Listening to and supporting all of its officers is a top priority for the Met
The organisation is committed to improving its inclusivity – and encouraging colleagues to talk openly and honestly about their own experiences is part of an ongoing progress of positive change
The Met is working to build a more inclusive culture. Over the past two years the Met has brought together officers and staff from different backgrounds to have open and frank conversations on topical issues to help generate an understanding of the challenges each other face. Here, Chief Inspector Rhona Hunt and Detective Chief Inspector Daniel Thompson discuss their experiences as officers in the Met, their passion for what they do and why an inclusive culture is so important to them.
Daniel: What was it that made you apply to the Met?
Rhona: Watching murder mysteries with my dad! When I was seven, I wanted to go into forensics, but later realised I preferred working with people. The school careers adviser tried to put me off, but I had a pull towards public service, and liked the idea of doing something different. Being a volunteer police officer – a ‘Special’ – cemented it. The responsibility of being there for someone at the very worst moments of their life is a massive privilege.
Rhona: Why did you join the Met?
Daniel: While I was doing a summer job at the 2012 Olympics and Diamond Jubilee, I was impressed with how Met officers interacted with the public and made those events run smoothly. I wanted a job that tests your ability to handle pressure, think quickly and that I could do long-term. And since joining, I’m still struck by the breadth of things you can specialise in and the support that’s there. I’m still quite young, yet I’m fortunate to already be a Detective Chief Inspector.
From leading the response to hate crime in North East London to now taking on a lead role in tackling violence against women and girls, looking back on my career, it’s been varied and extremely rewarding – there’s no job quite like it!
Daniel: What doyou enjoymost about being a police officer?
Rhona: I enjoy making an i mpact and seeing the positive influence I can have on someone’s life. I think it is an absolute privilege to be there for people at the darkest moments of their life, connect with them, show them compassion and at a really human level do everything you can to help them.
There are many things I have done as a police officer that I am proud of, but I will never forget the first time I stopped someone from taking their own life. I stood for hours talking to the man and eventually talked him back over the railings to safety and to medical support.
Daniel: How did you feel joining a role that is traditionally male-dominated? Has being female ever been a barrier?
Rhona: I knew the Met was male-dominated when I joined, but it never seemed noticeable to me except at the top, which isn’t specific to policing – and thankfully that has changed. I’ve had two line managers, who made me feel patronised and undervalued. I’m not sure if it was because I was female, young or my level of service. Two out of 14 is alright odds in any job though, and the immense support I have had from the others far outweighs any negative experience. If anything, those experiences spurred me on to apply for promotion myself.
Daniel: Have you noticed more women coming into policing?
Rhona: Yes – and what gives me particular satisfaction is seeing female representation increase in specialist areas like firearms and counter-terrorism. These departments now actively push to get more women represented, providing support to potential applicants. The Network of Women at the Met also offer mentoring, which I took up and certainly gave me the confidence to go for my current role.
I want to stay in policing. I am passionate that people are treated with respect Chief Inspector Rhona Hunt
Rho na: A few years back, a worry of mine would have been not having a great experience if I chose to have kids in this job.You have a family– do you think the Met has become more family-friendly?
Daniel: I’ve seen a real change towards a more positive understanding of work-life balance and flexible working. I’ve benefited from that personally. I’ve also supported people in my team going on maternity leave and put them in touch with groups like Met Baby and Met Families, which are not only a support but advocate for changing attitudes.
Rhona: What it’s like being a white male in the Met – especially given the events of the last two years?
Daniel: It’s been a time of reflection for me. But I think it’s good for all of us to think like that so we constantly challenge and get better when it comes to inclusivity. My work with vulnerable women and being a hate crime lead has taught me so much, but I also think it’s important that I don’t assume I know everything. So I always focus on listening and think to myself, ‘What can I do to help improve things further?’
Daniel: How have you been affected by the events of the last two years?
Rhona: Several events over the last two years have made me feel deeply angry and embarrassed. Sarah Everard’s murder was devastating and I’ll never forget reading her family’s victim impact statement. I’ve made a conscious choice to stay in policing because I am passionate about being the change you want to see in the world. I want to see the Met change and improve, and I think we can.
Rhona: How do you think we can increase public confidence?
Daniel: One of the biggest challenges we face is having detailed knowledge of the huge range of cultures, religions and communities across London. We become involved in people’s lives when investigating crime – we need to understand their lived experience, their community, as closely as we can. If we get that right, I think that will help to increase trust and confidence. There are lots of initiatives happening around the Met. We’ve updated our violence against women and girls action plan, involving women across London in shaping that plan. There is huge energy and determination going into making London safer for everyone, including women and girls.
We also have our Strategy for Inclusion, Diversity and Engagement. I think that gives a clear vision to officers about how the Met should continue to listen to and treat communities, support officers internally and drive out discriminatory attitudes and behaviours from policing. There’s a clear consensus across the Met that we all have a responsibility to do that.
Daniel: Do you think the Met could do more?
Rhona: Yes I do – I want to work for a Met that represents and reflects London; a Met that everyone feels they can join and feel welcome in; a Met which all communities trust and have confidence in. We have some way to go before our communities feel this way. We need to be ambitious in our commitment to improve the diversity of the Met and demonstrate the change Londoners want to see.
Diversity is critical to our legitimacy as an organisation.
Rhona: How important doyou think diversity is in policing?
Daniel: To police effectively, we need to understand our communities and know what’s important to them. Everyone’s needs are different, and we need to be
well equipped to identify and work with those needs. There’s been times in my career where officers’ language skills or personal insight into a community were vital in giving a victim confidence to support an investigation.
It’s also what officers from diverse backgrounds bring into the organisation, how that broader cultural awareness is shared amongst their colleagues. We need to make sure people feel comfortable bringing that diversity to bear at work – there isn’t a single mould for what makes a good police officer.
Finally, London’s young population is also our most diverse, and as the future officers of the Met Police, we need them to be see themselves in policing, and feel enthusiastic about becoming a part of the Met.
Rhona: What wouldyou say is the best part of the job?
Daniel: The thing that stands out to me over the last eight years is the variety. You go from neighbourhood policing, to responding to 999 emergencies, to learning how to investigate crime.
To single out any one thing, it would be the people you work with – people in the Met really do support one another, and when you join you won’t be left to figure it out for yourself, you’ll get support throughout your time here.
Daniel: What wouldyou say to anyone thinking about joining the Met?
Rhona: Policing is a career that’s varied, challenging and impactful. If you want all those things – as well as to have fun and never stop learning – it’s absolutely brilliant! You need good communication skills, a sense of dedication to public service and heaps of compassion.
Inspired by these police officers? We’re recruiting now – visit met.police.uk/newpcs
for more information about the Metropolitan Police Service and how to join.