Abstract
Comparable surveys of civilian staff and police personnel were conducted to evaluate the workings of a grievance procedure within a British metropolitan force. Differing assessments were found from the front-line workforce (n = 217), supervisors (n = 289) and complainants (n = 53) in terms of confidence in the process, beliefs about managers' competency in grievance handling and satisfaction with grievance resolution. These differences are discussed in light of the radical and liberal philosophies underlying equal opportunities policies. The percentages of women officers and their occupancy of senior rank are also discussed as outcomes of equality policies. Finally, suggestions are made for an integrated dispute resolution system combining local grievance handling with an overseeing, centralised unit.
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