The straight and narrow

 

While Police academies and MBA classes have courses and lectures on how to be ethical or how to build an ethical organisation from scratch, not much emphasis is accorded to how to intervene in an unethical organisation. My thoughts on how to go about it crystallised over a long time. I feel, while individual situations vary, there are five essentials one should think of when suddenly parachuted into a situation of endemic and pervasive high-corruption.

First, define the transparency goals and see what level of corruption and indiscipline one could live with – sometimes, complete transparency or 100 % diligence to rules and regulations may not be feasible. As a DIG, I went to a lot of trouble to collect the transfer policies of organisations similar to mine, analysed and tried to improve upon them, prepared a draft policy for my organisation and got the same approved by the government. After this, I stuck to the policy to the letter. However, my DGP got increasingly annoyed at not having any discretion, not being able to oblige anyone and being helpless against a lot of pressures from different quarters. Finally, he changed my assignment and also revised the policy. My successor, a very good officer and senior to me, once advised, “Look, it’s important to be practical. If a transfer policy is implemented to even 70 %, that is a big achievement.”

 

Along with defining the ethical goals, it is important to keep the leadership on board and get them to have a buy-in. In my last assignment, I was face to face with rank indiscipline and corruption of one particular unit, WWCD. In the name of a ruling-party supported union, they had become a law unto themselves. I heard from my predecessors that whenever they’d tried to impose any discipline, the WWCD guys used to march up and down the corridors shouting slogans against the authorities in an aggressive manner. The Commandant used to quake when their union leaders threatened.

 

I compiled a list of their misdemeanours. A new location with modern buildings and facilities were constructed for them at a distance of 120 kms and government had ordered them to shift. However, in defiance, they’d refused to move, primarily because of the vested interest of some of the union office-bearers. I went to the Cabinet Minister, appraised him of the situation and told him that I was planning to shift them forcibly and I needed his support. He was hemming and hawing but I told him that it was not possible for me to work in such an environment and I was prepared to resign over the issue.

 

One day, in a coordinated operation, under heavy Police deployment, I organised the shifting process to start at 9 AM from the five locations of the wing, well before the personnel used to roll in casually at 11 AM. When they came and saw what was happening, they rushed to meet the Minister and other bigwigs of the ruling party but thanks to my prior efforts, they didn’t get to meet any of them. They tried to involve the press but didn’t get any purchase.

 

The second thing I learnt over time was that, rather than trying to attack corruption piecemeal, one should start with “frying a big fish.” In that WWCD unit, there was a constable rank person who was actually running the show because he was the head of the union. I mapped him in my mind as “The Don.” He used to decide who will get what duty, who will attend office and who will “work from home” [this was all way before Corona times], who will never be given any duty, who will get the contracts and so on. He himself was always on office duty and used to hold court after office hours to “decide” on everything for small and big considerations and distribute the day’s collections.

 

I decided to start with him. During the monsoon season, I put every single person on the field with water boats and rescue gear. The Commandant came to me in a panic and repeatedly asked whether the Don would also be sent on field duty and I asked why not. Then the Don walked in with his entourage and asked me how I’d put him on the field when none of my predecessors had dared to do so in the previous 26 years. He mobilised the entire wing to “boycott” the duties. In my research into his conduct, I’d found that he had kept a died-in-harness employee’s dues and benefits pending while processing applications of much later vintage. Based on this, I placed him under suspension and started the Departmental proceedings. I also threatened to start a Police case against him for criminal breach of trust. That broke the back of the revolt. When the office was moved, 123 empty liquor bottles were found in the room where he used to hold court.

 

The third important means of taking an unethical organisation towards an ethical culture is to incentivise ethical conduct and disincentivise unethical acts. Incentivisation in the Police context includes generous rewards, glowing testimonials, favourable appraisals, medals – even a pat on the back works wonders. Disincentives must be harsh for unethical acts. In Police, many unethical acts are punished through minor punishments like a “censure” or “warning.” The most stringent punishment is usually a suspension and a Departmental Enquiry which meanders on for years. These are not very effective nor immediate. When I was SP of a district, I learnt that the night patrolling was a major source of illegal income for the Thana personnel. Against a specific complaint, I went to the Police Station and got the concerned persons arrested. That served as a chilling effect throughout the district.

 

The fourth thing I’ve tried to do was encouraging whistleblowing. However, this is a delicate step. The whistleblower runs serious risk, not only of his life and limb but sometimes his family members’ too. While encouraging whistleblowing, one must make sure that the potential whistleblower is fully protected. His identity should be guarded.

 

Fifth and finally, sunlight is the best disinfectant. When I joined the Bureau of Civil Aviation Security (BCAS), I found that corruption was rampant. There had been several CBI cases against the personnel and even very senior officers. The main way of extortion was through delays. Many permissions and licenses needed to be obtained by airports, airlines, concessionaires and so on before they could operate in the aviation environment. A single day’s delay meant losses of crores of rupees for them. What I did was put everything on the website. All permission/ licensing processing were put up there right from the application stage through each of the stage of processing with details on where it was pending and why, with names and designations of the official concerned. It was now easy for any applicant to track his application on a real-time basis. It was also easy for me to continuously monitor. This put paid to the delays. Further, in the teeth of severe opposition from my staff and their contrary counsel, I put up my mobile phone no. on the BCAS website. Sure, there were a few crank calls but I received such quality information that the organisation and I could respond to developing situations promptly and robustly. I think, these two measures contributed immensely to India hitting the top spot in terms of civil aviation security across the world.

 

Unfortunately, some of these telephone calls still come, despite my having left BCAS and even retired from the service long back because the no. is somewhere on the net. I don’t mind. At least, I managed to keep some people on the straight and narrow.