How one prison is leading the way on fair treatment and inclusion
The overrepresentation of minority ethnic groups in the criminal justice system, alongside evidence of discriminatory treatment, is a long-established concern highlighted by numerous investigations[1]. In 2022, HMI Prisons published a thematic review of the experiences of black prisoners and black staff, which set out ways in which prisons could begin to address the problems identified. In this blog, Hindpal Bhui and Martin Kettle highlight promising findings at one prison that throw into sharp relief the relative lack of progress elsewhere.
What did we find in 2022?
Our thematic review identified a strong pattern of mutual mistrust and unease in relationships between white staff and black prisoners, undermining confidence in policies and procedures designed to tackle racism. Many black prisoners described persistent race discrimination, the use of force against black prisoners was disproportionately high, and staff too often assumed risk, especially in relation to gang membership, rather than assessing it properly.
Many black staff reported high levels of stress at work and felt that discrimination was hindering their career progression. They also tended to believe that black prisoners were poorly treated, but worried that showing support for these men would lead to accusations of collusion or corruption.
In this difficult context, we set out a range of ways prisons could build fairer, more inclusive and safer cultures. We focused in particular on how to increase mutual understanding and communication. The evidence we gathered suggested that initiatives such as reverse mentoring, arts-based events, and shared cooking and eating activities could help to build a more cohesive prison community and tackle corrosive levels of suspicion and mistrust.
What did HMPPS do?
The prison service initially responded to our findings with some energy. It created useful new structures to strengthen professional standards, address discriminatory behaviour between staff, and encourage talented minority ethnic staff to apply for more senior positions. ‘Climate assessments’ were delivered to identify problems and suggest ways to improve prison culture. A senior leader reverse mentoring pilot was completed with positive feedback. A review of the discrimination incident reporting framework took place to identify how the process could be improved, alongside investigations into barriers to mental health and well-being for minority ethnic prisoners. By 2025, leaders judged that the main elements of this work were complete and moved to a ‘business as usual’ approach.
While improved systems and processes are important for long-term change, a key question for HMI Prisons is always: how is this affecting outcomes for prisoners? Regrettably, inspections have shown little evidence that this test is being met. There is rarely any sustained attempt at prison level – where it really matters – to implement the learning from the thematic review or to take the practical steps needed to influence prison culture. Our inspection surveys continue to show that, compared to white prisoners, prisoners from all other ethnic groups report poorer experiences across a range of prison areas. In relation to the use of force, disproportionality has in fact increased since the time of the review[2].
Wayland was an exception
Against this generally dispiriting backdrop, we recently inspected Wayland prison where leaders – both at establishment and area level – were actively using the findings of the thematic review to deliver a strong and innovative approach to fair treatment and inclusion.
This work was driven by an energetic diversity and inclusion manager and a well-established partnership with the Zahid Mubarek Trust, and supported well by area diversity and inclusion leads. Rather than relying solely on a traditional staff equality team, the prison had invested heavily in trained prisoner peer workers. Known as ‘equality advocates’, these men played a central role in driving prison initiatives and illustrated how – if properly trained and supported – prisoners can help to improve prisons.
Among the most striking practices at Wayland was the well-established reverse mentoring of senior leaders by black prisoners. The governor described how much he had learned from the young black man who mentored him. This was not merely symbolic: it had led to tangible outcomes, including the opening of a new workshop that had strong prisoner support.
Prisoners were able to take part in a range of culturally specific cooking, music and arts events. These initiatives provided opportunities to express positive cultural identities and helped foster a more respectful environment in which mutual understanding could grow.
The diversity and inclusion manager made exceptional use of digital communication, producing podcasts, videos and engaging presentations featuring prisoners wherever possible. Investigations of discrimination incident report forms (DIRFs) were carefully scrutinised by trained prisoners and managers, helping to build confidence in the process. Around 30% were partially or fully upheld, higher than we typically see.
Wayland was not the finished article, as leaders readily acknowledged. More still needed to be done, for example in improving the experiences of minority ethnic prisoners in relation to mental health support. But through a dedicated and consistent approach, the prison had built a strong foundation for continued progress and, crucially, had the ambition to achieve more.
[1] Lammy, D. (2017). The Lammy Review. An independent review into the treatment of, and outcomes for Black, Asian and Minority Ethnic individuals in the Criminal Justice System. Available at: Lammy review: final report – GOV.UK
[2] Bosworth, G.J., Watkinson, C. Wilkinson, K., Summerson, F., Christian, R. & Travers, R. (2025). Use of Force: An Exploratory Analysis of Use of Force in Prisons 2018-2023. HM Prison and Probation Service. Available at: Use of Force review: An Exploratory Analysis of Use of Force in prisons 2018 to 23 – GOV.UK