Thames Valley Police urged to rebuild trust after losing employment tribunal

Opportunities for early dispute resolution were missed, and welfare support for staff involved was inadequate.

The review also identified wider issues in the force’s approach to equality, diversity and inclusion.

Diversity strands were treated separately, and strategic direction was lacking.

The management of disability issues was fragmented, with tactical actions taken without holistic insight.

Training for middle managers on equality legislation, dispute resolution, and employment tribunals was inadequate.

The equity training programme also lacked a clear plan to assess its effectiveness and risked creating divisions if poorly delivered.

Recruitment and grievance processes lacked central oversight, preventing the force from identifying patterns of unfairness.

The review found that positive action measures taken by Thames Valley Police were not supported by national guidance or case law and should have been developed with a more robust approach.

Reactions:

Chief constable Jason Hogg:

“The review’s findings and recommendations will help guide our next steps as we work together to foster an environment where all our people feel valued and supported.

“Thames Valley Police takes these recommendations seriously and will use them as it seeks to improve.

“I am also pleased that the report recognises that Thames Valley Police is an organisation that has ‘wonderful people with passion and ways of working that deliver excellent policing for its communities’ and that the force is effective in tackling crime and supporting those most vulnerable.”

Kerrin Wilson QPM:

“This review marks an important point in time for the force to look at how it operates in the complex world of creating a fairer police force for all, giving opportunity to those who would otherwise be disadvantaged without creating additional barriers of unfairness to the majority population of Thames Valley Police.”

PCC Matthew Barber:

“Thames Valley Police was found to be wrong when making an appointment for a posting in the priority crime team and I wanted to properly understand what happened and how this case fitted in with their general approach to diversity, equality and inclusion in the force.

“The findings show that mistakes were made and that there was a lack of consistency, information and inclusion in the way policies were applied, leaving parts of the organisation feeling left out and overlooked.

“Due regard should be given to all staff.

“A wide range of recommendations focuses on key areas of central oversight, training, better alignment with relevant bodies, internal communications, internal recruitment and career advancement programmes.

“These, if implemented, will go a long way to address the issues identified.”