A recent review has concluded that discrimination is deeply embedded in the human resources systems of the Metropolitan Police Service (MPS), perpetuating racial harm particularly against Black officers and staff. This internal assessment, conducted by consultancy HR Rewired and authored by Shereen Daniels, underscores that the Met’s institutional design inherently produces and sustains discriminatory outcomes. Daniels emphasises that such systemic racism is not a matter of mere perception but a documented reality spanning nearly five decades, during which multiple reviews, including landmark inquiries, have highlighted the persistent damage inflicted on Black Londoners and personnel within the force.
Daniels' report, titled 30 Patterns Of Harm: A Structural Review Of Systemic Racism Within The London Metropolitan Police Service, reveals how darker-skinned staff members are frequently labelled confrontational, whereas lighter-skinned colleagues often receive quicker empathy and leniency. The findings draw on over 40 years of evidence demonstrating how racism has shaped the Met’s interactions with Black communities and affected its own Black officers. Daniels stresses that broad references to 'ethnic minorities' tend to obscure Black individuals who suffer the most harm, advocating for explicit focus on anti-Blackness as a critical indicator of organisational dysfunction. Confronting this is posited not as exclusionary but as fundamental to achieving fairness, justice, and safety for all.
The report comes in the wake of Baroness Louise Casey’s extensive 2023 review of the Met commissioned after the tragic murder of Sarah Everard. Casey’s investigation found the Met to be institutionally racist, misogynistic, and homophobic, with discriminatory behaviour often dismissed as casual ‘banter’. Her review also criticised the force’s failure to maintain the integrity of its officers and called for comprehensive organisational reform to restore public trust and confidence in policing. Casey’s findings underline deeply entrenched issues, including tolerance of discrimination and a systemic culture that resists accountability and transparency.
Furthermore, concerns raised in government and independent analyses highlight how Home Office recruitment priorities have skewed the Met’s focus towards meeting diversity targets rather than fostering meaningful inclusion or addressing skill deficits. This has contributed to a culture where multiple forms of discrimination, including racism, misogyny, homophobia, and ableism, are tolerated as systemic norms instead of being challenged and eradicated. Warning that public consent is increasingly fractured, these reports call for radical and sustained reform to rebuild trust between the Met and the communities it serves.
Scotland Yard has acknowledged the detailed findings, with Commissioner Sir Mark Rowley describing Daniels’ report as “powerful” and accepting the need for further systemic, structural, and cultural transformation. Rowley affirmed that initiatives like New Met for London and the London Race Action Plan are part of ongoing efforts to improve inclusivity and address discrimination. While trust among Black Londoners has reportedly improved by 10% over two years, it still lags behind public confidence in the force overall. The commissioner pledged to work closely with affected communities and staff to root out discriminatory practices and their underlying causes.
Historical context is essential to understanding the persistence of institutional racism within the Met. Reviews such as the MacPherson Report of 1999, which declared the force institutionally racist following the mishandling of the Stephen Lawrence murder investigation, laid early groundwork for recognizing systemic failings. However, despite numerous calls for change, patterns of racial bias remain entrenched. High-profile incidents involving disproportionate and inappropriate actions against Black individuals, including children, such as the strip-search of a 15-year-old Black girl known as Child Q, continue to draw public scrutiny and highlight operational failures embedded within policing practices.
The cumulative evidence paints a stark picture of an institution struggling not only with external community relations but also internal culture and governance. The systemic nature of these problems suggests that superficial reforms are inadequate. Instead, sustained leadership commitment and structural overhaul are required to effect genuine change that protects public interest rather than institutional reputation. Daniels’ and Casey’s reports collectively emphasise that confronting anti-Blackness and other discriminatory practices must be foundational to rebuilding a policing service that earns and maintains the trust of all Londoners.
📌 Reference Map:
- [1] Daily Star - Paragraphs 1, 2, 3, 4, 5, 6, 7, 8
- [2] ITV News - Paragraphs 4, 5, 6
- [3] Civil Service World - Paragraphs 5, 6
- [4] London.gov.uk - Paragraphs 4, 5, 6
- [5] UKPol - Paragraphs 4, 5, 6
- [6] Inclusion London - Paragraphs 5, 6
- [7] Wikipedia - Paragraph 7
Source: Noah Wire Services