Category Archives: International Women’s Day

‘You won’t scare my mummy, she’s a police officer’: the impact of policing on parenting

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by Fran Wright, Lecturer in Policing Organisation and Practice at The Open University

Most parents would probably agree that there is never a ‘right time’ to start a family, but as a police officer I would argue there really isn’t. Entering the police service twenty years ago, I naively assumed that one day I would perfectly balance motherhood with my dream career. Having made carefully considered choices and countless self-affirmations that having a baby, ‘won’t change me,’ eighteen years and two children later, I can say quite categorically that it has.

As I have stepped further away from frontline duties, and watched my children grow, I have become more aware of the impact my dual role as a ‘police mother’ has had on my family and I over the years. Only now, with an appetite for police research (and a wealth of amusing anecdotes), do I concede that my daughter is right when she says, ‘you only say that because you’re a police officer.’ Reading a piece by Lennie (2018) entitled ‘Policing parenting: Psychological challenges for officers and their families,’ caused me to reflect on my own experiences of this phenomenon, and to consider whether being a police officer has informed my approach to parenting, or more importantly, negatively impacted my children.

I have often likened my operational role to the 1980’s children’s programme Mr Ben, walking into the locker room at one end as a wife and mother, and moments later, miraculously reappearing as a police officer. Enter the hypervigilant, over-protective, and at times border-line neurotic mother; exit the calm, level-headed, police officer, able to robustly cope with whatever the next ten hours might present. Violanti (1999) asserts that ‘police officers are expected to be combat ready 24/7, whilst maintaining a normal social presence,’ and yet I find myself with an ‘alter-ego.’ So when and how exactly did this dual-personality manifest?

As a new mother I was based in my home city, policing the streets in which I lived. Reflecting on a trepidatious early trip out with the pram, perhaps I should have realised when my over-reaction to a well-known ‘customer,’ (who had merely recognised me and shouted across the road in acknowledgement), was perhaps what Agocs et al. (2015) would consider a ‘danger-protection strategy.’ In a state of gut-wrenching panic, my instinct was to run from this once troublesome teenager, whom I now perceived as a violent monster. A lack of engagement with early police research in this field served me well, since Manning (1978) concluded, that from a police perspective, ‘people cannot be trusted, and they are dangerous.’ Had I applied an evidence-based approach at this stage, I may well have chosen to end my police career there and then.

As the newness of parenting abated, perhaps one could have expected to feel more relaxed, and able to enjoy the company of toddler-friends in the joyous surroundings of the soft-play centre. Conversely, this was to become a regularly traumatic experience for this ‘police mother.’ The nature of my police role triggered involuntary behaviours and suspicions of which my friends were oblivious. I was on ‘high-alert’ to lone males who might be ‘watching’ children; a scenario bearing remarkable similarities to that at a splash park described in a study of police mothers by Agocs et al (2015). The reality was of course that these were probably innocent men watching their own family as they played.

As friends casually tossed aside their handbags, mine remained strapped firmly to my body. The avoidance of the opportunist thief, far more exigent than the hindrance which it caused as I clambered through the cargo netting in pursuit of a toddler that I would surely never see again should I lose sight even for a second. The small inadequate exit gate could easily facilitate a child abduction, or at best a high-risk missing person.

Attendance at the play centre remained incessant during the early school years, since the ‘play centre party’ was the celebration of choice for what seemed an eternity. Triggers differed however once the children played independently. My heightened anxiety focussed on the potential for injury, (actual) loss of teeth, or the recognition of a wanted person, once spotted across the ball pit at a particularly ‘choice’ venue.

As the children have reached their milestones, so too my ‘danger-protection strategies’ have developed. Perhaps this is the reason that my son’s reception teacher described him as a ‘wise head on young shoulders?’ Clearly those ‘teachable moments’ that I have unwittingly instilled have served him well; he has an excellent grasp of road safety, a thorough understanding of the consequences of not wearing a helmet for any ‘wheeled activity’ and would never dream of leaving his scooter unattended for fear of it being stolen! My daughter’s similar hard-line approach to road-safety occasionally left her unable to catch the school bus due to her literal interpretation of my repeated instruction to ‘only cross the road if you can see absolutely nothing for a mile in either direction.’

An early grasp of ‘stranger-danger’ was equally reassuring, if not slightly alarming. When offered a sweet by a friendly store worker, my daughter’s hysterical over-reaction as she believed she was ‘being stolen,’ left the poor woman bewildered. This was perhaps a light-bulb-moment, and a clear demonstration of how my lack of trust in others had caused me to transfer my own fears to my children through the ‘what if’ scenarios I have developed throughout their childhood.

Years of policing in a city centre environment, dealing with trauma, risk, and danger, have evidently shaped my perceptions and influenced the ‘danger- protection strategies’ employed to protect them. I recall my daughter preparing for her first shopping trip with friends in her early teens. As we rehearsed the relevant ‘what if’ scenario, I unconsciously applied the 5 WH (who, why, what, when, how) questioning technique, honed through years of police interviewing. Despite being reassured by her graphic response as to how she would evade such danger, the disproportionate level of violence that would be deployed in the ‘stranger’ scenario required a timely intervention regarding ‘use of force’ and ‘proportionality’!

As we embark on the next phase of childhood, my hypervigilance heightens; fatal road traffic collisions, stranger rape and student suicide, all potential consequences as my eldest learns to drive, enters higher education, and enjoys the associated nightlife. Research suggests that I am not alone with this ‘worst-case scenario’ outlook. Agocs et al. (2015) conclude that ‘police-women are super-vigilant parents; they see more, know more, worry more and warn more.’ A reliable evidence-base for my own self-doubt, or further protestations from the children.

As I recall these anecdotes, which at times have been a source of amusement, they serve as a constant reminder of my privileged, if not damaging, position as a ‘police mother.’ I ponder the ‘emotional labour’ (Lennie, 2018) expended in my efforts to protect, compounded by the guilt of balancing the demands of work and home, as I strived to be a ‘good mother.’

Despite my idiosyncrasies and the embarrassing moments, I know the children are proud. My donning of a wagon driver’s high visibility coat at the scene of a collision was a particularly low point for my teenage daughter, although she did later concede that she felt proud. In contrast, our collective family response to a suspected drink-driver following a day trip, was deemed ‘epic’ by them both. They have always enjoyed the ‘stories’ imploring me to describe the ‘worst thing’ I have seen or dealt with; a censored response, carefully constructed, with incidents downplayed or even fabricated, contributing further to the ‘emotional labour’ involved in balancing the realities of life, with emotional damage limitation.

Through my endeavours as a ‘police mother’ I appear to have raised two highly sensible individuals, neither of whom present as ‘emotionally damaged.’ Whereas I shoulder an aggregation of anxieties with every passing milestone, regularly behaving in a way which I am informed by my daughter is ‘not normal.’ Recently whilst embracing her, I instinctively reached into her wide-opened shoulder bag, demonstrating the ease in which her purse could be stolen. Her response to this mock theft scenario was utter contempt. A stark contrast to when she proudly informed her nursery friends, (as they attempted to scare me with a plastic dinosaur), ‘you won’t scare my mummy, she’s a police officer.’ She was right; stepping out of ‘Mr Ben’s’ changing room into my ‘police world,’ I barely ever felt scared despite the risks I faced. And yet, where the children are concerned I have consistently and instinctively displayed behaviour which confirms that my police role has indeed informed my parenting ‘style.’ And if further evidence was required to corroborate my daughter’s claim that I really do, ‘only say that because I’m a police officer,’ then my response to a recent question from my son, provides validation. He asked, ‘is it scary being a parent?’ my response…….. ‘it’s scarier than being a police officer!’

 

Equipping officers to make women safer from Rape and Serious Sexual Offences (RASSO) – insights from Operation Soteria Bluestone

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Dr Emma Williams, Dr Linda Maguire, Dr Arun Sondhi and Richard Harding, The Open University, Centre for Policing Research and Learning. Operation Soteria Bluestone team, Pillar 4

Welcome to the fifth and final (but no means least) blog in this special series celebrating International Women’s Day.  Today’s blog shares important insights about the ground-breaking project currently underway to transform the police response to Rape and Serious Sexual Offences.

Investigating Rape and Serious Sexual Offences (RASSO) is complex and is one of the most challenging aspects of violence against women and girls for the criminal justice system. It requires specialist knowledge input and officers who are confident in their roles to undertake this task. The complexity arises partly from the fact that many of the victims of these offences often have many vulnerabilities. This means that many RASSO victims are far removed from the notion of an ‘ideal victim’ and it is often these factors that impact on their receiving a fair process. Hence, women with the most serious vulnerabilities and likely to be targeted and groomed by perpetrators and as a result, are also those most at risk of their cases resulting in attrition.

Further complexity arises from the fact that many investigations involve difficult interpersonal relationships, where there are often no independent witnesses, and where victim accounts and behaviours can be misinterpreted through many false lenses, including misogyny, homophobia, myth and misconception, and ignorance of the effects of trauma. All of these factors require investigators to have specialist and expert knowledge. They should have completed appropriate learning and development opportunities to enable them to have the knowledge, attitudes and skills to understand and effectively engage with the complexities of RASSO investigation and the related trauma.

Operation Soteria Bluestone is a UK Home Office-funded programme designed to improve the investigation of RASSO in England and Wales. Our findings confirm the systemic challenges that police services are facing in trying to manage the demand for RASSO investigation.  In our review of learning provision and officer welfare we found that investigators, at all levels, are aware of the impacts of cases being allocated to officers with, often, limited experience or learning. Where experienced investigators were available, particularly in supervisory roles, they often had limited knowledge refresh since their initial courses and were sometimes struggling to support less experienced colleagues whilst managing their own caseloads.  Collectively we heard investigators express their frustration at wanting to fulfil their mission to solve crime, bring perpetrators to justice and do the right thing for victims, whilst working in an environment that made achieving those goals increasingly challenging. Morally this presents huge challenges for officers involved in investigating this crime type.

Part of our approach was to explore the relationship some of these issues may have with the concept of occupational burnout. The notion of burnout is well established in policing. Over recent years it has been considered to be increasingly prevalent as a result of austerity measures and changing operational demands. Factors relevant to RASSO investigations also include the increased requirements for processing and investigating digital evidence, the need to provide a victim-orientated service alongside the changing relationship with the Crown Prosecution Service, which has all added to an increased workload for officers.

Factors encompassing burnout include exhaustion, feelings of negativity or cynicism and reduced levels of personal accomplishment. People who are emotionally exhausted tend to feel over-extended and physically drained. Cynicism can manifest itself in greater detachment or depersonalisation from victims, with feelings that officers have achieved little success at work. Symptoms of burnout tend to report physical and mental exhaustion and reduced ability to care for the victims with which they work, leaving a sentiment that their work makes little difference. Despite the prevalence of burnout symptoms, police officers are unlikely to seek help or support within their organization or externally for professional treatment due to fear of stigma or loss of job role.

Our work on Operation Soteria Bluestone has explored the learning, development and wellbeing climate for officers investigating RASSO. A key finding is that predictors are not specific to a single police force, but common to all forces. The findings suggest the importance of the wider organisation in influencing emotional exhaustion and depersonalisation. The causes of burnout are consistent with the literature on policing including perceptions of workload, large caseloads and the detrimental perceived effect on an officer’s work-life balance. We identified high levels of stress and ill-health, alongside pressures to come to work despite being unwell. Whilst those involved in the management and investigation of RASSO cases are exposed to vicarious trauma through their work with victims, they have additional and varying degrees of trauma through the organisational process itself.

In addition, the high number of caseloads places a burden on the learning climate, reducing the time that officers have to receive specialist training to do their job. We believe that if officers are equipped with the proper resources and specialist training, they will be empowered to do their job and this will impact positively on their wellbeing.  If these resources are low and demand is high, as our findings suggest, burnout can occur. Therefore, the knowledge to date from the work on Soteria Bluestone offer really important insights into the relationship between the police organisations’ commitment to enabling their staff to deliver professional police investigations in the context of RASSO. The connection between officer competence and confidence and the provision and ability to access learning, to support their development and officer wellbeing, is vital.

With a new National Operating Model for investigating RASSO in development for implementation, police organisations will be better prepared to improve the current situation for their workforces. Organisational change is needed to really enable, involve and equip officers, not only to enhance their own wellbeing, but ultimately to improve outcomes for victims. As a research team we are excited to be working with forces and helping them to prepare for managing the provision of specialist learning, development and wellbeing support RASSO officers, to enable policing to make transformational change in this crucial area of justice.

 

Concluding remarks

Thank you for reading our blog posts this month.  As you can see, here at OU Policing we are committed to conducting research about issues that affect the lives of women.  The project we have shared this month are underpinned by a desire to improve women’s lives – be that through the criminal justice response to domestic abuse and rape, girls experiences of criminal exploitation, or women’s experiences as mothers in the police.  If you would like to know more about our work, or you would like to work with us, please don’t hesitate to contact us at OUPC@open.ac.uk

The Motherhood Penalty: Evidence of maternal bias in the workplace and why policing needs to do more.  

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by Kendal Wright and Dr Keely Duddin, Policing Organisation and Practice, The Open University

photo by https://pregnantthenscrewed.com/

“Before Breaking The Glass Ceiling, Women Must Climb The Maternal Wall” 

Mary Ferrante

Welcome to the third blog in this special series celebrating International Women’s Day.  Todays post shares an insight into a ground-breaking study exploring women’s experiences of motherhood in the police.

Last summer our research team pressed the ‘go live’ button on our pregnancy and maternity experiences survey, what happened next took us beyond our expectations. Within a two-month period we had almost 6000 responses, and over 9000 free text responses.  We believe this survey to be largest piece of research to have ever been conducted on this topic in policing, and in the public sector in the UK.

As we watched the responses continue to grow, it hit home how important this research is to so many people and how much progress we still need to make. It was a humbling experience to see the time and effort participants took to communicate their stories and we had many people comment on how cathartic the process was in enabling them to voice their experiences.

Maternal bias background

Research around maternal bias is gaining traction and research shows real evidence of a level of maternal bias in organisations, where some colleagues can view mothers, – or pregnant women as less competent and less committed to their jobs (Arena et al, 2023). Further research (Ogden, 2019) has suggested that working mothers can face a specific type of bias named ‘maternal wall bias’, which can manifest itself in different ways, for example in conducting performance evaluations or for taking on challenging assignments or promotion opportunities because of their assumed lack of time and desire (Ogden, 2019). In a milestone study, Correll and colleagues (2007) found evidence for a ‘motherhood penalty’ which demonstrated that working mothers were only recommended 47% of the time for hire, vs 84% of female applicants who didn’t have children and were penalised on a host of measures, including perceived competence. Furthermore, the Equality and Human Rights Commission (2018) found that a third of employers felt that women who become pregnant and new mothers in work are ‘generally less interested’ in career progression, when compared to other employees in their company.

What the survey tells us

As we started to analyse the results, we found 29.2% of free-text responses contained an element of mothers experiencing maternal bias.  Take that into consideration of how many free text responses were received, that’s almost 3000 responses where a mother has felt bias towards her as an individual in the workplace since announcing their pregnancy or returning from maternity leave.

“I was told during my last pregnancy that if I wanted a promotion I would need to “stop getting pregnant”. This was after the loss of my first pregnancy after joining the force”.

Police staff/ Practitioner/ Last period of maternity 2-3 years ago

“Told not to consider promotion until I was no longer a flexible worker”

Police Officer/ Sgt/ Last period of maternity 5+ years ago

“I think regardless of how supportive supervisors and colleagues are – a new mother is never considered for promotions etc. You are almost seen as a liability because you take care of a young child. They would prefer single workers who do not have other responsibilities. It’s not an open culture but definitely exists.”

Police staff/ Practitioner/ Last period of maternity 1-2 years ago

“Better support needed on return from maternity leave and balancing new responsibilities with work responsibilities.  Also, action is needed on unconscious bias where managers assume that you want to focus solely on your children and are not interested in development anymore.”

Police Officer/ Inspector/ Last period of maternity 1-2 years ago

Why it’s important

It’s an evolutionary fact that a large number of employed women will go on to have at least one period of maternity leave during their career. However, there has been little police-based research published recently around officers and staff returning to the workplace after maternity leave.

Historically where police organisations have been male-dominated places of work, organisations now actively promote recruitment drives with one of the aims to diversify the workplace to suit the communities they serve, including increasing the number of female officers recruited. This concerted effort has led to the number of female officers in UK police forces increasing to over 50,000 (Gov.uk 2022). Charman & Tyson (2022) carried out research examining the stark increase of voluntary resignations, some of those reasons cited included the lack of visibility of flexible working mothers in senior roles. Findings in our research support the notion that police organisations must transform working practices around embracing and supporting motherhood if they wish to retain their much longed-for and much-needed diversified workforce.

Let’s not continue to make assumptions on a mother’s behalf about their ambition and commitment to the role just because they had a baby.  What a mother doesn’t learn about time management, multi-tasking, patience, and negotiation when dealing with a teething baby isn’t worth knowing.

Policing for the future needs to embrace working mothers and put an end to the maternal bias they may face as they return to work, regardless of their aspirations. “Have a heart, remember we (mothers) are as much value to the organisation as others…” (Participant 132). Mothers should feel supported and valued by their organisations and policing as a career shouldn’t result in the “motherhood penalty”.

If you would like to know more about this research, please contact us at

Kendal.wright@open.ac.uk

Keely.Duddin@open.ac.uk

Celebrating International Women’s Day at OU Policing

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by Dr Holly Taylor-Dunn and Dr Anna Hopkins of The Open University’s Policing Organisation and Practice department

Welcome to a special series of our OU Policing blog in recognition of International Women’s Day which is celebrated on 8th March.

This is the first in a series of 5 blog posts that will be published every Wednesday during March 2023.  We wanted to share details about the work we are doing here at OU Policing in support of women and the issues they face.

The theme of this year’s International Women’s Day is ‘embrace equity’.  The organisers are calling on everyone to recognise that equality and equity are different things.  They are trying to highlight the fact that women face particular challenges and barriers in their lives that prevent them fulfilling their opportunity.  It isn’t enough to say we will treat everyone the same – because we aren’t the same – and we don’t experience the same obstacles in life.

So how is this relevant to policing?  Well, it’s really relevant.  For example, we don’t expect the police to treat all victims of crime in the exact same way, because their needs are not the same.  This is especially important when we talk about crimes such as domestic abuse or sexual violence, as these are crimes that affect the lives of women to a much greater extent than men.   For the last 50 years, women’s advocates have been calling on the police (and wider criminal justice system) to take these forms of abuse seriously and to provide effective support to victim/survivors.  But as you will see in the blog posts on 8th and  29th March there is still a way to go.

The debate around equality and equity is also relevant to policing as a workplace.  One of the projects that will be shared in this blog series relates to women’s experience of maternity leave and returning to work in the police – this project highlights the challenges faced by women with childcare responsibilities which can directly impact their career opportunities.

Current challenges in policing and the wider criminal justice system?

The last few years have been unprecedented in terms of women’s relationships with the police.   The murder of Sarah Everard by a serving police officer, followed by the horrendous crimes of David Carrick have understandably eroded trust and confidence in the police for many women.  The increased focus on police officers as potential perpetrators of violence against women resulted in the Centre for Women’s Justice launching a ‘super-complaint’ against the police.  This super-complaint alleged that the police were failing to deal appropriately with domestic abuse cases involving serving police officers.

But not only have police forces faced criticism for how they have dealt with police officers who commit violence against women, they have also been criticised for how they have dealt with reported offences from the public.  A government body responsible for inspecting police forces raised concerns about the number of violent crimes against women and girls that were closed by the police as requiring ‘no further action’.  The Inspectors were worried that the proportion of cases being closed in this way had increased a lot in recent years and they were not convinced that victim/survivors had been consulted about these decisions.

So, what is being done to address problems such as these?

The current challenges facing the police in terms of women’s trust and confidence may sound bleak.  However, there is so much work underway in police forces across the UK who are genuinely committed to getting it right. Nationally, for the first time ever a Violence Against Women and Girls (VAWG) Taskforce has been set up. Led by DCC Maggie Blyth the taskforce addresses VAWG across Three Pillars:

  • Build Trust and Confidence – Policing cannot claim to take VAWG seriously if it does not respond immediately and robustly to VAWG-related allegations and root out those who do not uphold the culture and high standards that the public rightly expects from it.
  • Relentless Pursuit of Perpetrators – Perpetrators are the one and only cause of VAWG.
  • Safer Spaces – Locations where women and girls are most at risk from VAWG maybe online, behind closed doors or in public spaces, to target activity the riskiest locations need to be identified

Here at the OU we work in collaboration with 24 police forces throughout the UK via the Centre for Policing Research and Learning.  This collaboration brings together academics and police forces to address issues that are important to policing.  Given the current situation, it may not surprise you to learn that many of the projects we are currently working on are focussed on violence against women and girls.

We are working on projects exploring how to improve the police response to rape and sexual violence, a project examining the reasons why victims of domestic abuse and sexual violence may not want to support a police investigation, and a project investigating cases of domestic abuse that are prosecuted without the support of the victim.

It is important to highlight that all of these projects are supported by the police forces in our partnership – they recognise how important this work is and they want to improve.  We are also developing a project looking at domestic abuse within the police.  This will consider the work that is being done to support officers and staff who are affected by domestic abuse as well as how they deal with those who perpetrate it.

Concluding remarks

Despite the significant impact of recent events on women’s trust and confidence in the police, it is important to recognise the amount of work currently underway to address these issues.  The reality is that in order for women and girls to succeed and reach their potential, they should firstly be able to achieve equity in all aspects of their lives which would in turn would contribute towards a life free from violence, abuse and fear.  In order to get there we need to work together to change the structures in our society that allow such abuses to occur – including the police and wider criminal justice system.