I wonder what it will take for the Probation Service to be declared 'not fit for purpose' or the senior leadership less than 'excellent'? Yet another HMI report that can be summed up thus:-
"While senior leaders have demonstrated a clear commitment to taking these recommendations forward, and there has been a lot of activity to do so, there has not been as much progress as I would have wished in embedding effective practice or improving the satisfaction of minority ethnic staff."
Today's press release:-
Race equality in probation remains ‘a work in progress’HM Inspectorate of Probation has published a report reinspecting the work undertaken and progress made, by the Probation Service, to promote race equality for people on probation and staff. The Inspectorate last looked at this area of practice in 2021.
Read the report in full on the HMI Probation website: Race equality in probation follow-up: A work in progress.
Chief Inspector of Probation Justin Russell said: “The disappointing findings from our inspection two years ago called for a follow-up report so we could closely monitor whether our recommendations have led to improvements. Unfortunately, not enough progress has been made.
“It’s clear that race equality – for people on probation and probation staff – remains a work in progress. While there is a commitment to improve the experience of Black, Asian and minority ethnic people within this area of criminal justice, there is still some way to go to achieve proper equality of provision and opportunity”.
This reinspection found:
- still no national strategy that sets out expectations and plans for service delivery to minority ethnic people on probation
- little evidence that probation staff had spoken with people on probation about their ethnicity, culture, religion, and experiences of discrimination
- planning and delivery of probation services were worse for minority ethnic people on probation than for white people
- dissatisfaction remains for minority ethnic staff, but there has been progress.
Mr Russell continued: “The recommendations from our 2021 report made clear that there was still a significant way to go to making the improvements needed to better support Black, Asian and minority ethnic people on probation. So, it is disappointing to see that the needs of those with diverse cultures and heritages are still not being met. For example, at the time of our inspection, specific services for ethnic minority people on probation were only being delivered in one area.
“Major stumbling blocks to success remain such as a delay in funding for such services. Additionally, there are few training programmes around race and ethnicity to support probation practitioners, so they aren’t currently getting the support to learn and develop the skills they need for this area of their work.
“While I don’t doubt the commitment of local probation leaders to promoting racial equality, there is still some way to go to reassure Black, Asian and minority ethnic staff that they will be treated equally. The perception remains that there is a lack of understanding and action. This needs to start with better communication between minority ethnic staff and leaders at a local level.”
Minority ethnic people on probation
We found that there had been insufficient improvement overall in the experiences of Black, Asian and minority ethnic people on probation since the 2021 inspection. In the 50 cases we inspected there was still little evidence that probation staff had spoken with minority ethnic people on probation about their ethnicity, culture, religion, and experiences of discrimination, or planned interventions that were responsive to these diversity factors. Data from our wider local probation inspection programme showed that assessment, planning, and implementation and delivery of these sentence plans were worse for minority ethnic people on probation than for white people, and fewer services were delivered for them.
However, some of those we spoke to – including people who were new to the probation system – did tell us they felt heard by their probation officer, not discriminated against, and considered their relationship to be positive and effective.
We have recommended that practical training – such as sessions to improve cultural understanding and challenge discrimination – could be a solution to better and more effective practice. There is also potential to include people who have experienced probation supervision themselves to help shape training and guidance, and a need for probation services to provide culturally appropriate support services to improve rehabilitation.
Minority ethnic probation staff
Our 2021 inspection raised concerns about how ethnic minority probation staff were being treated, and we were hoping to see significant improvements in this area. Although a survey conducted for this inspection showed limited improvement in scores for the questions we asked, the perceptions of ethnic minority staff remain mixed, and not as much progress has been made as we had hoped for,
Many staff still do not believe that probation leaders and managers understand the issues they face, and there is a tendency for people to be grouped together without recognition of their diverse backgrounds and experiences. We know that leaders want to improve their support for Black, Asian and minority ethnic staff, and this has improved in some services, but we are still finding that ambition is not backed by meaningful actions.
While progress is being made in minority ethnic staff progressing into management positions, a substantial minority of minority ethnic staff do not believe that the recruitment process is fair and equal.
"We know that leaders want to improve their support for Black, Asian and minority ethnic staff... "
ReplyDeleteHow do you know? Because they told you so? Like when they tell you they are excellent & that staff are crap? Or when they show you how they meet all their tickbox targets & pocket bonuses. Like when they demonstrate how extremely busy they are with their strategies & engagements ?
But somehow their collective performance doesn't exceed 20% - THEY ARE FAILING 80% OF THE TIME.
And what did you discover about race equality?
* Unfortunately, not enough progress has been made
* It’s clear that race equality – for people on probation and probation staff – remains a work in progress... there is still some way to go to achieve proper equality of provision and opportunity
* it is disappointing to see that the needs of those with diverse cultures and heritages are still not being met.
* insufficient improvement overall in the experiences of Black, Asian and minority ethnic people on probation since the 2021 inspection
* sentence plans were worse for minority ethnic people on probation than for white people, and fewer services were delivered for them.
* Many staff still do not believe that probation leaders and managers understand the issues they face
Just like performance of the service as a whole, the leaders are full of bullshit, hot air & unable to deliver, which is neatly summed up by Splinterpants:
"we are still finding that ambition is not backed by meaningful actions."
Worse still, Splinterpants excels in his carefully crafted use of weasel words when he says "senior leaders have demonstrated a clear commitment to taking these recommendations forward".
Demonstrated a clear commitment? How so? Oh, hang on, here it is...
THERE IS STILL NO NATIONAL STRATEGY FOR RACE EQUALITY IN PROBATION.
For all of its £multi-million budget HMI Probation spouts meaningless equivocal blather that falls on deaf ears in the corridors of power month after month, year after year.
"we are still finding that ambition is not backed by meaningful actions."
DeleteDon't you see it yet, Justin? Or don't you *want* to see it in your chums?
The PERSONAL ambition of senior leaders far outweighs their professional ambition - hence the promotions, proliferation of managerial posts & bonus targets regularly met BUT... what about the task in hand, the job that needs to be done, the "actions", the delivery of meaningful & effective 'probation' services across the board...?
Senior Leaders: Nah, fuck that shit. We'll just 'demonstrate commitment' & congratulate ourselves.
OBE anyone? Damehood? Maybe a Garter or two?
What would it take to see an all BAME probation running the service with only Bame user's. Then measure the difference.
ReplyDelete“It’s clear that race equality – for people on probation and probation staff – remains a work in progress." QED
Delete(QED is short for the Latin phrase quod erat demonstrandum and means, loosely, "that which was to be shown"... it's a summary way of saying that the proof is concluded.)
I agree with everything you say 07:54, we appear to be in an age where senior management are simply never accountable. Because we on the frontline recognise this they are often held in hidden contempt but yes, pragmatically we can’t speak out, there are many micro aggressions used to silence us, passive aggressive behaviour and unbelievably, sometimes threats. I recall a current PDU head saying “ if you don’t like what I’m saying, don’t bother going to the union, they will support me”. This in a team meeting when OASys targets had been missed and staff being berated for this yet the team average was 150% on WMT. So when the Inspectors categorise staff as “cynical” perhaps they really should reconsider the disgraceful use of this term, especially when contrasted with the clear esteem they hold “excellent” leaders in. Methinks Inspectors need to question their own assessment skills, they seem incapable of assessing the very real failings of senior management.
ReplyDeleteThat PDU head should be held to account. As a rep i support my members
DeleteIf you are a Napo rep or what have you hahahah no one takes you seriously . Your leadership is surrendered most reps have very little skill let alone capacity. Way out your depth sccl will eat you alive. Signed sccl manager.
DeleteHave you actually met most reps!! ?
DeleteYes I have actually . Incredibly they all lack any sign of appreciating the work required to manage legal argument. They talk ambitiously but have no understanding of what is lawful does not mean employers obey. Their national reps are a mixed bag. One or two have a good reputation the rest are controlled. Local representation a Napo official once said get in before they do. Hardly a considered or professional approach. It's not who is first but what is right. The Napo national leader has not got a good reputation from what I have heard either. My manager and aco told me to avoid any union engagement as they are not respected or relevant under current process. I reckon they are correct.
DeleteHow on earth does a rep hold a pdu management to account what do you do then. The unions never meet in my division ever. When the DD is in the building there is a lower hum and heads down as she generates anxieties known as a bully but not very able. She does not respect anyone and any union I imagine but don't know she would likely get rid of the staff .
DeleteHaving now left the Probation service some year and half ago, I found that some union reps found it hard to keep information given to them confidential - hence my reluctance to ever go to the Union about anything!
Delete15.51 what possible motive would managers have to tell staff that a union is useless I wonder? ......... guess we'll never know.
Delete"senior leaders have demonstrated a clear commitment to taking these recommendations forward"
ReplyDeletehmpps' responses via the 'action plan' from hmiprobation:
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1182900/Race_Equality_In_Probation_a_follow_up_-_A_work_in_progress_action_plan.pdf
Develop a national race equality strategy for service delivery. (Repeated recommendation)
* Partly Agreed
Provide materials for working with those convicted of racially motivated offences, supported with staff training, and consult with minority ethnic probation practitioners before allocating this type of case to them. (Repeated recommendation)
* Partly Agreed
Definition of Partly Agreed: "Only part of the recommendation is agreed with, is achievable, affordable and will be implemented. This might be because we cannot implement the whole recommendation because of commissioning, policy, operational or affordability reasons"
"senior leaders have demonstrated a clear commitment to taking these recommendations forward"
Call them out, Justin.
Even though your commentary is somewhat equivocal, the findings were shocking & your recommendations were fair & reasonable.
They are plainly NOT committed to taking anything forward except their own protected salaries & sense of entitlement, to which you are contributing by providing soft landings in your comments for the disgraceful, parlous state of a failing organisation.
How many of these reports are needed before someone realises that the probation service is actually not fit for purpose. The same senior managers make the same mistakes over and over again. There is simply no evidence of improvement. In fact things appear to be deteriorating rather than improving. Whilst I’m sure the senior leaders are pleased when their failings are over looked, it’s pretty clear that from the top downwards senior leaders need to take some responsibility for the chaos. If it was a more eye catching political issue the chances are they would be removed and an emergency team would take over to address these failings. It’s simply inconceivable that the same people who are creating the problems can be trusted to put them right. So for once they should lead by example and resign. But hey this is bent Britain so there’s no chance of that kind of leadership. Neither do I expect the tiny tories (labour) to make any difference at all. As a party they are as clueless about criminal justice as the current ilk. Although they might not be as cruel…
ReplyDelete... don't hold your breath; bluelabour & the tiny tories (like it) are already showing signs of placing cruelty over compassion in their bid to take the reins next year. Their spindoctors have been tilling the soil for months now:
Delete"Labour last month said its fiscal rules might not allow it to reverse cuts like the two-child benefit limit or bedroom tax, between them responsible for putting hundreds of thousands of families in poverty." (Independent, 2023)
We have a head of area NE ,although he seems to frequently change his title, who beggars belief. He is egotistical and surrounds himself with ‘ the chosen ‘ (his words not mine ) he bullies, belittles and threatens. If he was a prisoner, or POP, he would be labelled a manipulative bully who should be monitored closely. I have heard some dreadful accounts from colleagues, some with a decade plus under their belts, which I frankly find disturbing from the impact on an individual colleague but also from an emerging culture. I take no pride whatsoever in saying that I bought into the materialistic world, as such my family’s lifestyle (modest as it is) trapped me and I did not speak out. I felt spineless! I have spoken at length with Unison and have kept a log for the last 8 months and may be approaching a moment of a constructive dismissal claim. I am in my fourties’ with 15 years plus as a PO and I am at my lowest ebb. I am blessed with a very supportive partner and we are now debt and mortgage free so I am ready to fly, but not like a dove-I have talons and I will strike back. Either way I will not go quietly as I was so very inspired by the ‘old school’ POs who really were driven by values, an understanding of society and the psychology of trauma.
ReplyDelete“I was so very inspired by the ‘old school’ POs who really were driven by values, an understanding of society and the psychology of trauma.”
DeleteI am tired of hearing these myths. I have been a Probation officer long enough to know such people rarely existed. There was no ‘old school’ breed of PO there was just a few overly committed individuals who loved the job. They didn’t always do it better in the past. Decades length of service doesn’t always mean more skilled or knowledgeable practitioners, in fact it rarely does.
These values you say they were “driven by” included the foundation of the racism, bullying and cronyism that is rife in the service today. You yourself with your “15 years + as a PO” are no better as you have come here as a committed and anonymous keyboard warrior to slander your “head of area NE”.
I know many POs that have been qualified for short periods of time whom are very good practitioners. Including many whom joined with existing life and career experiences. They are a cut above many of the ‘old school’ POs of the past now blocking up management and senior management posts and not for the better.
We have a recent cohort of trainees who inspire me too. Enthusiastic, passionate and committed.
Thursday, 22 June, 2000 .. where were the ‘old school’ POs?
Delete“A damning report on the Probation Service says it is "infected" by racism.
The Chief Inspector of Probation Sir Graham Smith says little progress has been made on race equality in 10 years.”
http://news.bbc.co.uk/1/hi/uk/801451.stm
…. 23 years later and still no change!
Passionate, enthusiastic and committed PQuip staff the majority of who think they are Police officers !
Delete10:34 if that’s what you’re seeing then it’s being taught by those that are managing and training them. That’s your experienced POs and Lifer POs who we all know get off on banging on about MAPPA, IOM, polygraph testing as if it’s a status symbol to buddy up with the police.
DeleteSorry 13:09 they are expected to pass an externally validated qualification, MAPPA, IOM, polygraph testing is stuff they need to know as well as all the other stuff! If the content is wrong perhaps err our excellent senior leaders might be those who have direction and oversight on that? Don’t think POs experienced or Lifer (?) can be shamed in your post for that?
DeleteNo 2159 probation is not infected by racism. It is most certainly some groups of people have learned to complain constantly and make it up to do what they want. Avoid the job . Just sayin.
DeleteI’ve never met an excellent senior leader. I’ve met many a SPO and senior leader claiming to be “old school POs’ of the past though. Rarely were they correct. I’ve seen many POs with long service histories buddying up with senior leaders, police and the like. You’d know, that bunch well known for their part in systemic institutional racism over the past few decades.
Delete23:17. You are wrong. It’s always the racists that say racism doesn’t exist. It does. Frankly I’m sick of working around people like you.
Delete2021 “ Racism by probation service staff is rife, say inspectors”
https://www.telegraph.co.uk/news/2021/03/16/racism-probation-service-staff-rife-say-inspectors/
2023 “ Race equality in probation remains ‘a work in progress’
https://www.justiceinspectorates.gov.uk/hmiprobation/media/press-releases/2023/09/race-equality-in-probation-2023/
23:16 no racism in probation is not “made up”.
Deletehttps://www.bbc.com/news/uk-england-berkshire-66598290.amp
Been watching the news on TV about the prisoner who escaped in London. It seems that the provisional enquiries are focussed upon individuals in the kitchens and civilian staff in the gatehouse.
ReplyDeleteIt appears unlikely that glorious leaders in the MoJ will have the spotlight turned upon them or that the ridiculously severe cuts inflicted upon the prison service in recent years combined with massive overcrowding will be considered instrumental.
It’s good to know that the laws of gravity dictate that shit still rolls downhill, but we know that the smell rises upwards.
For a moment of respite spend some break time ( I know, many of you will not know what break time is) and have a quiz. Print off Hare’s psychopathy checklist (PCL-R) and check off how many of these traits you recognise in your senior leaders. We had a ball, so refreshing to laugh so much, but a dark awareness opened up which was almost scary. I forgot who posted the reference to the NE HoA but suggest you have a go at this, just make sure you partake in this quiz with a close circle of colleagues as I am sure the great leaders will come down on this terribly subversive activity.
ReplyDeleteThis could also be applied to many of our colleagues, old and new, across all grades
ReplyDeleteGreat news Tories making a tax cut for election so more money. The Tories have better news the are cutting benefits to give to everyone else. The nasty bastards.
ReplyDeletePhil Wheatley Sept 2023: “It is very difficult to make anything work well when you are just managing day by day to fumble your way through with too many prisoners and not enough staff,”
ReplyDeleteJustice Select Committee March 2015: "A quarter of the staff who have left the Prison Service in the year to September 2014 resigned. NOMS ought to have foreseen that major reductions in staffing, less favourable pay and conditions of employment, and significant changes to prison regimes, would lead to a rise in people opting to leave the Prison Service, regardless of the buoyancy of the external labour market. In addition to his new role as President of New Bridge, Michael is Chair of the Butler Trust - recognising exceptional work in Prisons and Probation and sharing good practice across the UK; and Chair of Whitechapel Mission - providing services to the homeless in East London."
https://publications.parliament.uk/pa/cm201415/cmselect/cmjust/309/30906.htm
https://prisonreformtrust.org.uk/new-figures-reveal-exodus-of-prison-staff/
https://www.independent.co.uk/news/uk/home-news/number-of-prison-officers-resigning-from-post-soars-amid-soaring-levels-of-violence-and-selfharm-a8427616.html
"Ministers have been accused of driving a crisis in prisons after an analysis of official figures revealed the number of officers leaving the role surged from 596 in 2015/16 to 1,244 in the 12 months to March 2018 – an increase of 109 per cent.
One in 16 officers resigned last year, compared with one in 33 officers two years before and just one in 100 in 2009/10." (Indepedent, 2018)
"Assaults against staff have followed this rising trend. There were 2,690 assaults in the six months to December 2015, an increase of 18% compared to the previous six months. Since January 2015 each quarter there have been over 150 serious assaults—defined as those requiring hospital treatment—on staff, and over 500 serious assaults between prisoners. A prison officer working for Serco, Lorraine Barwell, tragically died on 2 July 2015 after being attacked by a prisoner she was escorting from court..."
"... On the basis that prison safety is reliant on dynamic security, i.e. staff-prisoner relationships, our predecessor Committee believed that the key explanatory factor for the obvious deterioration in standards was that a significant number of prisons had been operating at staffing levels below what was necessary to maintain reasonable, safe and rehabilitative regimes. That Committee pointed out that a quarter of the staff who had left the Prison Service in the year to September 2014 had resigned, and therefore raised questions about NOMS’ recruitment and retention policies. In February 2015, Michael Spurr told that Committee that staffing pressures were beginning to recede.... We heard in December that NOMS intended to recruit a further 1,700 to 2,000 prison officers up to the end of March 2016. Nevertheless, NOMS’ workforce statistics indicate that recruitment has not kept pace with people leaving the service." (Justice Select Committee, May 2016)
Prisons & probation - the lies, the bullshit, the lack of care by senior figures in noms/hmpps - there isn't any sign that they give a single shit about anyone but themselves.
part 1 of 2
part 2 of 2
ReplyDeleteEven the media had a go: "UNDER-FIRE Prison Service chief Michael Spurr was booted out yesterday as he paid the price for the chaos in Britain’s jails. The £150,000 a-year civil servant will quit the post next March after being told by Government that “a change of direction” was needed."
Yet some still tried to deflect blame:
"observers commented that these problems were the result of Ministerial decisions, not his leadership - particularly, the decision to cut operational staff in prisons by almost a third while not reducing prisoner numbers, and to cut starting pay for officers thus making recruitment and retention more difficult. A former Lord Chancellor commented: "Michael Spurr is a terrific impressive decent public servant who has given his working life to prison and probation, and has been dealt as shitty a hand by the government as it is possible to deal"..."
The 'senior leaders' just can't seem to accept that £150,000 a year, all the perks of high office, the gongs & a gilt-edged pension must come with some sort of accountability.
Spurr: Accrued pension at pension age as at 31/3/19 and related lump sum: £65,000 - £70,000 plus a lump sum of £205,000 - £210,000
Still struggling financially? Or maybe a late developer vis-a-vis 'having a conscience'?
"Former HM Prison and Probation Service Chief Executive announced as New Bridge President... Since leaving hmpps Spurr was a Visiting Professor in Practice at the London School of Economics between 2019 and 2021 and a board member of the International Corrections and Prisons Association between 2019 and 2021. Michael was appointed Companion of the Order of the Bath (CB) in the Queen’s Birthday Honours 2014 in recognition of his work in Offender Management... In addition to his new role as President of New Bridge, Michael is Chair of the Butler Trust - recognising exceptional work in Prisons and Probation and sharing good practice across the UK; and Chair of Whitechapel Mission - providing services to the homeless in East London."
looks like part 1 has gone missing...?
DeleteI'm sad part 1 has disappeared into the ethernet, it gave the context for part 2 (and I never kept a copy of it - lesson learned).
DeleteProbation is rubbish it further criminalises people and offers no support why don’t you join the police and earn more ?
ReplyDeleteProbation is not rubbish. It helps a lot of people. It is some probation policies, workers and managers that are rubbish.
DeleteNeed the laugh emoticon
DeleteProbation is rubbish and may not exist in the future as the prison side of HMPPS call the shots. It does nothing to change people and the very few experienced officers are leaving at an alarming rate. Many moving to other organisations who appreciate their experience and skills. Probation is also racist and the few BAME staff who make it to senior positions are the incompetent. I’ve come across a few who can’t string a sentence together, don’t understand risk and were clearly put in there so Probation can pretend it’s not racist.
Delete“the few BAME staff who make it to senior positions are the incompetent.”
DeleteThis is a racist generalisation which makes you a racist too. This blog harbours a lot of racism. It reflects the Probation Service.
08:50 I can’t be racist as I am black person making this observation. I’m entitled to an opinion.
DeleteAt 08:50, this blog is a great blog and without it we would be non the wiser. Thank you Jim for your efforts and permitting open dialogue in the comments section. I am black in case someone thinks I’m a white supremacist lol
Delete9th Sept. 33:16. “probation is not infected by racism. It is most certainly some groups of people have learned to complain constantly and make it up to do what they want.”
ReplyDeleteThis blog and comments like this itself shows the closet racism in probation and the racism amongst probation staff. This kind of opinion of black staff “making it up” is said all too often. Racism and discrimination is a known problem in Probation. Black colleagues should have to suffer this and white colleagues shouldn’t be causing it. Not all white colleagues are racist but ALL white privileged probation staff need to think long and hard about whether they are causing or supporting racism.
Thanks Jim for sharing the HMIP report. HMIP needs to call it out for what it is. The racism has not gone away and black offenders and black staff continue to be affected by the decades long systemic racism in probation.
You may read the commentary recently on the blog of staff feeling bullied and intimidated by bame staff in large office group. Another suggested an opportunity to split the delivery to black staff and black offenders see how well that may do or not under inspection. However the fault of everything based on groupings which fails to account for all parties engagement to these outcomes seems loaded against before we start to inspect. These complaints need to be published and the results of outcomes shown . Too many staff work in fear of setting off complaint and this absurdity has become a power tool . Yes it is true and known. We are all fed up with work place tensions not all just about Bame staff .
DeleteThere are workplace tensions and then there is systemic racism. These are two different things.
DeleteTo suggest an experiment to split the delivery to black staff and black offenders is so racist. You people belong in the 1970s.
You people. Really? Read it properly it was suggested in some post recently on the blog. Blending systemic to something different illustrated you do not understand the context of workplace behaviours or what defines the equal unequivocal fair treatment of people. How bizarre you want to reject national practices to see if you can shift your paradigm. Eg women offender services only . Children only yots DV sotp all Group work it goes on you need to appreciate the constant blaming of staff as victimising bame damages all BAME . I cannot speak for the 70s and hope your not seeking compensation for the decade as Britain was.
DeleteYes you people. Racist people.
DeleteQuick observation. The more you fight amongst yourselves the happier senior leaders will be in the long run. Collective action is the only route that stands any chance of improving current working conditions. If you are divided then you will fail. Racism has always existed in probation, which only reflects its wider prevalence in our society. Being useless is a human trait and not one that is limited to a particular ethnicity.
ReplyDeleteI think it’s a bit harsh to say all BAME managers are useless. I have worked with a large number of managers and senior managers throughout my time in the service. In my experience those BAME managers who are useless are more likely to be described as useless by virtue of their ethnicity than white counterparts. I have never heard a manager described as a white useless manager. Or they got promoted because they are white. In fact uselessness is spread out evenly amongst our population and is prevalent in all communities. On another note I do tend to the view that diversity has much to answer for. It’s not challenging power relations or seeking to make the world a fairer place. All it does is co opt people from different backgrounds who then set about shitting on everyone below them. Money, power and privilege once secured are protected jealously by those who enjoy it…whether they are gay, bi, trans, women, BAME or…the list goes on. The beauty of capitalism is its ability to adapt to change. Diversity is merely part of that….
ReplyDeleteA good post and has chimed with me. In a professional organisation you might hope this is well Understood it's just that the service has this criticism of systemic racism staff with bame now in authority and criticised for being less than able posted above. Also criticised for being bad to lower grade colleagues. Yet there is no ownership of the complete picture failing all groups . The infighting allows those in charge to avoid any work by making proper arrangement resources and freedom's to generate all cultural development without abuse.
DeleteNot a “bit harsh”. It’s a racist generalisation. A stereotype.
Delete"racism occurs, combining prejudice and power; white, western, Eurocentric people come from many generations of using power and prejudice to their own advantage, against Black, Asian and Minority Ethnic people.
DeleteFrom these historical roots the white western Eurocentric is prejudiced by definition. In the justice system as in many other institutional structures, this prejudice combines with power to effect racism. Once we accept this legacy it becomes easier to understand the deep-seated structures underpinning racism - to stop denying the problem - and to try to become part of the solution."
Extraordinary people like you……de professionalism all around and stagnant wages, probation in the 21st century…..and why are the adverts only on Catch TV?
ReplyDeleteNot sure if it's already been highlighted, but this from the Probation Institute website.
ReplyDelete'A new position paper on race equality'
https://www.probation-institute.org/news/new-position-paper-on-race-equality
'Getafix
Section 8. Principles for race equality in the justice system
DeleteThe Probation Institute has developed the following twelve principles for race equality in
rehabilitation practice in the justice system:
1. The justice system is one of the significant points at which the effects of racism impact on
the lives of Black, Asian and Minority Ethnic people – therefore strenuous and consistent
efforts must be made to counter this impact throughout the system.
2. As citizens and as members of the justice community we have a responsibility to recognise
and challenge racism in all settings.
3. All initial training and continuous professional development offered by agencies or learning
institutions should include stand-alone training on race equality, including unconscious bias,
and embed this in all learning opportunities.
4. All employees also have a personal responsibility to keep themselves informed about the
impact of racial inequality in the justice system.
5. Within their organisations, practitioners and managers should always be alert to systems and
processes which impact negatively on Black, Asian and Minority Ethnic people and bring their
impact, with evidence, to the attention of the organisation.
6. Organisations must support Black, Asian and Minority Ethnic staff when raising concerns and
complaints about racism to management.
7. Safe spaces are essential to provide opportunities to disclose concerns about the experience
of racism in the workplace.
8. The Pre-Sentence Report is the one of the most important opportunities to take positive
steps to achieve race equality in the justice system. Therefore, in preparing and presenting all
assessments, diversity factors and experience of discrimination and disadvantage must be
fully assessed and captured throughout.
9. The role of Offender Managers in prisons and Probation Practitioners on release are critical
points to address race equality, support and build confidence in Black, Asian and Minority
Ethnic service users; requiring time, planning, professional interest, collaboration, consistency.
10. Decisions regarding recall and breach must be subject to monitoring and scrutiny to avoid
bias.
11. Particular attention must be paid to the cumulative impact of discrimination against Black,
Asian and Minority Ethnic individuals as victims, defendants, and convicted offenders.
12. Grant funding is essential for voluntary organisations in the community working with
minoritised groups.
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1075098/Race_Equality_in_Probation_AP-2022_Update.pdf
From the PI paper & VERY relevant to social media:
Delete"Microaggression is a term used for commonplace daily verbal, behavioural or environmental slights, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward stigmatised or culturally marginalised groups."
Yawn groan creaking. A minority group wants more does less is what I'm reading here. Excludes colleagues and any non black minorities do not count. Now we have all to do a job and get on with doing the best we can to serve the public and in role all staff should concentrate their efforts to delivery. What is clear is that all this illustrates many staff have free time to make this dominant than do the job. It does not happen on the production piece work or self employed. Not much in industry and some obvious examples but in probation this is all a bit inflated isn't it.
Delete"A minority group wants more does less is what I'm reading here.... any non black minorities do not count."
Deletevs.
"white, western, Eurocentric people come from many generations of using power and prejudice to their own advantage, against Black, Asian and Minority Ethnic people."
q.e.d.
If it were bame majority what would happen. I doubt there would be an equality agenda. Accelerated career paths positive action. The past is the past still looking for compensation of some kind perhaps. Things have moved on a black foreign secretary an Asian pm and cabinet members your on an old out of date agenda.
DeleteOf course the Tory Cabinet is diverse, well it includes BAME ministers. It’s an example of the point I made previously about how diversity is simply how capitalism functions. What you tend to see though are those individuals quickly losing sight of poverty, class and exploitation. Take the Home Secretary who makes outrageous claims about left wing lawyers and wants to join the ranks Russia and Belarus by leaving the European Convention of Human Rights. Hardly a figure to inspire hope that the system will be more forgiving and fairer…So whilst it’s a diverse cabinet their political views remain reprehensible. Do not be fooled that somehow this shows progress, it’s just capitalism doing what it does best…
DeletePerhaps you ought to review your point then .
DeleteBame , western, Eurocentric people come from any generation of using power and prejudice to their own advantage, against everyone else outside their elitism.
bame are in charge complain to them.
I have been perusing the Insights 23 Festival. Obviously something that’s arisen since I retired. I noticed this splendid session: Things I wish I had known’ with Amy Rees (DG CEO) and Phil Copple (DG Operations)
ReplyDeleteTue 26 Sep 2023 4:00 PM - 5:00 PM BST Online, MS Teams
Join Amy Rees, Director General Chief Executive Officer HMPPS, and Phil Copple, Director General Operations HMPPS, to hear about their career journeys and what they have learnt along the way. Ask them questions about their careers and the learning and development opportunities available in HMPPS.
I would have thought a better title would have been “How we learned the skills to destroy a pretty alright organisation, whilst still getting promoted and how we learned to cover our arses on the way” You should check it out it almost makes me wish I could return….and yes that is a joke. But if it wasn’t for the evidence I’d almost think our Criminal Justice System was world beating, and not the torrid mess it really is.