Prison Corruption: A Failure of Training or Morality?
Photo: UKPS Network
Recent reporting by The Guardian has highlighted plans to introduce additional training for new prison officers, aimed at helping them recognise manipulation and maintain professional boundaries with prisoners.
The concern is well-founded. In recent years, there has been a rise in cases involving inappropriate relationships between staff and inmates, as well as the smuggling of prohibited items into prisons.
Examples include Alicia Novas, who was sentenced to three years in prison after becoming involved with an inmate and smuggling cannabis, and Linda De Sousa Abreu, who received a custodial sentence after engaging in a sexual relationship with a prisoner. These incidents have intensified concerns around staff professionalism and vulnerability.
A further example highlighting the limits of training is the case of Kerri Pegg. A former prison governor once regarded as a rising star, she was sentenced to nine years’ imprisonment after entering into an inappropriate relationship with a convicted drugs boss. This case demonstrates that even highly trained and senior staff are not immune, reinforcing the argument that professionalism ultimately depends on individual integrity rather than training alone.
The Ministry of Justice is currently developing the “Enable” programme — a 12-month training initiative designed to provide new recruits with enhanced support, mentoring, and practical guidance. This follows findings by Lord Timpson, which highlighted gaps in mentoring and the need for stronger ongoing support for officers entering the service.
Training vs Intentional Misconduct
At UKPS Network, we recognise the value of improved training. However, an important question remains:
Can training prevent misconduct in individuals who join the service with the intention of exploiting it?
Concerns previously raised by the Prison Officers' Association suggest that some recruits may have links to organised crime and enter the role with pre-existing intent to engage in illicit activity.
Further cases illustrate this issue:
Matthew Langdown – involved in smuggling drugs into prison
Jason Thompson – collaborated with an organised crime group
In such cases, individuals were fully aware of their actions and the potential consequences. It is therefore difficult to conclude that training alone would have prevented this behaviour.
The Role of Character and Values
It is often suggested that younger staff are more vulnerable to manipulation. While this may be true in some cases, personal values remain a decisive factor.
Individuals who possess strong principles — such as integrity, honesty, and respect — are significantly less likely to engage in misconduct, regardless of age. While they may face pressure or intimidation, they are more likely to recognise inappropriate behaviour and respond appropriately.
Conversely, those with weaker moral foundations may be more susceptible to unethical conduct. In some cases, this is not a matter of manipulation, but of pre-existing attitude and intent.
The Recruitment and Vetting Challenge
This leads to a critical question:
How can the system effectively distinguish between candidates committed to public service and those intending to exploit their position?
Addressing this challenge requires:
more robust background checks
improved intelligence sharing
deeper assessment of personal associations and risk factors
At the same time, greater attention must be given to sentencing outcomes for staff misconduct.
In some cases, individuals receive minimal custodial sentences or are simply dismissed. This raises concerns as to whether the full seriousness of prison corruption is consistently recognised.
The Real-World Consequences
Corruption in prisons is not a contained issue — it can have serious and sometimes fatal consequences.
A clear example is the murder of Lenny Scott, who was killed by Elias Morgan in a targeted act of revenge following the confiscation of a mobile phone. The case also exposed wider concerns around relationships and conduct within the prison environment.
This case highlights the reality that misconduct and compromised boundaries can place staff at significant risk.
Conclusion
Enhanced training, mentoring, and support are all positive steps and should be welcomed.
However, these measures alone are unlikely to address the full scope of the problem. Greater focus is needed on:
recruitment integrity
vetting processes
consistent and proportionate sentencing
Community Discussion
We invite the UKPS Network community to share their views:
How should corruption within prisons be tackled?
For those outside the UK — how is this issue addressed in your country?
UKPS Network Team
In my case this has absolutely not been the case and certainly during my 20 years in uniform I did form long term friendships with certain prisoners in my charge and during my almost 50 years of working in the Criminal Justice System I didn’t succumb to corruption. Nobody can survive that long by being a yes man or soft touch.
I received good training in man management and counter corruption and learned to navigate my way through difficult demanding relationships by developing honesty and mutual respect with most people that I came across.
Those who did try it on came unstuck and ended up the losers. But in answer to your question it was down to moral judgement and knowing how far boundaries could be stretched without breaking major rules.
I certainly bent plenty over decades but always for positive reasons and for the benefit of others. But then I had the privilege of working in Grendon Prison Therapeutic Community where the majority of prisoners were motivated to change and that is the big difference. The standards I developed there did work in other establishments but the reality was, and still is, that it is very much down to the strength of the individual and knowing how to deal with tricky situations when they develop but more importantly knowing the consequences of crossing that line and being able to read the very early warning signs the moment they reveal themselves.
There used to always be somebody more experienced to talk to.
I do believe that the service lacks those role models now, and communication within the ranks is not as close as it was in my day. We are therefore left with a need for good training and the ability to spot unhealthy relationships developing and challenge it before the damage is done.