Former detective exposes culture of disability discrimination within ‘institutionally disablist’ Met

A culture of institutional disability discrimination within the Metropolitan police is exposed today by the former head of its disabled staff association.

Dave Campbell, who retired this year after serving 32 years as a police officer, has told Disability News Service (DNS) that he believes disability discrimination within the force is rampant and that the Met is institutionally disablist.

He believes this “corporate culture” impacts how the force engages with disabled members of the public.

Campbell was chair of the Met’s Disabled Staff Association (DSA) for six years, and he was also vice-president of the Disabled Police Association of England and Wales.

His disclosures come only days after DNS revealed that prosecutions of disability hate crime  across the country were continuing to plummet, with police forces in England and Wales passing on just a tiny proportion of recorded cases to prosecutors.

For six years, Campbell repeatedly tried to persuade the Metropolitan Police Service (MPS) to act on his concerns, before his retirement earlier this year.

It was his intervention that ensured the recent Casey review of the force’s internal culture and standards of behaviour examined the treatment of disabled people, when its initial focus was on racism, sexism and homophobia.

He believes the review provided an “alarming insight into how disabled people feel about their place in the organisation”, as he told Met commissioner Sir Mark Rowley in a letter last year.

He has told DNS that the upper levels of the Met have made it clear through their actions and inflexible policies – which he says marginalise disabled staff, and stem from outdated attitudes – that they do not want people who become disabled to continue serving as police officers in the force.

He says several disabled officers and staff have left the force because of their disability-related treatment and have written directly to the commissioner expressing their “despair and concerns”, without receiving any acknowledgement.

Over the four years between 2019 and 2023, he says, more than 200 disability discrimination employment tribunal claims were taken against the Met, including a significant number which included claims of race or gender discrimination.

The Casey review found an even higher number – 358 – in the five years between 2017-18 and 2021-22, but it was criticised by disabled campaigners for concluding that MPS was institutionally racist, sexist and homophobic, but not that it was institutionally disablist.

Campbell believes the number of disability discrimination tribunal cases increased after the Casey review by up to 60 per cent in 2023-24 compared to the previous year, while the DSA received hundreds of emails from distressed colleagues about the way they were being treated by their managers.

He has told Sir Mark that disability-led internal grievances are also at a high level, while many of his members had “no confidence or trust in the grievance management process” or in the ability of the Culture, Diversity and Inclusion directorate – set up after the Casey review – to produce change.

In the wake of Casey’s report, Campbell – as DSA chair – commissioned an independent review of disability inclusion and workplace adjustments in the force, by the Business Disability Forum (BDF), which reported its findings in September 2024.

Disabled colleagues in the DSA were asked if they had witnessed or personally experienced unfair treatment at work through disability-related harassment, bullying or discrimination, and 358 of the 775 who responded to the survey said yes (46 per cent), and another 123 (16 per cent) said maybe, a total of 62 per cent.

Of 504 police officers, 49 per cent said yes, and 15 per cent said maybe, a total of 64 per cent.

Of the 775 responses from disabled officers and civilian staff, less than 20 per cent (160) agreed with the statement: “MPS is an organisation that recognises and values disabled people.”

And just 65 (eight per cent) agreed that “feedback and complaints are listened to”.

One respondent said: “If you treated any of the other protected characteristics as you did disability then there would be uproar and heads would roll.”

Campbell believes the BDF report supports the view that MPS is institutionally disablist.

He told Sir Mark in last year’s letter: “In my experience Disability discrimination in the MPS is viewed less significantly and addressed differently in comparison to Race, Homophobia, Gender or any other type of Discrimination…”

In an earlier letter to Sir Mark, in 2022, Campbell told him: “There needs to be a change in attitudes [towards disabled officers] and an end to conscious labelling, as sick, lame, lazy, shirker, which are all derogatory terms yet seemingly acceptable…”

He has yet to receive any “tangible” response to the concerns he raised in last year’s letter and the survey report.

Campbell, a detective sergeant before his retirement, has himself twice taken successful action against the Met for disability discrimination, winning the first case at tribunal and then securing an MPS settlement before the start of a tribunal for the second case.

He describes himself as a person of ethnic origin, and has experienced intersectional discrimination, which he says is widespread in the Met.

He said the same complaints are being made “time and time again” at tribunal and through the force’s internal grievance process, which shows there is a “systemic” problem and failure to address these issues through an absence of “corporate memory” and a lack of “morality”.

Currently, about 3,500 police officers have adjustments made for them to allow them to continue in their roles, he said, out of about 36,000 officers in total across the force.

Campbell believes the number of MPS disabled officers and civilian staff may be as high as 10,000 – almost a quarter of the workforce – because many staff do not share their impairment with the force “due to concerns of how they will be treated”.

The Met’s DSA has more than 6,500 members and has 37 peer-to-peer support networks for disabled staff.

Campbell says he has increasingly been coming across incidents where the force’s occupational health department is making recommendations for adjustments to be made for officers who become disabled – often caused by their duties – but managers are refusing to agree to these adjustments.

Instead, officers are often told: “If you cannot do the job then you should just leave,” or: “This isn’t the right job for you.”

He told DNS: “We are just hitting a brick wall. This is about holding the police to account for systemic behaviour both internally and externally.

“If these attitudes exist towards disabled people in the workforce, what hopes do disabled people have when they become victims of crime?”

Louise Holden, Inclusion London’s senior policy officer for disabled people and crime, said: “I admire Dave Campbell and his tireless work within a disablist organisation.

“I share Mr Campbell’s concerns about how the Met treat disabled victims when their attitude to their own disabled staff is so appalling.

“Things have gotten worse since the A New Met for London plan following the Casey review.

“The work Inclusion London was involved in stopped and the new structure is a closed shop.

“Community confidence is at an all-time low.

“There has been no follow-up to the Casey review and with the Met decision to stop investigating non-hate crime incidents, without any consultation, it’s clear the Met is just not interested in disability issues.

“There has been no radical reform, only half-baked gestures and platitudes that amount to nothing.

“We are calling for renewed engagement with us, so we can support the Met with our expert knowledge on these issues.

“I hope the Met is ashamed of how they have behaved since the Casey review and want to work with us again.”

Commander Simon Messinger, the Met’s professionalism and senior lead for disability, said: “We are fully committed to driving positive change across the Met and fostering a culture of inclusion, and have taken significant steps to improve how we support disabled colleagues.

“This progress has helped us to achieve Disability Confident level three status, the highest level of recognition within that scheme, which reflects our determination to improve how we recruit, retain, and support our staff.

“We know there is much more to be done and will continue to work with the Met police Disabled Staff Association, and partners such as the Business Disability Forum, to drive further progress.”

A spokesperson for the mayor of London said: “The mayor is clear there is no place for harassment or discrimination in the workplace and is committed to working with the Met police to deliver a New Met for London where everyone can thrive.

“Since the Baroness Casey review in 2023 the Met has implemented a number of improvements for disabled employees, including the introduction of disability passports, Disability Smart assessments and the force is now a Disability Confident employer, improving how they recruit, retain and develop disabled staff.

“But there is more to do and the Met is working closely with the Disability Independent Advisory Group and the new chair of its Disabled Staff Association to listen and act on concerns to deliver a fairer and more inclusive Met.”

*If you have information about a police officer or member of staff who works for the Met and is corrupt or abusing their position and power, you can call the force’s anti-corruption and abuse hotline anonymously on 0800 085 0000

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