ACC Dennis Murray
What barriers have you come up against when bringing about change within policing for the black community?
Bringing about change within policing for the Black community has been a complex and ongoing process.
1. Historical Tensions and Trust Deficits:
There was and remains a lack of understanding within policing in this area. The uncomfortable history of relationships between the police and Black communities has created deep-rooted tensions and trust deficits. Without the trust and confidence of Black communities, policing becomes less effective at protecting all communities. Over the years, efforts have been made to tackle racism, discrimination, and bias in policing, but change has not been fast enough or significant enough and I remain unconvinced that there is buy in at all levels. There is no short term fix for this issue and sustained effort is essential.
2. Disparities in Stop and Search Practices:
People often mistake reducing disproportionality for we need to reduce stop and search. Stop and Search is a viable tool if the police service can explain convincingly its data – as yet we cannot. Black people in England and Wales are over nine and a half times more likely to be stopped and searched than white people. This disproportionality is even worse than figures from 20 years ago. During the first national Covid-19 lockdown, these disparities deepened, with the equivalent of 1 in 4 Black individuals being subjected to stop and search. This issue is one of the biggest barriers to improving trust and confidence. Explain or reform has to be the way forward but is an enduring challenge.
3. Lower Levels of Trust and Confidence:
Some Black communities have lower levels of trust and confidence in the police due to historical mistreatment, racial profiling, and discriminatory practices. Sadly this is internally and externally. We have become really experienced at recruiting and painting a scene of an organisation that ‘gets it’ but when the lived experience isn’t matching the picture painted, people vote with their feet. The retention issue demonstrates that this is the case.
4. Structural and Systemic Challenges:
Structural and systemic challenges within policing institutions can hinder change but I believe that the debate over institutional Racism has become a blocker. Whether a force declares IR or not means nothing without action. Whether a force feels it is or isn’t IR, there needs to be a plan to ensure the organisation is anti-racist. Waiting for a national consensus will just delay action. Addressing these challenges requires comprehensive reforms and a commitment to anti-racist practices.
5. Resistance to Change:
Change often faces resistance from various stakeholders, including police officers, administrators, and political leaders. We have seen this played out many times nationally and locally. Overcoming this resistance requires strong leadership, education, and a willingness to challenge the status quo.
6. Community Engagement and Participation:
Engaging Black communities in decision-making processes and actively involving them in shaping policing policies and practices is crucial. Community participation helps bridge gaps, fosters understanding, and ensures that reforms are responsive to community needs. This is a difficult area to make progress because of years of distrust but we must continue to push for change.
7. Resource Constraints and Prioritisation:
Policing agencies often face resource constraints, which can impact their ability to implement meaningful change. Prioritising anti-racist initiatives and allocating resources effectively are essential for progress. Treating this as good performance and not a programme or project is key. If it gets measured it gets done. BAU got us to the stage where we needed a VAWG/RACE plan – transitioning work streams to becoming the DNA of the organisation has to be the way forward.
It is important to represent, promote and recognise Black talent, this being said, what has been your main achievement during your policing career?
I have had a few – I was Hate Crimes Officer of the year, I have introduced new structures, strategies and processes in 3 forces plus helped other forces to develop their approaches to becoming anti-racist. I received the Queens Police Medal for work with Seldom Heard Communities. Despite challenges I have managed to achieve the rank of Assistant Chief Constable which now provides a platform to deliver change on a larger scale.
What small changes can individuals make to become genuine ally’s for the black community within the workplace?
Understanding is key. An ally standing up and saying they are bought in will have more impact than someone like me saying the same thing. I could be seen as having a vested interest that an Ally does not. If everyone set out to make one small change, imagine the impact that would have.
Do you have any tips or advice for those in the Black community who want to start a career in policing?
You can’t change anything standing on the side lines waiting for it to change. You have to become part of it. I am happy to speak to anyone considering joining. Policing took me as a free school meals kid, who lost his father at the age of 13 years old into a senior leader working for the 5th largest force in the UK. The force educated me to Masters Degree level and letters after my name. Do I make decisions of influence…. One of my current roles is restructuring a £550m organisation… that’s significant influence – so step forward ‘ to see the change, be the change! It isn’t going to be easy but when has change ever been easy. If it was easy, we’d have changed it already.