Tell Me About the Unconscious Bias Training Used in the National Scottish Police Service

Introduction

Unconscious bias refers to the automatic, often unintentional prejudices that influence decision-making and behaviour, stemming from societal stereotypes and personal experiences (Staats et al., 2017). In the context of professional policing, addressing unconscious bias is crucial for promoting fair and equitable law enforcement, particularly in diverse communities. This essay explores the use of unconscious bias training within Police Scotland, the national police service established in 2013 through the merger of eight regional forces. Drawing from a student’s perspective in Professional Policing, the discussion will outline the concept of unconscious bias, its implications for policing, the specific training approaches adopted by Police Scotland, and an evaluation of their effectiveness. By examining these elements, the essay aims to highlight both the strengths and limitations of such training in fostering inclusive policing practices. Key points include the integration of training into recruitment and ongoing professional development, supported by evidence from official reports and academic sources.

What is Unconscious Bias?

Unconscious bias, sometimes termed implicit bias, involves subconscious attitudes or stereotypes that affect our understanding, actions, and decisions without deliberate intent (Greenwald and Banaji, 1995). These biases can manifest in various forms, such as racial, gender, or age-related prejudices, and are shaped by cultural norms, media representations, and personal upbringing. For instance, an individual might unconsciously associate certain ethnic groups with criminality, influencing split-second judgements in high-pressure situations.

From a policing student’s viewpoint, understanding unconscious bias is foundational to ethical practice. Research indicates that such biases are universal; a study by the Equality and Human Rights Commission (EHRC) (2018) found that even well-intentioned professionals exhibit implicit preferences that can lead to discriminatory outcomes. In the UK, this concept gained prominence following inquiries like the Macpherson Report (1999), which exposed institutional racism in policing and recommended training to combat prejudices. However, unconscious bias extends beyond race to include biases against disabilities, sexual orientation, and socio-economic status, making it a multifaceted challenge.

Theoretically, unconscious bias operates through cognitive shortcuts known as heuristics, which help process information quickly but can perpetuate inequalities (Kahneman, 2011). Awareness alone is insufficient; training must encourage self-reflection and behavioural change. In professional policing courses, we learn that ignoring these biases risks eroding public trust, particularly in Scotland’s increasingly diverse population, where ethnic minorities comprise around 4% of residents according to the Scottish Government (2020). Thus, unconscious bias training serves as a proactive tool to align policing with principles of fairness and human rights.

Unconscious Bias in Policing

In policing, unconscious bias can have profound consequences, influencing everything from stop-and-search decisions to use-of-force incidents. Officers often make rapid judgements under stress, where implicit biases may lead to disproportionate targeting of marginalised groups. For example, data from the Scottish Government (2021) reveals persistent disparities in stop-and-search rates among ethnic minorities, suggesting underlying biases despite policy reforms.

Academic literature underscores this issue; Lammy (2017) in his review of the criminal justice system highlighted how unconscious bias contributes to racial disparities in arrests and sentencing across the UK. In Scotland, similar patterns emerge, with Black and minority ethnic (BME) individuals reporting lower confidence in police fairness (Scottish Government, 2019). From a student’s perspective in Professional Policing, these statistics emphasise the need for targeted interventions. Indeed, unchecked biases can exacerbate community tensions, as seen in historical events like the 2011 UK riots, partly fuelled by perceptions of biased policing.

Furthermore, the operational environment of policing amplifies these risks. Officers encounter diverse individuals daily, and biases can subtly influence interactions, such as assuming aggression based on appearance rather than evidence. Research by Correll et al. (2007) in simulated shooting scenarios demonstrated that participants were quicker to “shoot” unarmed Black suspects due to implicit associations, a finding relevant to real-world policing. However, it’s important to note limitations: not all biases translate directly to discriminatory actions, and external factors like policy and oversight play roles (Fridell, 2017). A critical approach reveals that while unconscious bias is a key factor, it intersects with systemic issues like underrepresentation of diverse officers in forces like Police Scotland, where only 2.5% of officers were from BME backgrounds in 2022 (Police Scotland, 2023).

Addressing this through training is essential, yet evidence suggests mixed outcomes. Some studies argue that bias training can reduce discriminatory behaviours (Devine et al., 2012), while others critique it as superficial without cultural change (Noon, 2018). In Professional Policing studies, we evaluate these perspectives to understand that training must be evidence-based and integrated into broader diversity strategies.

Implementation of Unconscious Bias Training in Police Scotland

Police Scotland has incorporated unconscious bias training into its framework since its inception, aligning with the Equality Act 2010 and the Scottish Government’s commitment to inclusive public services. The training is mandatory for all recruits and serving officers, delivered through the Scottish Police College at Tulliallan. According to Police Scotland’s Annual Report (2022), the programme includes online modules, workshops, and scenario-based exercises designed to identify and mitigate biases.

A key component is the “Your Police” initiative, which emphasises community engagement and bias awareness. Training draws on tools like the Implicit Association Test (IAT), developed by Greenwald et al. (1998), to help officers recognise personal biases. For recruits, this is embedded in the Diploma in Professional Policing, where modules cover equality, diversity, and inclusion (EDI). Experienced officers undergo refresher courses, often in response to incidents or policy updates, such as those following the Black Lives Matter movement in 2020.

From a student’s lens, observing this implementation reveals practical applications. For example, training scenarios simulate real-life encounters, encouraging reflection on how biases might affect decisions like suspect identification. Police Scotland collaborates with external experts, including the EHRC, to ensure content is current. A report by Her Majesty’s Inspectorate of Constabulary in Scotland (HMICS) (2020) praises these efforts, noting improved officer awareness, though it calls for better evaluation metrics.

However, implementation faces challenges. Resource constraints in a national force covering urban and rural areas can limit training depth, and remote delivery during the COVID-19 pandemic may have reduced interactivity (Police Scotland, 2021). Critically, while the training promotes self-awareness, it sometimes lacks follow-up mechanisms to measure long-term behavioural change, a limitation acknowledged in academic critiques (Paluck and Green, 2009).

Effectiveness and Criticisms of the Training

Evaluating the effectiveness of unconscious bias training in Police Scotland involves balancing positive outcomes with ongoing criticisms. Evidence from internal audits shows self-reported improvements in officer attitudes; a 2021 survey indicated 78% of participants felt better equipped to handle diverse interactions (Police Scotland, 2022). This aligns with broader UK research, where similar programmes have correlated with reduced complaints of discrimination (College of Policing, 2019).

Yet, a critical perspective highlights limitations. Noon (2018) argues that unconscious bias training can oversimplify complex social issues, fostering a “tick-box” mentality rather than genuine reform. In Scotland, disparities persist: despite training, stop-and-search data from 2022 showed ethnic minorities were 1.5 times more likely to be searched (Scottish Government, 2023). This suggests that while training raises awareness, it may not fully address institutional biases.

Furthermore, some studies question the longevity of training effects; Forscher et al. (2019) found that implicit bias reductions often fade without reinforcement. From a Professional Policing viewpoint, this implies a need for integrated approaches, such as combining training with diverse recruitment and community oversight. Positively, Police Scotland’s strategy includes EDI action plans, demonstrating a commitment to broader change (Police Scotland, 2023).

Arguably, the training’s value lies in its role within a multi-faceted framework, contributing to cultural shifts even if not a panacea. Implications for students include recognising that effective policing requires ongoing evaluation and adaptation.

Conclusion

In summary, unconscious bias training in Police Scotland represents a vital effort to combat prejudices in policing, integrated into recruitment, development, and operational practices. This essay has outlined the nature of unconscious bias, its policing implications, implementation details, and critical evaluations, drawing on evidence to show both achievements and shortcomings. While training enhances awareness and supports equitable practices, its effectiveness is limited without sustained institutional support. For policing students, this underscores the importance of evidence-based approaches to foster trust and fairness. Future implications include refining training with robust metrics and addressing systemic barriers, ensuring Police Scotland evolves in a diverse society. Ultimately, such initiatives are essential for professional, unbiased policing.

References

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