The standard you walk past, is the standard you endorse

I was appalled by the extent of the findings Baroness Casey exposed in her interim report of the Met's misconduct process this week. Integrity is the foundation of policing. People rightly expect us to uphold the highest standards.

Yet our organisation is being undermined by corrupting behaviours that have gone unchallenged and have been allowed to multiply.

While the focus of this report is on misconduct, it tells a serious story about our culture. We need to radically overhaul how our organisation is set up, and instil our values in everything we do.

Reflecting on the report, the evidence is clear. The disproportionate way in which Black and Asian officers and staff have been treated shows patterns of unacceptable discrimination that clearly amount to systemic bias.

The fact that allegations of racism or sexual misconduct and misogyny have less change of being upheld is also completely unacceptable. Furthermore, it is clear that the Met's systems and processes don't support the right outcomes.

I am sorry to those we have let down: both the public and our honest and dedicated officers. The public deserves a better Met, and so do our good people who strive every day to make a positive different to Londoners.

This is a sobering moment for the Met after a series of scandals and failing public confidence.

I am optimistic, though. The people and character of the Met means we can defeat this corrupting behaviour, but excellence will only come with candour. The responsibility to fix this lies on those of us who are leaders, and we must take responsibility to tackle issues robustly and promptly. I am very clear: the standard you walk past is the standard you endorse.

I have set out clear expectations - and three initial principles of behaviour - in an all staff email and internal video message this week. I am also sharing them here.

I care deeply about policing and with the talent, determination and passion I see in this organisation, I know that we can and we will succeed.

My All Staff Video Message - Monday 17 October 2022

My All Staff Email - Monday 17 October 2022

Today we published Baroness Casey’s interim report into our internal misconduct system.?

You care about policing, about The Job. And that is precisely why today's report and Baroness Casey's findings are so hard to hear, for you, for all of us.?

You are here because you care. And indeed, I returned to policing after four years out because what we do matters. It matters so much and it matters deeply to me.?

And I know that with such a dedicated, determined, honest majority we can tackle this corrupting behaviour.?

It hurts our colleagues who are on the receiving end of horrific behaviour. And it fundamentally undermines the public’s trust in us. But sadly, many of these criticisms are not new and therefore we will not succeed in unless we look harder and more honestly at ourselves, harder than we have ever managed previously.?

What we have heard today from Baroness Casey packs a very, very heavy punch.?

Let me be clear. This report is a test for us. Can we as an organisation, as people, respond to these findings with dignity and with humanity? Rather than reverting simply to defensiveness???

The shame of being an organisation that is weak in protecting our own integrity is hard to bear. Her words are powerful and of course, it does hurt.?

It is those of us who have the privilege to lead who should feel the shame of this criticism most deeply. From sergeants and police staff supervisors, to myself as your Commissioner.??

It is us who create the culture, systems and standards. We must do better.?

I am grateful to Baroness Casey for so effectively getting under our skin in a way that no one has managed before. Talking to officers and staff myself it is clear that we all share the same anger at those who corrupt our collective integrity through, for example, racism, misogyny, homophobia and ableism.?

When I have discussed these issues with groups of officers they have the same view as Baroness Casey - that leaders in the Met should be more explicit about exactly what is and is not acceptable.?

I will make the first step in bringing that clarity today.??

We are going to develop and strengthen what the values and standards of the Met are, so that those expectations are clear.?

We all need to be reading from the same page as to how our values of professionalism, integrity, courage and compassion are practically upheld.??

In the meantime, I now must be absolutely clear to you about my expectations of you as Commissioner.?

Please regard this as a direct instruction and the start of our focus on achieving high standards.??

As police officers, we are in a unique position. We use coercive powers and force during the course of our duties to enforce the law. And so rightly, the public expects and requires that we are held to the high standards, both on and off duty.??

I want to establish three principles about our behaviour, which I expect you to observe.??

The first principle - honest mistakes. By this I mean errors with good intent. If an honest mistake is made, you should always expect and give support, advice and learning.?

However, I expect immediate candour in such circumstances. If you are evasive or you are trying to avoid accountability, then I do not consider your personal integrity to be compatible with policing.?

The second principle - respect and good humour. I want the Met to be an organisation where colleagues enjoy being at work, feel respected, and are able to thrive.??

The Job is tough and it requires strength of character and resilience. And of course, I understand it is not an environment conducive to the restrictive language of a convent, for example. But deliberate or reckless prejudice or hatred is, of course, unacceptable.??

Humour can never be a licence or an excuse for such bile.??

And further, we all have a duty to listen. If people tell us that our words or tone or actions are upsetting to them, then we should respond constructively. This is not about virtue signalling. It is simply about respect or about good manners.??

I echo Baroness Casey's ask: Put yourself in someone else's shoes. Imagine how it feels for those people who are disrespected.?

Thirdly - conduct that warrants dismissal. To avoid any doubt, you are not fit to be in the Met if you do any of the following:?

• Legitimise sexual violence in so-called banter.
• Suggest that colleagues are criminal because of their race or religion.
• Display negative attitudes towards people because of their gender, race or religion or sexuality.
• Use discriminatory and prejudicial language in a form of abuse, for example ‘gay’ or ‘disabled’.?

This list of course not exhaustive, but it does start to draw a clear line.?

I find it hard to envisage any circumstances where this behaviour is anything else but a route to serious disciplinary proceedings and immediate dismissal.?

The responsibility to fix this lies on those of us who are leaders, and we must take responsibility to tackle issues robustly and promptly. You could absolutely expect my support if you do.??

If you do not, frankly, I will consider you as guilty as the offender and you can expect to face similar consequences.?

The standard you walk past is the standard you endorse. And for anyone who has received a warning for unacceptable behaviour but has been allowed to stay in the organisation, a repeat offence will lead to dismissal.?

As Commissioner, I want to be absolutely clear with you all. I know the people and character of the Met means we can defeat this corrupting behaviour, but excellence will only come with candour.?

If we do not properly and thoughtfully take on these findings because they are too painful, we will fail. Our culture, leadership and systems have let those of you on the frontline down.?

Especially those of our black, Asian and ethnic minority colleagues, women, and the LGBTQ+ community.?

Finally, I want to emphasise that our response to this report is a test of our personal humanity. There will be a lot of anger, emotion and trauma in the Met as a result of this report.?

We will see colleagues angry or upset because this reinforces their own poor treatment and how that has been mishandled. And we will see others who are angry, who have had only great experiences and are feeling bewildered or unfairly criticised.?

Similarly, the reaction of communities who are angry that we have let them down will be reinforced by this report. And at the intersection of those two I know there are many black, female and other minority colleagues who will find this hard. As an example, Chris Excell, Chair of our Black Police Association, said to me: “Many colleagues find it hard to be both black and blue.”?

Policing has a soul that comes from our shared sense of vocation to protecting and serving the public. Today can be the day that we show the humanity and our empathy for others, our reaction and our determination to finally embark on the mission to defeat this.?

My own commitment as Commissioner is to lead us through this, setting a new direction. There are things I will do immediately, strong levers I can pull right now to make a difference. But much of this, as Baroness Casey said, will take much longer as we confront culture systems and our approach to leadership.?

We can all start by taking a deep, deep look at ourselves and ask: are we serving the people of London as best we can? and in the most respectful way??

Deep systemic change takes time. The culture of an organisation won't change overnight, but I make you the promise that I will give everything that I have for us to achieve my vision for this organisation.?

As I said above, I care deeply about policing and about the Met, and I know you do too.?

With the talent, determination and passion I see in this organisation, I know that we can and we will succeed.?

Thank you.?

Sir Mark Rowley QPM?

Commissioner?