"Darker-skinned staff are often cast as risky, ungrateful, angry or in need of support whereas lighter-skinned employees - unconsciously perceived as trustworthy and approachable - receive quicker empathy and leniency, the report found. Author Shereen Daniels says Scotland Yard's HR systems, leadership, governance and culture is biased towards unspoken norms of who is welcomed, promoted, and protected, so-called whiteness. It rewards those who align with dominant values and punishes those who challenge or differ from them, allowing exclusion to be framed as professionalism."
"The situation is no better for black and ethnic minority Londoners who encounter police in the street, she adds. They are more likely to be read as suspicious, non-compliant or aggressive with greater use of force deployed against them because darker complexions trigger unconscious associations with danger, it is said. Heavier policing in working-class areas reinforces stereotypes of disorder, Dr Daniels adds her review called 30 Patterns Of Harm: A Structural Review Of Systemic Racism Within The London Metropolitan Police Service."
Anti-Black racism is embedded within the Metropolitan Police, producing workplace and street-level harms. Darker-skinned officers and staff face stereotypes that cast them as risky, ungrateful, angry, or needy, while lighter-skinned colleagues receive quicker empathy, perceived trustworthiness, and leniency. HR systems, leadership, governance, and culture privilege unspoken norms of 'whiteness', rewarding conformity to dominant values and penalizing dissent, with exclusion reframed as professionalism. Black and ethnic minority Londoners experience heavier policing, are more likely to be seen as suspicious or non-compliant, and face greater deployment of force. Policing in working-class areas and assumptions tied to clothing or cars reinforce criminality stereotypes.
Read at www.standard.co.uk
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