Behavioural Insights Team (BIT) Literature Reviews

Publication CPS operational information Equality and diversity Policy and Guidance Policy and strategy

Background and aims

Following the publication of the Disproportionality Action Plan in November 2024, the CPS committed to conduct further research to understand how to identify and address racial bias. We commissioned BIT (Behavioural Insights Team) to carry out two literature reviews to assess the evidence on best practice and how organisations in the criminal Justice system such as the CPS can reduce racial bias in decision making as well as enabling positive organisational culture change.

What works to reduce racial bias in criminal justice organisations?

The first report highlighted a number of factors evidenced in the literature which can help to reduce racial bias. 

These include:

  • Increasing the diversity of staff within criminal justice organisations and strengthen awareness of systemic inequities
  • Developing effective learning and training
  • Supporting non-biased decision-making through protocols and guidelines
  • Introducing technology-driven tools to reduce biased decision-making while maintaining awareness of their limitations.
  • Considering incentives for engaging with anti-racism initiatives
  • Creating strong accountability mechanisms
  • Tracking progress and reviewing best practices regularly.

Enabling positive organisational culture in criminal justice organisations

The second report focused on organisational culture, meaning the beliefs, values, behavioural norms and practices that are identified with an organisation. It identified barriers and facilitators to changing organisational culture.

Some barriers include:

  • A lack of clear goals or an action plan
  • A lack of a dedicated team responsible for change
  • Closed communication
  • A failure to track progress.

Some facilitators include:

  • Creating an environment which facilitates change
  • Setting clear expectations about a few important behaviours
  • Reinforcing positive behaviours and taking action against instances of undesirable behaviour
  • Embedding anti-racism into daily interactions
  • Allowing staff to shape organisational change
  • Embedding accountability for anti-racism into organisational structures
  • Support staff through organisational culture change
  • Tracking progress and reviewing best practices regularly

The full literature reviews are available to request from [email protected].