iNSiDER RISK: I


n light of Met Police officer David Carrick admitting to being a serial rapist, Sarah Austerberry, Insider Risk specialist, outlines the missed opportunities in his recruitment and management and the implications for all organisations.


Roles that bring opportunities to exploit the vulnerable


Work environments where there are power imbalances can provide the opportunity for specific types of insider activity to occur and flourish (particularly self-initiated acts). In areas where engagement with the public is for law enforcement, social care, education purposes, there are opportunities to exploit the vulnerable. These can often have an abusive and sexual element. The means by which this type of insider activity can be carried out is through their legitimate day-to day activities, the power that the insider holds: a warrant card; a uniform; a position of authority. The culture within the environment can for many be the motivating factor (in addition to personal pre-dispositions); knowing that you can get away with certain behaviour can spur you on to more serious and significant insider acts.


David Carrick and the abuse of power


Last year Dr David BaMaung and I wrote an article about the damage to policing by consent by insider activity. An abuse of power resulting in the tragic death of Sarah Everard. Fast forward a year and we see a further case of insiders abusing their powers, this time Metropolitan Police officer David Carrick, who admitted to multiple rapes, unlawful imprisonment, and indecent assault between 2003 and 2020.


The Met’s lead for professionalism, Assistant Commissioner Barbara Gray, said, “We should have spotted his abusive behaviour and because we didn’t, we missed opportunities to remove him from the organisation.” This despite it emerging that Carrick had “come to the attention of police over nine times between 2000 and 2021”. What is particularly interesting about this case is that


concerns/allegations about Carrick’s behaviour were raised before he was a police officer.


Red flags missed at pre-employment screening


Carrick applied to join the police force despite allegations of malicious communications and burglary against an ex-partner. This should have raised flags at the vetting stage to consider whether further investigation and risk assessment should be put in place. Vetting, as part of pre-employment screening needs to be more than a tick box activity. Job roles need to be assessed for the type of opportunity and means that a potential insider could exploit (the risk). This then needs to be looked at against the information collected as part of vetting procedures and a proper assessment made as to employ and what aftercare mitigations should be put in place during probation and longer term to manage any identified risk. Evidence suggests that Carrick was accused of harassment and assault, against an ex-partner, whilst he was on probation. Why was this information not linked up with his vetting file, or referred to professional standards? Did his working


“Trust – have you got it right?”


is your insider risk programme ready for the next challenge


For expert tailored advice please contact


Sarah Austerberry Director


E: sarah@ausecurityconsulting.com AUsecurityconsulting.com


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