let s speak now with sarah charman, professor of criminology at the university of portsmouth. changing culture of any large organisation is a challenge, isn t it? what do you see as the starting point for whoever is eventually appointed to replace president dick? is in an incredibly difficult task to change the culture of an organisation. cressida debt. we seen a lot of talk about changing leadership at the top changing policies but nowhere really is there any discussion about what it takes to become a police officer and learning to be a police officer. we must look at it from the other angle look at new recruits from police officers and how they learn. culture may come from the top as many people would argue. but i suggest strongly that it starts at the bottom. my research that i followed new recruits asking them what is it to be a police officer, how can you learn to be a police officer? and
hear some moving forward. i hope you could hear some of moving forward. i hope you could hear some of what moving forward. i hope you could hear some of what our moving forward. i hope you could hear some of what our previous l moving forward. i hope you could - hear some of what our previous guest was saying but i m also interested in your ideas about how you go about changing the culture. because we ve spent the last few minutes reflecting on how tricky that can be, even if the will is there. what thoughts do you have on the first steps that whoever replaces it cressida dick it might take? for me it s definitely cressida dick it might take? for me it s definitely instilling cressida dick it might take? for me it s definitely instilling trust - cressida dick it might take? for me it s definitely instilling trust in - it s definitely instilling trust in the public i think is one of the first things. i think what cressida dick did really well as listen to the staff was ultima
of the sarah everard murder of the sort of people who were being given a job within any given police force in the first place was what extent can you weed out ingrained racism, sexism when you are recruiting a candidate? sexism when you are recruiting a candidate? ., ., . candidate? the formal recruitment -rocess candidate? the formal recruitment rocess is candidate? the formal recruitment process is obviously candidate? the formal recruitment process is obviously going - candidate? the formal recruitment process is obviously going to - candidate? the formal recruitment process is obviously going to be i process is obviously going to be incredibly thorough. i think it s what happens when officers joined the organisation that we need to be more careful about. we also need to listen to the voices of the people joining the organisation. there s a tendency for new police officers that have to conform very regularly to the process and system. and then not listen to. and when officers are
found in the grievance paper. that s a good indication of how far these issues are being tackled. that person is then left reallyjaded with the actual culture itself. the person that is bullet down, made decision to discriminate against them, they are in part to carry on and it seems that the organisation for the we do not track that behavior. and the certain incidents received officers getting promoted even though they been involved in a behavior. we do not track and trace people in the organisation, we are not consistent across all. getting that independent loop of that and that independent loop of that and that misconduct system i think would be key to taking it outside of the policeman seance. with many years ago of police complaints being established we now need that for internaljustice established we now need that for internal justice as well. established we now need that for internaljustice as well. internaljustice as well. really interesting internaljustice as well. really i
are pressures to conform in the organisation. particularly when you re relying on your colleagues in potentially quite dangerous situations. fitting and doesn t necessarily mean joining situations. fitting and doesn t necessarily meanjoining in situations. fitting and doesn t necessarily mean joining in with the behaviours but sometimes does they need to be away for officers to be comfortable to challenge what they see and it s a very difficult situation for police officers. see and it s a very difficult situation for police officers. very, very interesting situation for police officers. very, very interesting to situation for police officers. very, very interesting to hear situation for police officers. very, very interesting to hear about - situation for police officers. very, | very interesting to hear about your research. we will stay with us. let s speak now with andy george, president of the national black police association, an organisation which represents black and ethni