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What is the Unlocked Grads programme?
According to the website for University of Suffolk (10 September 2018) :
“Unlocked Graduates is a two-year programme and students who complete the programme are awarded an MSc in Leadership and Custodial Environments from the University of Suffolk”
When you look past all the ‘blurb’, in a nutshell, the programme starts as a Summer Institute comprising two week’s training as a prison officer and the beginning of a Master’s degree, followed by a two-week placement in a prison and finishes with two more weeks training. The taught modules at the Summer Institute leading to Prison Officer Entry Level Training (POELT) are based at the University of Suffolk, Ipswich.
It’s especially surprising to see that it is positioned as “a prestigious programme with influential supporters” when it is based here as the University is ranked 128 out of 131 Universities listed by The Complete University Guide.
Advice given for recruitment: “Fundamentally they need to be made of the right stuff to survive on the landings from Day 1… only a fairly ruthless and demanding selection process will guarantee you have the right people”
Part of the interview process includes having an interview with a former prisoner, but questions have been raised as to how this would be perceived and if unskilled interviewers could get the best out of the candidates.
The 2017 Cohort
The 2017 cohort started in Summer 2017 with placements in HMP Brixton, Coldingley, Downview, High Down, Isis and Wandsworth.
I was invited to sit in on a training session at the Summer Institute in 2017. I spoke with staff members to get a feel and understanding of the programme. I had a one-to-one with Natasha Porter, CEO of Unlocked Grads.
But I came away with so many questions.
Why were those prisons selected and why were they all in the South of England?
So how can the safety of these young novice trainees be assured? In the latest Government Annual Prison Statistics, it shows that Brixton is rated 1 for safety with Wandsworth and Isis rated 2.
Again, in the same report, looking at stats for Purposeful Activity, Brixton, Isis and Wandsworth are rated 1; that’s an awful lot of people likely to be stuck in their cell, frustrations brewing, leading to mental health issues. Not forgetting the domino effect upon families of prisoners and families of staff.
So that’s the prisoners but what about the staff in these prisons.
Staff sickness for Wandsworth shows that 5918 days were lost in the 12 months to 31st March 2018 that’s on average 12.4 days lost per FTE. High Down is not much better with 4146 days lost in 1 year on average 10.4 days lost per FTE.
Whilst it is unclear why so many days are lost to sick leave, you can imagine that many of these sick days are as a result of the stress placed upon the officers, the increased violence on the wings, inhaling psychoactive substances and the exhaustion.
But if there are such acute staff shortages how is replacing experienced members of staff with newly qualified Unlocked Grads going to make a positive difference?
Andrea Albutt, President of the Prison Governors Association spoke out last year and said:
“large numbers of new recruits can actually add to the instability in prisons rather than improve it”
So, what exactly is this programme wanting to achieve?
We are told that the Summer 2017 candidates in the 1st cohort all passed their POELT training. Was the bar set too low, it makes you wonder? However, the first cohort 100% pass rate did not include those who dropped out early on, after their first visit to a prison.
One of the first sponsors wrote: “This is clearly an incredibly challenging leadership programme. Unlocked Grads will have to develop advanced communication skills, diplomacy and resilience as well as the creative entrepreneurial flair to bring new ideas to prisons. These are the skills I look for in my sector.” (Sir Martin Sorrell, former CEO of WPP).
Sounds all well and good, but there’s no scope for entrepreneurial flair inside a prison; it’s a process driven role, dependent on regime and written Prison Service Instructions (PSI’s).
The candidates didn’t appear to be encouraged to stay once they acquired their master’s degree.
This seems incredibly short-sighted of the MoJ. Why are they investing in these grads yet encouraging them to move on after two years and not retaining them?
Sam Gymiah, the then Prisons Minister wrote:
“Some bright, passionate & capable recruits joining the prison service to help fix our prisons. Well done @unlockedgrads” (Twitter, 21 August 2017)
Hardly able to “fix our prisons” just through this two-year scheme.
I was informed by Natasha Porter that these grads were not included in the 2,500 new staff members that were being recruited.
The 2018 Cohort
This year 105 candidates attended the Summer Institute and yet again Ipswich was suddenly the place to be, a tourist attraction for anyone in the ‘Justice arena’. Now that HMP Berwyn in no longer ‘flavour of the month’, Ipswich appears to be the place to be seen.
Between 29th July and 6th September, guest speakers galore appeared at the University to give talks: from Gethin Jones to Michael Spurr to Erwin James.
Recently, when visiting the Ipswich Waterfront, I spotted dozens of mainly young men and women dressed in standard issue prison officer uniform complete with boots. Some were hiding their epaulettes with their hands and others showed their key chains.
It was the next instalment of the Unlocked Grads programme.
They were milling around on a lunch break (see photo) so I went and had a chat. I asked how they were finding the course and we briefly discussed the crisis within the prisons, as the HMIP report on Birmingham had just been published.
One of the 2018 Cohort said: “Oh but that’s just the media,” dismissing the squalor, violence and drugs in prisons as if it was some sort of fallacy.
Seriously, are they being taught about the reality of what is happening inside prisons?
Another eagerly said: “We are going to do something different; we will be on the landings, but it will be based on rehabilitation.”
If the Unlocked Grads are focusing on rehabilitation as “something different” then what is everyone else doing now?
And how many of them will stay long enough to make this “something different” happen?
If they are going onto the landings and have been told they will be focusing specifically on rehabilitation how will that go down with other members of staff, when they are so stressed that even the minimum requirements are hard to achieve?
Will there be a clash in their work expectations, disruption or problems with team dynamics, an “us and them”?
What people are saying about Unlocked Grads
I asked a former Prison Officer about his thoughts on this scheme, this is what he said, word for word:
“Hi Faith, my feelings are that most of them will be eaten alive by inmates, as grads won’t be from the same background as most inmates. A lot of grads would have been brought up with a “silver spoon in their mouths” and inmates will spot this a mile off and some inmates will sense this and will make their lives hell, I can’t see grads staying in the job for long, HMP need to employ people who are over 25 years old with some life experience”
I also spoke to someone who has been working in Education in prisons for years. They told me:
“The YO’s will make mincemeat of these university kids. And the older men will not like being told what to do by a kid. The whole enterprise seems absolutely mad, ill-thought out and with absolutely no thought given to basic – really basic – psychology”
Another quote, this time from a senior civil servant within the MoJ, who told me:
“the ideological approach is now wearing very thin”
One of the 2018 Cohort told me Unlocked Grads have a contract for 6 years and they described the 2017 Cohort as “guinea pigs”.
A few said they were going to be working in HMP Wandsworth, and they seemed somewhat amazed that I could describe in clear detail the layout, and the condition I personally encountered there at Wandsworth on numerous visits I had made.
Yet not one of them asked me who I was.
Curiously, I was told by a speaker at ICPA 2017 that, in his plenary address Michael Spurr said, without actually name-dropping Unlocked Grads, that he didn’t believe the principle of employing grads was the answer to the issue.
Given that Mr Spurr was invited to speak at Unlocked Grads Summer Institute in front of both the 2017 and the 2018 Cohorts, this is utterly remarkable and serves to remind us that Unlocked Grads doesn’t appear to have universal acceptance – even within HMPPS.
Overall, it all appears to be secretive, behind closed doors; many in the Justice sector I speak to about it is saying the same.
On 9th September, I listened to the BBC report by Danny Shaw about the Unlocked Grads and questioned whether it was advertising? Where was the balance, where was the incisive journalism we have come to expect from BBC News’ home affairs correspondent?
In his report, Danny Shaw said: “Governors have found it hard to find and retain staff.”
Governors need to find and retain staff, right, but are the Unlocked Grads planning to stick around?
Also, I noticed in that report a focus on ‘Sophie’ from the 2017 Cohort deployed at HMP Coldingley. Half way through the video reportage where it says: ‘Now Sophie is helping to train the next set of recruits’. This seemed a bit odd; how developed is her jail craft after one year and why is someone who is not fully trained themselves, not a qualified trainer or an instructor, doing the training?
Further on in the reportage, Natasha Porter says:
“If you can deescalate a landing full of prisoners…”
That’s a big expectation, placing massive pressure on you as a new recruit.
It appears to me that the Unlocked Grads leadership scheme encourages the participants to see it is a stepping stone to a career elsewhere. This follows the same pattern that has occurred in the MoJ over the last few years with a continuous change of Secretary of State for Justice and Prisons Minister.
Does this just perpetuate the problem of lack of continuity in the Justice sector?
Retention, Retention, Retention
Unlocked Grads Programme purports to fill a gap in frontline prison staff but if these grads walk into other opportunities after 2 years, with other Government departments or with Private sector sponsors, then it defeats the objective of positioning it as anything with real-world ‘Custodial Environments’ credibility.
One young man on the 2nd Cohort said to me he hadn’t made up his mind if he would stay after the two years. Another said:
“I’m going to be Prison Officer for two years”
Therefore, if they are not contributing long-term, are they inadvertently placing a drain on already-scarce resources?
Academic standards and expectations
Unlocked Grads is delivered mainly as an online programme to an MSc with a summer school at the beginning of year one and the chance to write a policy document in the second year.
Job adverts have been posted asking for criminology dissertation supervisors that don’t necessarily have to be academics.
So apparently now we have those that are not trainers, training and those that are not academics supervising academic work at a Masters degree level !
Is it a prison officer training programme or an educational programme?
A member of Unlocked Grads staff said to me last week that the Ministry of Justice will no longer evaluate the programme. So how will it now be evaluated and by whom?
[If the link has been taken down, just click on the image here to read what the job advert said]
The University of Suffolk has been chosen to run this top-flight programme for training prison officers, yet where is any information?
If such a “prestigious” course is being run there why is nothing about it shared with the local press?
Local media were unaware of the start of the second cohort.
Were Sandy Martin MP for Ipswich (in whose constituency the University of Suffolk is located) or Tim Passmore, Suffolk’s Police and Crime Commissioner, invited for the launch?
What is it really all about – filling up desk spaces inside Petty France with Faststreamers?
Or is it even a short-term solution for Prison Officer shortages?
Yes, we do need leadership but that has to come through experience, surely?
Unlocked Graduates is currently incubated within the registered charity called Catch 22 Charity Limited, Charity Number 1124127. It is not a stand-alone charity even though on the Unlocked Grads website it states: “Unlocked is a charity…” (see image below).
It is funded by Unlocked Graduates which is financed by the Ministry of Justice.
In other words, these young people are being offered Master’s level qualifications paid for from the public purse.
This necessitates openness and fully transparency, doesn’t it?
And yet in the Annual Report and Accounts to 31 August 2017 for Catch 22 Charity Limited, Company no. 6577534 there is a simple mention of Unlocked Grads on page 21 and page 25 but there is no reference to the specific activity of Unlocked Grads in Notes to the Accounts, either as restricted funds or as unrestricted funds.
The Unlocked Grads website asserts that:
“The Unlocked Graduates programme was one of the key recommendations of the Coates’ Review of prison education, a report that argued that education needs to be put at the heart of the prison service if Government is serious about the rehabilitation of prisoners.”
I have read the Coates’ Review, and nowhere in the review does it cite that the Unlocked Grads programme was a key recommendation. In fact, the publicly available version of the Coates’ Review doesn’t include the words “Unlocked Graduates” at all, anywhere.
Therefore, this is a misrepresentation of what the review states. Below is the actual recommendation:
A new scheme to attract high calibre graduates to work in prisons for an initial period of two years should be introduced. The role should be as a prison officer with an additional remit to support education at the heart of the prison regime.”
Natasha Porter, CEO of the Unlocked Grads programme, was on the review panel for the Coates’ Review and Dame Sally Coates is on the board for Unlocked Grads.
How very convenient.
The Coates’ Review was published on 18th May 2016 and the Unlocked Grads scheme was launched on 21st Dec 2016. Why are these dates important, shouldn’t this exceptionally rapid time to market be commended?
In normal circumstances, yes, such as in the private sector, but this is Government and we all know that the government rarely, if ever, moves that quickly on justice-related issues. Take for example, the Corston Report ‘A review of women with particular vulnerabilities in the criminal justice system’ from March 2007; on the shelf for over 11 years and counting.
As this is a Government contract, and we have learned they have it for 6 years what was the procurement process and where is the publicly available tender?
I cannot find it on Official Journal of European Union (OJEU). If it was a non-competitive tender, why was only one private-sector provider aware of it? No other educators I have spoken to were ever approached.
Surely nothing is stopping any other private education company from setting up a similar training scheme. BPP University was the first private educator to be granted the ability to award recognised degrees in 2013. What is stopping them, or a similar organisation, coming up with a Graduate programme using prisons?
Launched so quickly after the publication of the Coates’ Review, it is completely out of character for public sector procurement processes to have been satisfied within such a short timescale.
Which leads us to have to question whether prior knowledge played a material part in either the establishing of the Unlocked Grads programme or the inclusion of Recommendation 11, or both, or neither.
Wrong people in the wrong place at the wrong time?
Is now the time for a scheme like Unlocked Grads to place quantities of inexperienced officers in the frontline when the Inspectorate have just issued their 4th urgent notification to Secretary of State for Justice?
In the latest urgent notification for HMP Bedford, Peter Clarke, HM Chief Inspector of Prisons, states:
“A lack of staff and experience undermined the work of the offender management unit.
…77% of available officers had less than one years’ service. There was a corresponding lack of experience at all levels, and it was clear that this was having a significant impact on many areas of prison life”
One young female Unlocked Grad in the 2018 Cohort told me her parents were worried about what she was doing. I’m not surprised, as a parent I would be too.
It made me think why is the Unlocked Grads scheme putting young people’s lives in possible dangerous and hostile surroundings such as HMP Wandsworth after only a few weeks training? They are ill-equipped and not sufficiently trained for what may lie ahead.
We have unskilled interviewers marking candidates on their suitability, we have untrained trainers training the latest cohort, and we have the possibility of non-academics as supervisors for the Master’s dissertation.
In addition, we have a course led by a member of the review panel of the Coates’ Review.
Moreover, was recommendation 11 of the Coates’ Review written to fit the Unlocked Grads Programme or was the Unlocked Grads programme written to fit recommendation 11?
In the public interest, I think we all have the right and duty to question this to assure that Government reports have not been manipulated by private sector commercial interests or non-government organisations.
The question needs to be asked and the answer given, in plain English that everyone can understand.
In reality, very little real information is available in the public domain about the Unlocked Grads programme. In drafting this blog, I have taken great care to gather, collate and corroborate information in which I could personally have sufficient confidence. The objective of this blog is not to criticise any individual but to question the soundness of this programme and the way in which it is conducted. I commend the young people for their ambitiousness and intellect; the issue is not with them. It is with those policy makers, who have approved this programme – they are the ones to whom questions should now be addressed.
SITUATION UPDATE 28 SEPT 2018
Subsequent to publishing this post on 22 September 2018, it has come to my attention that the leading local newspaper East Anglian Daily Times has published not one but two articles about Unlocked Grads.
27 Sept 2018 ‘‘No substance’ to claim uniform policy threatens prison guard trainees‘ by Tom Potter (tweeting as @TomPotterEADT)
28 Sept 2018 ‘Could Netflix’s Orange is the New Black be attracting more British women to become prison officers‘ by Jessica Hill (tweeting as @jessjanehill)
This is an astonishing turn of events. Either Unlocked Grads and University of Suffolk have moved quickly to resolve the question I asked “If such a “prestigious” course is being run there why is nothing about it shared with the local press?” and to dispel concerns of secrecy, or these were pre-scheduled PR pieces.
Either way, it raises more questions.
A bright summer’s day. A short car journey, a train, 2 tubes, 2 more trains and I finally arrived after more than 5 hours of travelling, into Wrexham. I’ve come to HMP Berwyn. I’m here with an open mind and at the invitation of the No 1 Governor, Russell Trent.
HMP Berwyn is not very well signposted, it’s as if the locality is reluctant to admit such a place exists in their own backyard. On the way here, I asked some locals for their opinion on the prison, its location and its size given that it is not yet at full capacity. Many local people were hesitant in speaking about it. Others were really bemused when I said I was on my way there to meet the Governor.
“Well, they need to build a bigger car park”, one local said.
On arrival, from the outside, it resembles a business park not a prison.
Entering through large open doors I was greeted by a uniformed officer with a friendly face who showed me the lockers for my bag and phone, and the door to enter the prison. But it was the wrong door. I wasn’t asked why I was there or even who I was. I was sent back outside to another door, this time I approached a glass window and said I was here to see Russell Trent. Simple.
Unfortunately, the officer there had no record of my visit. Great start. I was then asked to put my driving licence onto the window, so they could read my name. Bingo, the glass screens opened, and I was inside.
I fully expected to be patted down. I wasn’t. I expected an officer to pass a wand over me. They didn’t. This surprised me.
The site is huge. I was immediately impressed by the overall cleanliness, both inside and out, the wide-open spaces between communities and grass, yes real grass, and flower beds. There was even a small area where they hold services of remembrance.
V = value each other and celebrate achievements
A = act with integrity and always speak the truth
L = look to the future with ambition and hope
U = uphold fairness and justice in all we do
E = embrace Welsh language and culture
S = stick at it
Sitting on a comfortable sofa opposite Number 1 Governor Russell Trent in his office, he pointed out the motivational quote on the wall.
“When a flower doesn’t bloom you fix the environment in which it grows not the flower”
But motivational quotes are everywhere throughout the prison, on stairwells, in corridors alongside photos of Wales. Another one that caught my eye was:
“You have got to be the change you want to see”
The Governor handed me a small pack of cards; each card represents a different Berwyn practice for each day of the month.
Day 1. We recognise achievements and celebrate successes #thankyou
Day 2. We actively listen to each other and make eye contact #respect
Day 3. We offer and ask for help and feedback #support
You get the idea.
This is a first, I have never brought anything out of a prison that I haven’t taken in and I have never seen such motivational material in quite the same way in any other prison I have visited. And I’ve been to every category of prison, more than once.
Having the opportunity to accompany Governor Trent as he did his rounds meant we could talk as we toured communities, healthcare, college, library, horticulture, accommodation, etc.
I watched as well as listened, as I always do, with my notebook at the ready for contemporaneous note taking. Governor Trent appears to be on the ball, knowing the names of the men and their sentence. Many politely came up to him with a query or problem they wanted resolving. If he didn’t have the answer, then he signposted or agreed to meet them later. I did find it odd when he was called “Russ” and even “Trenty”. I thought that was a bit over-familiar considering the whole ethos was of respect. Something didn’t quite add up.
In various conversations, the name of a certain community came up more than once and so did the name of a member of staff. It appeared some men felt fobbed off by this individual. I chose not to probe this but preferred to watch how it was dealt with.
I was introduced to the prosocial model of behaviour, a rehabilitative culture, making big feel small, the principle of normality and much more. Yes, Governor Trent is driven and considering over 90% of frontline staff have never worked in a prison before he has to sell his regime not only to the men but to the staff also.
The Ministry of Justice is very good at musical chairs, moving leaders around the prison service. It makes me wonder how long Governor Trent will remain at Berwyn.
Can Berwyn culture function without him and will the vision live on without his oversight?
Or will the settling cracks be more prominent or permanent?
In March 2018 there was a Death in Custody at Berwyn. The Prison and Probation Ombudsman (PPO) is still investigating and this death is unclassified as the cause is not yet known. I will not jump to any conclusions.
What I can say is during my visit I neither saw nor heard nor smelled any signs of drug abuse or spice.
Health and Wellbeing
Page 12 of ‘Rehabilitative Culture at Berwyn‘ states that “promotion of health and wellbeing is the responsibility of all whether they are living or working at Berwyn”. I think that collective ownership like this is a good thing because it means that the sole responsibility is not just carried on the shoulders of the healthcare team. The reason why this is good is because it replicates what goes on in the wider society.
I saw team sports in action, outdoor gym equipment and the outdoor running track. One initiative that caught my interest was the ‘Governor’s Running Club’. Men were proudly wearing their t-shirts which they were entitled to have once they had attended 5 successive weeks. Governor Trent emphasised to me that it was more about the commitment than the fitness.
Whilst all this looks favourable, one question I still have is the level of staff sickness at Berwyn. In ‘Annual HM Prison and Probation Service digest: 2017 to 2018, Chapter 15 tables – Staff sickness absence’ for the period 1st April 2017 to 31st March 2018 there were 3,628 working days lost (see Table 15.1, Column U, Row 18). It raises a concern as to why this is, given that Berwyn is not at full capacity and new communities are only opened once sufficient staff are in place.
It’s all very well having unlock at 08:15 and lockup at 19:15 but if the industries, education, workshops, purposeful activities are not there then what?
And what do we mean by purposeful activity?
I saw one of the workshops, sewing prison regulation towels. A monotonous task, processing the same off-white coloured towelling. I’ve seen the same activity in other prisons such as HMP Norwich. Why is this happening in Berwyn? If sewing is to be one of the “purposeful activities” then surely this could be expanded to sewing something less bland and uninteresting using acquired skills that may be genuinely useful on release. For example, Fine Cell Work showcases how this is possible both inside and after release with their post-prison programme.
In another workshop I saw, I felt I was looking at something more purposeful; it was a call centre, provided by Census Group, run by a woman who was keen to praise the men in her group. I could see how skills learned here could translate into meaningful employment on the outside as well as provide interest, variation and a challenge for those participating in this activity.
I briefly stepped into the College building housing the prison library. If it wasn’t for the jangling of keys you could have been in any educational institution.
Whereas I had expected the heat, because my visit was in August, I had not expected the temperature levels inside on the landings of the communities and in the rooms I visited. It must have been at least 30 degrees.
I had heard a lot about the rooms here and saw many photos. However, you need to walk in one to fully understand the scale. For the rooms which are single occupancy they are compact, but I’ve seen smaller. A raised bed, with storage underneath, a desk with monitor, a plastic moulded chair. It has a shower/toilet/wash basin in the corner with a short curtain acting as a screen. And a small safe for locking away any medical supplies and that’s your lot.
Unfortunately, with only 30% of the rooms in Berwyn built for single occupancy the majority of the men have to double up.
In the double-occupancy rooms, it is the same layout for two but only slightly wider and another small bed with storage underneath. To share a room with someone you have never met and to have so little privacy going to the toilet or having a shower is entirely unacceptable for a new build prison in the 21st Century.
Here is where I have a problem with Berwyn as a model for Titan prisons.
According to ‘The Report of the Zahid Mubarek Inquiry’ published in June 2006, (download the PDF here) there were three main recommendations concerning enforced cell-sharing:
- The elimination of enforced cell-sharing should remain the objective of the Prison Service, and the achievement of this goal should be regarded as a high priority.
- The Prison Service should review whether the resources currently available to it might be better deployed towards achieving this goal, without compromising standards in other areas, and should set a date for realising this objective.
- If the resources currently available to the Prison Service are insufficient to produce a significant decrease in enforced cell-sharing, central government should allocate further funds to the Prison Service to enable more prisoners to be accommodated in cells on their own.
I’m sure I’m not the only one to be astonished that after 12 years these recommendations were not incorporated into the planning of Berwyn. They were made long before the architects’ drawings were prepared and before any ground works were dug.
How can the concept of a Titan prison be a showcase, a flagship, when recommendations such as these are willfully overlooked? Was it in pursuit of lower unit cost per prisoner?
Economies of scale
If it is such a flagship of the Ministry of Justice, a social experiment, a regime extraordinaire, or whatever you wish to call it, why hasn’t the Secretary of State for Justice or the Prisons Minister visited? I will urge them to come and see Berwyn for themselves.
I already have my doubts that Berwyn will ever reach its full capacity so in that case what is stopping it from turning all double rooms into single occupancy?
It has been built to 70% double, 30% single rooms, like a Walmart of the Prison Service, pack them high, sell them cheap
During my visit I was informed that the cost per head was £14,000. Afterwards, I contacted Berwyn to confirm and was told £13,500 per head. Compare this to the average annual overall cost of a prison place in England and Wales at £38,042 in 2017, according to Ministry of Justice report on ‘Costs per prison place and cost per prisoner by individual’, £35,182 in 2016 (download the 2017 PDF here and the 2016 PDF here). See: Table 2a, Summary Comparison
I wouldn’t be surprised if the figure was more like £11,000 – £12,000 per head at Berwyn, its “economies of scale” achieved by factors such as low salaries of frontline staff in their first year of service being the predominant workforce here.
The Berwyn Way
All the men arriving into HMP Berwyn are given Enhanced IEP status. The idea behind this is that the men then have to take some personal ownership to maintain that level. In other words, it leaves no room for incentives to improve status but only punishment if you don’t make the grade. In my opinion, it makes a nonsense of the IEP system and is inconsistent with many of the sending prisons of which there are 65. Is this demotivating those who have worked hard to achieve Enhanced elsewhere?
I remember when the last changes with IEP came into effect with Chris Grayling. Working in a prison where most of the men were on Enhanced yet half of them did not fulfil the new criteria to be on Enhanced. This brought about a two-tier system when people were transferred into the prison as they had to adhere to the new rules. This issue alone can have a big impact on the culture and effective daily operations inside a prison. I feel the same pitfall maybe true of Berwyn, albeit inadvertent.
I noted later that in the document ‘The Berwyn Way’ 3. Strategic priorities, Rehabilitative culture.
3.8 An important part of the realisation of Berwyn’s rehabilitative culture will be changing behaviour by reward, not punishment and everyone will work hard to uphold this ambition.
How can this be so when the IEP system is used not to reward, but to punish?
There is a clear disconnect here.
Respect: to get it you must give it
I noted that on one occasion entering a community, staff immediately stood up as we entered. My immediate thoughts, was this just a mark of respect or fear of reprisal later?
I rather hope it is the former rather than the latter.
But I have been in enough SMT meetings in other prisons, where Governing Governors have mouthed off over even a trivial matter, to know how that could have been out of fear.
I shook hands with many members of staff and the men housed there. Some men apologised for their language even though it wasn’t aimed at me. This showed self-awareness which is a vital characteristic in life as well as in living in a prison.
I came away with a brochure about the rehabilitative culture at Berwyn, a document on ‘The Berwyn Way’, a desk top flip chart and pack of cards of the Berwyn Values.
I’m commenting on a regime, I’m not criticising any individual. I’m evaluating and analysing what the consequences might look like for Berwyn based on what I have personally seen and heard.
The model of single-occupancy rooms is not a luxury, it’s a necessity.
It is time HMPPS stops putting profit before people.
Positive reinforcement of behaviour works much better than penalties.
In my opinion I would have to say, on the balance of probability, there should never be another prison built on the scale of Berwyn.
This visit to HMP Berwyn took place on Thursday 2nd August 2018.
My time and expenses were entirely self-funded.
Society puts people in prison and expects them to reintegrate after their sentence and not reoffend. But recidivism is high because often the root cause of offending is not addressed.
Rehabilitation can be described as restoring, rebuilding, or repairing and in the context of those that have spent time in prison a means of re-joining society and hopefully being accepted, but that’s not always the case.
But what if they don’t want to be “rehabilitated” or don’t see the need for it? This is when questions arise such as:
Can true rehabilitation exist, if so what does it look like?
Does ‘rehabilitation’ force a way of life onto people that we deem ‘acceptable’?
Does our lifestyle fit the mould that we expect of those that have offended and ‘need to be rehabilitated’?
We must ask ourselves if we really want to give people a 2nd,3rd…chance or whether we as a society are too punitive to allow people to move forward with their lives.
So, society can and does hinder rehabilitation by placing certain requirements upon those that have broken the law that may not be relevant and therefore putting unnecessary pressures on them.
What we as part of society expect, could we even live up to and could it be said we are setting people up to fail so we can say “I told you so”?
It is too easy to recall over minor issues such as lateness to appointments or forgetfulness when we all fall foul of these from time to time. Making those expectations so high we could almost see rehabilitation as a form of control or conformity to a norm that many would not recognise.
For some picking up where they left off is not an option due to the nature of the crime, family circumstances or health.
But if we build a barrier to those who pose no threat to society which prevents them from re-joining their work sector then are we continuing to punish?
I have seen the crushing stigma that many live under on release; the failure of a system that is meant to be there for them beyond the gate, the lack of accommodation, the difficulties of finding work, the list goes on.
Recently David Gauke the Secretary of State for Justice said:
“…I want more employers to look past an offender’s conviction to their future potential.
How do we do that?
Well, we do it by working more closely with employers, so they open their eyes to the benefits of hiring ex-offenders…”
Sounds all well and good, however, the stigma of a criminal record can be a barrier to even getting an interview. As Christopher Stacey, Co-director of Unlock states:
“The current criminal record disclosure has multiple, harsh consequences and damaging effects on individuals, in particular it deters people from applying for employment and for those that do apply it brings high levels of stress, anxiety and feelings of shame and stigma. It acts as an additional sentence that often runs for life. It desperately needs reform”
Is it time for society to think differently towards people who find themselves in prison and as Erwin James (The Guardian, 2013) succinctly wrote:
“…however unpalatable it may be to some, the fact is prisoners are still people, and if we want them to have any respect for society when they get out we need to be mindful of their dignity as fellow human beings” (Erwin James, The Guardian 2013)
first published on http://www.raggeduniversity.co.uk
I am relieved that the Secretary of State for Justice, David Gauke has at last addressed some of the fundamental issues that prisoners face; job opportunities can be scarce and are often limited on release from prison.
His speech at the Education and Employment Strategy Launch at HMP Isis on 24 May 2018 entitled “From the wings to the workplace: the route to reducing reoffending” stated that the first step is education.
I have noticed prisoners are invariably portrayed in the media as those having a low IQ and a high percentage with a reading age of an 11 year old. Yet, what they don’t report on is that there are intelligent prisoners, having skills that could benefit other prisoners and need something worthwhile or in other words purposeful activity to do whilst in prison.
I once spent time talking to two prisoners, both were sentenced for fraud and both were so bored. They didn’t want to retrain in bricklaying or painting and decorating or learn how to clean different types of flooring! They wanted to use their brains, but prison and especially resettlement prisons do not cater for that.
The second point David Gauke raised was moving from jobs on the wings to jobs in the workplace. Unfortunately, there are not enough links with the outside community, and too few businesses are willing to give prisoners another chance, but without a fresh start it is impossible for them to be reintegrated back into society.
For some picking up where they left off is not an option due to the nature of the crime, family circumstances or health.
But if we build a barrier to those who pose no threat to society which prevents them from re-joining their work sector then are we continuing to punish?
On the Unlock Opportunity, David Gauke continued to say:
“…I want more employers to look past an offender’s conviction to their future potential.
How do we do that?
Well, we do it by working more closely with employers, so they open their eyes to the benefits of hiring ex-offenders.
Our New Futures Network will do just that. It will create stronger links between prisons and employers, championing prisoners and acting as a broker between prisoners and employers.”
I am encouraged by this, but I feel there is something missing.
Does departure from a society that has basically forgotten your worth expect a re-introduction without barriers?
Those that have served a prison sentence often have a loss of confidence, self-esteem, and motivation, which can make the job market difficult to access.
Any course that can help navigate and offer guidance for this can only be a good thing.
A couple of weeks ago I was invited to HMP Wandsworth to attend the celebration of trainees completing the StandOut course by a friend Penny Parker.
It is designed to equip people with the tools and skills to gain employment using coaching techniques to build self-confidence and self-esteem, to raise aspirations and motivate trainees to release their potential. This is done by challenging mindsets and attitudes, encouraging teamwork, leadership and developing communication skills.
Straight away I could see such a great rapport between the attendees and the trainers and for a moment I forgot I was in a prison. The celebration was a way of giving the men a chance to have their say and receive encouragement through positive recognition.
One attendee commented:
“I learnt resilience, learnt about the skills I already had. I feel like have been rehabilitated and that I have the tools to make it”
Each attendee, some with more confidence than others stood up in front of us and shared what the course had done for them. It was then the mentors turn and each described how they had witnessed the attendees moving forward week by week, celebrated their strengths and instead of just shaking their hand and giving out the certificates they paused and gave each one a challenge.
It wasn’t a well done pat on the head and then let’s move on to the next. It was a way of helping each one progress to the next stage in their journey.
The second and third stages of StandOut are the continued support (essential) through one-to-one coaching until release from prison, and then on a voluntary take-up basis, for as long as each trainee wishes after release.
I will finish on this StandOut story:
Ryan completed the first ever StandOut course in Wandsworth HMP in March 2017. He had been persuaded to come along to the course by a friend and wasn’t entirely sure what he was signing up to. His family kept his incarceration a secret from everyone and when he would call his mother would say he was calling from university. Ryan had never had a job before.
Ryan quickly began to engage with the StandOut course, enjoying the challenges of presentations, mock interviews and writing his CV and disclosure statement. He also grew in his desire to take responsibility for his choices and became determined to make positive steps when he returned home.
Once released things weren’t immediately straightforward for Ryan. A lead with an employer who had promised him a role ended in a dead end and despite showing initiative and determination he also failed his first attempt at his CSCS card.
However, Ryan was determined to prove his resilience and kept on pushing doors. All the time he was in contact with StandOut, asking for advice and keeping them informed.
We recently spoke to Ryan and he has now secured not one but two jobs. He is working as a courier and has also secured a job as a concierge. The concierge job was given to Ryan partly because he had the guts and honesty to hand the interviewer his disclosure letter. Ryan is now enjoying getting up at the same time as the rest of his family and joining them as they all leave for work
Think carefully – why would people who have been released from prison want to be integrated back into a society that thinks it’s okay for them to be locked up for 23 hours a day, with little nutritious food, lack of education, virtually no purposeful activity, squalid living conditions, unsafe, rife with drugs and violence, where staff struggle to maintain order, where corruption, suicides, self-harm and unrest are all increasing, where budgets are cut and staff numbers reduced.
Surely it’s time we asked why?
I think it’s because prison reform should not be just a political issue.
Regardless of who the Secretary of State for Justice is, or who the Prisons Minister is, or what political party they are from, prison reform should not be contingent on who is at No 10, it should be happening anyway.
It has become a humanitarian issue.
I want to get things done.
I’ve had some prison Governors and Officers talk to me about prisoners and – honestly – I cannot even repeat the words that came out of their mouths.
And yet I’ve had other prison Governors and Officers confide in me about the growing concerns they have for people in prison.
On Friday 28 April, I learned that I was named a nominee of The Contrarian Prize 2017. It’s a prestigious prize for those who have shown independence, courage and sacrifice. I didn’t apply for this or seek the nomination, it found me. And I’m deeply grateful for it.
My fellow nominees are a formidable bunch and we’re all Contrarians in our own way. In my case, I wasn’t afraid to speak the truth to those in power, talking about the criminal justice system in the public interest. Doing so came at a huge personal cost including a face-off with the ‘goliath’ of the Ministry of Justice.
I’d like to use this nomination to propel and advance the issues I’ve been talking about. If it means we can see change and real prison reform by people seeing it more as a humanitarian issue then it has been worth it.
Contrarian Prize 2017 shortlist announced here
The Contrarian Prize seeks to recognise individuals in British public life who demonstrate independence, courage and sacrifice.
Now in its fifth year, it aims to shine a light on those who have made a meaningful contribution to the public debate through the ideas that they have introduced or the stand they have taken.
Ali Miraj (@AliMirajUK) is the founder of the Contrarian Prize.
Sat immediately behind the new Secretary of State at the Justice Select Committee (@CommonsJustice) on 07 September, I registered a lot of awkwardness that was beyond mere nervousness felt by many a new joiner.
Just like Gove’s debut in front of the same Committee where he rattled on about “we’re reviewing it” (yes, I was there for that one too), Liz Truss (@trussliz) talked largely about the formulating of “plans” but on the day said nothing about tangible actions she will take.
How many more reviews do we need?
Has Truss inherited a poisoned chalice passed from one SoS to the next? Her department has a huge accumulated mess to sort out and doesn’t know what to do about it. Is she wondering what to tackle first? The paralysis of too many priorities?
Her critics say she’s doing things wrong. Look at it for yourself and you’ll see some of the priorities she is confronted with:
- Extremism and radicalisation in prison
- Violence against other offenders and against prison staff
- Over population
- Under staffing of prisons
- Death in custody
- Drugs and drones
- Education and purposeful activity
- Resettlement and homelessness on release
You would think her advisors would know what the order of priorities are. They don’t, or if they do, they obviously prefer the relative safety of “talking shop” over the tough task of taking concrete action on these priorities.
The key question people are asking is has she actually got the shoulders for the job; she has the high office and gilded robe of the Lord Chancellor but does she have the support of those working within the criminal justice system?
Soon after her appointment from Defra to Ministry of Justice, Liz Truss paid token visits to two prisons but cannot be expected to become an instant expert on the prison system.
What other mess does the SoS need to deal with?
The system of prison monitoring is in a mess. The IMB Secretariat is in utter disarray. They say they have policies and procedures but don’t always follow them themselves. For the most part, IMBs are doing their own thing. There’s no real accountability anymore. It’s a disgrace and it’s deplorable that it’s been allowed to get as bad as it has.
For my critique of prison reform and Independent Monitor Boards, I’ve been put through two MOJ investigations. Each one takes away a little piece of me. But for me it’s always been about the issues. That’s why they can’t and won’t shut me up.
The message of prison reform has become urgent and has to get to the top. If no one else will step up and if it falls to me to take it then so be it.
No accountability anymore? Give me an example.
You want an example? Here’s one of many: At HMP Garth, the IMB Chair issued a Notice To Prisoners 048/2016 dated May 2016 without the authority to do so, and apparently without the Board agreeing it. The Chair acted unilaterally outside of governance. I found out about it because a copy of that prison notice was sent to me as it happened to be about the article “Whistle Blower Without a Whistle” that I’d written for The Prison Handbook 2016 that the IMB Garth Chair was pin-pointing, (accusing me of a “rant” whilst both his prison notice and covering letter were dripping with distain).
I’m still standing by all I said in my Whistleblower article even though writing it has been at a high personal cost. In all candour, any pride I may have had in writing it has been completely sucked away from me. It’s back to the bare metal. The inconvenient truth of what I wrote remains. Readers will find that my main themes also feature prominently in the findings of the report by Karen Page Associates, commissioned by the MOJ at a cost to the taxpayer of £18,500.
An invite I received from Brian Guthrie to the forthcoming AGM of Association of Members of IMB says it all. It read:
“From the Chair Christopher Padfield
AMIMB – the immediate future
IMB needs a voice. We believe that without AMIMB this voice will not be heard. AMIMB intends to raise its voice, but needs the support of our members.
An outline plan for the immediate future of AMIMB will be put up for discussion at the forthcoming AGM (11 October 2016 at 2 Temple Place). It aims to respond both to the main needs and opportunities, and to the practicalities of the current situation.
The greatest need, as the executive committee of the AMIMB sees it, is to achieve a public voice for Independent Monitoring Boards – to let the British public know what we, as monitors, think about prison and immigration detention policy and practice in England and Wales and the impact this has on the men, women and children detained; to achieve some public recognition for the role of IMBs; in short to speak out about what we hear and see. We have urged the National Council to do this itself, but to no avail. In character, the NC propose as their contribution to the Parliamentary Justice Select Committee’s current consultation on Prison Reform, a response to a procedural question: ‘are existing mechanisms for … independent scrutiny of prisons fit for purpose?’ If the NC cannot or will not speak out, AMIMB should.”
Mr Padfield has served as IMB Chairman at HMP Bedford but to my knowledge has never been suspended pending investigation by the Prisons Minister like I was for speaking out on such things.
And therein lays the dilemma: whereas the official line is to encourage monitors to speak out, the reprisals levelled at you when you actually do are still shocking.
Is this what happens to women who use their voice?
People want you to get back in the box.
To shut up.
To go away.
The IMB doesn’t need a makeover; that would only hide most of the systemic problems behind filler and veneer. So rebranding clearly isn’t going to be the answer any more than putting lipstick on a pig.
People who think I want to abolish the IMB have totally misjudged me and the situation. I don’t want to abolish it. Far from it. I want the IMB to perform like it was set up to under OPCAT and to be all it should be as part of our NPM.
The clue is in the name: Independent. Monitoring. Board.
Have you noticed that the MOJ is haemorrhaging people at the moment?
Maybe Liz Truss could use that as an opportunity to enlist the help of those who do give a damn about the conditions in which people are held in custody and who do have a clue about strategies to stem radicalisation in prison, minimise violence, reduce prison over population, have the right staff and staffing levels, reduce death in custody, counter drones and drug misuse, revitalise education and purposeful activity, and last but not least, resettle and house people after their time in custody.
Join the conversation on Twitter @fmspear @trussliz @CommonsJustice #prisons #reform #IMB #AMIMB #SpeakUp
First published 17 Sept 2016.
Edited 18 Sept 2016.