A Scandal

My attention must clearly have been elsewhere back in May because something else we seem to have missed completely is this. There has long been blog discussion, with examples, of the matters addressed in this report and it serves as further indictment of just how damaging the civil service culture has been for the probation service:- 

HMPPS Professional Standards Commission Recommendations 

In October 2023, I was commissioned by HM Prisons and Probation Service (HMPPS) to conduct a review to identify any specific recommendations for improvement to deliver positive change in how HMPPS addresses bullying, harassment, and discrimination (BHD). The Terms of Reference were finalized in December 2023, and I conducted my work from January 2024 through March 2024.

In the course of this work, I reviewed relevant people policies and procedures, analysed data, interviewed stakeholders across HMPPS and the Ministry of Justice, met with unions, spoke with HMPPS employees who had experiences of BHD, and considered how similar organizations handle these challenges. 

Many HMPPS leaders are getting it right, driving meaningful change through difficult, hands-on work with their teams and getting signals back from their staff that they are experiencing the change. Establishing the Tackling Unacceptable Behaviour Unit (TUBU) in 2020 provided a visible focal point and mechanism for driving progress against BHD across HMPPS. This team is filling gaps in the support to staff, providing a valuable signposting service, and preparing assessments to understand BHD across the HMPPS landscape. 

While HMPPS is already on the journey to improve their approach to BHD my view is that further work is needed, which I have set out in my recommendations below. I heard from employees who had experienced BHD just how much they love their jobs, despite the tough situations they had faced. I believe that it is more important than ever that HMPPS actively addresses BHD. Apart from the moral imperative, there are solid efficiency benefits to be gained as BHD is inherently costly for any organization. Tackling BHD more directly will reduce absences from work, unlock productive time for staff and managers, and reduce turn-over of staff. In the end, this will result in a more engaged, motivated and loyal workforce. The jobs that HMPPS staff perform are hard and critical for society, which makes improvement in BHD all the more pressing.

Employees that I spoke to are watching for tangible signs of a step change in how BHD is handled by HMPPS. It is crucial that HMPPS makes tangible change on the ground that employees can see, which in turn gives them reason to trust that BHD will not be tolerated by HMPPS. 

The public commitments by senior leadership and the establishment of TUBU are solid steps forward, and I believe that my 12 recommendations will support and accelerate progress in tackling this issue and complement existing work underway.

A response to: Jennifer Rademaker’s HMPPS Professional Standards & Behaviour Review – bullying, harassment & discrimination

Introduction 

The first step in addressing any problem is to accept that there is one. For too long, there has been a problem with bullying, harassment, discrimination and victimisation (BHDV) in His Majesty’s Prison and Probation Service. That is a hard truth – but one we must confront head on. 

We are committed to making meaningful, lasting change. That means thinking and acting differently, and fostering a culture rooted in respect, fairness and professionalism. 

The people who work in HMPPS do incredibly difficult, demanding, and often dangerous jobs, in the most stressful and pressurised environment. And they do it because they believe in public service – in protecting communities, and helping offenders turn their backs on crime. No one signs up to be bullied or harassed by their own colleagues. And yet, that is the reality for too many staff in the Service today. 

There is a real human cost to this. It drives away good people – the kind of staff we want to keep in the Service. But critically, it makes it much harder for staff to do their jobs – the vital work that cuts crime, protects the public, and makes our streets safer. 

That’s why professional standards matter. Our values must not just be words on paper. They must be reflected in how we treat each other, every day. And where those standards are not met, it is essential that staff, and the public, know that we will take swift and decisive action.

The findings of the Rademaker Review are deeply sobering. They show that unacceptable behaviour – language, attitudes, and actions – have sometimes been normalised, tolerated and accepted over time. And that too many staff feel unable to speak out, fearing they won’t be taken seriously, that it will only make matters worse, and that the hierarchy above them will close ranks. That must change. 

This doesn’t align with the culture of professionalism, respect and fairness that HMPPS wants to foster in its workforce. We want every member of staff, at every level, to have confidence that if they raise a concern, it will be heard and acted on. 

Jennifer Rademaker’s report marks a pivotal moment. It makes clear that more must be done to uphold the high professional standards our vital work demands. It challenges us to do better – with practical recommendations to support and build on the work we are already doing to tackle these issues. 

That is why, in response to Ms Rademaker’s first recommendation, we will create an independent central unit to receive and handle all staff complaints of BHDV. This is a major shift. It takes complaints away from the line management chain, and gives them to a wholly impartial, dedicated team of experts to investigate. The unit will be overseen by an Independent Commissioner, ensuring there is both accountability and progress, as we reform how bullying, harassment and discrimination are dealt with across the Service.

These changes reflect our clear intent: to uphold the highest professional standards across HMPPS, respond robustly when behaviour falls short, restore the trust of our staff. They send an unequivocal message – that bullying, harassment and discrimination have no place in HMPPS. 

We are grateful to Jennifer Rademaker for her thoughtful and constructive Review, and for her continued support in holding HMPPS to account for delivery of her recommendations.

We also extend our sincere thanks to members of staff, staff networks and recognised trade union officials who spoke with Ms Rademaker, particularly those who bravely shared their experiences of unprofessional behaviour. Your voices are driving this change. 

We accept all 12 of the report’s recommendations. Work is already underway to take them forward, alongside wider work to uphold and maintain professional standards. This document sets out how we will do that – and how we will continue to build the culture our staff, and the public, deserve. 

Phil Copple 

Chief Executive Officer, HMPPS

Louise Alexander 

MoJ People Director, HMPPS & Business Partnering

May 2025

--oo00oo--

Napo Press Release:-

The largest trade union in the Probation Service has claimed that the outcome of a review into the levels of Bullying, Harassment, Discrimination and Victimisation within His Majesty’s Probation and Prison Service, vindicates the views and experiences of its members. 

The review, which has been in the hands of Government Minister's within the last and the present administrations, was undertaken by The Ministry of Justice NonExecutive Director Jennifer Rademaker, to look at the organisational culture within HMPPS and has revealed systemic discrimination with Black and disabled staff faring worst.

Napo General Secretary Ian Lawrence, commenting on the review said: ‘Unfortunately this long awaited report makes for grim reading. It will bring no comfort to our members working in Probation within what is often described as a soulless and seriously mis-managed Prison-centric organisation. It's one that is far removed from the Professional standards that our members aspire to, and it confirms our concerns about the HMPPS culture, revealing the systemic discrimination faced by many staff within the department. 

The Review makes a series of recommendations, which senior HMPPS leaders have confirmed that they are going to implement in full. Key among these is a complete overhaul of the grievance and disciplinary process by the creation of a totally independent channel to handle complaints. The review is also highly critical of the persistent failures by the department to implement their legal responsibilities in relation to staff with a recognised disability who require reasonable adjustments to enable them to undertake their duties.

The report’s findings are backed up by the departments own data which shows that black and disabled staff have raised complaints against the service in much greater numbers, are less likely to receive bonuses or for them to progress through the ranks. In the view of Napo, the response by senior HMPPS leadership falls short of what the union believes is necessary.

Ian Lawrence added: ‘Whilst we welcome the spotlight that has been directed on the systemic failure of HMPPS to uphold its Professional Standards, we will work with the employer to deliver the much needed cultural change identified by Ms Rademaker. Nevertheless, we want more to be done to expose the reality of racism, sexism, and corruption within HMPPS that our members tell us about. The other big question that will undoubtedly follow is: who will ultimately bear responsibility for these serious failings?'

Rademaker Review makes for uncomfortable reading for HMPPS

A long awaited report by MoJ Non-executive Director Jennifer Rademaker was released yesterday with Justice Minister Lord James Timpson attending at an event in HMP Highdown.

Napo will be issuing a detailed commentary on the outcomes of the report and our views on the culture change that will need to take place across the organisation as a result of its damning conclusions into the full extent of Bullying Harassment and Discrimination across the department.

We will also be following up on our initial engagement with senior HMPPS leaders to explore the scope of our involvement on the work that will be required to implement the recommendations.

The Napo response from the online magazine:-

Rademaker Review: no more excuses

The long awaited Rademaker Review confirms what Napo members have been saying for ages- that bullying, harassment and discrimination is rife in HMPPS, and the system protects the perpetrators over victims. HMPPS has promised change in the past, but Black, Disabled and women staff continue to suffer. This report must be a watershed moment for Probation: Napo is demanding urgent action, real accountability, and a voice in delivering change.

Key Findings from the Rademaker Review

The Report by MoJ Non-executive Director Jennifer Rademaker exposes systemic failures in HMPPS’ handling of bullying, harassment, and discrimination (BHD):

• 12% of HMPPS staff report experiencing BHD—50% higher than the Civil Service average.
• 36% of staff fear retaliation for reporting incidents, and 43% of victims never report.
• Managers and senior staff are the most common perpetrators (42–44% of cases).
• Grievance procedures are broken: Complaints are handled by line managers, creating conflicts of interest and perpetuating a culture of impunity.
• Workplace adjustments are inconsistently applied, leaving disabled staff unsupported.
• Climate assessments lack impact, with no consequences for failing sites.

These findings reflect and justify what Napo and our members have been highlighting for some time to the employer.

The report makes 12 urgent recommendations, including:

• An independent complaints unit to investigate BHD outside the line management chain. (Recommendation 1)
• Transparent reporting of BHD cases and outcomes (Recommendation 9).
• Reform of workplace adjustments to prevent discrimination against disabled staff. (Recommendation 3)
• Mandatory action on sexual harassment, including investigations without requiring a formal grievance (Recommendation 4).

Why this is a Scandal

Although HMPPS has accepted all 12 recommendations in full, Napo is concerned that we have been here before. There have been other reports highlighting discrimination within the service e.g. His Majesties Inspectorate of Probation undertook a Thematic Report into Race published in May 2021 which revealed: many Black staff experiencing high levels of stress at work and discrimination that hindered their career progression. At the time we were told by senior management that they never wanted to see a report like this again in Probation and while some progress has been made with the work of the Race Action Programme, progress as been far to slow and inconsistent – the Rademaker review, sadly shows that HMPPS has failed to protect staff from bullying harassment and discrimination.

HMPPS cannot claim to uphold justice while tolerating BHD in its own workforce.

The findings in these reports prove:

• Black staff are disproportionately targeted but denied fair recourse.
• The system is rigged—complaints are buried, not resolved.
• HMPPS is failing its own “zero-tolerance” pledge on discrimination.

It is a scandal that we have yet another report which shows the extent of BHD and no-one has been held accountable for the failings. Yet the lives of Disabled staff, Women and ethnic minorities working within HMPPS have been damaged and in some cases irreparably. This must stop and senior management held accountable.

Napo welcomes the following positive steps:

• to create a new independent BHD complaints unit (though timelines are vague).
• Sexual harassment guidance will include assault and rape (but implementation is delayed until 2026).
• Workplace adjustments process will be reviewed (but no firm commitments to enforce OH recommendations).

But Napo also identifies major gaps:

• No clear deadlines for key reforms (e.g., the independent unit lacks a concrete rollout plan).
• No commitment to consequences for managers who ignore BHD complaints.
• Climate assessments remain toothless—no accountability for leaders who fail to act.
• Vague promises on transparency—no guarantee that data on BHD cases will be published in full.

Why This Is a Watershed Moment

This report is another damning indictment of HMPPS’ failure to uphold not only the Probation Service values but also Civil Service values:

• Integrity: Allowing BHD to persist unchecked undermines trust in the justice system.
• Fairness: Victims are silenced, while perpetrators face no consequences.
• Respect: Black and Disabled Staff and women, are disproportionately affected.

This must be a turning point. 

The employer’s response cannot be another box-ticking exercise. Napo Members demand:

1. Urgent implementation of the independent complaints unit—no delays.
2. Full transparency: Regular public reporting on BHD cases and outcomes.
3. Trade Union oversight in designing the new system to ensure it is truly independent.

Next Steps – Stand Together

Napo will work with our sister Trade unions UNISON and GMB SCOOP to:

• Challenge HMPPS at every level to deliver real change, not empty promises.
• Mobilise members to share experiences and hold management accountable. Therefore, we ask members to:Attend union meetings to discuss the report.
• Report BHD incidents confidentially to your union rep.

This is our moment to force change. HMPPS must live up to its values- we will accept nothing less.