A unique advocacy service has been introduced in Avon and Somerset to support colleagues who experience or witness sexual misconduct in the workplace, in a move also set to bolster public trust and confidence in the force’s approach to tackling violence against women and girls (VAWG).
We are being transparent about issues we have in the service and showing what we’re doing positively to make changes.”
Vicki Moore, SMLO,
Avon & Somerset Police
The new role of Sexual Misconduct Liaison Officer (SMLO) has been created on the back of a review into the force’s culture around VAWG; now staff who call out any form of sexual misconduct will be able to draw on the support of one of 20 volunteers during the investigations into allegations.
With the new arrangements set to go live in June, several other forces have approached Avon and Somerset with a view to implementing similar schemes, and the first SMLO, Vicki Moore, indicated other challenges such as domestic abuse and racial discrimination could benefit from similar advocacy support in the future. If you’re facing such issues, it may be beneficial to consult a lawyer for help with discrimination at the federal level to ensure your rights are protected.
“We are being transparent about issues we have in the service and showing what we’re doing positively to make changes,” Ms Moore told Policing Insight.
She also believes the force’s proactive stance against VAWG will make Avon and Somerset an employer of choice for people seeking to work in an environment where such behaviour is challenged.
Positive culture
Ms Moore, who has worked in the force’s counter-corruption team for 11 years, explained how her role was created in light of findings from a review the force instigated into its culture and prevalence of VAWG issues which revealed “a clear gap in support for victims in force”.
In 2022 Avon and Somerset Police invited in LimeCulture, a national sexual violence and safeguarding organisation, to benchmark the culture and challenges posed by inappropriate sexual behaviour from within their own workforce, with a view to supporting colleagues and demonstrating to the public that if they took the issue so seriously internally, then they could win back trust externally.
We are being clear we have consistency around sexual misconduct and around behaviour expectations – including what’s expected of line managers – as one of the barriers to change identified was that the force did not have a consistent approach from supervisors.”
Vicki Moore, SMLO,
Avon & Somerset Police
A total of 75 officers and staff took part in a series of focus groups supported by the Police Federation of England and Wales (PFEW) and Unison, producing a broad range of views on the VAWG topic.
The consultants helped define what sexual misconduct looked like and the behaviours it covered, then sought what the experiences and concerns were. In their findings, they indicated gaps for the organisation in terms of culture, barriers around reporting, and support networks.
“We wanted to drive forward a positive culture around sexual misconduct,” said Ms Moore. “We are being clear we have consistency around sexual misconduct and around behaviour expectations – including what’s expected of line managers – as one of the barriers to change identified was that the force did not have a consistent approach from supervisors across the force with differences in perception.
“People understand how to report inappropriate behaviour but didn’t understand internal processes around misconduct investigations and what things look like for them after reporting. We wanted them know they are supported, from reporting to the conclusion of any investigation.”
She added that the LimeCulture report indicated that staff feared they would not be supported if they called out offending, be accused of not being a team player, or be labelled a “grass” or not put forward for the next promotion.
Prevention role
In the prevent element of her role, Ms Moore said she will be looking at training and how it can be adapted and moved forward for frontline officers and staff, as well as first and second-line managers.
She will also examine the concept of abuse of position to carry out sexual misconduct offences, how to report it, and what to look out for in teams in terms of behaviours and attitudes. This could take the form of sexual harassment or any kind of misogynistic behaviour.
We are looking at adapting our vetting procedures to weed out those looking at abuse of position, and I’m working closely with corporate communications to promote what we’re doing.”
Vicki Moore, SMLO,
Avon & Somerset Police
“We are looking at adapting our vetting procedures to weed out those looking at abuse of position, and I’m working closely with corporate communications to promote what we’re doing,” continued Ms Moore.
“Externally we are working on the [HM Inspectorate of Constabulary and Fire & Rescue Services] recommendation that we should be developing relationships with outside agencies that look after vulnerable community members.
“I am trying to create awareness and look at warning signs in the people they support and officers they have interaction with. We can empower agencies in how to support members of the public and what investigations look like.
“We want to strengthen links and create new ones with a direct line into the counter-corruption department.”
Trust and confidence
The advocacy service is for internal victims who have experienced or witness sexual misconduct. They will have the opportunity for advocacy support, welfare officers from disclosure to the end of an investigation providing support, and continuous risk assessments of their needs.
From a pool of 40 who expressed an interest in the role, 20 volunteers were selected, including a chief inspector, PCs from neighbourhood teams, and staff in admin. The funded positions were filled with 18 female and two male colleagues, so that victims have a choice of gender to provide that support.
They have all been subjected to vetting checks and are undergoing specific training days relating to sexual misconduct and trauma-informed processes.
“They are all really positive about making an impact on the culture, and providing support to the colleagues they will be allocated when they get a referral for a victim,” Ms Moore told Policing Insight.
“They provide a risk assessment to understand what that person is going through, how much support they need, and signpost them to any external support.”
The force is working with sexual assault referral centres and other agencies to ensure appropriate support is available whenever a referral is made.
We’re trying to raise awareness and put a stop to this behaviour. A big part of my role is to bolster public confidence and if we can provide support to our own internal colleagues it has a massive positive impact on public trust and confidence going forward.
Vicki Moore, SMLO,
Avon & Somerset Police
The PFEW and Unison will have their own direct referrals to single points of contact to look after victims, and any specific requirements victims or witnesses have in relation to protective characteristics will have that support.
“We’re trying to make it clear with advocates that it is very much a support service and not a reporting tool, it’s up to the victim what they provide us with.
“However, if anything they disclose does reach a threshold of criminality and misconduct or safeguarding issues are raised, we do have to report it. We are bound by certain limits and have a duty to take the next steps.
“We hope people will have confidence in the service to come forward and report misconduct. When we carried out the review we were getting ahead of the game to see what culture we had and what issues we faced and being proactive in terms of supporting our own people instead of being reactive.
“We’re trying to raise awareness and put a stop to this behaviour. A big part of my role is to bolster public confidence and if we can provide support to our own internal colleagues it has a massive positive impact on public trust and confidence going forward.
“We know there’s an issue with sexual misconduct in the service. We’ve needed an advocacy service for years and now we will focus on it and push it forward.
“We hope it won’t be only sexual misconduct, and we can expand the advocacy service and reach out to other parts of the organisation looking at issues such as domestic abuse and racial discrimination so this will act as a pilot for a wider service.
“But for now, this is a priority we need to take hold of. We are aware the majority of victims will be females but there might be male colleagues who’ve experienced it or witnessed it and don’t feel comfortable reporting it.”
Accountability and scrutiny
Ms Moore said it was encouraging to see how the service across England and Wales had responded to cases such as that of Wayne Couzens, who raped and murdered Sarah Everard, abusing his position as an officer to lure her into his car before attacking her.
Introducing the role of SMLO is vital in ensuring that we have the right people in place to deal with things efficiently, effectively and in a trauma-informed way.”
CC Sarah Crew,
Avon & Somerset Police
Historical data washes and an overhaul of vetting have been positives, she said: “We are the first force to have an advocacy service but several other forces are now interested. It makes us an attractive employer to future candidates as new recruits are fully aware of our culture, know what’s expected of them and how they can create change themselves.”
Speaking about the introduction of the SMLO role, Chief Constable Sarah Crew said: “Addressing and improving our internal culture is a huge personal priority for me within Avon and Somerset; we can’t expect to build trust and confidence in policing the public if we don’t take that same accountability and scrutiny internally.
“Introducing the role of SMLO is vital in ensuring that we have the right people in place to deal with things efficiently, effectively and in a trauma-informed way.
“I’m confident that with Vicki’s leadership and the team of Sexual Misconduct Advocates, they will create a safe and trusted space for more people to come forward if they experience or witness sexual misconduct, having the confidence that they will be listened to and supported through the process.”
