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The responses to this question were varied. One respondent did not know where
chaplains fitted within the service. Three chaplains identified that their role was to
be supportive of those within the police service, but also to ‘represent the service
to the public’. In this regard ‘the context for chaplaincy is spiritual need’. It was felt
by another respondent that chaplains can be an ‘essential adjunct to the support
of all ranks of staff’, but they had to be aware of the stresses of the role and
decide if they had sufficient time to give to it. It was suggested that in order to ‘fit’
within the organisation chaplains required ‘no rank, no power’, but simply respect.
One respondent felt that the chaplains should be better represented at senior
officer level but that essentially the role was a ‘grassroots’ service. Uncertainty
was expressed with regard to the role of the Human Resources (HR) department
with regard to chaplaincy provision. It was suggested that the whole diversity
agenda in recent years had changed the perception of religion within the police
service. One respondent felt the force Diversity Units offered a potentially useful
point of contact for chaplains as they were at ‘the sharp end’ of policing.
Ultimately chaplains were ‘not there to teach, or proselytise, but to be a presence’.

Question 8 – Does the police service understand and support the ministry?

There was a general consensus that the police service does not entirely
understand or support the chaplaincy ministry. Five respondents used terms such
as ‘not completely’, ‘not particularly’, ‘not entirely’, and ‘not fully’, in this regard.
Two chaplains went further stating the service understood ‘precious little’, and in
‘most cases’ did not support the ministry.

It was suggested that at senior command level there is recognition for the ministry
which is seen as a ‘valuable asset’. It is a cheap (free) service that costs the
constabulary very little. There is an acknowledgment that a senior officer is
usually present at the annual chaplains conference, and that unlike some other
police forces the constabulary does actually have chaplaincy provision. There is
verbal acknowledgement of the chaplains’ role. There is a sense however that
there is a difference in ‘talking the talk and doing the work’ and in this regard it
was felt more could be done to get the best from chaplains. It was proposed that a
key factor is the lack of visibility of chaplains, and while it was a responsibility of
chaplains to make themselves visible, ‘the service needs to make them (us) more
visible also’. It is felt a higher profile for chaplains is needed, and ideas suggested
include; letting chaplains know when meetings in their area are to occur; allowing
them to be involved with initial officer training and having a regular bulletin
explaining their role There was some consensus that ‘chaplains are still waiting
for the phone to ring. The desire among chaplains is to be more involved’. To this
end there is a requirement for chaplains to be more proactive in selling
themselves. Chaplains ‘provide something beyond religion, something human’,
and they are a ‘willing ear’, it is felt however that their opportunities to assist are
limited.

There was some consensus that chaplains are seen as being an ‘enigma’ within
the police service and that the clergy are viewed as an ‘oddity’ generally within
society. It is suggested that the police ‘service is ill at ease about it, and
embarrassment shows the macho ethos’, of the organisation. Indeed more than
one chaplain identified a ‘macho culture’ within the service. In some cases this is