Ex-police officer loses discrimination case over ‘snog, marry, avoid’ game

TruthLens AI Suggested Headline:

"Former Police Officer's Discrimination Claims Dismissed in Tribunal Ruling"

Ex-police officer loses discrimination case over ‘snog, marry, avoid’ game analysis cover image The Guardian 7.3
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Original Article Source: https://www.theguardian.com/uk-news/2025/jun/06/shafarat-mohammed-police-loses-discrimination-case-snog-marry-avoid
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AI Analysis Average Score: 7.3
These scores (0-10 scale) are generated by Truthlens AI's analysis, assessing the article's objectivity, accuracy, and transparency. Higher scores indicate better alignment with journalistic standards. Hover over chart points for metric details.

TruthLens AI Summary

Shafarat Mohammed, a former police officer, brought a case against Derbyshire police alleging racial discrimination and harassment after being invited by a colleague to participate in a game known as 'snog, marry, avoid.' This game involved selecting preferences from images of sex workers and criminal suspects. During the tribunal, Employment Judge Stephen Shore noted that while such conduct could potentially constitute sexual harassment and violate the Equality Act, Mohammed's case ultimately failed because he did not formally claim sexual harassment. The judge characterized the game as crass and inappropriate, acknowledging that it reflected poorly on all participants. However, since no sexual harassment claim was filed by Mohammed, the tribunal dismissed his racial discrimination and harassment complaints.

The controversy arose from a specific incident in May or June 2022, when Mohammed claimed he was shown images exclusively of Black women and was asked about his preferences regarding one of them. He expressed feelings of embarrassment and offense, deeming the questioning inappropriate. His colleague, PC Kate Northridge, admitted to jokingly involving him in the game, although she claimed she did not pose specific questions about the images. The tribunal concluded that the sex workers depicted were of various ethnicities, indicating no racial or religious bias in the conduct. Mohammed, who has Pakistani heritage and is a Muslim, joined the Derbyshire police in November 2021 and resigned less than a year later, filing his employment tribunal claim shortly thereafter. Despite the uncomfortable nature of the incident, the tribunal found no grounds for the claims of discrimination he presented.

TruthLens AI Analysis

The article highlights a troubling incident involving a former police officer, Shafarat Mohammed, and a discriminatory workplace game that raises significant issues about workplace culture and racial sensitivity. The case reflects broader societal concerns regarding harassment, discrimination, and the treatment of minority individuals in professional settings.

Manipulative Aspects of the Article

The report seems to aim at shedding light on the inappropriate behaviors that can occur within law enforcement agencies, particularly related to race and gender. By focusing on the details of the “snog, marry, avoid” game and the implications of its use in a police environment, the article seeks to provoke a response from the public regarding the need for accountability and reform in such organizations. While the article presents factual information about the tribunal's proceedings and the outcome, it also positions the incident as emblematic of larger issues of discrimination and harassment, potentially eliciting outrage and calls for change.

Public Perception and Community Impact

The portrayal of the incident may foster a perception that law enforcement institutions are not only capable of but are also complicit in fostering a toxic workplace culture. This can alienate certain communities, particularly those who feel marginalized or discriminated against, while simultaneously rallying support among advocacy groups fighting against discrimination. The reaction from the public might lead to increased scrutiny of police conduct and calls for reform regarding workplace policies on harassment and discrimination.

Underlying Issues and Broader Connections

This case connects with a larger narrative surrounding racial discrimination and workplace harassment, particularly within law enforcement agencies. It aligns with ongoing discussions about police reform and the need for more inclusive and respectful workplace environments. In comparing this with other recent news about police conduct, one can see a pattern of heightened awareness and demands for accountability regarding systemic issues within law enforcement.

Potential Societal Effects

The incident could influence public discourse around police practices and the treatment of minority officers, potentially leading to policy changes or new training programs aimed at preventing discriminatory behavior. Additionally, this may affect the morale of current officers and influence public trust in the police.

Community Support Dynamics

Support for this article is likely to come from advocacy groups focused on racial equality and workplace rights. It may resonate particularly with communities that have historically faced discrimination, as well as individuals seeking accountability from law enforcement agencies.

Economic and Market Implications

While the immediate economic impact of this news may be minimal, it could influence public sentiment regarding police funding and budget allocations. Stakeholders and policymakers might reconsider investments in law enforcement if public trust continues to be undermined by incidents of discrimination.

Geopolitical Context

On a broader scale, this case touches on issues of social justice that are relevant globally, as many countries grapple with similar challenges concerning race and discrimination in various institutions, including law enforcement. The ongoing discourse surrounding these topics remains pertinent in the context of current global movements advocating for equality and justice.

Artificial Intelligence Influence

The use of AI in crafting this article is unlikely, given the nature of the content, which requires nuanced understanding and sensitivity to the complexities of human behavior and institutional dynamics. However, if AI were employed, it might have helped in structuring the narrative or in analyzing public sentiment around such cases.

The reliability of the article is supported by the tribunal's documented proceedings and the acknowledgment of behaviors deemed inappropriate, but the ultimate outcome of the case might also leave some readers questioning the effectiveness of legal recourse in addressing workplace discrimination.

Unanalyzed Article Content

Source URL: https://www.theguardian.com/uk-news/2025/jun/06/shafarat-mohammed-police-loses-discrimination-case-snog-marry-avoid

A former police officer was asked by a colleague to take part in a game of “snog, marry, avoid” using images of sex workers and criminal suspects, a tribunal has heard.

Shafarat Mohammed attempted to sue Derbyshire police for racial discrimination and harassment after he was asked to take part in the game by a fellow officer.

The quiz involves naming three people and then asking a person to pick which one you would like to kiss, which one you would marry, and which one you would avoid.

Employment judge Stephen Shore said playing the game in the workplace could amount to sexual harassment and may breach the Equality Act, adding that the officers might have referred to the game – which has several names – by a cruder version.

But ultimately Mohammed lost the case as he did not make a claim of sexual harassment and his other complaints were dismissed.

Shore said: “The ‘game’ was crass and inappropriate. It casts no one who participated in it in a good light. It is possible that the conduct that is agreed could constitute harassment of a sexual nature … no such claim was made by [Mohammed].”

Mohammed’s colleague PC Kate Northridge admitted to the tribunal that she had “jokingly” played the game with co-workers and included Mohammed in their discussion.

Mohammed claimed that during the discussion in May or June 2022 he was only shown images of black women and was asked what he liked about one of them. He said he was embarrassed and offended by the questioning and felt it was inappropriate.

Northridge, his colleague at Pear Tree station in Derby, admitted to the hearing in Nottingham that a group of officers played the game using photos of suspects. She said she had been the one to include Mohammed in the game but she had not asked him specific questions about any of the images.

The tribunal heard that Mohammed joined the force in November 2021 and completed his training in March the following year. He resigned less than a year later – in September 2022 – and then made an employment tribunal claim for racial discrimination and harassment.

The tribunal found there was no racial or religious element to it as the sex workers were of varying ethnicities.

Mohammed, a Pakistani-heritage Muslim, lost his case for racial and religious discrimination and harassment.

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Source: The Guardian