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Merseyside Police deputy boss accused of 'blatant misogyny'

Jan 12

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man with  hands on woman's shoulders

A tribunal ruled that Merseyside Police's Deputy Chief Constable, Chris Green, discriminated against Det Ch Supt Emily Higham a highly regarded officer who led an elite anti-gang unit. and her personal assistant, Tracey Bocking. The tribunal described the actions against Higham as targeting a "strong professional woman."


Background


Tensions began in 2020 when Chris Green was an Assistant Chief Constable (ACC) overseeing the Northwest Regional Organised Crime Unit (NWROCU). Det Ch Supt Emily Higham, seconded from Greater Manchester Police (GMP), led the unit, which included officers from across the region.


Tensions surfaced after Higham voiced concerns during a meeting early that year about feeling "suffocated" by Green’s management style. Following this, she alleged that Green undermined her authority by "talking over her" in meetings and acting disrespectfully. Green also bombarded her with excessive meeting requests, many of which conflicted with her pre-arranged leave and childcare commitments.


In January 2021, Green escalated an "innocuous" email exchange between Higham and her colleague, Ms Bocking, as a pretext to remove both women from their roles. The email in question, which jokingly suggested using a code name to block off time in Higham's electronic diary, was deemed "dishonest" by Green. He brought the matter to Merseyside Police's then-Deputy Chief Constable, Serena Kennedy.


Kennedy, who is now the Chief Constable, was strongly criticised by the tribunal for forwarding the email to anti-corruption detectives without first consulting either Higham or Bocking. Judge Gary Tobin described her actions as "extraordinary" and a "clear error," speculating that she acted out of misplaced loyalty to a colleague, a desire to protect the police’s reputation, or an attempt to support the chain of command.


The fallout left Ms Bocking, who referred to the situation as "blatant misogyny" and an "abuse of position," in professional limbo when GMP failed to support her during the drawn-out grievance process. She ultimately resigned in January 2023 and joined the National Crime Agency.


Ruling


While Det Ch Supt Higham has settled her claim, the tribunal ruled that she was unfairly targeted and that Ms Bocking faced both sex-based discrimination and constructive dismissal. The tribunal described Chris Green's actions as "inexplicable and arbitrary," stating he was "out to get" Higham and motivated by sexism.


Employment Judge Tobin ruled that Green "could not deal with, or somehow felt undermined by, strong professional women in his former leadership role." Additionally, the tribunal criticised the failure of senior leaders, including Serena Kennedy, to handle the situation appropriately, further exacerbating the discriminatory practices.


Commentary


This case acts as an important reminder for employers that fostering a fair, inclusive, and non-discriminatory workplace should be a core priority, even when it challenges or disrupts the prevailing culture within the organisation.


It highlights the legal risks of biased treatment and the importance of preventing retaliation. Employers must enforce robust anti-discrimination policies, provide clear grievance processes and hold leadership accountable to avoid legal repercussions and maintain a supportive environment for all employees.


 

Call a specialist employment lawyer  


Magara law is an employment law firm in Bicester, Banbury, Reading and Paddington, London, and services clients nationwide. For more information or to our employment law team at Magara Law, call 01869 325 883 or email roy@magaralaw.co.uk.





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