association for the prevention of torture Changing cultures

association for the prevention of torture Changing cultures in closed environments, what works? Jem Stevens, Delegate, APT Melbourne February 2012

About the APT The Association for the Prevention of Torture (APT) • International NGO based in Geneva • Working for over 30 years on prevention of torture (i. e. measures and mechanisms to reduce the risk of torture occuring) • Focus on transparency and monitoring of places of detention, including the OPCAT • Working around the world, in cooperation with government and non-government partners • For more information www. apt. ch

Why look at cultures? “I was told when I was coming to [the hospital] that I would be leaving my rights at the front door – and it isn’t like that now. ” Patient at high security forensic psychiatric hospital in Scotland (from report of Scottish Human Rights Commission)

Outline of presentation 1. What we mean by “culture” in closed environments 2. What works to change these cultures 3. Drivers for change and the role of outside actors

Understanding culture in closed environments Different kinds of closed environments, difficult to generalise. But some similarities: vcentrality of people and relationship between them vimbalance of power = vulnerability vcultures can develop unchecked vhierarchical and/or bureaucratic

What are “cultures” in closed environments? Organisational culture: the shared assumptions and values that guide behaviour within an organisation “A strong organisational culture literally controls organisational behaviour” (Shafritz and Ott)

How are cultures in closed environments formed? Long term process, complex influence of internal and external factors: ØTrickle down (from paradigm, set by leadership and formal rules and informal rules created through tacit social approval) ØTrickle in (attitudes and values of staff and persons deprived of liberty, and the relationship between them) ØSocietal attitudes (the influence of broader culture within society)

Cultural norms that can impact negatively on human rights in closed places q “Us and them” q Loss of the individual q People deprived of their liberty don’t deserve rights q Stereotyping and racism q Security is most important

Human rights in closed environments Human rights recognise the dignity and worth of each individual. In closed environments, this means: • • • Putting people at the centre Fostering a constructive environment through mutual respect Ensuring safeguards against abuse Ensuring both detainee and staff rights People have information and participate in decisions that affect them • Individual decisions on actions that interfere with rights – avoiding blanket policies

Human rights organisational change: “The process of moving an organisation to be more inclusive, and to fully respect and accommodate the dignity, worth and rights of all people” (Ontario Human Rights Commission)

Changing cultures in closed environments, what works? No magic solution, but some key factors that can contribute*: • Committed leadership • Changing the paradigm • Modifying the organisation • Recruiting and training staff • Supervision and reinforcement • Addressing resistance Ongoing process – monitoring *from the APT’s experience, interviews with experts and existing research and studies – see for example Cummings & Worley (2005), Coyle (2002) in relation to prisons, and Ontario Human Rights Commission (2011) in relation to policing.

Modifying the organisation Example: changing symbols The Royal Ulster Constabulary crest Police Service of Northern Ireland Crest

Benefits of a human rights culture change Example from The State Hospital Scotland – highlighted by the Scottish Human Rights Comission: • • • increased work-related satisfaction for staff increased satisfaction of patients in relation to treatment staff reporting a reduction in stress and anxiety. reduced staff’s “fear” of human rights increased their understanding of how to make choices and the meaning and benefit of their own human rights.

The role of outside actors and some drivers for change 1. Transparency in places of deprivation of liberty 2. Independent monitoring 3. Public inquiries 4. Legislation 5. Civil society 6. Cultural change in wider society

Thank you! www. apt. ch