Independent Police Conduct Authority Bullying Report Describes ‘Boys Club’ Among Senior Officers and Culture of Fear

An independent report on police culture has described a “boys club” within the upper echelons that has presided over an “atmosphere of fear and acquiescence”, which “marginalizes and ostracizes” those who challenge the status quo.

The Independent Police Conduct Authority report, released Tuesday, drew on interviews with around 220 current and former police officers, revealing a culture in which staff, including senior staff, are afraid to speak up and a significant minority report. abusive behavior.

Reports include female staff being called “bitches,” physically intimidated, and officers refusing to answer backup calls when staff feel they are at risk in the field.

The authority’s review was instigated after media reports in 2019, in which current and former law enforcement employees alleged intimidation. The police also released their own separate review.

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An additional survey of police personnel, conducted jointly by IPCA and the police, found that while most were comfortable with the culture of the police workplace, about 40 percent had personally experienced bad behavior towards them during the period. last year.

About a quarter had experienced isolated incidents of abuse, intimidation or harassment, while about one in 10 had experienced sustained bullying.

Half of the staff responding to the survey also believed that the appointment and promotion processes were unfair, and the report found that the appointment processes were one of the most significant problems identified.

Interviewees stated that the process was being misused or subverted and lacked transparency, resulting in appointments being made on the basis of existing relationships and loyalty, rather than ability and experience.

Those who complained often re-victimized themselves, with many saying that the response when filing a complaint was worse than the impact of the behavior itself.

“The harassment remained hidden, and the people who showed a clear and consistent pattern of behavior remained at their work.”

Speaking to the media on Tuesday, IPCA President Judge Colin Doherty said 400 hours of confidential interviews were conducted by a panel of four interviewers who found the process “very difficult.”

“Senior police officers were speechless.”

While Doherty described the findings as a “bleak” picture, he said many things had changed over time since the investigation began in late 2019.

“There are positive signs that the organization has taken a turn from the current commissioner [Andrew Coster] was appointed. He and his leadership team are committed to fundamental change, ”said Doherty.

Commissioner Andrew Coster, who replaced former Commissioner Mike Bush, who retired last April after 42 years in the police force, was also in front of the media on Tuesday.

“The report provides a deeper understanding of where the police should focus their efforts. We know we can do better, ”he said.

Despite the report saying that bullying behavior is often hidden, he said he is confident that it will be eradicated.

Coster said the report found that bullying was not pervasive, but defined for pockets. He declined to specify which groups of police or were identified as the worst.

He thanked those who had come forward and said that it is “a terrible situation” to be intimidated in any context, but that the report is not representative of the entire organization.

The report sets out a strategy and an action plan, which Coster said police will make sure is addressed.

This included reestablishing values ​​in the police force, emphasizing humanity, kindness, empathy, respect and inclusion, a new inclusive style of leadership and management, and a more fair and transparent appointment.

There will also be a review of bullying, harassment and discrimination policies, a pilot test of a new disciplinary process and a review of the structure, organization and management of the teams involved in professional conduct and discipline.

Those interviewed by ICPA identified a number of negative aspects of the culture, many of them centered on leadership and management.

In particular, the report points the finger at senior police personnel, criticizing a “boys club” based on “loyalties, cliques, nepotism and cronyism.”

In addition, he claimed that those who challenged this club experienced bullying behavior designed to belittle, intimidate, humiliate and exclude.

The lack of diversity of thought was identified as one of the seven themes, describing the styles of some managers and leaders as “autocratic”, with an unwillingness to harbor alternative points of view or diverse ideas, and an intolerance to questioning or dissent. .

“Some of those who reach high-level positions develop a sense of entitlement that allows them to treat people badly, which trickles down to inspectors, senior sergeants and sergeants who expect staff to follow orders without question.”

Abusive and intimidating behavior was identified as another issue, with complaints of physical obstruction, in the form of shoulders to people, verbal attacks and behaviors of contempt or forms of approach.

“Some managers were also said to display this type of behavior with all staff as normal, including yelling or insulting staff, routinely calling names during meetings, pointing fingers, and ridiculing or undermining staff.”

Several interviewees reported sexist and racist behavior, but it was much less common than other behaviors.

It was sometimes reported as overt or explicit, but more commonly disguised as humor or jokes, with examples of misogynistic and sexist comments indicating a “macho” work environment.

A lack of empathy and affection was reported, even by those who were being deliberately marginalized or ostracized, by failing to ensure that effective support was provided to those who complained or made a complaint about bullying and other misbehavior , and they showed little tolerance to adverse situations. personal circumstances or difficulties.

“Some parts of the organization do not promote courtesy, decency and compassion.”

However, the survey suggested that this aspect of culture is experienced only by a relatively small minority.

The consequences of negative culture were described as “profound” in terms of staff turnover, productivity, and physical and mental health.

“A significant proportion of the interviewees reported suffering from exhaustion, fatigue and stress, along with physical manifestations of stress. Many of them, or their colleagues, were experiencing great personal distress and had been diagnosed with depression, anxiety, or, in several cases, post-traumatic stress disorder. “

The consequences also included breakdowns in personal relationships, addiction problems, and suicidal behavior.

The Police Association has described the report as a “fair assessment” and President Chris Cahill said the most disappointing aspect is the degree of consensus that diversity of thought within the police force is not encouraged.

“It is this very quality that has the potential to be the New Zealand Police’s greatest asset.”

“When a negative workplace is added to police stress, the consequences can be severe. We know that being marginalized, intimidated, confronted with an autocratic style, or caught in the middle of an inappropriate office culture poses a serious health threat. mental of our members, “Cahill said.

“That is why this report is valuable. It sets out the next steps for the police in an ongoing process to which they must remain committed.”