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  1. (Not written by me) Rhianan Rudd: MI5 had evidence teen terror suspect was exploited Evidence showing the grooming and sexual exploitation of a schoolgirl was handed to MI5 months before she was charged with terrorism offences, a BBC investigation has found. The prosecution of Rhianan Rudd was later dropped after the Home Office concluded she was a victim of exploitation. Rhianan, who was 15 when she became the youngest girl charged with terror offences in the UK, took her own life in a children's home in May 2022. Her mother says investigators should have treated her daughter "as a victim rather than a terrorist". The case raises questions about how the UK deals with the problem of children involved in extremism, according to the senior lawyer responsible for reviewing terror laws. At the age of 14, Rhianan Rudd became absorbed by right-wing extremism. Her mother Emily Carter remembers her as a "lovely girl" who adored horses. But then she began to express racist and antisemitic beliefs, Ms Carter says. "If you didn't have blonde hair and blue eyes - Aryan as they say - she didn't want to know you, you were an inferior race, you shouldn't have been alive," her mother recalls. She says her daughter was taking in extreme views "like a sponge". "She was changing herself, that's not Rhianan," she says. "She was a child who fixated on things." Rhianan, who was born in Essex and later moved to Derbyshire, had difficulty building relationships and "struggled in life", Ms Carter says. She was also diagnosed as autistic. Rhianan had run away from home in the past and there was social service involvement with the family. Her mother acknowledges she made mistakes but "always tried to do her best". By September 2020, Ms Carter had become so concerned by Rhianan's mindset that she referred her to Prevent, the government de-radicalisation scheme, after she admitted downloading a bomb-making manual. Within a month, Rhianan was arrested by counter-terror detectives and her brief engagement with Prevent had to end. She was questioned, bailed as a terrorism suspect, and was no longer able to attend school. For some time, she had been talking to older people online, including American Christopher Cook, who promoted a terrorist form of neo-Nazism, and formed a combat cell to carry out attacks. Evidence shows the then-partner of Rhianan's mother also had an influence. Ms Carter says this was kept from her. The partner, American Dax Mallaburn, had been part of a white supremacist prison gang in the US. He met Rhianan's mother via a pen pal system for prisoners. Before Rhianan was arrested, Mallaburn's relationship with her mother had broken down and he returned to the US. But the BBC has discovered that Cook and Mallaburn had been in contact, with Cook telling him to teach Rhianan the "right way". During police interviews, Rhianan described being coerced and groomed, including sexually, and having sent explicit images of herself to Cook. The abuse she described would eventually result in a formal government finding of exploitation. Under modern slavery laws, certain public bodies like the police are required to notify the Home Office about any potential victims of exploitation they encounter. However, in the months before Rhianan was charged, none of the organisations involved referred her to the specialist Home Office unit that considers such cases. This was not due to a lack of information. The BBC has found that, around the time of Rhianan's arrest, MI5 received evidence showing she had been exploited - including sexually - by Cook. An FBI investigation had uncovered messages and images from Cook's devices showing Rhianan being groomed, coerced and exploited. The FBI handed the material to MI5. Rhianan spent over six months on bail waiting for a charging decision. Her mother says this period led to a decline in Rhianan's mental health, with instances of self-harm, running away, and attempted suicide. Derbyshire social services were involved and she was moved into care. In April 2021, more than six months after the arrest, she was charged with six terrorism offences for having earlier possessed instructions for making explosives and weapons. Prosecutors alleged one set of instructions were connected to a potential planned attack. Days after she was charged, when newly-appointed defence lawyers intervened, Derbyshire Council referred Rhianan to the Home Office as a possible victim of exploitation. It took a further seven months for a decision to be made. When it came, the Home Office concluded she had been trafficked and exploited. In late December 2021 the prosecution was halted. Rhianan is part of a trend of growing numbers of children, often involved in online right-wing extremism, being investigated by MI5 and police. Convictions in the past two years include a Cornish boy who led his own online terror cell aged 14 and a boy from Darlington arrested aged 13. In the case of another boy, a pre-sentence report from experts said it was "likely that he did not see the wider ramifications of his activities, now seamlessly replaced apparently by interests such as Dad's Army". Cases involving children are complex. A child might have been groomed and exploited, but nevertheless pose a genuine risk of harm to other people. Debates about trafficking and exploitation are also taking place in immigration cases concerning young women appealing the removal of their British citizenship after they went to Syria to join the Islamic State group. In the case of Shamima Begum, who travelled aged 15, the government has argued against claims of trafficking and said she is a security threat. Her lawyers say she was trafficked and sexually exploited. Few children who are charged with terror offences end up being imprisoned. The process of investigation, arrest and prosecution can take many months, and well over a year in some cases. Jonathan Hall KC, the independent reviewer of terrorism legislation, says that in 2020/2021 only one child who committed a terrorism offence was jailed, with all the others "eventually given non-custodial sentences". He says the question needs to be asked about whether the current approach is effective. He suggests changes in the law that would allow police to say to a child terror suspect that they would either be prosecuted or they could accept an injunction. He says these could, for example, limit mobile phone use, require the use of monitoring software and engagement with a mentor. "That can be done really quickly, and keep them out of the criminal justice system altogether," he says. Rhianan's mother thinks her daughter should never have been charged. She says police "obviously" have to investigate and search for evidence, but she believes they should have subsequently dealt with it "completely differently". "They should have seen her as a victim rather than a terrorist. She's a child, an autistic child. She should have been treated as a child that had been groomed and sexually exploited." A government spokesperson told the BBC: "MI5 takes its responsibilities in relation to those who may be at risk of harm very seriously. "In accordance with long-standing government policy, MI5 can neither confirm nor deny involvement in individual cases. "More generally, if in the course of work to protect national security someone in MI5 obtains information that an individual is or may become at risk of death or serious harm, this will be passed to the relevant authorities." Cook, the American who exploited Rhianan, has pleaded guilty in the US to a neo-Nazi terrorist plot along with others to destroy a power grid. He had been on bail awaiting sentencing. But the BBC has established that the court in Ohio only recently became aware of Cook's predatory conduct towards Rhianan, which had not been part of the original case against him despite the FBI's long-standing knowledge of his abuse. After the court learned of his behaviour, Cook was placed in custody in December ahead of sentencing. After the prosecution of Rhianan was abandoned, she chose to continue living in her Nottinghamshire children's home and began engaging with the Prevent scheme. But there were signs that all was not well. In the weeks before her death, Rhianan asked her mother to help her contact a neo-Nazi extremist in the US. Her mother reported it to the children's home, which is run by private firm Blue Mountain Homes. She says she was then told social services and police had decided to let contact take place. It is unclear if it did. Her mother had warned Derbyshire Council about the risk of Rhianan taking her own life. In emails to a social worker in 2021, she wrote: "I hope she doesn't try kill herself when in her room on her own." She stated in the emails that Rhianan had access to ligatures. Ms Carter says she saw Rhianan days before her death and was so concerned by her appearance that she contacted the home. She says she warned staff that her daughter was "going to do something" and asked them to watch her. The manager said they would "find out what's going on" and told her not to worry, she says. But later that week, she says, three police officers were "standing in my living room telling me that my daughter died by hanging". In Rhianan's room at the children's home, access to items that could be used as ligatures were banned due to the risk of self-harm and suicide, but she gained access to one. Aged 16, she was found dead in May over 12 hours after she retired to her room the night before. An inquest is due to take place into her death. No date has been set. The organisations contacted by the BBC said they could not comment on the details of our investigation until the inquest is complete. Source: BBC News
  2. (Not written by me) Brain power: how government can make the most of neurodiversity From long-standing initiatives in the intelligence services to new staff networks, training and work experience, the civil service is waking up to the benefits of a more neurodiverse workforce. Tamsin Rutter reports on what is being done – and what more is to come "When you’ve met one person with autism,” says civil servant Tia Shafee, “you’ve met one person with autism.” In a workplace setting, this means that every person with autism – or indeed other neurological differences – will require different levels and types of support, and will be able to offer different strengths. It also speaks to the importance of empowering all people to share their experiences, and of avoiding assumptions. As the civil service steps up its efforts to become the UK’s “most inclusive employer” by 2020, it has turned its sights to neurodiversity – which Shafee describes as being “about people who think and function differently, because neurodivergent individuals’ brains are wired slightly differently from the norm. It is part of the natural variation in human brains”. Shafee recently joined the Civil Service Disability Inclusion Team, which sits in the Cabinet Office and responds to the priorities of disability champion and Home Office permanent secretary Sir Philip Rutnam. On neurodiversity, these priorities include making the workplace adjustment service as user-friendly as possible; expanding the Autism Exchange Programme to give young autistic people experience working in government; and organising a series of events with KPMG to share cross-sector best practice on disability, including a session planned for October on neurodiversity. Shafee, who uses the pronouns they/them, also set up the Public Sector Neurodiversity Network in February 2017. Diagnosed with autism at 19, they went on to join the Fast Stream and founded the network after being a member of a couple of different departmental disability networks that didn’t feel quite right. “They are brilliant organisations, they do some really good stuff for disabled people,” Shafee says. “But one thing I found was it just wasn’t covering the different needs and community groups that neurodivergent people like myself were finding. “If your disability network is still focusing on getting access to rooms... or recognising mental health, that’s an incredibly vital job but it isn’t necessarily hitting the more complex managerial needs that a line manager managing someone with dyspraxia or autism or ADHD might find.” Shafee, for example, doesn’t work well with changes to their routine at short notice, so has asked to be told a week in advance if they will be required to travel to another office. They struggle with identifying their own behaviours and matching them to civil service competencies. “It takes particular awareness of that from my line manager to work with me to help me understand how I fit in that competency framework, how I’m phrasing things, how I can respond to it,” Shafee says. They also frequently work while wearing a headset (to counter noise sensitivity), use lilac paper (to counter light sensitivity), and have been given a laptop with software to tint the screen and do text-to-speech (to help with information processing). Sometimes they take advantage of the civil service practice to guarantee an interview to disabled job applicants who meet the minimum criteria for a role. The network, which now has more than 170 members, issues a quarterly newsletter with stories from neurodivergent people sharing their experiences and the adjustments they have in place, and organises events to raise awareness. It plans to link up with the newly created Civil Service Dyslexia and Dyspraxia Network, which encourages senior officials affected by these conditions to become role models and provides support and mentoring opportunities. Eventually, Shafee wants to be able to provide resources for neurodivergent staff and their managers, though not by duplicating the “fantastic” resources already out there, such as the Department for Work and Pensions’ online Autism and Neurodiversity Toolkit for staff and managers. ‘Dull uniformity would destroy us’ Rupert McNeil, chief people officer, supports Shafee’s network, and spoke at its inaugural event. He says it’s his job “to ensure that we are both attracting diverse talent and effectively utilising the skills of our existing staff”. “That’s why I am encouraging the civil service to focus on the strengths that neurodiversity can bring to an organisation,” he adds. “For example, people with dyslexia often possess advanced problem-solving skills and can be highly innovative, while many people with autism have enhanced perceptual functions and a keen eye for detail.” Some areas of government are further ahead on this than others: the intelligence services, for example, have long been known to promote neurodiversity to meet specific skills needs. In 2016, then- GCHQ director Robert Hannigan said his organisation had many staff on the autistic spectrum, describing them as “precious assets and essential to our work of keeping the country safe”. He added: “To do our job, which is solving some of the hardest technology problems the world faces for security reasons, we need all talents and we need people who dare to think differently and be different… dull uniformity would completely destroy us.” Parliament’s Intelligence and Security Committee, in a recent report on diversity in the UK intelligence community, highlighted best practice at GCHQ, MI5 and SIS (MI6) in recruiting and supporting disabled staff. It said GCHQ and SIS have launched “a comprehensive Neurodiversity Service, offering a range of support to GCHQ staff with dyslexia, dyspraxia or [an] autistic spectrum condition”, which has also been offered to MI5. The three agencies this year began participating in a programme to support disabled people into leadership positions, and they all run workshops on issues such as autism and Asperger syndrome, deaf awareness and visual awareness. The committee also said the intelligence agencies often enlist the support of members of their disability networks to test new IT infrastructure, something it argued should become common practice across the UK government intelligence community. A more coherent approach will enable individuals to hot desk or work at other sites or overseas, instead of relying on ad-hoc efforts to adapt and personalise systems, it said. The right opportunity Other parts of the civil service are also finding new ways to support neurodiverse staff. At the Home Office, employees with dyslexia, dyspraxia and autism run “train-the-trainer” workshops for line managers to help them better understand these conditions. HM Revenue & Customs has also run workshops on adapting recruitment processes and reasonable adjustments, and has consulted autistic people on the design and layout of the regional hubs staff will be moving into over the next few years. The Fast Stream has strong links with the workplace adjustment team, and also invites disabled candidates to visit its assessment centre prior to the date of their interview, which can help alleviate anxieties sometimes felt by people with neurodivergent conditions. Many departments take part in the Autism Exchange Programme, run by charity Ambitious About Autism, which aims to increase employment opportunities for autistic adults, just 16% of whom have full-time paid jobs in the UK. The programme was initiated in 2015 with HMRC and the Department for Work and Pensions and a cohort of five young autistic people. It has since expanded, with 22 people doing three-week paid work experience placements in eight different departments this summer. Deutsche Bank, Santander, and other companies including in the professional services, marketing and advertising sectors now also offer work experience through the scheme. Alison Worsley, the charity’s director of external affairs, says the breadth of roles available in the civil service make it a particularly good option for matching up the various skills of participants with employers’ needs. Autistic people can make great employees. Although she says it’s important not to generalise, Worsley says they’re often very loyal because they often don’t like change. Some find routine or repetitive tasks stimulating, while others bring different perspectives to bear when problem-solving. “It’s about finding the right opportunity for the right person,” says Worsley, which is “why work experience can be so beneficial”. She also says that neurodiversity is something that “people across the board have tackled least in terms of diversity”, and schemes like this one give the civil service a chance to become more neurodiverse. Part of it is about giving people the confidence to disclose protected characteristics and making them more aware of the adjustments available to them. The charity also offers training for line managers as part of the scheme. For Amy Walker, who was diagnosed with Asperger’s aged 12, the Autism Exchange Programme was a perfect opportunity. She wants to join the civil service: “I have always had a ‘special interest’, as we say in the autism world, in politics, legislation, government policy,” she says. But Walker has previously tried applying for Whitehall jobs including the Fast Stream, and says she’s sometimes tripped up by the situational judgment questions that are looking for evidence of flexibility and adaptability – not usually core strengths for autistic people. She plans to keep trying, and had the chance to get tips and employability training from a Fast Stream psychologist during the two-week placement she did at the Department for Business, Energy and Industrial Strategy last year. She spent the two weeks researching the nuclear industry and putting together a briefing document for civil servants new to BEIS’s nuclear commercial team. The experience helped her build confidence, and attracted her to the culture of the civil service, which is “easier to read” than some other workplaces. There are barriers to employment for Walker – some social interactions cause anxiety and “it takes me longer to adapt to new situations” – but these are counterbalanced by her analytical, admin, data and IT skills, she says. With organisations like the civil service waking up to the opportunities of a more neurodiverse workforce, Walker is optimistic that things will get easier for autistic jobseekers. She’s even developed a website, neurodiversityworks.uk, to collate and disseminate opportunities for neurodivergent people. ‘Embrace difference’ David Buck, a member of the One Team Government movement who works at the Department for Environment, Food and Rural Affairs (which has launched a neurodiversity staff network of its own), believes the civil service has come a long way since he joined in 2000. Back then his manager, “unbeknownst to me at the time, had an objective to improve my spelling”, Buck says. His manager didn’t know that he was dyslexic. “What can I say… they didn’t do well on that objective.” Buck remembers disclosing his dyslexia and his type 2 bipolar disorder at the same time. “I was advised not to mention it, not to bring it up,” he says. “And for me, at that time this was the right thing, not just because of the prevailing culture of the civil service at the time – which reflected how things were in 2000 – but also for me personally. It meant that I could just get on with things.” It had only been a few years since Buck’s condition led to him being hospitalised three times while at university. In around 2010, he began to tell more people at work, opening up first to close colleagues and eventually getting to the point where, “I don’t mind chatting about what happened to me and my journey”, he says, adding that it was “a massive relief”. Buck joined Defra’s mental health staff network, Break the Stigma, where he volunteers as a “buddy” for people who need support. He has also now starting ticking “the diversity box on the internal staff system”, something which – like many people with disabilities – he avoided doing for a long time. Buck says the civil service’s commitment to diversity can only be a good thing, but he fears that an over-concentration on measurements and targets may sideline real efforts to make change. “It seems to be simple to me – just embrace difference, look for it, actively seek it out, listen to it, and keep working out what privileges you have,” he says. He adds that the “pace of work in the civil service can be quite astounding”, making it difficult for neurodivergent people to settle, but also that there are “thousands of people out there to support you”. Buck recently responded to a call from Shafee’s network to lead a session on neurodiversity for an audience of Fast Streamers. “I’ll be talking about difference, about how we’re all individuals and how the more comfortable we can get in explaining our difference the better,” he says. “Understanding and appreciating different people’s perspectives is what makes a good civil servant.” Source: Civil Service World
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