Embedding Anti-Racism in Policing: Insights from Black Voices on Policing
Introduction
Embedding antiracism in policing is urgent, where Black communities’ experiences have been marked
by inequality and harm. In Black Thrive Global’s (BTG) Black Voices on Policing initiative, Black
Londoners came together to share their experiences with the Metropolitan Police Service (MPS) and
co-create solutions. The findings – delivered to the Mayor’s Office in 2023 – highlighted deep-seated
issues in policing and clear calls for change. This blog summarises major themes raised by the Mayor’s Office for Policing and Crime (MOPAC) consultation, as well as spotlight how data on policing disparities
has been used to push for change, and how new accountability structures – from City Hall’s London
Policing Board to a grassroots scrutiny panel in Hackney – are beginning to respond.
Community Voices: Mistrust and Calls for Change
Mistrust in policing was a palpable theme raised by the MOPAC consultation as well as over-policing and under-protection. Participants described feeling heavily policed for minor infractions, yet under-protected as victims of crime. This racialised dynamic erodes safety leaving deep scars on community-police relations.
Another theme was the lack of representation within policing and its oversight. Black Londoners noted that decision-makers do not reflect the communities served, as community scrutiny groups have failed to include Black voices. The consultation highlighted that when people don’t feel represented or are unaware of oversight mechanism, accountability structures fail to do their job. Finally, a powerful call for co-produced accountability, was emphasised by participants where Black residents could work alongside institutions to shape policing policy and practice. This desire for genuine partnership in accountability underpinned all discussions: only by having a seat at the table can Black communities ensure sustainable and meaningful anti-racist change
Disproportionate Stop-and-Search: Data Driving Demand for Change
One issue exemplifying these problems is the police use of stop and search. Data shows that Black Londoners are nearly three time more likely to be stopped and searched by the police. Most stops yield no incriminating evidence, with the experience often leaving Black individuals feeling humiliated, eroding trust towards the police. The Mayor’s Office for Policing and Crime (MOPAC) acknowledged these facts in its own Action Plan, noting the “disproportionate treatment of Black citizens across London” and the urgent need to address it.
Turning Insight into Action: The Mayor’s Response and Reforms
Another pillar of the official response has been a focus on transparency through data. In line with community demands for openness, MOPAC launched a public Policing Data Dashboard to highlight key metrics such as stop-and-search rates, use of force, public perceptions, and the police workforce. For the first time, Londoners can easily access information on how police powers are being used and whether outcomes are equitable. For example, the dashboard shows the latest disproportionality figures and confidence survey results – allowing the public to track progress (or lack thereof) in real time. By auditing racial equity across these measures and making the data accessible, City Hall has answered the call to “show us the evidence” and enable informed public scrutiny2. Most importantly, the Mayor and Deputy Mayor for Policing have committed to building a new framework of community-led scrutiny and accountability. Deputy Mayor Kaya Comer-Schwartz affirmed that the Black Voices on Policing work was “a valuable contribution to the evidence base that has led to a Mayoral commitment to build a new model for police scrutiny”. In practice, this means overhauling how London engages communities in overseeing the police. The old, Community Monitoring Groups are set to be replaced or reinvigorated with structures that are co-designed with communities and have real influence. The Mayor’s Action Plan for Transparency, Accountability and Trust in Policing (launched in late 2020) laid the groundwork by pledging to reform community scrutiny, and the recommendations from our consultation gave it teeth. The formal MOPAC response to our report echoed our key points and promised “a robust and transparent framework of community police scrutiny that is truly representative of London”. Already we have seen movement: new stop-and-search oversight panels are being piloted, and existing forums are being opened to more diverse voices. The Mayor has also instituted public reporting on progress – for instance, publishing updates on the Action Plan and its outcomes. All of these measures represent the system starting to work with the community, not against it.
It’s worth noting that while progress is being made in terms of recommendations and data availability, there is a need to move towards material change in police policy. The latest trends on the MOPAC dashboard illustrate a mixed picture. On one hand, stop-and-search use in London is slowly declining from its peak, on the other hand, Black individuals are still stopped at a vastly disproportionate rate, as discussed earlier, indicating that racial bias remains. Likewise, while overall confidence in the Met has seen slight upticks in some quarters, the trust gap between Black residents and others persists – Black Londoners consistently report much lower confidence in the police than White Londoners. These realities underscore why the Mayor’s initiatives must develop into palpable change. The new oversight bodies and transparency tools are not endpoints; they are foundations on which to build. What gives them promise is the embrace of co-production – working collaboratively with the very communities that have been marginalised.
Conclusion: Co-Production, Transparency, and Accountability for an Anti-Racist Future
The way forward to ensure social justice in policing must centre on co-production, transparency, and accountability. Co-production means communities and authorities working together as equal partners – from drafting policies to monitoring their implementation. Transparency means no more hiding of problems or data behind closed doors – building trust by openly sharing information, admitting failures, and learning from them. Accountability means that commitments lead to action and that officers and leaders alike face consequences if racism or misconduct persist. When these principles guide the work, progress follows.