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.
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
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.
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.
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 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.
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.
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):
The report makes 12 urgent recommendations, including:
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:
Napo welcomes the following positive steps:
This report is another damning indictment of HMPPS’ failure to uphold not only the Probation Service values but also Civil Service values:
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.
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).
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.
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).
- 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.
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.
The employer’s response cannot be another box-ticking exercise. Napo Members demand:
- Urgent implementation of the independent complaints unit—no delays.
- Full transparency: Regular public reporting on BHD cases and outcomes.
- 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:
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.
From the Guardian:-
ReplyDeletePrisons minister vows to end ‘toxic’ cover-up culture in England and Wales
Sexual harassment, racism and bullying have become “normalised” in jails and probation offices across England and Wales, the prisons minister has warned, as he announced a plan to overhaul a “toxic culture of cover-up” among senior staff.
James Timpson said one in eight of HM Prison and Probation Service’s (HMPPS) 65,000 staff say they have been bullied. Sexual assaults on female staff have led to arrests while black and Asian staff have faced repeated racist comments amid a “vacuum of pastoral care”.
After a review by the department’s non-executive director, Jennifer Rademaker, recommended wholesale changes to how HMPPS deals with complaints, Lord Timpson announced a “seismic shift” to improve professional standards.
“Unacceptable behaviour, language, attitude and action have become normalised, tolerated and accepted over time, and as Jennifer’s report shows, bullying, intimidation and harassment in HMPPS has gone unchecked for far too long,” he said.
A new, independent unit will investigate and respond to allegations of bullying, harassment and discrimination, he said, because until now, complaints had been submitted to line managers.
“Imagine making complaints knowing, full well, it will be investigated by a senior manager who is friends [with the alleged perpetrator], and they socialise together outside of work too.
Timpson, speaking at the launch of the review at HMP High Down, Surrey, pointed to a survey that found “one in eight HMPPS staff said that they’ve been bullied or harassed”.
“Many said they didn’t feel as though they could come forward or that they would be punished,” he said, adding there were “too many” examples of racism within HMPPS.
“Colleagues have been repeatedly subjected to racist remarks but keep quiet because they think nothing will change,” he said.
Misogyny and sexual harassment incidents inflicted upon prison officers must be exposed, he said, telling the story of one woman officer who was sexually assaulted while on duty.
A more senior male officer “forced his tongue into her mouth” after harassing her, including asking her bra size.
The woman initially did not report the officer even though he had “a reputation” for such behaviour but finally plucked up the courage, leading to his sacking and prosecution for sexual assault.
“His actions were clearly despicable,” said Timpson. “But her story begs the question, why did it take an assault for this man to finally be called out? Why, when he already had a reputation, was he not exposed sooner?”
He contrasted the behaviour of the perpetrator with the bravery of staff responding to help prison officers attacked last month by the Manchester bomb attack plotter at HMP Frankland.
DeleteThe review made a series of recommendations, which senior HMPPS leaders have confirmed they are going to implement in full.
Reacting to the report, the general secretary of the national association of probation officers, Ian Lawrence, 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 mismanaged prison-centric organisation.
“We want more to be done to expose the reality of racism, sexism and corruption within HMPPS that our members tell us about.”
Its been scandal after scandal after scandal after scandal - such that we are no longer scandalised. We've have become inured to moj/noms/hmpps behaviour after (at least) two decades of attacks on & decimation of our profession, our practice, our union, our terms & conditions, our pay... ourselves.
ReplyDeleteAnd that's without consideration of the impact on those who are sent to be supervised.
Its a stinking pile of crap, a microcosm of the modern world.
Always rains harder on those with no umbrella.
ReplyDelete"And that's without consideration of the impact on those who are sent to be supervised."
I think the first thing they need to do is to stop using the acronyms BHD and BHDV. It reduces the impact of the words bullying, harassment, discrimination and victimisation. It’s lazy, it lumps three or four different behaviours together and it prevents the reader from understanding how shocking this is. We need to see the words bullying, harassment, discrimination and victimisation written out in full over and over.
ReplyDelete
ReplyDeleteEdited comment:-
"We are also aware of the gruelling attacks Napo alleged on its members and then subsequently lost a case on all grounds of complaints against them for corrupting process. Nonetheless the attacks seem on staff by atrocious management has cost many a staff colleague their job by way of negotiated exit usually in the basis of such appalling management and managerial process abuse to protect their own. You all know the sort of situations seen it so many times and no report will alter this pattern."
Some of the biggest bullies and racists I’ve come across are within Napo.
DeleteYes indeed I think the editor cut would have clipped out the likely contenders but I think all piss poor performance conduct flows from the culture leadership and values.
DeleteFrom Twitter:-
ReplyDelete"Unfortunately its not just tolerated but ingrained in the culture now. Middle managers are all at it full force and it thrives within favoratism and cliques in teams. New recruits just copy what they see."
It’s even worse when those “favourites” are from ethnic minorities, who then do the bidding of racist white managers.
DeleteI think the fact that in Probation, at least in Birmingham where I am, it is well known that SPO's, Deps & Heads who get called out by staff time and time again over the years are just moved sideways and upwards along the gravy train to wreck more havoc and unhappiness...it won't change, the bullies are all in charge
ReplyDeleteNot just in Birmingham mate, it’s everywhere.
DeleteYes likely as in Thames valley awful but Birmingham is rot rot rotten.
DeleteYet another lowlight in the serial hmpps scandals, but we're so used to such shit scores that no-one bats an eye anymore.
ReplyDeletehttps://hmiprobation.justiceinspectorates.gov.uk/document/an-inspection-of-probation-services-in-county-durham-and-darlington-pdu-2025/
Ratings
Fieldwork started July 2025 Score 3/21
Overall rating Inadequate
1. Organisational arrangements and activity
P 1.1 Leadership Requires improvement
P 1.2 Staffing Requires improvement
P 1.3 Services Requires improvement
2. Service delivery
P 2.1 Assessment Inadequate
P 2.2 Planning Inadequate
P 2.3 Implementation and delivery Inadequate
P 2.4 Reviewing Inadequate
This is the legacy we've been gifted by a series of 'excellent leaders' - romeo, rees, copple, farrar, etc etc.
While they receive plaudits, pocket obscene salaries & bonuses (yep, £000's in bonuses!) & fuck off to even better paid roles, who carries the can?
Oh... it seems its the frontline staff & those sent to be supervised by probation.
napo? erm, not a peep about any one of the inspection reports as far as I'm aware. Still, when the GS is trousering such generous remuneration himself why would he rock the boat? (er, isn't that what he's paid to do?)
The probation scandals continue unabated, unreported & unchallenged.
From Twitter:-
ReplyDelete"Yet you stand up to them about it and you’re the problem."
Yes 100%
DeleteNearly 30 years ago it was openly acknowledged that both Black probation officers and Black offenders faced discrimination within the probation service. So this problem is not new. It has not improved. In fact, it has worsened.
ReplyDeleteI have witnessed both white-on-Black and Black-on-Black bullying, both in public and in private, from the bottom up and the top down, at local, regional and national levels, and within statutory partnerships too. Reports from Rademaker or statements from Phil Copple, Ian Lawrence, or Napo will not change this reality. Nor will rebranding it as BHV or BHDV. Let’s be clear: this is structural and institutional racism.
The upper tiers of probation management, HMPPS, and the Ministry of Justice remain overwhelmingly white, while Black staff continue to face racist bullying, harassment, victimisation, and discrimination.
As was said decades ago:
“Racism itself has infected the service to a quite unacceptable degree.” – Paul Boateng (2000)
“Racism itself has infected the service and the quality of it to a quite unacceptable degree.” – Sir Graham Smith (2000)
And yet, here we are in 2025 with yet another report and these quotes still hold true today.
http://news.bbc.co.uk/1/hi/uk/801451.stm
I have seen black managers selectively bully white staff . Black gives a well known dimension no one is prepared to deal with with in service let's be honest. Of the names above some gone but Napo leader has not the skill or desire to do anything real for boat rocking or illustrating how little he understands if the issues or experience to drive in proper process. The management like a lip service approach so status quo.
DeleteI can relate to this point because the incredibly outdated and un reviews policy position both union and old white pages rejected black on white racism. Policy made claim a reliance on power being held within predominat white managerial perception and therefore the balance could not hold that minority black could yield such power or prejudicial views. Sadly from well known experience we know this is neither true or could hold given so many examples. The brushing under carpet exercise has now put a mountain in the middle of our office. The whole premise of power and prejudice needs to be levelled out and the race card tactics outlawed to level due diligence in managerial process.
Delete“Next Steps – Stand Together” is not the answer. Let’s be honest: most staff and managers are not racist or bullies. But the few who are, and there are some in every office causing disproportionate harm because too many people are either too scared or too unwilling to confront them.
ReplyDeleteEveryone knows who they are. Every PDU, every team, every management layer. They hide behind grade, age, gender, union badges and sometimes even skin colour. And because they are not called out, they keep going, unchecked, unchallenged, and protected by silence.
Until these individuals are named and held accountable, nothing will change. Reports and slogans won’t fix this. Action will.
"The central beliefs of Animalism are expressed in the Seven Commandments, painted on the wall of the big barn. However, as the pigs seize more and more power, they change the Commandments painted on the barn..." (with thanks to Eric Blair)
ReplyDeleteOn Squealer's website: "policy must be set by parliamentarians, who answer to the people".
Link here:
https://www.bbc.co.uk/news/articles/cn848g3ll09o
The government is changing the law to stop the Sentencing Council issuing new guidelines to courts in England and Wales without the explicit approval of the justice secretary.
Under the new rules, Shabana Mahmood will have veto powers over any new sentencing guidance issued by the independent public body, the Justice Department said.
The change comes after a public dispute earlier in the year between the Sentencing Council and the government over pre-sentence reports for offenders from certain minority groups.
Announcing the new measures, Mahmood said "policy must be set by parliamentarians, who answer to the people".
The new measure will be brought in as part of the Sentencing Bill, being introduced in the House of Commons on Tuesday.
The Sentencing Council is a non-departmental public body that sets out guidance for courts in England and Wales.
Both the justice secretary and the lady chief justice, who is the head of the judiciary, will be given individual powers requiring them both to approve any future guidelines before they can be issued by the Sentencing Council.
This means that if either oppose the guidance, it will not be issued.
The council will also have to seek approval from the justice secretary to sign off its annual business plan.
The Justice Department said the reforms do not interfere with the independence of judges in making individual sentencing decisions.
"It is right that we now have greater democratic and judicial oversight of the direction of the Council's work and the final guidelines they publish."
The move forms part of wider changes to sentencing policy, including measures to stop prison overcrowding, such as including Texas-style earned release sentences and tougher community punishment.
/contd
contd/...
ReplyDeleteThe new powers come after ministers intervened to block updated Sentencing Council guidance earlier this year, which would have seen judges having to consider the background of offenders from certain minority groups when deciding on a punishment.
Under the proposed rules, a pre-sentence report would have usually been necessary before deciding punishment for someone of an ethnic, cultural or faith minority, alongside other groups such as young adults aged 18 to 25, women and pregnant women.
Both the opposition and the government criticised the change.
Mahmood previously said the proposed guidelines amounted to "differential treatment" because pre-sentence reports were encouraged for some but not others.
Conservative shadow justice secretary Robert Jenrick said they were biased "against straight white men" and amounted to "two-tier justice".
Official figures, external show that offenders from ethnic minorities consistently get longer sentences than white offenders for indictable offences.
Mahmood had asked the Council to reconsider its guidance for judges earlier this year but it rejected her request, arguing the rules would ensure courts had the "most comprehensive information available" with which decide an appropriate punishment.
The guidelines were abandoned after ministers actioned an emergency law to override them."
Years pass. Many animals age and die, and few recall the days before the Rebellion...The farm seems to have grown richer, but only the many pigs and dogs live comfortable lives. Squealer explains that the pigs and dogs do very important work... The other animals largely accept this explanation, and their lives go on very much as before... on the barn wall where the Seven Commandments were originally inscribed. Only the last commandment remains: “all animals are equal.” However, it now carries an addition: “but some animals are more equal than others.”
Russell Webster Twitter:-
ReplyDelete"Justice Secretary introduces democratic lock over Sentencing Council. Excuse an increasingly cynical person's response but isn't this Orwellian NewsSpeak for undemocratic?"
From Twitter:-
ReplyDelete"Dont believe everything you read about TIMPSONS employing ex-offenders they are very selective and prefer SHORT TERM Offenders. I went for an interview there and was told
due to my lack of work experience and time in custody they'd rather employ someone with retail experience."
The first few paragraphs are such a word salad of management speak wank l am getting flashbacks.
ReplyDeleteIf anyone wants to actually *hear* what a wordy wank salad sounds like, try listening to the earnest but pointless noises made by sentencing reviewer gork @34 mins in on the Squealer's pm programme:
Deletehttps://www.bbc.co.uk/sounds/play/m002htvc
For years the Inspectorate have been informed of such behaviour, either in one to one sessions or in a group and I have never seen any action taken other than to praise the management….so if they can’t do it what’s the point of inspections other than to show the paymasters that something is being done !
ReplyDeleteI really must get round to reading the Sentencing Bill. They make these documents long and indigestible on purpose, so they can push on while exhausted backbenchers and lobbyists, activists, people who give a monkeys, wave them through feebly.
ReplyDeleteThis feeble activist has picked out some little pearlers from the press releases
“Tougher sentences in the community that better punish offenders and stop them reoffending”. Really? Lets break it down. “Better punish” is “More unpleasant”, so the work on trauma informed policy hasn’t quite got there yet. Even if the writer feels the need to appease the Daily Fail and the Baying Mobs of Telegraph readers in their bath chairs, lets get a bit honest about this. “Better” means “more good”. It would be fun to reframe this in terms of “good punishment.” Good punishment might be where the subject’s liberty was curtailed, where they had to do things they didn’t want to do, but might end up having a “good” end result. For instance, a victim who felt their aggressor had paid a price, and an aggressor who wasn’t aggressive any more. Noted that while the Daily Fail and GB “news” ramp up demands for tougher sentences, research says that victims overwhelmingly want the chances of this happening to anyone else to be reduced, at least as much as they want their aggressor to hurt.
But more to the point. “Tougher sentences that better punish offenders and stop them reoffending.” That is a supposition that stands no scrutiny. Somewhere, somehow, a choice needs to be made. Do we want to hurt someone, or help them have a better life? While the logic of the statement above is rubbish, it isn’t of course that binary, we can have retribution as part of a sentence, but ramping up the pain inflicted won’t stop reoffending. I just hope the policy makers are not so dumb to this, whatever they feel they have to say to get the votes.
“Publishing the names and photos of those subject to unpaid work requirements will demonstrate to the public that justice is being delivered”. Possibly. It will definitely give the keyboard warrior public free licence to expose, vilify, and shame. A while back we could have just reintroduced the stocks. A few days having cabbages chucked at you. Social media as it is, that photo of you on unpaid work will be with you to the end of your days.
“punishment cuts crime” No. No. No. It makes the rest of us feel better. In a civilised society, state justice removes the responsibility for exacting retribution from the victim. Law and order. That is important and necessary. But it does not cut crime.