Paul Miller is the new full-time Federation rep for B Division, following the reinstatement of the role. He will also lead equality, diversity and inclusion for the organisation.
For more than 15 years, BTP Federation had worked in partnership with the Force to enable B Division to have a full-time rep. This role covered the entirety of B Division, incorporating A and E Divisions, and provided a conduit between the Federation, the Divisional Commander and PSD. When Mark Bishop, the officer who held the position retired in September 2022, the role was reviewed.
The Federation entered into negotiations with the Force to seek the reinstatement of this vital post and we are pleased the evidence we presented on the scope and impact of the role met with approval.
Paul Miller took up the post on 15 July. We caught up with him to talk about his new role and what he sees as his immediate priorities.
Paul, why is the full-time role important for members?
I would say B Division has got not only the most officers in BTP but some of the most complex policing, including a lot of event policing. We’ve got three divisions in London but also cover E Division which is firearms and some of the specialist units, like the dog unit, and A division which includes four headquarters, learning and development, recruitment and training. We really cover a multitude.
My role is to bring everything together, to give us one voice, and one method of working when dealing with the same problems. It’s things like rest day cancellations or health and safety; it affects all the divisions similarly so with coordination we can see the bigger picture of what’s affecting our members.
I will also be taking on some of the complex and drawn-out misconduct and gross misconduct matters that can be difficult for reps to manage alongside their full-time jobs. People who know me will know I am passionate about officers’ welfare too, so this will be another important aspect of the role. I am already talking with the Force about the need for colleagues in certain roles to sit down regularly with someone who can help them manage the impact of those roles.
What was it that meant you put yourself forward for this role?
That’s a good question, because normally when people move jobs, it’s because they're saying, well, I'm not happy with what I'm doing and I'm going for more money. This wasn’t the case for my for me, I was very happy in training.
I am looking forward to developing the full-time role, but I was also attracted to the equality, inclusivity and diversity side. It’s the part of the role that I'm going to find most challenging. I have been given some guidance but also the freedom to develop it.
Why does the Federation need an EDI lead?
It's a simple answer. I strongly believe representation is important. I remember being one of a handful of black officers when I joined 26 years ago, and I can remember what a lack of representation there was. There are complex issues that our members have, and I always believe that until you take a walk in my shoes, you may not fully understand my experiences, and that spreads across not only visibility, but as I said, representation.
What I want is a Federation to represent our members, so none of our members feel excluded or reluctant to come to any reps. And currently, that does happen, and I know that does happen. SAME have come to me directly about an issue that one of their members has raised which they didn't feel they could bring it directly to the Federation. I have had female officers tell me about very personal health issues and I can feel their discomfort; does this male officer really understand my issue? Is he able to convey my issue accordingly for me as to why I shouldn't work?
These are some of the barriers which I want to break down, so our members feel that we look like them, we understand their challenges, and we represent them.
It’s a big role with an important focus, Paul. What’s your starting point going to be?
I think this is where my position is unique. Part of my role is as the B division, full-time rep which includes dealing with misconduct and welfare for members. Whereas the equality, diversity, inclusion work is force wide. On that front, I will work with the Executive Committee to look at our policies, our processes, our Constitution, and see how we can make them more inclusive. Then we can go out and try to show our members what we’re going to do. So, my first six months will be looking at us as an organisation on the inside.
I’m really looking forward to getting started. Ultimately, I am accountable to our members, so I will be communicating what I am doing, including writing a regular blog to keep members updated.
About Paul Miller
Paul joined BTP in 1998 and has been London-based, working predominantly in East London, for most of his career. He was one of the first officers to work on the ‘crime car’ pilot, and the success of that paved Paul’s path to CID where he became a detective. Paul has also been a Family Liaison Officer for many years. As well as finding the role rewarding, it highlighted to him the importance of officers looking after themselves and managing the impact of trauma.
For the last five years, Paul has worked within the learning and development unit, delivering training to colleagues, including new recruits.
Members can reach Paul by email at paul.miller@btpfed.co.uk