Bringing the outside in, to get change right
I need to and want to hear from those we have let down, from our communities in London and within the Met. Constructive anger, channelled in the right ways, can bring positive change.
I have taken over as the leader of an organisation that has been far too weak in taking on those who undermine the honest and dedicated majority who determinedly serve the public.
And I have set out how I will be ruthless at rooting out from this organisation the corrupting officers including racists and misogynists.
Already in my first two weeks I have sought out those who want to help the Met be better whether from within or through the support of Londoners.
I have spoken to many who represent different parts of the Met’s workforce, including associations representing Black, Muslim, Polish and LGBT+ colleagues.
One group, the Met Black Police Association, I have spoken to three times. I have also spoken to colleagues who represent women who have too often been let down.
These conversations can be challenging. I heard one network for Black officers is disregarded publicly by another and that some of our staff associations are dominated by men.
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Listening takes time. With the daily demand at the Met and the significant police operation following the death of Her Majesty The Queen it has been difficult to make this happen.
But I am determined to get the Met culture right, with the support of others informing my plans.
I have real concerns. I need to be sure I am talking?to the right people, the challengers, those who care, who will call out injustice but also show things as they are.
Also, I find myself considering the role of the media, holding us to account when we get it wrong and also recognising the nuance, the complexity of things and not simply jumping for a headline.
I believe in systemic change that demonstrates the Met can be better, not glossy articles suggesting it is repaired.
I will continue to search for a meaningful partnership with those who will speak truth to power and help us reform.
Ambassador @ Stop Hurt at Work | Public Speaker
2 年I wonder if this open letter was published with intent to genuinely hear from people or whether it was a public relations exercise with no substance. Thus far I see no response from Sir Mark Rowley to the comments that were posted as a result of the open letter he published on LinkedIn.
Kickoff@3 Co Founder and Director. Community Volunteer, Youth Mentor. Premier League Football Black List Award Winner. QPM Award Winner.
2 年Sir, Unfortunately there are also lots of internal Met Problems with a toxic culture still causing much hurt and pain to staff members along with family members. They are both male and females from diverse backgrounds.
Experienced & trained Construction senior manager. Retired Police Detective (MPS) & Federation Representative (MPS & Police Federation National) Always looking to improve standards, & drive professionalism with honesty
2 年So why post an open letter and then not explain how people get in touch? Would be good to see a route for bringing the outside in or is it just for pressure groups and political activists?
Electrical Engineer at Telchar Electrical
2 年How about the the hard working Londoners that pay a lot of tax that don’t feel safe travelling too and from there work place. How about when trying to report a crime non emergency it takes forever to get through to a operator. How about when a crime is reported such as a cannabis factory nothing is done. These are the basics of organisations. Most of the metropolitan police do a great job but previously run commisioners have bullied there staff and moral had been lost.
Korea - Security Threat & Risk Management Provider
2 年Commissioner, further to my earlier comment, I would like to advise you also that, prior to selecting a victim to rape, rob, and or kill; offenders are not wondering to themselves what pronouns to use!