It Really Isn’t Only Banter - Insights from the Angiolini Report Part 1

The horrifying murder of Sarah Everard by police officer Wayne Couzens sent shockwaves across the UK. Myself and other EDI practitioners were stopped in our tracks by the ever unfolding systemic failings that were subsequently unearthed.

As is right, the case has prompted a thorough investigation into those failings that allowed Couzens to escalate his behaviour unchecked.

I’m honestly still making my way through the whole document, but the Angiolini Report delves into the heart of these deficiencies, exposing the disturbing role that workplace banter played in contributing a culture in which Couzens could escalate his behaviour, with devastating consequences.

An officer's quote within the report sheds light on the attitude shared about banter:

"In terms of the culture of the police, relationships between officers are built on light-hearted insults or banter, as part of the camaraderie of the unit. There is often no malice intended. If these light-hearted insults crossed the line into being actually offensive, my view is that no one would challenge this, the reason being that it may lead to that person being singled out and not trusted."

The Angiolini Report's recommendation 14 emphasises the need to eliminate misconduct or criminality often excused as 'banter.' In the case of Couzens, the failure to challenge banter may have been a contributing factor to the unchecked progression of his actions. People need to feel empowered to identify what is not ok and safe enough to speak up about it. This takes organisations giving explicit permission to do so.

Organisations witnessing banter in their own workplaces must take notice. Banter is no longer an excuse or defence. As I say so often in my training on banter - it is a sharp tool which must bed used extremely carefully or you’ll end up hurting yourself or others. Sometimes it is simply the wisest choice to avoid it completely.

The Angiolini Report serves as a wake-up call for all workplaces, not just policing and security. The urgency is twofold: first, to protect individuals from the negative impact of banter on mental health and workplace satisfaction; and second, to prevent the normalisation of behaviours that perpetuate bullying, discrimination and violence.

To avoid these systemic failings in their own workplaces, organisations must take action. Training programmes and a commitment to being an anti-sexist, anti-misogynistic, and anti-racist organisation, are essential steps in creating a workplace culture that fosters respect and accountability.

The tragedy of losing Sarah Everard to this evil misogynist serves as a stark reminder that addressing workplace banter is not just a matter of professional conduct; it is a critical step in preventing the escalation of behaviours that can have truly devastating consequences.

If you want to talk about banter and how you can address it, you know where I am.