Tag: UWE Bristol

World Teachers’ Day 2024 – a teacher’s voice.

Author claudiamccready | Posted on

Author: Claire Bowers.

Every year on 5th October, World Teachers’ Day is celebrated across the world to commemorate the importance of the role that teachers play in our lives. This tradition came about in 1962 when Dr Sarvepalli Radhakrishnan, the President of India, suggested that his birthday date be used to honour teachers across the nation. To mark the occasion, we break from our ‘day in the life’ series with a special focus on this year’s theme of ‘teachers’ voice.’ In this blog, Claire Bowers, a Senior Lecturer in Policing at UWE, reflects on her time in teaching. She considers the value and meaning that teachers bring to our lives, and contemplates the changes in police education and their implications for prospective student officers.   

Black and white image of Claire Bowers

Claire originally trained as a teacher in 2007 and has taught in many different educational settings, varying from Post 16 and secondary education in schools, training and development in the Police and Children’s Services, to Higher Education. She specialises in psychology, safeguarding, vulnerability and youth justice.  

Teaching is a privilege

Maya Angelou is quoted as saying “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Whilst the details of our Key Stage 2 history lessons or GCSE maths curriculum may have faded, most of us will always remember that teacher who believed in us, or inspired us to keep going, despite our fears.  

Teaching is one of the oldest professions and one of the most profound. As a teacher you have the power to inspire and motivate. Teaching can ignite a passion that can shape a student’s lifelong interests and career paths, and it goes so much further than that. They help students build confidence, resilience and empathy, teaching life lessons that go far beyond the classroom. They act as role models and their character and behaviour can profoundly influence students’ values and aspirations. Being a teacher is such a privilege and there is no knowing the difference you have made. I have over 15 years of varied teaching experience and it brings me such pleasure to bump into an ex-student who is so excited to tell me about their progress in life and recalls a lesson or moment in our time together than had such an impact of them.  

Radical changes in Police Education

Image of F Block at Frenchay Campus with a quote about professionalising policing and making it more representative.

In 2016, the College of Policing announced that new police officers in England and Wales would need to have a degree from 2020 onwards. This was in line with the ‘Policing Vision 2025’, which recognised policing as a graduate-level occupation and followed a consultation with more than 3,000 responses, of which a large majority of police officers supported accreditation for their professional skillset (BBC News, 2016). This radical change meant that aspiring officers were required to go back into the classroom. For many, this presented an exciting opportunity to earn whilst they learn and receive the recognition and certification that they deserve as professionals in an increasingly complex landscape. However, for some others, the idea of going back into education can be daunting.  

The challenge of education

Research carried out by NHS England in 2023 found that 70.9% of children enjoy learning at school. This leaves a large number of individuals who do not have fond memories of education in childhood. The reasons for this are numerous and highly individual, but could include negative experiences, bullying and feelings of isolation or rejection, anxiety and academic struggles with learning and a sense of failure, as well as sensory overload. Research from the UCL Institute of Health Equity (Rickard, 2018) found that two out of five people with learning disabilities are not diagnosed in childhood.  It is therefore no surprise that the requirement to return to study is not embraced by all.  

Teachers encourage use to keep moving forward

Academia pushes everyone outside of their comfort zone at one time or another. Formal writing, meeting deadlines and submitting work for review can expose our vulnerabilities. Learning to receive feedback and reflect with humility can be difficult at times. A good teacher helps to allay concerns, helping to install self-belief and a growth mindset for those students who lack in confidence. They can help a student to see that there is growth in the discomfort. As Einstein says: “in the middle of difficulty lies opportunity.” All it takes is for the individual to keep aspiring and moving forwards. In the words of Theodore Roosevelt: “believe you can and you’re halfway there.” Thankfully, most of us have felt the benefit of an educator’s belief in us and been spurred on as a result.   

Teaching at UWE Bristol

Image of Level 3 F Block at Frenchay Campus, housing the criminology, sociology and policing departments.

UWE was recently judged as part of the Teaching Excellence Framework Review (TEF) to have “highly effective and embedded teaching, learning and assessment practices that support students’ learning, progression and attainment” (UWE Bristol, 2023). The Policing teaching team draws on a wide variety of policing and criminal justice backgrounds and utilises a range of different assessment approaches to enable learning. However, it is not just the teacher that makes the difference, the learning environment and its approach to supporting learning is crucial. The Policing Department at UWE has excellent facilities and offers an extensive package of support, from study skills to neurodiversity and disability screening to help all learners make the most of their academic potential. This is demonstrated by our recent TEF Gold ‘outstanding’ status awarded for ‘student experience.’  

As teachers in higher education, we are so proud of our student officers’ achievements and are currently welcoming our 25th Cohort to the PCDA. So, if you are thinking about taking the leap and returning to study, go for it! UWE offers a wide range of different policing qualifications. What’s the worst that can happen? You might surprise yourself… 

“Your fate has not been written until you pick up the pen.” – Dean Bokhari

References

BBC News (2016) All new police officers in England and Wales to have degrees. Available from: https://www.bbc.co.uk/news/uk-38319283 [Accessed 01/10/24] 

NHS England (2023) Mental Health of Children and Young People in England survey – wave 4 follow up to the 2017 survey. Available from: https://digital.nhs.uk/data-and-information/publications/statistical/mental-health-of-children-and-young-people-in-england/2023-wave-4-follow-up/part-3-education-services-and-support#feelings-about-school [Accessed 01/10/24]  

Rickard, W.R (2018) A Fair, Supportive Society: Summary Report [online] London: UCL Institute of Health Equity. Available from: https://www.instituteofhealthequity.org/resources-reports/a-fair-supportive-society-summary-report [Accessed 01/10/24] 

UWE Bristol (2023) Teaching Excellence Framework: UWE Bristol provides an outstanding student experience. Available from: https://www.uwe.ac.uk/news/uwe-bristol-provides-outstanding-student-experience. [Accessed 01/10/24] 

Editorial Team

Paul Williamson (Editor-in-Chief); Claudia McCready (Lecturer); Eve Smietanko (Joint Programme Leader & Senior Lecturer); Ian Lowe (Senior Lecturer); Micah Hassell (Senior Lecturer) & Claire Bowers (Senior Lecturer).

If you would like to contribute as a guest blogger, please contact the team at Police.Blog@uwe.ac.uk

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A day in the life of your Police and Crime Commissioner (PCC)

Author Paul Williamson | Posted on

Welcome to the second instalment of our series, “A Day in the Life of…,” where we delve into the daily experiences of those who serve, protect, and uphold our communities. This series aims to offer an insider’s perspective on the diverse roles within policing and related professions, showcasing the dedication, challenges, and triumphs of our contributors.

This week, we are delighted to feature a contribution from Clare Moody, the Police & Crime Commissioner for Avon & Somerset Police. We hope you enjoy this fascinating insight.

Firstly, congratulations on your recent appointment. Can you tell us a bit about your background and what inspired you to become a Police and Crime Commissioner?

Thank you for the congratulations, it’s a privilege to have been elected to this role.

Throughout my career I’ve been fortunate to have leadership roles where I can represent others and be able to advocate for them. The role of a PCC is to be the connection between the people of our area and the strategic direction of Avon and Somerset Police. It is also to hold the police to account for delivering an efficient and effective service. Both of these functions make use of the skills that I’ve developed through my working life and allow me to continue in public service.

Immediately before being elected, I was co-Chief Exec of a national equality and human rights charity, which anyone who has worked in a charity will know involves a very broad range of leadership skills and team working.  Before running the charity, I served as a Member of the European Parliament for our area and among other things I was Vice Chair of the Security and Defence Committee in Parliament. I have also worked at the heart of government in No.10 Downing Street and was a Trade Union officer for over twenty years. These roles have all had leadership, strategic planning and problem solving at the heart of them.

How does your day start?

I usually start my day with a cup of coffee, followed by more cups of coffee as the morning progresses. As you can imagine, the diary is usually quite packed so it’s important for me to make time to review the day ahead and what I hope to achieve during it. This prep time follows on from my reviewing and prepping the night before – where I reflect on the day and go over the diary, so that I can understand and prepare for any requests or questions that may come up.  It’s a hard-learned lesson that nothing beats preparation and review for being effective.

What does a typical day involve?

The short answer is there isn’t a typical day.  Every day brings a mix of meetings with police officers and staff to discuss their work and any issues or concerns they have, visits to charities that are making a difference to the people they serve, holding meetings with the public about issues that matter to them and meeting with local authorities, criminal justice partners and other agencies about how we can work together to improve safety across Avon and Somerset.

Right now, I’m creating a comprehensive Police and Crime Plan to address the evolving challenges in policing and to deliver lasting solutions. We are asking for people to respond to the consultation on the draft Plan and to share their ideas on how we make the Plan a reality.  I would welcome receiving responses from PCDA and DHEP students to this consultation. Please share your insights with me here: www.avonandsomerset-pcc.gov.uk/about/police-crime-plan24-29

What aspects of your job do you find most rewarding?

I see it as a privilege to be able to affect positive change in the police service the public receives. I am driven by making things better for victims and members of the public who rely on their police, to provide a service when they need it the most.

What would success in your role look like for you?

I fully recognise the responsibility that comes with my role as PCC, and I’m deeply committed to making a real, measurable impact on the standards of our police service by the end of my term. Through my current Police and Crime Plan consultation I’m gathering valuable feedback, which will help to define the way we deliver and measure the impact of the Plan. The results must be ones the public can feel and recognise. Success for me would be hearing from members of the public that the service they receive has noticeably improved.

What do you see as the main benefits of a university education for police officers, and what do you think the educational priorities are?

A university education for police officer offers a formidable foundation, through developing critical thinking skills and offering students a deeper insight into some of the complex challenges they’ll face through their work.

It’s truly hard to balance study and front-line duties, but it gives students a deeper level of learning and skills that will serve them well throughout their career.

I also see huge potential for Avon and Somerset to gain insights from the students’ dissertations and research projects and the fresh perspectives on how the police service operates and is delivered.  

And lastly, what do you do for fun?

I find great joy in nature and appreciate taking long walks whenever I can, to take in the peace and sense of calm that comes from enjoying landscapes, wildlife and birdsong. I also love reading, when I can make the time, and being with my family and friends. When you live a busy and sometimes stressful life it really is important to take time to recharge – something I know many of you reading this blog can relate to.

Don’t forget, you can always reach out to me and my office with any concerns or suggestions you may have: www.avonandsomerset-pcc.gov.uk

Editorial Team

Paul Williamson (Editor-in-Chief); Claudia McCready (Lecturer); Claire Bowers (Senior Lecturer); Eve Smietanko (Joint Programme Leader & Senior Lecturer); Ian Lowe (Senior Lecturer) & Micah Hassell (Senior Lecturer).

If you would like to be a guest blogger, please contact Police.Blog@uwe.

Welcome to our new series ‘A Day in the Life of’

Author Paul Williamson | Posted on

As we celebrate the first anniversary of the UWE Bristol Policing blog, we are thrilled to introduce our new series, “A Day in the Life of…,” where we explore the daily experiences of those who serve, protect and respect our communities. This series aims to provide an insider’s perspective on the diverse roles within policing and associated professions, highlighting the dedication, challenges, and triumphs faced by our contributors. 

Each post will feature a unique voice from the field, including police officers, educators, and other criminal justice practitioners. Through their stories, we hope to shed light on the realities of day-to-day criminal justice work, what they find most rewarding, and even their favourite breakfast to start the day! 

We invite you to join us as we step into the shoes of these dedicated professionals and gain a deeper understanding of the hard work and commitment that goes into the profession of policing and partner agencies.

We are delighted to launch this series with a contribution from Sir Steven West who has been Vice-Chancellor of UWE Bristol since 2007. His responsibilities include being the academic leader and chief executive, responsible for the strategic oversight, financial sustainability, and academic direction of the University. As UWE’s Policing Programme seeks to influence a new generation of officers, we were interested in hearing more about his typical day.

How does your day start? Do you have a favourite breakfast?

A workday starts around 6am getting to UWE around 7:15am. Atrium 8am Tea and Croissant with jam and butter or toast with marmite. 

What does a typical day involve?

Involves a number of meetings and committees in person and online. E-mails, letters and reports. A lot of reading and writing and if i’m lucky some visits to research centres and teaching. 

What aspects of your job do you find most rewarding?

Meeting staff and students and seeing the brilliant things they are doing every day. Great research and enterprise and inspiring teaching in simulation labs. 

What do you see as the main benefits of a university education for police officers?

The overwhelming benefit is having time to learn and expand your horizons. Graduate thinking is about challenge, curiosity, a thirst to find truth and applying all of that to developing new skills and deep understanding. It’s about thinking differently to problem solving and invention. My first degree was a 4-year top-up degree I did part-time in podiatry. I was working full-time in the NHS and had one day a week at university. I learnt a lot about myself, how I learnt and most importantly how I could continue to learn and develop on my own. 

What do you feel is the value of apprenticeships at UWE and the continued strengthening of relations with Avon and Somerset Police?

It’s clear the apprenticeship revolution will continue to grow and develop at all levels. I think increasingly lifelong learning will look more like modular apprenticeships creating more access and more engagement throughout someone’s career. 

And lastly, what do you do for fun?

I’m a scuba diver, dog walker and I love nice cars and mowing my grass on a sit on mower! 

Editorial Team

Paul Williamson (Editor-in-Chief); Claudia McCready (Lecturer); Claire Bowers (Senior Lecturer); Eve Smietanko (Joint Programme Leader & Senior Lecturer); Ian Lowe (Senior Lecturer) & Micah Hassell (Senior Lecturer).

If you would like to be a guest blogger, please contact Police.Blog@uwe.ac.uk

Youthful Insights: Exploring Policing at the University of the West of England

Author Paul Williamson | Posted on

Introduction by Dr Georgie Benford: Director of Learning and Teaching for Health and Social Sciences

Welcome to our blog today. I am thrilled to share a unique and insightful piece from an exceptional young guest contributor. Katie recently had the exciting opportunity to gain secondary school work experience with the Policing Programme at UWE. This experience provided Katie with a glimpse into the world of higher education and our role in delivering a degree education to the profession of policing.

During Katie’s time with us, she was immersed in various activities, learning directly from professionals and academics who are passionate about Policing. Katie kindly agreed to write a reflection on her experience, which we are delighted to share in this blog. We hope you enjoy reading this as much as we enjoyed having Katie spend a week with the UWE Policing Team.

The truth, the whole truth  

During my work experience I took part in range of different activities. My favourite experience was a trip to the deception lab, which is all about detecting dishonest responses in interview scenarios. I was able to take a few surveys to see if I was able to initially recognise when people were lying. After testing my skills, I got taught how to detect lying and to support truthtellers in these scenarios. It was really enjoyable and interesting because you would think that identifying lying would be easy but during the session I realised that it is so much more complex than you would imagine! This experience really stood out to me because it was also really relevant to my future career as I’d like to become a Police Detective.

Another thing I did during my work experience was helping with a student engagement day. This included supporting the staff and students attending by going on a tour, observing some simulated crime scenes, for example a burglary scenario and attending some training about how to use handcuffs. There was also a talk about the Policing courses on offer at UWE.

Meeting the experts

I talked with a lot of ex police officers during the week; this inspired me a lot. They helped me understand what it was like to be an officer, shared their experiences and helped me learn about Police ethics, which was something new to me. They all helped me develop my knowledge on becoming a police officer, for example they talked about the rank structure and different jobs within the police. I also attended a workshop about drug and alcohol usage and how the students’ union support students to drink safely while still having fun at university.

Coming to UWE for work experience really helped me understand how to get into the Police and it made me look forward to going onto the Police Constable Degree Apprenticeship (PCDA) course. I gained new knowledge about the university and the different courses and I got taught about the student timetable. Throughout the week I have realised more and more that there are a range of different jobs within policing, and its more varied than I thought. There’s something for everyone in the police, there’s forensics involved, psychology and critical thinking; loads of different aspects and choices within one whole career.

Help is at hand 

If you have any questions about a career in Policing, but don’t know how to get there or what specific route to take, or even what role you want to be in I would recommend that you speak to UWE too. I would reach out, ask the staff any questions, and learn about their courses. If you do this, I would 100% say that you’ll have a better idea of the courses and whether Policing is for you.

To sum up my work experience it was really exciting and very interesting. I had a lot of fun hearing about the courses and in particular looking round the simulations and doing the deception lab.

The experience has improved my confidence in talking to new people, and my IT skills but the most important lesson I’ve learned would have to be that putting yourself out there is essential, and it gets so much easier the more you do it.

My advice to someone who’s thinking about doing work experience at UWE is to do it. The hardest part of my week was definitely the first day on Monday. This is because I didn’t really know what to expect and that was overwhelming. Further into the week the less nervous I got. Once you get used to it, it is definitely a really good place for work experience.   Also, I would recommend other student’s to be confident in your abilities and ask questions because, you aren’t going to get judged and people are trying to help you.  They’re doing it for you, so you might as well ask for help.

What I’ve learned   

This week has given me so much more information than I have ever been exposed to, not only about joining the police, but what it is like being in the Police too. I am now more confident in what routes I could to take to get into the Police, which I was uncertain about before. I have identified the training I need to do and I have been able to meet the relevant course leader. This course is my next step to achieving my goal and I am looking forward to progressing.

Here at UWE, we all wish Katie the very best in achieving her ambition of joining the Police. More information on joining can be found here

Editorial Team

Paul Williamson (Editor-in-Chief); Claudia McCready (Lecturer); Eve Smietanko (Joint Programme Leader & Senior Lecturer); Ian Lowe (Senior Lecturer); Micah Hassell (Senior Lecturer) & Claire Bowers (Senior Lecturer).

If you would like to be a guest blogger, please contact Police.Blog@uwe.ac.uk

UWE Bristol PCDA Alumni Spotlight

Author Paul Williamson | Posted on

In this blog, we shine the spotlight on UWE Bristol Police Constable Degree Apprenticeship (PCDA) graduate Duncan Gordon. We have a growing number of PCDA Alumni and it was nice to catch up over a coffee and find out how Duncan is getting on with his career in Avon & Somerset Police. Having successfully completed the PCDA, we also discover some top tips from Duncan for apprentices progressing through our programme.

What inspired you to pursue a policing degree apprenticeship at UWE?

My journey is different to most, arriving in policing as a mature student after a 20-year career as a schoolteacher. I had always wanted to join the police, so the PCDA programme gave me the chance to fulfil that aspiration. I joined the PCDA programme in 2020 right at the start of the COVID pandemic, graduating just over a year ago in June 2023.

What have you been working on since leaving UWE and what is your current role?

Since UWE, I have become a nationally accredited PACE Advisor supporting Senior Investigating Officers’ (SIOs) on a murder investigation, passed both my National Investigators’ Exam (NIE) and Sergeant’s Exam and most recently became an accredited PiP2 Detective. I have worked as an Assistant Detective Sergeant in a CID Core Team and in the last month have gained temporary promotion as one of only 16 Detective Sergeants across the constabulary working in the specialist Bluestone Department, overseeing investigations into rape and serious sexual offences. I am currently studying to take my Sergeants’ Board at the end of this year with the aim of becoming a substantive Detective Sergeant.

What skills did you acquire during your apprenticeship that you find most valuable in your current role?

I would say skills and mindset. Applying skills and knowledge learnt at UWE back on district is easy to demonstrate. I remember leading a briefing for a drugs warrant, with a room full of hugely experienced firearms officers, dog handlers, drone operators, search teams and response cops. I used the IIMARCH template from my Craft Skills module which gave me the structure and confidence to deliver a successful briefing. Working in CID, I was the Officer in the Case (OIC) for an investigation into a critical incident that received national media attention. I was able to use the knowledge of applying the National Decision Model (NDM) and Investigative Building Blocks to devise a successful investigation strategy that resulted in a criminal conviction and recognition for effective joint working across departments.

Mindset is less easy to demonstrate. However, as part of the promotion application officers must answer the questions ‘Why me? Why now?’ In preparation for this, I have been keeping a journal at the end of each month to record what I have done well and where I have developed from any mistakes made. The regular reflections written during the PCDA programme gave me a good foundation for reflective practice, allowing me to focus on my learning. Working in the Bluestone Department we must look at the whole story of offending, finding ways to disrupt offenders and protect victims. This is problem solving policing. Stepping back from the detail of an investigation to understand why it is occurring and how it can be prevented.

Studying for my NIE and Sergeants’ exams required commitment and dedication as these had to be done at the same time as carrying out my daily duties in CID. I was able to draw on the strategies that I used to complete my PCDA Year 3 dissertation where I was also studying at the same time as working. It certainly was not easy but knowing that I had done it before gave me the confidence to know that I could do it again.

What were some of the biggest challenges you faced during your apprenticeship, and how did you overcome them?

Spending the first year of my apprenticeship in lockdown, one of the biggest challenges was the sense of isolation. All of our teaching was remote learning so it was not as easy to talk through any issues or questions. I was fortunate that there were other people on my response team who were on different years of the PCDA programme, so I made a conscious effort to ask them questions. When I was finally able to attend UWE in person, I made a small study group of colleagues from my response station who I could talk to, share ideas, ask questions, and realise that we were all facing similar concerns. Over years 2 and 3 we would regularly meet, share news, help answer questions, laugh and develop a sense of camaraderie that I had never experienced in my previous career. I now consider those people some of my closest friends.

Can you share a success story or a proud moment from your time on the PCDA?

I had personal successes on the PCDA programme, obtaining high marks in individual modules and my overall degree classification. However, without doubt the proudest moment was sharing the success of my colleagues with whom I had developed a strong friendship over the PCDA programme. We all faced different challenges over the three years but knowing that we had been there for each without question or judgement gave me an immense sense of collective pride. Four years ago, I didn’t know their names, now I would do anything for them and know that they would do the same for me.

What advice would you give to someone on the PCDA at UWE?

My advice for colleagues currently on the PCDA programme is to show the Force value of ‘Courage’ in your studies. That may be showing the courage to overcome embarrassment in standing in front of the group to give a presentation or participate in a role-play exercise. It may be the courage to have the humility to ask for help when you are struggling with understanding a learning point or if an external factor is affecting your wellbeing. It is also the courage to be completely honest with yourself, reflecting and identifying how your mindset is affecting outcomes and not deflecting them on others. It is a cliche, but what you get from the course really will reflect what you put into it. Finally, be courageous to offer others help. You may feel that you don’t know the answers, but demonstrating compassion and active listening is extremely powerful.

I would also suggest volunteering for everything when back on district. Go to all types of jobs, work with all types of teams, demonstrate a ‘How can I help?’ attitude. Be professionally curious. It will put you in the position of gaining a range of experiences, helping you work out what you want to do and just as importantly, what parts of policing are not for you. A positive mindset also gets you noticed. Respect people’s rank, but do not be intimidated by it. Make the first move to initiate conversations, you will find that people are more than happy to share their advice and knowledge with you. Do not be surprised if the people who get selected for courses, operations and promotion are the ones who demonstrate positivity.

A final thought?

In policing we invariably meet people having the worst day of their lives. Be the person that you would want to turn up if you or your loved one were having the worst day of your life.

Duncan has certainly made an outstanding start to his policing career and we all wish him the very best for his Sergeants’ Promotion Board. We also hope to share more Alumni success stories over the coming months.

Editorial Team

Paul Williamson (Editor-in-Chief); Claudia McCready (Lecturer); Eve Smietanko (Joint Programme Leader & Senior Lecturer); Ian Lowe (Senior Lecturer) & Micah Hassell (Senior Lecturer).

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If you would like to be a guest blogger, please contact Police.Blog@uwe.ac.uk





















UWE Policing Apprentice Spotlight

Author Paul Williamson | Posted on

Authors: Eve Smietanko and PC Jodie Norris

This week’s UWE Policing blog turns the spotlight on Police Constable Jodie Norris. Jodie is a police officer with Avon and Somerset and is a Police Constable Degree Apprenticeship (PCDA) student here at the University of the West of England (UWE). In the short time since he joined, he has made a big impression. Jodie has taken an active role within the PCDA as a student representative, acting as the voice of the PCDA student body.  He is also a valued member of his response team. Back in March Jodie was nominated for the ‘Officer of the Year’ award. Eve caught up with him to find out how that went, why he loves the job he does and whether he has any tips for new students…

Please tell me a little bit about your career so far.

I originally joined Avon and Somerset Police as a PCSO in 2019, working initially in Somerset West before transferring to Taunton. It was never my intention to become a Police Officer as I really enjoyed the community level work which comes as being a part of the neighbourhood team. However, as my career progressed, I found I wanted to do more. Whilst in Taunton I was very lucky to work with a great team, particularly a PCSO Supervisor named Sharon Baker who was so supportive of my progression. I was a Hate Crime Tactical Advisor and a tutor. A position came up as an acting PCSO supervisor which I applied for and was successful. I enjoyed the training and the role, however felt that it was not the right time for me to be more office based. I started working a lot of overtime, working side by side with response officers and got to see more about the PC role. Initially I was put off by the PCDA programme and having to go back into education, however the more I learned about the programme, the more it started to interest me. Eventually, I applied for the role of a PC and was successful and was lucky to be posted to Taunton working with response Team 3.

As a PC I have undergone a lot of additional training already, I have tried to upskill as much as possible and I have found a bit of an affinity for traffic related incidents. After my time on response, I hope to return to Neighbourhood policing, however the ultimate goal would be to join the Roads Policing Unit before looking at studying to become a Sergeant. I enjoyed my role as a Tutor when I was a PCSO and later in my career hope there is scope to return to training, either within the PDU or something with UWE.

Congratulations on being nominated for ‘Officer of the Year’, the ceremony was held on 12th March, how did you get on?

Unfortunately, I did not win, however I was not disappointed, sitting and listening to all the amazing stories of so many brilliant officers and staff, just to be in the room was a reward it in self. We do not do this role for the thanks; however it is always nice to be recognised.

Could you explain what the award is and what the ceremony was like?

I was nominated for ‘Police Officer of the Year’. The ceremony was glamourous and fun, officers and police staff of all ranks and roles coming together, enjoying an evening of each other’s company, talking about their experiences, having a lovely meal and a drink or two. Everyone was dressed formally and I got to wear the Police No1 uniform, being a tunic. I was allowed to bring along a guest, which was my wife Victoria, who has been so supportive of my journey into policing and I couldn’t have done this without her.

How did it feel to be nominated?

I was shocked to find out I had been nominated but even more to be shortlisted. The final came down to 3 officers. I am honoured to be considered along with the other amazing people; I feel very humbled by the whole experience, especially with so many of my peers approaching me to say congratulations and to wish me good luck.

You have clearly been recognised for your achievements as an officer but what is it that encourages you to keep up the good work?

The main reason I keep doing the work I do, is for my family. I have 4 children and an amazing wife. I want my children to see the work I do and understand that they can make a difference. I want them to be as proud of me as I am of all of them and I’m sure they will go on to do amazing things. I want to help keep the world they live in a little safer.

I also see so many people and families who are not as fortunate to have what I have and if I can help change things, whether that be through removing someone from their lives that harms them, putting in a social care referral or even just being there to hold their hand and say everything is going to be ok, that gives me the motivation to keep going.

Finally, I am extremely lucky to be surrounded by some of the most inspiring people I have ever worked with. I might be biased, but Team 3 Base 5, from front line officers to the custody team are the best. All are extremely hard working and supportive, I don’t think I would have been able to push myself as hard as I have without them.

There is a lot of talk at the moment of morale within policing being low, how do you stay positive and what is your advice to other officers?

Being on response is one of the most stressful jobs I have ever had. policing is certainly not what you see on the TV, with a lot of incidents we attend being more social related than policing. Sometimes you do wonder why we are going to things. We are under constant scrutiny and sometimes it feels like everyone has it in for the police. However, I have often felt it’s the smallest percentage who have the loudest voice. Good news doesn’t sell newspapers, so of course a good news story very rarely gets shared, but so often over my career I have had members of the public walk up to me and thank me for my service and this just reminds me that we do still have the support of the public. One of my favourite parts of this job is when you see a child smile and wave and they seem to be excited to see a police officer.

If I had any advice for other officers, it would be to just remember, we only really deal with people at their absolute lowest point and most of them are not happy to see us. We are either arresting them, detaining them under 136, stop searching etc or ruining their evening by telling them to go home after having a few too many drinks. In very few other jobs, do the people you deal with have an instant distain for you. However, this is only the smallest percentage of the population. If you think about all those victims we’ve helped, those people we’ve pulled off bridges, that social care referral that gives a child that better life etc, it really makes it all worth it.

You joined the police through the PCDA programme at UWE. How do you think this experience helped you become a good police officer?

Before my first day at UWE, it had been 23 years since I was last time I was in education and I was very nervous, however I have found the UWE side of role surprisingly enjoyable, not just learning about the laws and legislation, but about why these things exist.  The history of policing and how / why things progress as society changes. I often feel a lot better equipped to deal with my role thanks to this background knowledge I have gained from my studies. I have particularly enjoyed learning about the reasons why individuals commit offences and early intervention / preventative measure we can do.  I am now 18 months into my role as a student officer. I am both a cohort rep and the whole PCDA / DHEP programme rep. I am looking forward to completing my degree over the next 18 months.

We would like to thank Jodie for sharing his journey on the PCDA at UWE Bristol. His dedication and commitment to both studies and operational delivery are truly inspiring and his story not only highlights the challenges and rewards of this path but also serves as a motivating example for future apprentices. We greatly appreciate Jodie’s openness and the insights provided and wish him and all UWE PCDA apprentices the best of luck as they continue to grow and make a positive impact in their policing careers.

Editorial Team

Paul Williamson (Editor-in-Chief); Claudia McCready (Lecturer); Eve Smietanko (Joint Programme Leader & Senior Lecturer); Ian Lowe (Senior Lecturer) & Micah Hassell (Senior Lecturer).

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If you would like to contribute as a guest blogger, please contact Police.Blog@uwe.ac.uk

The idea of extreme ownership and how it is relevant to Policing.

Author claudiamccready | Posted on

Author: Ian Lowe UWE Bristol

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This week’s blog, from Senior Lecturer Ian Lowe, focuses on the idea of extreme ownership and how the concept may apply to policing. Along with his varied background within public services, and interest in coaching and leadership, Ian’s exploration originally stemmed from reading. His blog explores how, in a sector where ‘blame culture’ resonates, this theory might evoke reflection from those within on their decision-making and responsibilities.

The theory of extreme ownership

Have you ever asked/told someone to do something, and they have not done what you asked. Did you ask yourself why? Or did you just assume they didn’t get it. The idea of extreme ownership is the idea that if someone did not understand you. It is down to you and your inability to describe what is needed in a way they understand. Simply put, you did not explain yourself clearly or in a way that the individual could understand.

Stick person with a megaphone

I have long believed that, where I set a task in a group setting and only one group doesn’t carry out the task, then they were probably not listening. If two groups are not following instructions, I have to start questioning what I said. If three groups are struggling, it is clearly my fault. My communication was not good enough or clear enough and I need to rethink and adjust my style and my explanation. Maybe even restart the task.

It’s not my fault.

We hear this so often, people refusing to take responsibility for their actions and the actions of others that they have leadership responsibility for.

Extreme ownership.

Volatile increase on chart

This is an idea I have taken from Americas Navy Seals, a special forces unit and part of the US Navy. I have run with it a bit. But these ideas where originally tested in violent conflict situations in Iraq and have stood up to high levels of scrutiny and extreme pressure. This is where the term extreme comes from. You could easily argue that it could be utmost; maximum; high; ownership. It embodies the idea that this is not always the norm, and we are holding ourselves to an extremely high standard.

Extreme ownership is a leadership concept, which tells us to take responsibility for our own actions, and the action of others who we have had direct contact or influence over this includes being accountable for the actions that we have taken or the words we have spoken or written to others. We often read that we live in a blame culture. In my mind what this means is people are not accountable or refuse to take ownership for their words and actions. If a team, we have briefed to carry out an action (say execute an arrest warrant for instance) and something goes wrong. Is it the teams fault, or is it your fault for not ensuring the team fully understood the brief and you had included all the necessary contingencies and overall intents of the mission. I accept there can be dichotomies in a situation like this. It is important that the team understands clearly the tasks intents and has a level of autonomy to carry out what is required. But also fully understands the limit of what they are able to do.

Mistakes were made. But not by me.

One of the most obvious examples in modern culture is politicians who never seem to take true ownership always finding an ‘angle’ a way of blaming something or someone else. As a colleague of mine from PSD used to say, ‘they give the Priti Patel apology, I’m sorry you feel that way.’ This does work and can placate the situation. But does it show that you have taken ownership, taken responsibility, that you are genuinely sorry for the mistake and the resulting problems. Or when looked at closer are you just saying that you accept the individual is not happy, but that is not your problem?

As responsible professionals should we not be prepared to take ownership for our actions. I would potentially argue more so in the current media climate. Demonstrating clear honesty and integrity. I am pretty sure the Code of Ethics from the College of Policing explicitly states this.

If you are late. Is it the traffic or did you just not allow enough time.

Is the student officer you are working with really struggling or have I just not made the effort to understand and engage in a way that supports and enables them.

Was the drive to work today full of idiots. Or is the common factor me and my driving was not as good as it could have been.

We need to take extreme ownership and understand just how much of what we are involved in is OUR responsibility. How we do things, the clarity of our communications. I am not asking you to take the blame for everything. But to understand that by changing our perspective on events we can start to realize how much influence we have on the people and interactions around us. We can stop the continual self-justification of events that we can find ourselves in. The search to find a scapegoat or an excuse to validate or support our decision, so that we can accept them or so we can make others accept them (remember what sounds like a reason to you is often seen as an excuse by others).

three stick persons with lightbulb above their heads

Once you take this idea and absorb it fully it is freeing. Your perspective changes and you accept if the CPS turns down your case file, it is because you did not include enough clear and detailed information to reach the charging threshold. Extreme ownership also helps you to think ahead to prevent such problems before they happen. We start to realize and understand our own cognitive dissonance. That we know what we did was not quite right, but we are going to try and believe we did right anyway. Holding these two opposing ideas is exhausting, and the self-justification required is hard work. The smoker who knows smoking is bad for them but justifies vaping as a type of quitting. ‘Cuz it’s not as bad?’  

None of these ideas are new, as said above they are part of the Code of Ethics and should be at the centre of all the decisions made.

  • Accountability: You are answerable for your decisions, actions and omissions.
  • Integrity: You always do the right thing.
  • Objectivity: You make choices on evidence and your best professional judgement.
  • Openness: You are open and transparent in your actions and decisions.

Extreme ownership is also included in many forces’ visions and values. West Mercia Police actually has ownership as one of its values. Surely part of Avon and Somerset Police’s mission of Outstanding policing for everyone. Owning our actions and their results is included within that even if not stated.

Finally. If we know we have done all we can to help; support; explain to others what is required and tried every avenue. When the point comes that no more can be done, then we can be satisfied we have done the right thing.

As leaders, true leaders, we can share in the success of our teams but understand We take responsibility for the failures.

Student Surveys

You can access the National Student Survey here.

Year One and Two students can provide anonymous feedback on their course here, or by scanning the above QR code.

Editorial Team

Paul Williamson (Editor-in-Chief); Claudia McCready (Lecturer); Eve Smietanko (Joint Programme Leader & Senior Lecturer); Ian Lowe (Senior Lecturer) & Micah Hassell (Senior Lecturer).

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If you would like to contribute as a guest blogger, please contact Police.Blog@uwe.ac.uk

Read our previous blogs below

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‘X: free speech vs. extreme narratives – sexism and misogyny’​ 

Author Paul Williamson | Posted on

Author: Claire Bowers UWE Bristol

In February 2024, six members of the UWE Bristol Team (Claire Bowers, Jack James, Katie Etherton, Dr Jennifer Holmes, Claudia McCready and Eve Smietanko) presented at the third annual colloquium of the European Society of Criminology Working Group on radicalisation, extremism, and terrorism at the University of Portsmouth. This week’s blog, authored by Claire and with input from all of the research team, takes a look at the important issues that this research seeks to explore.

Introduction

Issues of sexism and misogyny continue to be hugely topical within Policing. From acknowledged concerns of institutional misogyny in the Met, chronicled within the Casey report (2021), to the ongoing Angiolini Inquiry investigating how serving officers David Carrick and Wayne Couzens were able to commit such horrific crimes. This is reinforced by the recent College of Policing 2023 Action plan entitled ‘Tackling sexism and misogyny in policing’ whose review of published and unpublished evidence identified more than 200 ways in which sexism and misogyny are present in a policing context. Misogyny is a form of violence against women (Arsawati and Bunga, 2021) and gender-based violence is on the increase, partly due to the virtual space which did not previously exist (Singh and Singh, 2021; Yar and Steinmetz, 2024). As a group of six academics who teach on the policing programme, we are interested in the role that social media, particularly the platform ‘X’ formally known as Twitter, may play in fuelling this crisis.  

Our research proposal, presented at the 2024 Annual Terrorism and Extremism Colloquium, was triggered by recent events in the media, and particularly the influence of Elon Musk’s acquisition of Twitter/X in October 2022. At a cost of $44 billion on 28th October 2022, Musk announced to all “the bird is freed.” A self-declared ‘free speech absolutist’, Elon permitted the return of prominent public figures, such Donald Trump, Tommy Robinson, and Andrew Tate back to the site (Griffin, 2022).  

Background to our research

The online sphere (Papacharissi, 2022) can be a place of community and acceptance, but it has also become a place where extreme views can thrive and flourish. Since the dawn of social media there has been concern around its policing of hate speech. In 2018, 23% of women polled across eight countries stated that they had experienced harassment or abuse online (Amnesty International, 2018)​. Of those women, 47% stated the abuse or harassment was sexist or misogynistic. We expect that this statistic is likely to have increased, something we hope to explore in our research. 

Since social media has become mainstream, there has been increasing concern around online safety and what role companies such as Twitter should play. In the latter half of the 2010s, more safety advice and tools were added such as the ‘harmful reply’ nudge. Since the transition from Twitter to X there has been concern that the safety features are no longer as effective, with much of the team responsible for this facility being laid off when Musk took over (Brewster, 2024). 

Studies have been carried out into the effect that Musk has had on X since his takeover. For example, the Institute for Strategic Dialogue completed research for BBC Panorama in 2023. This found that in the days after Musk’s takeover there was an increase in new accounts created, that followed known misogynistic and abusive channels. Interestingly misogynistic views were not dominant but often included in more clear ideologies around anti-liberalism and pro-free speech. The research showed that there is a potential link between Musk’s own ‘free speech absolutist’ stance and a more permissive environment where hate speech can flourish. Other forms of hate speech have increased on the platform, for example antisemitism has doubled since Musk took over X (Miller et al, 2023). Research also suggests that people hold positive views of figures such as Andrew Tate, a self-proclaimed misogynist (Radford, 2023), especially from younger populations.  Polling data released by Skiner and Gottfried on behalf of IPSOS (2024) shows that young UK males are far more supportive of Tate than females and older males and surveys from 2022 illustrate that 56% of young male fathers also hold positive views of him (Internet Matters, 2023). 

About our research

64% of women see sexism as a major problem in the UK (Young Women’s Trust, 2019) and research from Stop Hate (2023) show extensive increases (as high as 322%) in incident reports relating to gender. This persistent trend of research and high-profile cases have led to a momentum for change (Chattier, 2020) telling us that women have had enough. 

There has been little research into misogynistic hate speech on the app since Musk’s takeover, and all of these appear to focus on the quantitative rise rather than the experience of its users. In our research we want to adopt a mixed methods approach, using both qualitative and quantitative methods to better understand the experiences of those using the platform.  

What do we want to find out? 

  • We want to explore whether there is a link between Musk’s ‘free speech absolutist’ stance and the perceived rise in hate speech.  
  • We want to explore firsthand experiences of users potentially exposed to this harmful narrative and the impact it has on them and society. 
  • We want to establish the current rates of misogynistic hate crime and incidences and how they are being recorded.  

 We look to achieve this through:  

  • Examining content from X after Musk’s acquisition in October 2022. 
  • Surveying X users on their experiences.  
  • Information requests from all Police forces in England and Wales about their recording of such crimes and incidences. 

Why is this research important? 

Violence against women and girls.  

Online misogynistic narratives drive gender-based Hate Crimes which disproportionately affect women and girls, used as a form of intimidation and suppression reflected in worldwide trends of prevalence of violence against women. Obtaining a true picture of experiences of users on platforms such as X helps us to better understand the problem to inform policy moving forward.  

Impact on mental health 

The research shows women’s mental health is being negatively impacted, with experiences of sexism correlating with reduced wellbeing and life satisfaction. Research from the Young Women’s Trust shows that young women are 5 times more likely to have clinical depression. Our research will consider whether these impacts are the same for users on X. 

Anti-feminist communities and radicalisation 

The online ‘manosphere’ (Van Valkenburgh, 2021) environment is associated with ‘cyber hate’ and online harassment.  It is a space where radicalisation can take place and misogynistic views can be validated and confirmed. It is a breeding ground for confirmation bias. Our research will consider whether there is evidence of this on X.  

Polemical gender discourse  

Unnecessarily, this topic can generate an ‘us and them’ paradigm which is divisive and compounds the problem. This perpetuates and justifies the need for some, further misogynistic challenge, particularly online. Taking the stance that challenging misogyny is ‘women taking on men’ is disproportionate and a narrative exploited by misogynists. Our research will examine X to see if there is evidence of this type of discourse. 

Limiting women’s voices and visibility online with additional ‘emotional labour’  

Incidences of misogyny experienced through online engagements consciously serve to limit women’s online voices and visibility (Aliche, 2023)​. To deal with this, women adopt a two-tier strategy: “moral persuasion” or “going hard” to deal with online abuse. With the emphasis being on women to change and regulate their behaviour, this approach constitutes serious ‘emotional labour’ and despite its utility, remains unsustainable in fighting online misogyny.  We will consider whether this is the experience of users on X. 

We do not fully understand the true extent of the issue.  

Pre-existing research shows that online sexually aggressive behaviours tend to be downplayed and are often not reported. Cyber-sexual violence is deemed as less serious (Vizcaíno-Cuenca, Romero-Sánchez, and Carretero-Dios, 2024). ​We hope that this research will shine a light on and help us to better understand the extent of incidences that go unreported as well as the impact of these experiences. 

Concluding Thoughts 

Elon Musk is known for saying “the point of freedom of speech is allowing those whose views you disagree with to express those views,” This is true, safeguarding freedom of speech is essential, but this must be balanced against enabling hatred against others or putting them in danger. It is simply not acceptable to claim freedom of speech protection when it is perpetrating, justifying, and breeding harm. The question is, where do we draw the line?  

Investigating sexist and misogynistic narratives on high profile platforms such as X and the impact on its users is an important area to investigate, so that we can improve our understanding of these issues and begin to think about how we, as a united society can take steps towards achieving a more egalitarian and safer society for both men and women. We look forward to sharing our findings at the conclusion of this research.  

References

Alichie, B. O.  (2023) “You don’t talk like a woman”: the influence of gender identity in the constructions of online misogyny, Feminist Media Studies, 23:4, 1409-1428 https://www.tandfonline.com/doi/full/10.1080/14680777.2022.2032253?scroll=top&needAccess=true [Accessed 31 January 2024] 

Amnesty International, 2018 Toxic Twitter – women’s experiences of violence and abuse on Twitter, Toxic Twitter – Women’s Experiences of Violence and Abuse on Twitter – Amnesty International [Accessed 30 January 2024].​ 

Arsawati, N. and Bundga, D (2021) Misogyny as Violence in Gender Perspective. International Journal of Business, Economics and Social Development. [online].Vol. 3, No. 1, pp. 19-27, 2021. [Accessed 27 February 2024]. 

Bewster, T. (2024) Musk’s X Fired 80% Of Engineers Working On Trust And Safety, Australian Government Says. Forbes. [online] 10 January. Available from: https://www.forbes.com/sites/thomasbrewster/2024/01/10/elon-musk-fired-80-per-cent-of-twitter-x-engineers-working-on-trust-and-safety/?sh=6c469b1c79b3 

Chattier, P. (2020) The Women’s movement: so much momentum, but still miles to go. ABT Associates [blog] 7 April. Available from:  https://abtgovernance.com/2020/04/07/the-womens-movement-so-much-momentum-but-still-miles-to-go/ [Accessed 01 February 2024]​ 

Griffin, A. (2022) Who has Elon Musk unbanned from Twitter? From Trump to Andrew Tate. The Independent. [online] 21 November. Available from: https://www.independent.co.uk/tech/elon-musk-twitter-ban-trump-tate-west-b2229716.html 

Institute for Strategic Dialogue (2023) BBC Panorama research: Misogyny and abuse on Twitter before and after Elon Musk’s takeover, BBC Panorama research: Misogyny and abuse on Twitter before and after Elon Musk’s takeover – ISD (isdglobal.org) [Accessed 30 January 2024].​ 

Internet Matters (2023) New research sees favourable views towards Andrew Tate from both teen boys and young dads. Internet Matters. [online] 28 September. Available from: https://www.internetmatters.org/hub/press-release/new-research-sees-favourable-views-towards-andrew-tate-from-both-teen-boys-and-young-dads/#:~:text=Over%20half%20of%20young%20dads,also%20positive%20about%20the%20influencer. 

Skinner, G and Gottfried, G. (2024) Masculinity and women’s equality: study finds emerging gender divide in young people’s attitudes. IPSOS. [online] 1 February. Available from: https://www.ipsos.com/en-uk/masculinity-and-womens-equality-study-finds-emerging-gender-divide-young-peoples-attitudes#:~:text=One%20in%20five%20(21%25),aged%2060%2B%20(2%25). 

Miller, C.,  Weir, D.,  Ring, S., Marsh, O., Inskip, C. and Prieto Chavana, N., 2023 Antisemitism on Twitter Before and After Elon Musk’s Acquisition. [online] Beam Available from: Antisemitism on Twitter – 15 March (beamdisinfo.org) [Accessed 30 January 2024].​ 

Papacharissi, Z. (2002). The virtual sphere: The internet as a public sphere. New Media & Society. [online] 4(1), 9-27. [Accessed 27 February 2024]. 

Radford, A. (2023) Who is Andrew Tate? The self-proclaimed misogynist influencer. The BBC [online] 4 August. Available from: https://www.bbc.co.uk/news/uk-64125045 

Singh, D. & Singh, V. (2021) An Increase in Gender-based Violence during COVID-19. Journal of midwifery and reproductive health. [Online] 9 (2), 2762–2766.​ 

Stop Hate UK (2023) [online] Annual Statistical Review 2022-2023 https://www.stophateuk.org/wp-content/uploads/2023/11/Annual-report-22-23.pdf [Accessed 31 January 2024]​ 

Van Valkenburgh, S. P. (2021). Digesting the Red Pill: Masculinity and Neoliberalism in the Manosphere. Men and Masculinities. 24(1), 84-103. https://journals.sagepub.com/doi/10.1177/1097184X18816118 [Accessed 31 January 2024] 

Vizcaíno-Cuenca, R., Romero-Sánchez, M., & Carretero-Dios, H. (2024). Making Visible the Myths About Cyber-Sexual Violence Against Women: An Analysis of Social Reactions Toward Victims on Twitter. Journal of interpersonal violence. [online] Advance online publication. https://pubmed.ncbi.nlm.nih.gov/38243759/ [Accessed 31 January 2024] 

Yar, M. and Steinmetz, K. F. (2024) Cybercrime and Society. 4th ed. London: Sage.​ 

Young Women’s Trust (2019) [online] Impact of sexism on young women’s mental  health https://www.youngwomenstrust.org/wp-content/uploads/2020/11/Impact-of-sexism-on-young-womens-mental-health.pdf . [Accessed 31 January 2024]​ 

You can access the survey here

Editorial team

Paul Williamson (Editor-in-Chief); Claudia McCready (Lecturer); Eve Smietanko (Joint Programme Leader & Senior Lecturer); Ian Lowe (Senior Lecturer) & Micah Hassell (Senior Lecturer).

If you would like to contribute as a guest blogger, please contact the team at Police.Blog@uwe.ac.uk

Celebrating Inspirational Women in Policing and Criminal Justice: Authors Sarah Williams and Dr Anne Eason

Author Paul Williamson | Posted on

To coincide with Women’s History Month and International Women’s Day on March 8th, 2024, here at the UWE Policing Blog we want to recognise inspirational women, past and present, who have played a role in shaping the police as an organisation and in practice.  We then ask the question how we can build on the work of these amazing women as we face the future, trying to forge a police force that works to protect our complex society. 

Police pioneers

Women had been contributing to policing for many years before their roles were formally recognised in 1914, when the Women’s Police Volunteers Organisation was established. As early as 1883 women had been working as ‘police matrons’ in the custody environment, searching female and child offenders (British Association of Women in Policing, 2024). 

The UK’s first female police constable was Edith Smith, who joined Grantham Police (now Lincolnshire) in 1915. She joined one year before the Police Act 1916 made it possible for women to join the police as Police Constables and three years before women achieved the vote in 1918. Edith had full powers of arrest in her role and was described by peers as “of outstanding personality, fearless, motherly and adaptable” (Jackson, 2014). 

Edith Smith (Photo courtesy of Grantham Museum, in Jackson, (2014). 

Several more female pioneers joined the police in the following years, and in 1920 the Baird Committee review of policing finally recommended women become an integral part of the police force (BAWP, 2024). This promising start nearly floundered in 1922, however, when Sir Edward Shortt (then Home Secretary) proposed the complete abolition of women police officers in the Metropolitan Police. His defeat is owed in no small part to another inspirational woman, Nancy Astor, Britain’s first female Member of Parliament. A vocal supporter of women’s rights, she worked hard to encourage women to play a greater role in civic life, including taking employment in the civil service, police and politics (Newton, 2020). 

Locally, Bristol has a proud heritage in promoting women in policing. Originally set up as a voluntary organisation in 1915 under the National Union of Women Workers (Byrne, 2014), in 1921 this initiative became the Bristol Training School for Police Women and Patrols. It was led by another female police pioneer, Dorothy Peto, who became the Metropolitan Police’s first female Superintendent (BAWP, 2024).  

By 1949 the number of female police officers had risen to 1148 (BAWP, 2024). More firsts were to follow. In 1969, Sislin Fay Allen became the first black female officer in the Metropolitan Police. Her achievement is even more remarkable because this was six years before the introduction of the Sex Discrimination Act 1975 which finally brought structural parity to women and men in policing and ended the separate rank structures (BAWP, 2024). Locally, Avon and Somerset’s first Black female officer is Adora Pomphrey, who joined in 1980 aged 19. Adora has spoken freely of the challenges she faced, both within and without, and how important it was that women like her created opportunities for others who followed (BBC, 2023).  

Sislin Fay Allen (photo from British Association of Women in Policing, 2024). 
Adora Pomphrey (photo from BBC News, 2023) 

These pioneering women opened up the police service in a way never seen before. Their contribution can be directly traced to developments such as the first ever female Chief Constable in 1995, Pauline Clare of Lancashire Police. Along the way, other remarkable women shone a light on structural inequalities facing women, such as Alison Halford, the Assistant Chief of Merseyside Police, whose book No Way Up the Greasy Pole (Halford, 1993) asked some searching questions about how the police service treated female officers in comparison to men. They have all contributed towards changes in the way women are recruited and valued within the police. Today, there are 51,210 female officers in the police forces of England and Wales, accounting for 34.7% of officers overall and around 30% of senior leadership positions (Home Office, 2023). Although there is still much to do, this s a phenomenal growth in a little over 100 years and has only been possible because of the bravery of those early pioneers. 

Halford was also a pioneer in the development of how police handled violence towards women. She was instrumental in developing training strategies for interviewing abused women and children (BAWP, 2024). If we look at the developments in how we tackle violence against women and children today, it is notable how many incredible women have devoted their lives to this cause. Women advocating for women less fortunate themselves is a powerful display of solidarity. 

Tackling Violence Against Women and Girls in the 21st Century 

At higher levels we have women like Dame Vera Baird (QC, DBE), former Victim’s Commissioner. She has a long history of supporting women, such as fighting against pregnancy discrimination in 1987 (Brown v Stockton on Tees Borough Council), and she was heavily involved in pushing the Equalities Act 2010 through Parliament. She recognised the link between female inequality and violence. She was awarded her DBE for services to women and equality and continues to fight for victims’ rights. 

Then we have women like Fiona Mackenzie MBE founder of We Can’t Consent to This, who established her campaign in response to more than 60 cases where women had been killed and the perpetrators had claimed the ‘rough sex defence’ – cases such as the death of Natalie Connelly, who sustained more than 40 injuries indicating an extreme level of violence. Campaigns such as We Can’t Consent to This have been hugely influential in the development and introduction of the Domestic Abuse Act 2021, which has removed this defence. 

Sadly, many of these campaigns have their origins in personal experience of suffering and loss. These grass roots campaigns are truly humbling, and it is testimony to the bravery of these women that they have sought to turn their experiences into a force for change. Women such as Carol Quinn whose daughter and grandchildren were killed by her son-in-law and who is petitioning against the parole board decision for open prison. Women such as Rachel Williams, who survived being shot by her husband in 2011 and hosted the first survivor-led domestic abuse conference in South Wales in 2019 (STUDA, 2024). Women like Elaine Newborough, Julie Devey and Carole Gould, whose daughters were killed by partners or ex-partners in knife attacks, who are campaigning for increased sentencing powers (Killed Women, 2024). Or Fiona Drouet whose daughter Emily took her own life after being subjected to a campaign of abuse and violence from her boyfriend at university. Fiona has developed the Emily Test, a Gender-based Violence Charter (GBV) for colleges and universities, that provides a framework of minimum standards in the prevention and intervention of GBV.  

More locally, at UWE we are trying to work with women who have personal experience to try to change the face of police education. We have our amazing survivor stories contributors at UWE, such as Sabrina Eason, who speaks to student police officers about what it’s really like to live with domestic abuse and how they can recognise the signs and help the women they meet in the course of their jobs. Chief Inspector Sharon Baker, of Avon and Somerset Police, regularly talks to our student officers about her own experiences as a victim of controlling and coercive behaviour and who has been instrumental in setting up an internal survivors’ group within the force. These dedicated women make an undeniable difference to victims of male violence, but it takes a society to create real change. 

Sabrina Eason 

We are fortunate enough to have fantastic organisations run by passionate professionals and dedicated volunteers, who work  tirelessly to support survivors. Charities and commissioned services such as Next Link and  SARSAS make a life-changing – sometimes life-saving – contribution to women’s lives. We also have organisations such as Bristol Women’s Voice, who campaign to end the structural inequality for women that underlies so many of these crimes. 

Other valuable organisations include The Nelson Trust, founded in 1985 by Mary and Roy Brash, who promote trauma-informed recovery services specifically for women. Their supportive approach to women who have travelled through the criminal justice system as offenders recognises that factors involved in female offending are often related to trauma. Approximately 60% of female prisoners are victims of domestic abuse (Ministry of Justice, 2018), while one  case study showed 91% of female offenders have multiple needs such as mental ill health and substance abuse issues (Ministry of Justice, 2020). The evidence base shows that women who receive support are less likely to reoffend than women who are imprisoned. Even better would be to prevent the violence against women and girls that often underpins this trauma. 

Despite all this dedication and good work, however, violence against women and girls remains a huge problem. Last week, ahead of IWD, Labour MP Jess Phillips used her time in the House of Commons to read out the names of women killed by men in the UK in the last 12 months. She has performed this grim task since 2016, based on the work of the UK Femicide Census (Femicide Census, 2024). It took her more than five minutes to read the full list of 98 named women (BBC News, 2024). More as-yet-unnamed women will be added to this tragic list. 

So, as we head further into the future, it is incumbent on all of us working in criminal justice to ask ourselves how we can build on the hard work and progress of the amazing female pioneers who have gone before us. How can we make the criminal justice system a fairer system for all women in the future? A system that embraces their expertise, knowledge, skills that can and do contribute different approaches to policing. A system that protects women and girls, that is more informed about their vulnerability and works in a preventative and reductionist way. At UWE, we embrace the challenge and would like to shout out a huge thank you for all the amazing, inspirational women, at all levels, both past and present, who have made their own contribution to making the world a better place for women. 

(Our thanks to this blog’s authors, Sarah Williams and Dr Anne Eason of the UWE Bristol Policing Programme).

References 

Brown v Stockton-on-Tees Borough Council [1987] Civ J0320-10. 

BBC (2023) Black women share insight into changing face of policing. BBC News [online] -08 January 2023. Available from: Black women share insight into changing face of policing – BBC News [Accessed 04 March 2024]. 

BBC (2024) MP Jess Phillips reads out list of women killed by men in past year. BBC News [online] 29 February 2024. Available from: MP Jess Phillips reads out list of women killed by men in past year – BBC News [Accessed 04 March 2024]. 

Bristol Women’s Voice (2024) Making Women’s Equality a Reality in Bristol [online] Available from: Bristol Women’s Voice (bristolwomensvoice.org.uk) [Accessed 04 March 2024]. 

British Association for Women in Policing (2024) History [online] Available from: Women in Policing History | BAWP – British Association for Women in Policing [Accessed 04 March 2024]. 

Byrne, E. (2014) Bristol’s War: Britain’s first Police Woman. Bristol 24/7 [online] 4 Nov 2014. Available from: Bristol’s War: Britain’s first policewoman (bristol247.com) [Accessed 03 March 2024]. 

Femicide Census (2024) About. Available from: About – Femicide Census [Accessed 04 March 2024]. 

Halford, A. (1993) No Way Up the Greasy Pole. Edinburgh: Constable. 

Home Office (2023) Police Workforce England and Wales: 31 March 2023 [online] Available from: Police workforce, England and Wales: 31 March 2023 – GOV.UK (www.gov.uk) [Accessed 07 March 2024]. 

Jackson, L.A. (2014) The First World War and the First Female Police Officer. Gov.UK [online] 17 June 2014. Available from: https://history.blog.gov.uk/2014/06/17/the-first-world-war-and-the-first-female-police-officer/ [Accessed 04 March 2024]. 

Killed Women (2024) Killed Women [online] available from: Killed Women [Accessed 04 March 2024]. 

Ministry of Justice (2018) A Whole System Approach for Female Offenders: Emerging Evidence [online] Available from: A Whole System Approach for Female Offenders – Emerging evidence (publishing.service.gov.uk) [Accessed 04 March 2024]. 

Ministry of Justice (2020) the Concordat on Women in or at risk of contact with the Criminal Justice System [online] Available from: The Concordat on Women in or at risk of contact with the Criminal Justice System (publishing.service.gov.uk) [Accessed 04 March 2024]. 

The Nelson Trust (2024) What We Do [online] Available from: What We Do | The Nelson Trust [Accessed 04 March 2024]. 

Newton, N. (2020) Nancy Astor: 100 years of women in Parliament. The National Archives [online] Available from: Nancy Astor: 100 years of women in Parliament – The National Archives blog [Accessed 04 March 2024]. 

Next Link (2024) Home [online] Available from: Home – Next Link (nextlinkhousing.co.uk) [Accessed 04 March 2024] 

SARSAS (2024) Our work online] Available from: Our work | SARSAS [Accessed 04 March 2024]. 

Stand Up to Domestic Abuse (2024) SUTDA: Still We Rise [online] Available from: SUTDA | Stand up to Domestic Abuse [Accessed 04 March 2024]. 

We Can’t Consent to This (2024) We Can’t Consent To This [online] Available from: We Can’t Consent To This (wecantconsenttothis.uk) [Accessed 04 March 2024]. 

You can access the survey here

Editorial Team

Paul Williamson (Editor-in-Chief); Claudia McCready (Lecturer); Eve Smietanko (Joint Programme Leader & Senior Lecturer); Ian Lowe (Senior Lecturer) & Micah Hassell (Senior Lecturer).

If you would like to contribute as a guest blogger, please contact the team at Police.Blog@uwe.ac.uk

Policing by Camera? The development and use of Live Facial Recognition within the police service.

Author claudiamccready | Posted on

Policing itself has moved on from the comforting ‘bobby on the beat’ portrayal of PC Dixon in Dixon on Dock Green, where your first two years of probation were spent walking the beat and meeting your community. The invention of patrol and area cars have moved us away from this community visible approach, with officers now able to reach wider and respond quicker.

We moved from handwritten statements to typed scripts that can actually be amended without a further statement and read by all, even if your own handwriting is poor. Although basic, these are two examples of where technology has advanced frontline policing, and there are many more examples within equipment, software, control rooms, intelligence too.

Before joining UWE in 2018, I was a serving police officer with roles involving community policing, problem-solving and proactive investigations. Within that time, I was lucky enough to spend time on an external secondment with a local ThinkTank researching this very topic. I got to witness some of these technological advancements, and I definitely got to experience their benefits.

It is clear that technology has infiltrated many aspects of policing, can we expect the advancements in Artificial Intelligence (AI) to behave any differently?

AI is being called ‘one of the most transformative technologies of the last decade’ (Brown, 2019). In fact, back in October 2023, the policing minister Chris Philip MP wrote an open letter to the 43 Chief Officers and Police Crime Commissioners of England and Wales, his message was simple – continue to use AI within policing.

Let’s explore the debate surrounding its current use…

The recent and continued development of AI begs the question – how are public services planning on utilising the explosive and growing capabilities of such technology?

With free and accessible AI software available to all with a digital device, I remain particularly interested in how police services around the country will utilise a specific element of AI software called Facial Recognition technology. This blog is a short exploration of some factors surrounding the topic.  

The development of Facial Recognition can be traced back to the 1960s, where its creation is largely credited to American mathematician and computer scientist Woody Bledsoe, who taught his computer to recognise and compare facial features (Raviv, 2020). The concept has since been developed by others, as increased processing powers of computers has allowed for more complex software and technologies over time.  

Fast forward to August 2016 at the Notting Hill Carnival, where the Metropolitan Police Service (MPS) were the first British police service to trial Live Facial Recognition (LFR). They were joined by South Wales Police (SWP) in 2017 (ICO, 2019).

Some Definitions:

Before looking into the considerations for LFR’s use, I first want to clear up some definitions.

Law enforcement have categorised the use of Facial Recognition technology in three ways:

  • Retrospective Facial Recognition (RFR) – images or videos (from CCTV or provided by the public) are compared against a database.
  • Operator Initiated Facial Recognition (OIFR) – images taken on an officer’s phone during a live incident are compared to a database to identify the person in real time.
  • Live Facial Recognition (LFR) – cameras scan the faces of those present within a public area. These live feeds are compared to a pre-set ‘watchlist’, it is the decision of a ‘human operator’ – a police officer to you and I – whether to speak to the person identified as a potential match.

– A ‘watchlist’ is a pre-determined collection of images that the police create for persons of interest. This includes those wanted by the police or courts, linked to suspected offences or for intelligence purposes (Bridges (2020), p.77).

Whilst all three of these categories of this technology are expanding, this blog will focus on the debate around the police’s use of Live Facial Recognition software only.

Technological Advancements

Some of you will recognise the increased access to AI within private sectors already. You have been able to unlock your phone using biometric data for years. In fact, it is already a security requirement for some apps. FRT is being used by private companies to track shoppers and their habits in store (TechHQ, 2020). It is starting to effectively diagnose diseases within the health sector, with some positive cases already reported in practice (Qiang et al., 2022).

Whilst some private sectors have removed LFR software from their products following backlash (Meta, 2021) – its use is likely to continue to grow. Should those within the Criminal Justice System (CJS) have access to these advancements too?

Modernisation and Efficiency

Anyone that has been exposed to the CJS will understand the need for it to modernise and become more efficient. The NPCC’s National Policing Strategy 2020-2030 (2020), as well as their Policing Vision 2025 (2016) and 2030 (2023), detail the necessity for services to become increasingly digital to keep up with the current modern world.

Commissioner of the MPS, Mark Rowley, has highlighted the need for police services to become more efficient now that the MPS is effectively working with 28% less funding in real terms than 10 years ago (Rowley QPM, 2023). Professor Sherman, founder of evidence-based policing and current Chief Scientific Officer for the MPS, has also recently discussed the need for police services to work more effectively with what they have (Sweetland, 2023).

LFR could be an attractive option for police services in the wake of reduced resources, given it is contactless and biometric data is difficult to alter, it may successfully identify individuals using less officer time and administration. 

Detection Rates

The Information Commissioner (2019) notes that the main criteria for success should be centred on public benefits, rather than arrest numbers and the ratio of positive and false matches. It is difficult to know what police, and more importantly the public they serve, consider ‘public benefits’ to be.

In terms of actual data, which is usually what these systems are judged upon, the figures around their use remain vague and difficult to find. Those figures shared from 2023 indicate that “at least” 9 arrests were made using LFR (Home Office, 2023). SWP deployment the software over 50 times which resulted in “arrests or disposals in over 50 cases” (Home Office, 2019).

The language used around these figures, and the lack of transparency in their publishing, makes it difficult to judge such systems in a meaningful way.

Ethical Considerations

Whilst biometric data is difficult to alter, it is also “intrinsically private” to the owner and the accessing of it raises the question of balancing crime prevention concerns against Article 8 rights of privacy (Bridges, (2020), p.57; HRA, 1998). SWP have already been found to breach privacy and equality law due to their deployment of LFR (ibid).

 I see the similarities between the development of LFR to that of DNA and forensic capabilities, however DNA is either collected with consent or because someone is suspected of a criminal offence.

The difference here is that the overwhelming majority of those subjected to LFR will be entirely innocent of any wrongdoing and the collection relies on the ‘informed consent’ gained by them entering a public area.  Given the lack of legislation, confusing algorithms and secrecy surrounding LFR, do police explain this well enough to gain consent?

Police use of LFR is still in its infancy and yet there is already growing concerns around the ‘slippery slope’ of its use. There are already discussions about increasing the database pool to include all images held by the DVLA and Passport Office, rather than just comparing them to police custody images. 

Furthermore, there are discussions around loading the software into installed and pre-existing CCTV and also within police body-worn video (BWV) cameras. Given London is the 9th most surveilled city in the world outside of China (Bischoff, 2023) and BWV cameras are being assigned to most frontline officers, the scope of use would shift cataclysmically.  

Whilst there are potentially vast crime solving opportunities available through a quick database search, innovative technologies do not occur in vacuum, and they demand the consideration of ethical issues. Such ethical issues should be reconsidered as the scope of LFR’s use increases.

Bias

Whilst it is tempting to believe that, because it is formed on data, the software is unbiased but that would be a form of tech washing, an over confidence in technology. LFR technology relies on machine-learning, they are shown sets of labelled images in a process called training, and therefore can only ‘recognise’ faces to the extent on which they have been trained (Biometrics and Forensics Ethics Group Facial Recognition Group, 2019).

There are already concerns around the effectiveness of these systems, and the Police’s openness around this. For example, the MPS claimed a 70% success rate for their systems when independent researchers employed to complete this analysis state it was only 19% (Fusey and Murray, 2020).

There’s also concerns about the racial and gender bias within LFR systems (Buolamwini & Gebru, 2018), with an error rate of up to 35% when identifying Black Women (University of Calgary, 2023). The courts recognised that SWP did not consider these potential biases before deploying the software (Bridges, (2020)) and such concerns continue as LFR advances.

If not developed properly, LFR has the potential to create a feedback loop which perpetuates rooted harmful outcomes, further impacting public confidence. Research suggests that people find it easier to recognise faces from the same race as their own (known as the other-race effort) (Zhou, Burton and Jenkins, 2021). Even with the safeguard of a police officer making the final decision on a ‘match’, years of failing to attract a diverse range of recruits creates the potential for a ‘Blue Watchlist’ where this harm is extended (Sampson, 2022).

Transparency and Oversight

The use of LFR is a complex topic, sometimes shrouded in secrecy and complicated algorithms. That secrecy is even maintained within court proceedings where the software and algorithms are protected on the grounds of ‘commercial sensitivity’ (Bridges (2020)). It begs the question – how much do we know about these systems and their ability to improve on the issues raised?       

There is no standalone piece of legislation governing the use of LFR. Police services continue to implement LFR under legislation created before LFR was developed, and with little outside consultation (ibid). There have already been calls to legislate so that police services can better use this software, and to make it easier for members of the public to find and understand the scope and limitations of its use.

It is clear that LFR will be used for ‘low level’ offences and, although the courts recognise the broad discretion afforded to police in creating ‘watchlists’,  the technology will potentially even be used to identify witnesses rather than suspects (Sampson, 2022).

The Future?

I don’t have all the answers when it comes to this subject but it’s clear that LFR is here to stay. The Home Secretary has voiced their support for its further use, while Nottinghamshire Police have joined those using it and there are already reports to expand its use (Sampson, 2023). 

Whilst there is a need for police services to digitalise and modernise their efforts at fighting crime and to become more efficient with their resources, can this be achieved effectively without proper governance, legislation, and transparency?

In a time where critics argue that policing by consent has been ‘shattered’ (University of East London, 2023), where public negativity towards the police is high (IOPC, 2023) and where there are calls for less over-policing of minority groups (Hope Not Hate, 2020), an introduction of such technology without further efforts of consultation and transparency is contentious.

I’ll end with this quote from Steve Jobs (2011):

“Technology alone is not enough.”

National Student Survey (NSS)

A big thank you to all final year UWE Bristol PCDA apprentices who have completed the NSS to date but we still need your help if you have not already done so.

Both UWE Bristol and Avon & Somerset Police (ASP) place a high level of emphasis on the survey as anyone thinking about applying to the force and UWE Bristol can see what you thought about your course.

The NSS is also hugely important as it provides your chance to look back on your experience and highlight what you have found good as well as offering ideas where you believe improvements can be made.

You can access the survey here

References

Biometrics and Forensics Ethics Group Facial Recognition Group (2019) Ethical issues arising from the police use of live facial recognition technology [online]. London: Biometrics and Forensics Ethics Group Facial Recognition Group. Available from: https://assets.publishing.service.gov.uk/media/5c755ffc40f0b603d660be32/Facial_Recognition_Briefing_BFEG_February_2019.pdf [Accessed 23 February 2024].

Bischoff, P. (2023) Surveillance camera statistics: which cities have the most CCTV cameras? Comparitech [blog]. 23 May. Available from: https://www.comparitech.com/vpn-privacy/the-worlds-most-surveilled-cities/ [Accessed 23 February 2024].

Buolamwini, J. and Gebru, T. (2018) ‘Gender shades: intersectional accuracy disparities in commercial gender classification’, Proceedings of Machine Learning Research [Online]. 81 (1) , pp 1–15. [Accessed 22 January 2024].

College of Policing (2023) Live Facial Recognition. Available from: https://www.college.police.uk/app/live-facial-recognition/live-facial-recognition [Accessed 22 January 2024].

Fussey, P. and Murray, D. (2019) Independent Report on the London Metropolitan Police Service’s Trial of Live Facial Recognition Technology. Project Report. University of Essex Human Rights Centre. Available from: https://repository.essex.ac.uk/24946/ [Accessed 23 February 2024].

Home Office. (2019) Fact Sheet on live facial recognition used by police. Home Office Blog [blog]. 4 September. Available from: https://homeofficemedia.blog.gov.uk/2019/09/04/fact-sheet-on-live-facial-recognition-used-by-police/ [Accessed 22 January 2024].

Home Office (2023) Police use of Facial Recognition: Factsheet. Home Office in the media [blog]. 29 October. Available from: https://homeofficemedia.blog.gov.uk/2023/10/29/police-use-of-facial-recognition-factsheet/ [Accessed 22 January 2024].

Hope Not Hate (2020) Minority communities in the time of Covid and protest: A study of BAME opinion [online]. London: Hope Not Hate. Available from: https://www.uwe.ac.uk/study/study-support/study-skills/referencing/uwe-bristol-harvard#reports [Accessed 2 February 2024].

Human Rights Act 1998 [online]. Chapter 42. (1998) Government Legislation. Available from: https://www.legislation.gov.uk/ukpga/1998/42/schedule/1/part/I/chapter/7 [Accessed 22 January 2024].

Independent Office for Police Conduct (2023) Public perceptions tracker summary report – 2022/23 [online]. London: Independent Office for Police Conduct. Available from: https://www.policeconduct.gov.uk/publications/public-perceptions-tracker-summary-report-202223 [Accessed 22 February 2024].

Information Commissioner’s Office (2019) ICO investigation into how the police use facial recognition technology in public place. London: Information Commissioner’s Office. Available from: https://ico.org.uk/media/about-the-ico/documents/2616185/live-frt-law-enforcement-report-20191031.pdf [Accessed 22 January 2024].

Meta (2021) An Update on our Use of Facial Recognition. Available from: https://about.fb.com/news/2021/11/update-on-use-of-face-recognition/ [Accessed 22 January 2024].

Metropolitan Police Service (2023) Facial Recognition Technology. Available from: https://www.met.police.uk/advice/advice-and-information/fr/facial-recognition-technology/ [Accessed 22 January 2024].

National Police Chiefs’ Council (2016) Policing Vision 2025. London: National Police Chiefs’ Council. Available from: https://news.npcc.police.uk/releases/police-chiefs-and-pccs-set-out-a-vision-for-policing-in-2025 [Accessed 22 January 2024].

National Police Chiefs’ Council (2019). National Policing Digital Strategy: digital, data and technology strategy 2020-2030.  London: National Police Chiefs’ Council. Available from: National Police Chiefs’ Council (2016) Policing Vision 2025. London: National Police Chiefs’ Council. Available from: https://www.npcc.police.uk/SysSiteAssets/media/downloads/our-work/digital-policing/national-policing-digital-strategy-2020-2030.pdf [Accessed 23 February 2024].

National Police Chiefs’ Council (2023) Policing Vision 2030. London: National Police Chiefs’ Council. Available from: https://www.npcc.police.uk/SysSiteAssets/media/downloads/publications/policing-vision/policing-vision-2030.pdf    [Accessed 22 January 2024].

Qiang, J., Wu, D., Du, H., Zhu, H., Chen, S. & Pan, H. (2022) Review on Facial-Recognition-Based applications in Disease Diagnosis. Bioengineering (Basel) [online]. 9 (7), pp. 273 – 289. [Accessed 22 January 2024].

Raviv, S. (2020) The Secret History of Facial Recognition. Wired [online] 21 January. Available from: https://www.wired.com/story/secret-history-facial-recognition/ [Accessed 29 February 2024].

R (Bridges) v Chief Constable of South Wales Police and Others (2020) [EWCA] Civ 1058. Available from: https://www.judiciary.uk/judgments/r-bridges-v-cc-south-wales/ [Accessed 23 February 2024].

Rowley QPM, M. (2023) Fighting Crime: Turning Round the Met [conference of Policy Exchange], London. 11 September. Available from: https://policyexchange.org.uk/events/fighting-crime-turning-round-the-met/ [Accessed 22 January 2024].

Sampson, F. (2022) The Biometrics and Surveillance Camera Commissioner’s response to the College of Policing APP on Live Facial Recognition. Biometrics and Surveillance Camera Commissioner Blog [blog]. 6 April. Available from: https://www.gov.uk/government/news/the-biometrics-and-surveillance-camera-commissioners-response-to-the-college-of-policing-app-on-live-facial-recognition [Accessed 22 January 2024].

Sampson, F. (2023) The Commissioner discusses the new era for live facial recognition after the Coronation. Surveillance Camera Commissioner’s Office Blog [blog]. 17 May. Available from: https://videosurveillance.blog.gov.uk/2023/05/17/the-commissioner-discusses-the-new-era-for-live-facial-recognition-after-the-coronation/ [Accessed 22 January 2024].

South Wales Police (2023) Facial Recognition Technology. Available from: https://www.south-wales.police.uk/police-forces/south-wales-police/areas/about-us/about-us/facial-recognition-technology/ [Accessed 22 January 2024].

Sweetland, J. (2023) Prof Sherman: ‘In policing we cant have it all; there’s no free lunch – we have to make choices’. Policing Insight [blog]. 25 September. Available from: https://policinginsight.com/feature/interview/prof-sherman-in-policing-we-cant-have-it-all-theres-no-free-lunch-we-have-to-make-choices/ [Accessed 22 January 2024].

TechHQ (2020) – Nothing personal? How private companies are using facial recognition tech. T_HQ [blog]. 8 June. Available from: https://techhq.com/2020/06/nothing-personal-how-private-companies-are-using-facial-recognition-tech/ [Accessed 22 January 2024].

University of Calgary (2023) Law professor explores racial bias implications in facial recognition technology. University of Calgary [blog]. 23 August. Available from: https://ucalgary.ca/news/law-professor-explores-racial-bias-implications-facial-recognition-technology#:~:text=In%20some%20facial%20recognition%20technology,is%20about%2035%20per%20cent.%E2%80%9D [Accessed 23 February 2024].

University of East London (2023) Policing by Consent Shattered, Conference Told. University of East London [blog]. 21 April. Available from: https://uel.ac.uk/about-uel/news/2023/april/policing-consent-shattered-conference-told  [Accessed 22 February 2024].

Zhou, X., and Burton, A. M. and Jenkins, R. (2021) Two Factors in Face Recognition: Whether you know the person’s face and whether you share the person’s race. Perception [online]. 50 (6), pp. 524 – 539. [Accessed 23 February 2024].

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