A custody detention officer has had his racial discrimination claim against Thames Valley Police dismissed at an employment tribunal.
Francis Osei worked at Banbury police station for under twelve months before resigning from his custody position in May 2024.
Mr Osei brought forward six allegations of direct racism and race-related harassment, all of which were rejected by employment judge W Anderson.
During proceedings, Mr Osei stated that comments made by his supervisor Alan Scales, including observations about his work activities and participation levels, constituted direct racial discrimination.
He also alleged that his mentor Katy Waddington subjected him to bullying and persistent criticism, including providing excessive detail during handovers regarding a detainee who was hospitalised.
The officer was further criticised by Ms Waddington for repeatedly wiping a detainee’s finger to obtain clearer fingerprints.
She also addressed him regarding a footprint sample request while he was occupied with a time-sensitive cell inspection, suggesting he needed to listen more carefully.
Mr Osei claimed that a white colleague, Kieran King, received preferential treatment in comparable circumstances.
He stated that regular supervision sessions were promised as part of his support arrangement, but these failed to materialise.
A further racism allegation was lodged against his designated supervisor, Sergeant Jim Kinton.
Additional claims of racial discrimination were made concerning his report that he was seriously unwell, which he stated was completely disregarded.
Mr Osei stated that he subsequently raised these matters during a video conference with Inspector James Coomber in Milton Keynes shortly before his departure, but received no response, which he maintained was discriminatory.
The tribunal acknowledged certain factual elements while dismissing Mr Osei’s discrimination claims against Thames Valley Police.
It determined that Mr Scales probably offered feedback remarks during the assessment, but concluded that public feedback was standard practice and Mr Osei received no less favourable treatment than other trainees.
Regarding Ms Waddington’s conduct, the tribunal found her involvement constituted appropriate mentoring, occasionally sharp but neither demeaning nor bullying, and not racially motivated.
No evidence of explicit racist remarks or conduct was established.
The tribunal found the management of Mr Osei’s complaint about Ms Waddington was inadequately handled, though this did not itself constitute a pleaded discrimination claim.
Concerning the illness incident, the tribunal found colleagues responded appropriately based on the symptoms he described, and was not convinced he had reported chest pain and dizziness as he subsequently claimed.
Judge Anderson stated that all claims of race discrimination and discriminatory constructive dismissal were dismissed.