotal role that ‘Hearing from a victim herself sergeants play in supporting their about the issues she encountered staff, negotiating moral dilemmas with officers who had dealt with and mentoring their staff to be good incidents involving her […] was police officers. For this reason, I particularly hard hitting and believe that we need to ensure that certainly made me consider our sergeants are well equipped for my approach’. the important role that they play. Team performance was considered One IDVA went further, recommending within the constraints and influence joint training with victim support of organisational culture, typified agencies to help develop long-term as short-term, task-focused and thinking in policing. crisis-led. One senior officer said, Respite from the traumatic and ‘there is a sense where everything repetitive nature of domestic abuse has to be done yesterday’. In order Going equipped | Issue 1 | Summer / Autumn 2020 17

to optimise opportunities to break service delivery. Sergeants are the cycle of abuse, the organisation key to establishing ‘working rules’, must present opportunities for driving an uplift in performance development, promoting a mind- and effectiveness through scrutiny, set that encourages officers to think mentoring and education. about safety in the long term, as well My theory is that the experience as the here and now. of procedural justice for victims of domestic abuse can be enhanced Conclusion by supporting officers to be Many factors influence and impact the professional and demonstrate ‘good ability of the frontline officer to meet policing’. This results in the victim the needs of domestic abuse victims. experiencing procedural justice, Characteristics of good policing which in turn legitimises police could be found in the to the extent that the response to domestic abuse, but victim is more likely to engage with there were a number of issues, the police. However, in order to be including high workloads and ‘good’, police officers need support. continuous change, that made it They need clear communication, difficult for officers to deliver a mentoring, effective leadership, victim-focused service. Officers training and scrutiny to improve want to protect others but find their their ability to identify, assess and intentions are seemingly thwarted manage risk. This will have a positive by victims, so are sometimes unable impact on their own perception to achieve a positive criminal justice of organisational justice and self- ‘outcome’. This can lead to feelings legitimacy, which will help them of powerlessness, resulting in a to treat victims well. This, in turn, negative impact on self-legitimacy. leads to an enhanced experience Vicarious trauma can trigger of procedural justice for survivors survival mechanisms, resulting in of domestic abuse, increasing the a ‘hardening effect’ on emotions likelihood of victim compliance. over time. A lack of support leading This has a very positive impact to organisational and procedural on the officers, increasing self- injustice may be an issue that legitimacy, as they see that their prevents officers from being effective. intention to protect is being fulfilled. A central finding of my research If you are interested, please dip was the importance of leadership in into my thesis on the experience the sergeant role, as that position of domestic abuse from different appears to be very influential, perspectives to learn more about setting the expectations for the findings. 18 Going equipped | Issue 1 | Summer / Autumn 2020

Recommendations That the Domestic Abuse That forces consider discussing 1 Matters training, which many 4 the findings of this thesis and forces will have delivered, is agree on how the findings can followed up by a long-term be used to inform a number training plan, facilitated face- of issues, including wellbeing to-face as recommended by strategies, the response to HMICFRS (2014). victims of domestic abuse and That the concept of the leadership initiatives. 2 psychological contract is explored in order to transparently References account for the obligations of Epstein D. (2002). ‘Procedural leaders and followers, in terms of Justice: Tempering the State’s provision of training, guidance, Response to Domestic Violence’. expectations and leadership. William and Mary Law Review, 43 The psychological contract could (2001-2002), 5(3), pp 1842-1905. form the basis of strengthening Her Majesty’s Inspectorate of a leadership commitment Constabulary Fire & Rescue Service. at all ranks, reducing the rift (2014). ‘Everyone’s business: between junior and senior Improving the police response to ranks, and formulating a suite of domestic abuse’ [internet]. expectations at sergeant rank to address inconsistency in Heydari, Alison Claire. Enhancing the service provision. Experience of Procedural Justice That further IPA studies are for Domestic Abuse Survivors by 3 carried out to investigate the Improving the Policing Response: impact of domestic abuse trauma A Mixed Method Study Utilising on police officers and other Interpretative Phenomenological staff (such as PCSOs). How this Analysis. PHD thesis, impacts their ability to respond University. Portsmouth: University Of to victims of domestic abuse Portsmouth, 2019. appropriately, and in accordance Hoyle C. (1998). ‘Negotiating with policy and legislation, is an Domestic Violence: Police, Criminal important component of cultural Justice, and Victims’. : Oxford change. There is an increasing University Press. interest in wellbeing in police forces, and the results would be Since contributing this article Ali valuable to feed in to police force Heydari has joined the Metropolitan wellbeing strategies. Police Service as a Commander. Going equipped | Issue 1 | Summer / Autumn 2020 19

Shift in the life of a Forward Intelligence Officer Sergeant Michael Richards Metropolitan Police Service

Date: Monday, 7 October 2019 Role: Forward Intelligence Officer, Metropolitan Police Service Event: Extinction Rebellion ‘Autumn Uprising’, day one

ith the event being well- became a conversation piece with advertised, and as we had protestors when they told me that W learned lessons from a they were protesting for my kid. similar event in April, I was aware of Our patrols officially started at my very early morning deployment 0700hrs. We were tasked with weeks in advance. Forward some of the iconic sites and major Intelligence Team (FIT) officers were central London junctions that were asked for their availability on working suspected targets for the Extinction days, as well as rest days, for the Rebellion (XR) and Animal Rebellion event. Due to the limited number ‘Autumn Uprising’. We met our first of available FIT officers, I knew that customer before we‘d even made it I would be deployed. The role of to our assigned ground! A vehicle each FIT was to gather intelligence crossing Lambeth , destined that could help the public order for The Mall, was fully loaded with XR commanders to form a strategy and paraphernalia, flags and artwork. The allocate resources. There were six FITs occupants were quite open about staggered over three start times, and their intention to use the contents we all knew that we had a long two for a family-orientated tent where weeks ahead. The shortest day over children could produce artwork. the fortnight was 12 hours and some A quick lap of iconic sites on were as long as 18 hours. foot and by vehicle highlighted the I arranged to meet my FIT partner vast number of protesters present at Lambeth at 0600hrs. The day in and around central London. At started with me getting my uniform about 0900hrs, blockades began to and shower kit ready, so I could emerge on bridges, major junctions shower at work and avoid waking my and iconic sites, including outside two-year-old son. I had told him that I the Home Office. We engaged with wouldn’t see him much over the next the protestors throughout. Many two weeks, and I had made sure that were reluctant to offer up specific I spent as much time as possible with information regarding intentions and him the week before. My son often locations, but reiterated that any 20 Going equipped | Issue 1 | Summer / Autumn 2020

actions would be peaceful. Several very peaceful and courteous, and cafés became popular pit stops for I lost count of how much food I protestors and police alike! was offered! After a final lap of the As time went on, more complex blockades, we were dismissed from methods of blockading roads were the event. In this role, experience used, such as parking a heavy goods is more important than rank. vehicle near the Home Office, and My FIT partner was an expert in numerous tents and temporary recognising the event organisers, structures appeared. Throughout so I happily followed his lead. the day, we continued to take a * * * tour of different encampments and discovered hundreds of very Since contributing this article, I have simply devised wooden boxes with been promoted to Inspector, working holes in each end. These became in Westminster on a permanent basis. commonplace over the fortnight, The planned XR spring protests were and they were used to build cancelled due to the emergency of structures and to enable protesters the COVID-19 outbreak. In recent to lock themselves to each other months, we have had to balance through the boxes. police presence at Black Lives Matter, Later, we were tasked to attend anti-lockdown and far-right protests, the Animal Rebellion protest at among others. As a Police Support Smithfield Market, where the Unit (PSU) Commander, this has protestors had set up an impromptu presented some interesting problems vegan market with a few hundred to solve around balancing the people present. On arrival, we facilitation of peaceful protests with liaised with Police, the necessity for social distancing. who were dealing with the low- I continue to look forward to the key event. The protestors were challenges ahead. Going equipped | Issue 1 | Summer / Autumn 2020 21

What I learned from... being a first responder to a rape, early in my career Police Constable, anonymous

’ve been a police officer for just short time, I was more just going through of 18 years and I’m currently working the motions and completing tasks Ion immediate response. This role is in line with general training. I didn’t demanding and vast. There is always engage with her at a level that meant learning, reflection – sometimes on our I got the full picture of her complex own failures and mistakes – and room life and needs. Even on that evening, for improvement. I often think back to I walked away feeling that I had not a job where I went away feeling like I only let myself down, but also, and could have done more. most importantly, I had let the woman Looking back to when I had only down by not giving her the very just finished my probation, I was best service that I knew I could have double-crewed with another officer delivered. I am personally reassured on a night shift. I was asked to attend that this complaint was followed up a report of a female stating that she by CID shortly after my visit. had been raped. Back in the day, there Sometimes it can be hard to avoid were very few women in the police making preconceptions. So, when I’m then, and if an incident involved the heading to jobs, for example, with term ‘sexual’, you knew you’d be repeat callers, I just go back to that deployed. I had no specialist training, one job and picture the woman sat which I’m lucky to have now, but I was drunk on her sofa in her dark lounge. pretty confident I knew what to do. I remember that she was, and is, one I remember that, before I attended of the reasons I do my job. Even if the rape, a few of the older bobbies she only rang to tell her story and had told me that this woman all she needed was a hug, how hard was an alcoholic and was always could that be? I vowed that this was ringing in. I realise now that these a feeling I never wanted to feel again, comments clouded my judgement that I would avoid that unconscious when approaching her as a victim. I bias and that I would deal with every remember walking into the woman’s job and every person on their own house with a preconception of her, merit. I like to think this learning has which I now believe restricted my helped me to become the officer I am core instincts, such as empathy and today, and has held me in good stead understanding. I feel that, at the for the past 17 years. 22 Going equipped | Issue 1 | Summer / Autumn 2020

MY IDEA

Putting fraud protection advice into prescriptions

Fiona Price, Fraud and Cyber Protect Officer

y job is to protect victims superintendent about my idea, of fraud, and to work and we agreed that I could develop Mproactively to ensure that it further. people are not scammed in the I have now started contacting first place. The Crime Survey of other pharmacies to see if this England and Wales estimated that is something they would be there had been 3.8 million incidents interested in working with us on. of fraud for the year ending March This is particularly relevant now, 2019. Sadly, I have found that many with criminals taking advantage of victims of fraud are vulnerable and people’s uncertainty around the often elderly. This led me to think pandemic by using fake COVID-19 about how we could get our fraud services and products as a lure. protection messaging out to this This simple idea could help us to get demographic. scam warnings and fraud protection I began by asking GP surgeries if messaging out to a large number of I could leave advice leaflets in their people, especially older people who waiting rooms. Most agreed, but I are alone and self-isolating, to help didn’t know if people were actually keep them safe. picking up the leaflets and reading them. I then took a bundle of leaflets and went into Nottingham If you have tried this idea locally, city centre. tell us about it by emailing I visited a pharmacy and asked [email protected]. if the leaflets could be displayed. police.uk The pharmacist agreed to put one into each prescription bag that was Or if you have a good idea, why dispensed, until the leaflets ran not add it to the National Map of out. When I returned to the office, I Police Ideas? updated my sergeant and detective Going equipped | Issue 1 | Summer / Autumn 2020 23

BEST PIECE OF ADVICE

Be the change

Sergeant Ben Forbes

hen I joined policing as a regular, having been Wa in the Metropolitan Police Service, I really was one of the lucky ones. As a special, I had a fantastic support network of regular and volunteer leaders, and the Met supported me in gaining a number of specialist skills. This afforded me a great start to my career when I joined Barking and Dagenham as a regular in 2013. People who know me say I have always been a passionate and energetic type of person – some say ‘full on’, which at times I can’t argue with! As soon as I become a At the time, I was clearly told that PC, I wanted to help change how the reason for being detained was we engage with, support and tackle my age, my skin colour and because gang issues involving young people. I was in a high-crime area. The police From my own experience, as a mixed were gentle and were not rude, but it race young man from Newham, East just didn’t feel right. London, I knew there were feelings Now, as someone who upholds of distrust and disconnect by the the same law as those officers did, local community and the police. One I have a greater understanding example (of many) springs to mind: and appreciation for the powers when I was 17, I was walking to meet available to us in policing. However, a friend in Stratford when suddenly these experiences are what drove I heard a large bang. That bang was me to apply to become a police the side door of a Territorial Support officer and help bring about change Group (TSG) carrier opening quickly. that sees our diverse communities Before I knew it, I was grabbed up represented in the rank and file of into the van and detained for search. today’s police services. As a young 24 Going equipped | Issue 1 | Summer / Autumn 2020

officer, I wanted to change the world Years later, following the murder within the first 72 hours of landing of George Floyd, I feel empowered in my borough, and I was given one and remain committed and piece of advice from an experienced determined to promoting and sergeant, who has become one of sharing this advice. I have a passion my closest friends. It was: for celebrating our differences and bringing about change to allow our diverse communities to feel empowered, supported and included.

“Be you and only you. Bring the change you and I want you to bring. Use your community skills and experiences to bridge gaps, but make sure you understand the bigger picture. Take each day as it comes and be strong when judged, as you will be judged for being different. Represent how you would want to be represented and tackle negativity in an open, engaging and understanding way.” Going equipped | Issue 1 | Summer / Autumn 2020 25

LONG READ The impact of viewing indecent images of children on police wellness and wellbeing

Superintendent Neil Ralph Devon and Cornwall Police

Neil has had a varied 19-year career completing uniformed and detective roles, including working in general duties, CID environments, response, proactive teams, neighbourhood policing, public protection unit and covert policing. He is currently the Partnerships Superintendent for Devon. He has been the force lead for child sexual exploitation (CSE), and is the South West lead for the Society of Evidence Based Policing. He works closely with the University of Exeter and has been involved in research projects that have been awarded funding approaching £1 million. He has a master’s degree in Police Leadership and Management.

Introduction

My interest in this research area complexities surrounding these stemmed from my time as a DCI in crimes were less well researched the public protection unit. At that and less well understood. I managed time, I was the force lead for child our Paedophile Online Investigation sexual exploitation (CSE), and our Team (POLIT) and Local understanding of the investigative Safeguarding Teams (LSTs), and was 26 Going equipped | Issue 1 | Summer / Autumn 2020 also the force lead for the largest Initially, I set about trying to paedophile operation that Devon identify what research was available and Cornwall Police have ever run. locally, regionally, nationally and All of this meant a lot of interaction internationally. I was surprised to find with staff whose job it was to view that very little research regarding indecent images of children (IIOC) investigator wellbeing existed in this on a regular basis. bespoke area. As a result, I decided Sadly, this was a growth area due to to design a questionnaire to be used the explosion in internet technology among investigators, with the hope and internet-enabled applications. that a better understanding would This inevitably meant that someone improve police wellbeing responses from a law enforcement perspective for staff viewing IIOC. would have to view images that could The Findings be extremely distressing. At this time, the Child Abuse Identification Officers and staff with experience Database (CAID) was very much in of internet child exploitation (ICE) its infancy. This led to a relatively work reported negative measures of small number of staff viewing huge self-reported wellbeing. volumes of distressing content. I was acutely aware that, due to the sheer The findings indicated that 49% of volume of what was being discovered, investigators viewing IIOC felt that these investigations were no longer the work had a negative impact being held by specialists. Increasingly, on their life away from work. officers were investigating these Furthermore, 24% of respondents crimes with little or no specialist agreed or strongly agreed that the training or insights into the levels of stress of viewing IIOC reduced their safeguarding required. productivity at work, and 23% agreed This was very much in the midst or strongly agreed that they had of austerity, with reduced staffing harmful intrusive thoughts concerning numbers and budgets. A greater IIOC investigations when not at work. understanding of investigator Interestingly, less evidence (18%) wellness and wellbeing was was found to support investigators required if we were to sustain our wanting to change their role within commitment to investigating this the police. tide of abuse. I wanted to build Therefore, it seems clear that staff a greater understanding of the experiencing ICE work reported potential impact of viewing these negative consequences on their distressing images, as well as the wellbeing. These findings support effect on investigators themselves. the limited available literature, Going equipped | Issue 1 | Summer / Autumn 2020 27

which indicates that a proportion of is limited literature indicating investigators exposed to ICE work how this transfers into workplace may suffer detrimental effects to their absenteeism. wellbeing (for example, Brady, 2017; In my study, it was identified that Wortley et al, 2014; Perez et al, 2010). 5% of staff reported that viewing IIOC had contributed to them taking Officers and staff with experience sick leave. In addition, 4% reported of ICE work report taking sick seeking medical help to deal with leave, or other forms of leave, to the effects that they felt resulted help them cope with the impact of from viewing IIOC. While these are viewing IIOC. relatively small percentages, the impact on individual wellbeing may There is clear evidence that well be significant. Furthermore, viewing IIOC can result in medical if these impacts were scaled up symptoms that are likely to to a regional or national level, the necessitate investigators taking sick organisational impact is increased, leave as respite from their work. as is the potential ability of law Wortley et al (2014) found that a enforcement agencies to effectively proportion of ICE staff reported a deal with this abuse. clinically significant post-traumatic Powell et al (2014, p 555) have stress profile. Perez et al (2010) noted that ‘stressors place physical, reported that over 30% of ICE psychological and social restrictions investigators developed symptoms on investigative capacity’. This of secondary traumatic stress has clear implications on the disorder (STSD). ICE investigators implicit reduction of individual and are at increased risk of developing organisational capacity. Wolak STSD and burnout (Bourke and and Mitchell (2009, p 11) have also Craun, 2014; Burns et al, 2008; highlighted this issue: Sprang et al, 2011). These can result in a variety of negative individual ‘The wellbeing of personnel who and organisational outcomes, investigate child pornography including depression and anxiety, cases is a matter of concern, not both often leading to sickness just for compassionate reasons, absence, as well as increased rates but also because unrelieved of absenteeism and staff turnover stress can reduce productivity (Bourke and Craun, 2014; Pryce and retention of the specialised et al, 2007; Travis et al, 2015). and highly trained staff who Despite work to identify negative investigate these crimes.’ impacts on ICE investigators, there 28 Going equipped | Issue 1 | Summer / Autumn 2020

To properly understand organisational occasion, taken annual leave or rest wellbeing, it is vital to have accurate days when they should have taken records regarding absenteeism. sick leave. However, if employees take a form The findings of my study support of leave such as annual leave when the emerging picture regarding in reality they are unwell, or take policing and leavism. In all, 12% re-rostered rest days instead of of respondents reported taking taking sickness leave, this masks the another form of leave as a coping problem. It also restricts our ability to mechanism to deal with viewing deal with the early onset of problems IIOC, as they didn’t want to take such as PTSD or symptomatic sick leave. There are a number of depression. This has been termed consequences to this. It is harder to as ‘leavism’. Hesketh and Cooper identify issues and gain investment (2017, p 58) have found that ‘leavism to facilitate wellbeing interventions, undoubtedly and significantly and it may also have a detrimental skews the true picture of workforce effect on individuals. For example, wellbeing’. A recent study by if an individual uses up leave when Houdmont and Elliott-Davies (2017) they should be sick, this means they identified that leavism is a significant cannot take annual leave at other issue facing UK policing. The authors times to recuperate. Additionally, reported that 42% of officers the cause of the sickness may never developing adverse psychological be addressed, and so symptoms health symptoms had, on one or more are likely to return. This has a Going equipped | Issue 1 | Summer / Autumn 2020 29

negative impact on wellness and, so that investigators do not in the long term, it is likely to carry caseloads entirely or increase absenteeism and reduce largely consisting of those organisational productivity. A indicators known to be the reduced staffing wellness profile most detrimental to investigator might lead to reduced quality wellbeing. Senior officers should of service and a reduction in have a clear strategic vision on organisational ability to protect the this matter and should clearly most vulnerable in our society. articulate how they value the officers and staff that complete Recommendations this work. All investigators in specialised 1 ICE departments, or those Officers and staff involved with investigating ICE crime, should 4 ICE investigations should have receive counselling support, access to a programme to raise as well as some form of awareness of their wellbeing, psychological assessment, to with a clear focus on key identify any issues harmful to elements, such as their mental their wellbeing. health and the importance of physical exercise and a healthy All staff and supervisors work-life balance. 2 involved in ICE work should receive bespoke training that Organisations should focus covers technical elements of 5 efforts on strength-based and the work and outlines coping ergonomically suitable working strategies to facilitate dealing environments. A culture should with negative emotions, as be promoted whereby informal well as IIOC viewing strategies. and formal social support Supervisors should have mechanisms are encouraged additional training in mental within an open environment. health first aid. The discussion of wellbeing issues should be seen as a sign General workload stressors of strength, not weakness. 3 should be reduced, including a particular focus on the ICE investigators should have management of workload, 6 access to the technology that access to resources and enables them to complete partner agency engagement. their work. Technological Workload should be managed limitations can contribute to 30 Going equipped | Issue 1 | Summer / Autumn 2020

reduced employee wellbeing and advice regarding wellbeing (Wortley et al, 2014). In the were included in detective training technologically dynamic arena programmes, and privacy screen of ICE investigation, access to filters were added to bespoke the right technology is key not monitors that were used to view IIOC only to wellbeing, but also to in open-office environments. This identifying perpetrators in a enabled staff to be in contact with timely manner. colleagues while viewing IIOC, while ensuring that no-one else viewed The impact of the research the images at the same time. This I was very lucky to receive improved the ergonomics of the support from my force to improve social space in which the ICE staff conditions for officers and staff operated. Psychological screening viewing IIOC. First, I wrote a assessments were promoted paper for the force business board among ICE investigators, staff and highlighting what I had identified, supervisors. IT equipment was with recommendations for adjusted to equip investigators with wellbeing-inspired change. These the tools they needed to do the job, recommendations were accepted. reducing stress and frustration. Senior I organised a multi-departmental officers recognised the potential group of key individuals, who negative impact of viewing IIOC and were tasked to implement the provided key messages recognising recommendations across the force this to staff and officers. area. I was able to recruit committed Conclusion and passionate people to this group, who were able to facilitate the My work and this study provided wellbeing-based change needed. evidence that viewing IIOC and taking Over the course of 12 months, the part in ICE investigations can have group met regularly to implement a negative impact on wellbeing for the recommendations and reflect some police officers and staff. The on how these new measures were severity and volume of exposure having an impact. can be extreme and appears to A booklet was produced for all be increasing. This could result in officers and staff viewing IIOC as part greater harm to the officers and staff of their role. This highlighted viewing involved. Police officers and staff have and coping strategies, and also gave reported that the impact of viewing advice and guidance regarding some IIOC had required them to seek of the more technical elements of medical interventions, and this was ICE investigation. Training inputs most acute when bespoke wellbeing Going equipped | Issue 1 | Summer / Autumn 2020 31

support had not been provided. References Officers and staff also took forms of Bourke ML and Craun SW. (2014). leave other than sick leave when they ‘Coping with secondary traumatic were mentally or physically unwell. stress: differences between U.K. and To continue to safeguard the most U.S. child exploitation personnel’. vulnerable in our society, we must Traumatology: An International look after the people protecting them. Journal, 20(1), pp 57–64. The wellbeing of staff involved in the traumatic and complicated work Brady PQ. (2017). ‘Crimes against of ICE investigation, both specialist caring: exploring the risk of secondary and non-specialist, must continue traumatic stress, burnout and to be a priority for law enforcement compassion satisfaction among child organisations moving forwards if exploitation investigators’. Journal of they are to successfully achieve their Police and Criminal Psychology, 32(4), safeguarding mission. pp 305–318. 32 Going equipped | Issue 1 | Summer / Autumn 2020

Burns CM, Morley J, Bradshaw R and Ralph, N. Impact of Viewing Domene J. (2008). ‘The emotional Indecent Images of Children on impact on and coping strategies by Police Wellness and Wellbeing. police teams investigating internet MSC Thesis in Police Leadership and child exploitation’. Traumatology, Management, University of Warwick 14(2), pp 20–31. Business School. 2017.

Hesketh I and Cooper CL. (2017). Sprang G, Craig C and Clark J. (2011). ‘Managing Health and Wellbeing in Secondary traumatic stress and the Public Sector: A Guide to Best burnout in child welfare workers: a Practice’. London: Routledge. comparative analysis of occupational distress across professional groups. Houdmont J and Elliott-Davies M. Child Welfare, 90(6), pp 149–155. (2017). ‘Officer Demand, Capacity and Welfare Survey: Absence Travis DJ, Lizano EL and Barak Behaviours’ [internet]. Police MEM. (2015). ‘‘I’m so stressed!’: Federation of England and Wales. a longitudinal model of stress, burnout and engagement among Perez LM, Jones J, Englert DR social workers in child welfare and Sachau D. (2010). ‘Secondary settings’. British Journal of Social traumatic stress and burnout among Work, 46(4), pp 1076–1095. law enforcement investigators exposed to disturbing media images’. Wolak J and Mitchell KJ. (2009). Journal of Police and Criminal ‘Work exposure to child pornography Psychology, 25(2), pp 113–124. in ICAC task forces and affiliates’. Durham, NH: Crimes Against Children Powell MB, Cassematis P, Benson MS, Research Center, University of New Smallbone S and Wortley R. (2014). Hampshire. ‘Police officers’ perceptions of the Wortley R, Smallbone S, Powell M and challenges involved in internet child Cassematis P. (2014). ‘Understanding exploitation investigation’. Policing: and Managing the Occupational An International Journal of Police Health Impacts on Investigators of Strategies and Management, 37(3), Internet Child Exploitation’. Griffith pp 543–557. University and Deakin University.

If you would like to find out more about the welfare support offered by the National Police Wellbeing Service, please go to oscarkilo.org.uk Going equipped | Issue 1 | Summer / Autumn 2020 33

With thanks to

Editorial board members

Superintendent Katy Barrow-Grint, Editor-in-Chief, Detective Constable Keri Alldritt, Greater Manchester Police Sergeant Caroline Hay, Detective Superintendent Julie Henderson, Nichola Rew, Analyst, City of London Police Nerys Thomas, Knowledge, Research and Practice Lead, College of Policing Sergeant Paul Williams, Chair of Cumbria Police Federation,

Peer reviewers

Chief Inspector Kate Anderson, Cambridgeshire Constabulary Inspector Paul Cumbers, Detective Sergeant Rob Ewin, Cumbria Constabulary Sergeant Caroline Hay, City of London Police Detective Superintendent Julie Henderson, Bedfordshire Police Inspector James Hoyes, Metropolitan Police Service Detective Sergeant Brian Kelleher, Metropolitan Police Service Rebecca Lewis, Knowledge Exchange Manager, Police Police Constable Bryn Walsh, Metropolitan Police Service Andrew Whinney, Improvement and Evaluation Manager, Melanie Wiffin, Senior Research Officer, Cambridgeshire Constabulary Police Constable Jessica Wilkins, © College of Policing Limited (2020) All rights reserved. No part of this publication may be reproduced, modified, amended, stored in any retrieval system or transmitted, in any form or by any means, without the prior written permission of the College or as expressly permitted by law.

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