Predatory officers, collusion, and retaliatory complaints: Police Scotland’s hidden report on violence against women, sexism and misogyny
‘In the process of writing this report, we were often moved by the accounts we heard from officers and staff within Police Scotland. This includes those officers and staff members who gave us their frequently shocking accounts of sexism, misogyny and violence they had either experienced or witnessed in the service.’
Deep dive into Sex Equality and Tackling Misogyny and Violence Against Women and Girls, Police Scotland Independent Review Group (unpublished report, May 2024)
Introduction
In June 2018 the then Cabinet Secretary for Justice and the Lord Advocate invited Lady Elish Angiolini to conduct an independent review of police complaints handling, investigations and misconduct issues. The Scottish Government published the final report in November 2020. Appearing before MSPs to discuss the report, Dame Elish said she was left ‘extraordinarily depressed’ after hearing accounts of discrimination within the single service.
In 2021 Police Scotland established an Equality, Diversity, Inclusion and Human Rights Independent Review Group (IRG), chaired by independent EDI consultant Robin Iffla. This aimed to meet Recommendation 18 in the Angiolini review, which stated that Police Scotland should be subject to a broader fundamental review of equality matters by an independent organisation (see page 457).
The IRG produced two interim reports and a final report.
The first interim report (May 2023) recorded ‘scepticism and even outright fear’ among staff over raising concerns, stated that people had been punished for doing so, and documented poor behaviour ‘in plain sight’. Following advance media coverage of the report, in a high-profile gesture at a Scottish Police Authority Board meeting on 25 May, the then Chief Constable Sir Iain Livingstone acknowledged that the single-service was institutionally racist, sexist, and discriminatory. The IRG later said:
‘The historic acknowledgment of institutional racism and discrimination within the service was made by the former Chief Constable on the day we presented our first interim report to the Scottish Police Authority.’
The second interim report was submitted to Police Scotland in October 2023.1 We cannot find a published copy of this.
The final IRG report was discussed by the Scottish Police Authority at its board meeting on 22 August 2024, although as far as we can see, the final report itself was not made available in the published meeting papers.2 Instead, Police Scotland quietly published the (undated) report on its ‘Policing Together’ web page.3
This only came to wider attention later in the year, via a report in the Herald.
When questioned about the findings in the Scottish Parliament, Justice Secretary Angela Constance said it was for the ‘Scottish Police Authority to hold Police Scotland and the chief constable directly to account.’
The missing report: deep dive on violence against women and sexism and misogyny
The final IRG report noted that a separate ‘deep dive’ on violence against women and sexism and misogyny had been undertaken by two group members. It said this was ‘the subject of a separate report which includes details of the fieldwork and analysis undertaken’ and that detailed findings would be submitted to Police Scotland’ at a later date (emphasis added).
The final IRG report also incorporated a ‘very brief overview’ of the deep dive findings. This included:
‘pervasive attitudes of misogyny and sexism across all areas and divisions of Police Scotland.’
‘a hostile environment towards women within the service.’
‘ongoing discrimination (both real and perceived) and (self-) exclusion of women from promotional opportunities – particularly for women who are older, or newly married or who have children.’
In January 2025 Police Scotland published its ‘EDI Mainstreaming & Equality Outcomes Progress Report 2023 – 2025’. This noted that Police Scotland and the SPA had received the final IRG report during the reporting period. It made no reference to the deep dive report on VAWG, sexism and misogyny.
In July 2025 we submitted a Freedom of Information response, asking for a copy of the deep dive report. This was disclosed in August 2025.
What does the unpublished report say
It is hard to overstate the starkness of the main findings in the unpublished deep dive report.
These range from expectations that women will make tea and coffee, to allegations of predatory behaviour by more senior officers and inappropriate relationships with younger female officers. It documents discrimination against women who make complaints, retaliatory use of the complaints process by male officers, and allegations of collusion with accused officers by more senior officers.
It reveals a culture of impunity whereby complaints go unheeded, and male officers are promoted to roles investigating violence against women, despite multiple complaints made against them by female officers. These and other key findings from the report are shown below.
Outdated and sexist beliefs and expectations about women’s roles and abilities
‘Women reported being asked to perform stereotypically gendered tasks and facing stigmatisation for ambition or part-time work. Complaints processes were seen as ineffective, and senior women role models were often invisible, particularly affecting women from minority ethnic backgrounds and older women.’
‘Outdated beliefs, attitudes and behaviours regarding women and gender roles more widely (for example women being asked to make tea and coffee for meetings or to take minutes.’
‘…women who are ambitious, who work really hard to advance their careers within the service and who have chosen not to marry and have children are also stigmatised as ‘ruthless careerists’ – in a way that ambitious and career-driven men are not.’
‘Junior male officers frequently disregarded instructions from senior female officers, seeking confirmation from senior males instead.’
‘Ongoing patriarchal views around women’s capability for promotion within Police Scotland, as well as their capacity to take on more senior roles following marriage and pregnancy/ maternity.’
Hostility from older or senior female officers and lack of senior support
‘Accounts of internalized misogyny were frequent, with women facing hostility from other women, especially older or more senior female officers. Complaints about unfair treatment, intimidation, and bullying were common, with little support from senior management.’
Ineffective complaints process and discrimination against complainants
‘A culture that does not serve women who are labelled as ‘troublemakers’ for raising concerns, diminishing their opportunities for promotion; unfair treatment, intimidation and bullying of those who raised a complaint, with little to no support from senior management or corporate services.’
‘We repeatedly heard that the Professional Standards Department has not provided a clear complaints or whistleblowing procedure on misogynistic behaviour; and when the existing complaints process was followed, there was no resolution but the issue being returned to the local division which subsequently failed to act on it due to a lack of HR support’.
‘We repeatedly heard accounts of women who did not raise a formal complaint against a colleague for fear of being labelled a ‘troublemaker’ and sabotaging opportunities for future promotion’.
Retaliatory use of the complaints process
‘We heard numerous accounts of the complaints process being abused by (particularly male) officers and staff against whom a (usually female) officer or staff member has made a complaint on the grounds of sexist or misogynist conduct. We heard that this has happened repeatedly when a senior female officer disciplines or complains against a younger male officer, or one she is line managing.’
‘Female officers making formal complaints often faced retaliatory complaints against them, consuming time and resources.’
Lack of support from the Scottish Police Federation
‘resorting to the Scottish Police Federation has not been fruitful for some women, who termed the SPF ‘unhelpful’ at best and ‘obstructive’ at worst.’
‘The attitude and response of the Professional Standards Department and the Scottish Police Federation has been termed ‘unhelpful and obstructive’ by the women we spoke to on matters of sexism, misogyny and VAW. This actively prevents women from reporting such attitudes and VAWG incidents.’
A ‘toxic culture’ and predatory behaviour by male senior officers
‘Women described a ‘toxic’ culture resembling a ‘boys’ club,’ with inappropriate jokes and comments, predatory behaviour by senior male officers, and an implicit understanding that women who complain face retaliation and hindered promotion prospects.’
‘Across divisions, inappropriate ‘jokes’ and comments proliferate, often by male officers more senior to younger female officers on whom they were commenting. Victim-blaming language and collusion with perpetrators of sexist/misogynist acts often led women to reconsider clothing, makeup and hairstyle choices to avoid ‘provoking’ such comments and discouraged from raising concerns about male colleagues’ behaviour.’
Collusion by senior officers with officers accused of sexism or misogyny
‘Senior male officers often failed to address complaints of sexism or misogyny, and some were reported to collude with perpetrators.’
Predatory relationships and behaviour
‘Inappropriate relationships between senior male officers and younger female officers were described as predatory.’
‘Most concerning were the accounts by, or on behalf of, younger/newer female officers who are particularly vulnerable to misogyny, sexism and abuse. We are especially alarmed at reports of younger/newer female officers being ‘preyed on’ by more senior male officers; who are discouraged from raising complaints for fear of being labelled a ‘troublemaker’ and effectively sabotaging their own careers…’
Lack of safeguarding processes to protect female officers and staff
‘While Police Scotland leads public protection processes for safeguarding women, similar initiatives are lacking internally to protect female employees.’
‘we repeatedly heard that perpetrators of VAW within Police Scotland are not treated as potential risks to the organisation, even following repeated complaints and concerns being raised by their colleagues, or reports to the PSD and the SPF.’
A culture of impunity
‘Many women responded that police officers treat the public considerably better than they treat each other. This is owed to the perceived ‘culture of impunity’ within the organisation – when officers feel that there is no point complaining against each other, they treat each other much worse than they treat the public.’
‘An apparent lack of follow-up or repercussions for perpetrators of VAWG or those who have been complained against for sexism/misogyny, even after such issues/complaints have been raised repeatedly.’
Promotions to inappropriate roles
‘Promotions to inappropriate positions, such as leading VAWG investigations by officers with complaints against them, were common.’
‘we heard about officers who had amassed a number of complaints and who were ‘informally’ known as both harbouring views and behaving in ways that were sexist and misogynistic, and who continued to work and receive promotions regardless of those complaints.’
Detrimental impacts on operational policing
‘Others explicitly linked Police Scotland’s internal culture with how crimes are responded to in the community. Some went as far as to state that some units and divisions actively stalled investigations of gendered crime or did not act in accordance to what was expected because of the pervasiveness of sexist and misogynist attitudes they collectively held‘.
Ineffective and/or counterproductive initiatives to tackle to address discrimination
‘there is commitment by senior leadership to change Police Scotland’s culture to promote sex equality and address misogyny and VAWG. However, this commitment appears to wane the further we explore the realities of being a lower-ranking officer, with repeated accounts of everyday sexism that go unchallenged by middle managers. This leaves junior or younger officers feeling unsupported, invisible and despondent.’
‘We heard mixed reviews about the ‘Truth to Power’ sessions, which many welcomed, but many saw as retraumatising and needless – stating that the issues they discussed during those sessions had been raised by officers for many years’.
‘…Currently, all signage, publicity and language used is ‘gender-neutral’. This does not have the desired effect as gender neutrality overwhelmingly defers to male standards and experiences and does not ‘speak to’ women specifically (or to girls/women considering careers in policing)‘.
Is the deep dive report ‘out of date’?
In its response to our FOI request, Police Scotland stated:
Please note we are aware this report is now outdated and work is ongoing to address the issues outlined within.
This felt surprising given the report was only drafted in May 2024. It is also surprising given that the report makes thirty recommendations, some of which will require significant resourcing and time to meet.
We have submitted a further FOI request to ask which of the recommendations have been met and an update on the ‘indicators for change/success’ listed in the deep dive report.
Conclusion
Since the publication of the Angiolini review on police complaints in 2020, Police Scotland has made a series of high-profile gestures and commitments signalling its intent to tackle the culture of sexism and misogyny. In addition to the widely reported statement by the former Chief Constable it has, for example, set up a Sex, Equality and Tackling Misogyny working group and developed an action plan.
At the same time, Police Scotland withheld from publication a critical report by an independent review group that laid out, in the starkest terms, the sheer scale of the problem. As detailed above, the report is a disturbing reflection on the treatment of women within Police Scotland. Yet it is marked ‘Named recipients only’, putting the findings beyond wider scrutiny. It has only come to light via Freedom of Information laws that required Police Scotland to disclose it. We have asked Police Scotland for details of whom it shared the report with, and for a copy of the second interim IRG report, which also appears to be unavailable.
Separately, we think the findings seriously undermine Police Scotland’s recently published Interim Transgender searching policy. This allows detainees to be searched by an officer of the opposite sex, providing written consent is given by the searching officer, authorising officer and detainee. This assumes that female officers will feel free to say ‘no’ to their predominantly male managers. We previously argued that in a hierarchical and male-dominated profession, this felt like naivety or wilful blindness (see blog below). Our scepticism here is put beyond doubt by the working environment described in the deep-dive report.
Given the gravity of the findings, we believe the Criminal Justice Committee should call on the Chief Constable to address both the substance of the deep dive report, and its handling, which raises serious questions about integrity and transparency. We have written to the Committee Convener with a copy of the report.
Notes
- The final report states: ‘This is the final report of the Equality, Diversity, Inclusion and Human Rights Independent Review Group (IRG), established by Police Scotland in 2021. It follows two progress reports in September 2021 and September 2022 and two interim reports in May 2023 and October 2023.’ ↩︎
- The final report is discussed in the ‘Summary report from Policing Together Oversight Group’ chaired by Tom Halpin, however a copy is not attached. ↩︎
- Updated on 23 October 2025 to clarify that Police Scotland published the Final Report on the same day as the SPA Board meeting. ↩︎