Colleague Engagement Overview

Colleagues were invited to share their experience of sexism and misogyny at work through an anonymous online survey and submit suggestions on how to create a more welcoming and inclusive working environment.

The survey was made available to all colleagues to learn more about their experiences. It ran from 16 August to 11 October 2022 and participants were provided with assurances about the secure storage of their data and guidance about access to support functions and information sources.

In addition, an online ideas platform enabled colleagues to share reflections and suggestions for what could be done to tackle sexism and misogyny. Interviews and engagement sessions with colleagues also helped to build a better picture of the nature of challenging experiences and how those in a position to make a difference responded.

The engagement was undertaken with a commitment to confidentiality and discretion. This approach has built trust amongst colleagues and they were able to share their views openly with the service without any concerns around identification or breach of confidence.

This aligns with the approach to consider shared insights for the wider Policing Together Strategy and Violence Against Women and Girls. Participants and stakeholder representatives have welcomed the trauma-informed approach taken to working with victims, survivors and colleagues. Bespoke engagement approaches are carefully designed for each engagement programme to safeguard participants’ privacy, whilst providing reassurance that in sharing their experiences, people are contributing to meaningful change.

The insights shared in the appendix for this report provide detailed findings and lived experience to enable full and open consideration on what we have learned from colleagues and how this will shape our approach to build lasting change going forwards.

Online Survey and focus groups – there were 528 responses to the online survey. Over 150 colleagues signed up from the survey to take part in focus groups and 1-1 interviews which have been completed. This engagement is a strong, positive starting point in what will be an ongoing dialogue as we all work together to achieve long overdue and long term cultural change.

An insights pack has been prepared to provide an understanding of the lived experience of colleagues throughout the service. Findings have highlighted that Sexism and Misogyny impacts colleagues across operational/specialist policing, corporate services, geographic locations, police staff and police officers and does not vary by length of service.

Across survey responses, positive views of the work to tackle sexism and misogyny were shared. These included:
Sexism and misogyny has generally improved over the years – there have been particular improvements since the early 2000s but there are still areas that need improvement. This work is a positive step and is a ‘testament to the fact Police Scotland are trying to tackle it’.
The organisation is learning from past mistakes and putting effort into change. It is clear that the organisation and its leaders are taking ‘proactive steps’ to address issues and make change. This improves colleague confidence in the organisation.
Female leadership is viewed positively. This is seen as a positive step, showing the organisation is willing to listen, accept and modernise – colleagues no longer see it as ‘token gestures to have females on shift’.
The visible work (for example, the working group, engagement activities, actions and information on the intranet) shows these behaviours will not be tolerated.
Improved arrangements to support flexible working plans is a positive step forward.