VAWAG
THE LISTENING PROJECT
Women meet and chat in confidence to share their experiences and concerns, which are then shared by one dedicated rep with City of London Police to influence change. By Sophie Garrod
Sergeant Sejal Reed
from the listening circles along with solutions before the information is relayed to the force’s Trust and Confidence Board which oversees policies and practices. All information presented is anonymous and unattributable. Change is then driven through
Sergeant Sejal Reed is helping to make a difference after joining the force’s new portfolio, Professionalism and Trust, in response to recent high-profile events which has brought misogyny and violence against women and girls to the fore. Recommendations from the National VAWG Action Plan highlighted a need for change through policing to address concerns of women within policing as well as the public. “It was identified there was a need to listen to our female employees and empower the workforce to share their experiences and ideas to find effective solutions from these discussions,” explained Sejal. The meetings, which are away from force premises with funding and support from insurance company Gallaghers, provide a safe space for colleagues to discuss any issues they have faced during their career, and to acknowledge any positive interactions.
Sejal then identifies the main themes 18 | POLICE | APRIL 2023
workstream leads across the force to ensure all areas of work are involved and there is a consistent approach to any learning and change. The welfare of attendees is also looked after as Sejal checks in on each of them,
and concerns are addressed, and that I signpost them to the support groups,” she continued.
“It is about providing a psychologically
safe space, so there was a lot of work in the run-up to this to get everyone’s buy-in. I also make sure any questions from managers are directed to me and not the attendee so we are safeguarding their confidentially and making them feel secure.” The blueprint for listening circles could be replicated for the Race Action Plan, improving outcomes for people who work within policing, as well as the public. The City of London Corporation has also expressed interest in implementing it for its staff.
“The meetings, which are away from force premises, provide a safe space for colleagues to discuss any issues they have faced during their career”
whether it be a phone call or a face-to- face chat, following the sessions which may have caused them to relive some difficult experiences.
In some cases, it is apparent that officers need an occupational health referral, but haven’t felt comfortable referring it to their manager for various reasons. Sejal, in her capacity as a rep, can arrange this. “I know there are processes. However,
if one of our employees needs support my main aim is to ensure their needs
The model was also shared with the National Police Chiefs’ Council to encourage other forces to consider, and in 2022 it was highlighted as best practice by the international HeForShe movement. “The aim is to design a blueprint which can be used for any areas of concern within departments and teams. The model will be the same in terms of how the sessions are run and how we ensure confidentiality and
filter the learning back to the force. “We also want to take this outside to business and residential communities so we can hold listening circles with members of the public,” she concluded. Sejal joined City of London Police in
2007 and spent part of her career in the Met before returning and specialising in community policing and partnerships. She has also been a Fed rep for just over two years and leads on professional development.
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