6 Key Strategies: Progressing EDI in the UK Police Force

Ensuring equity, diversity, and inclusion (EDI) within the UK police force isn’t solely a moral obligation but also crucial for building trust with diverse communities and enhancing overall effectiveness. While strides have been taken, there’s still much work ahead to address systemic barriers and create a force that mirrors and serves the diverse populace it protects.

The Current State of EDI in the Police

• As of March 31, 2023, 12,000 police officers (8%) identified as belonging to a minority ethnic group, a figure that has grown annually since 2010. This is still much lower than the 18.3% of the general population in England and Wales from minority ethnic groups.
• Among the 147,430 police officers in England and Wales, 35% were women, marking the highest proportion of female officers recorded since 2010.

Strategies to improve EDI in the police

1. Recruitment and Retention

Targeted Outreach:

• Conduct targeted recruitment efforts in underrepresented communities to attract diverse candidates.
• Collaborate with community organizations, schools, and colleges to engage potential recruits from diverse backgrounds.

Inclusive Recruitment Practices:

• Review and refine recruitment processes to eliminate bias and ensure fairness.
• Implement blind recruitment techniques to focus on skills and qualifications rather than demographic factors.

Mentorship and Support:

• Establish mentorship programs to guide diverse recruits throughout their careers.
• Provide continuous support and development opportunities to retain diverse talent within the force.

Case Study: West Midlands Police implemented the “Positive Action” recruitment campaign to boost diversity within the force. This initiative included targeted outreach in underrepresented communities, partnerships with local organizations, and engagement with schools and colleges. This led to a significant increase in minority ethnic applicants, diversifying the recruitment pool​ (West Midlands PCC)​.

2. Training and Education

Cultural Competency Training:

• Deliver comprehensive cultural competency training to all officers to better understand and serve diverse communities.
• Include modules on unconscious bias, prejudice reduction, and effective cross-cultural communication.

Anti-Discrimination Training:

• Offer training programs focused on identifying and addressing discriminatory behaviours within the force.
• Empower officers to intervene in instances of discrimination and uphold a zero-tolerance policy.

Diversity Awareness Programs:

• Develop initiatives to heighten awareness of diversity issues and celebrate cultural differences within the force.
• Foster an inclusive environment where officers feel at ease discussing EDI topics openly.

Case Study: South Yorkshire Police‘s anti-discrimination training focuses on identifying and addressing discriminatory behaviours. This training empowers officers to intervene in discrimination instances, creating a more inclusive workplace​ (South Yorkshire Police)

Related article: Supporting Female Police Officers from Minority Backgrounds at South Yorkshire Police

3. Leadership and Accountability

Diverse Leadership Representation:

• Ensure diversity within leadership positions to offer role models and champion EDI initiatives.
• Implement policies to actively advocate for and support the advancement of underrepresented groups into leadership roles.

Data Collection and Monitoring:

• Establish robust data collection mechanisms to track progress on EDI initiatives.
• Regularly monitor key metrics such as recruitment, retention, and promotions to identify areas for improvement

Accountability Measures:

• Hold leaders accountable for advancing EDI goals by linking performance evaluations to EDI outcomes.
• Establish transparent reporting mechanisms to communicate progress and address any disparities.

Case Study: Merseyside Police has implemented policies to support the advancement of underrepresented groups into leadership roles. This has led to an increase in minority ethnic and female officers in leadership positions, providing role models and champions for EDI initiatives​ (Merseyside Police).

4. Community Engagement

Community Policing Models:

• Embrace community policing models that prioritize collaboration and trust-building with diverse communities.
• Engage community members in decision-making processes and problem-solving initiatives.

Diversity Advisory Boards:

• Form diversity advisory boards comprising community leaders and stakeholders to provide input on EDI matters.
• Collaborate with these boards to devise tailored strategies for improving police-community relations.

Outreach Programs

• Implement outreach programs to connect with marginalized communities and address their specific needs and concerns.
• Cultivate partnerships with community organizations to provide culturally sensitive services and support.

Case study: Northumbria Police formed diversity advisory boards comprising community leaders and stakeholders to provide input on EDI matters. Collaborating with these boards has allowed the force to devise tailored strategies for improving police-community relations​ (Northumbria Police)

5. Policy and Procedural Reforms

Reviewing Use of Force Policies:

• Conduct regular reviews of use of force policies to ensure they are equitable and don’t disproportionately impact minority groups.
• Provide training on de-escalation techniques and alternatives to force.

Bias-Free Policing:

• Implement policies and procedures to prevent racial profiling and discriminatory practices.
• Encourage officers to cultivate positive relationships with all community members, irrespective of background.

Diversity Impact Assessments:

• Perform diversity impact assessments of new policies and initiatives to identify potential biases and mitigate any adverse effects.
• Engage diverse stakeholders in the assessment process to ensure comprehensive analysis.

Case Study: The Colege of Policing Diversity, equality and Inclusion Strategy 2021-2024 aimed to “make the best use of evidence-based inclusion and diversity practice, learning from working with the NPCC (The National Police Chiefs’ Council) Plan of Action for inclusion and race equality in policing, and using wider NPCC-led diversity practice.”

Significant Steps to an Inclusive Police Force

By implementing these strategies, the UK police force can make significant progress in advancing equity, diversity, and inclusion. By fostering a more diverse and inclusive workforce, the police force can better serve the needs of all communities, enhance public trust, and contribute to a safer and more equitable society.

Join us at The Supporting Women in Policing Conference to hear the latest on improving female representation and supporting women in the police workforce:

• High-level keynotes will deliver national updates and strategic guidance on creating a gender-responsive strategy
• Best practice case studies highlight recruiting female officers, supporting parents, advancing women of colour, and promoting male allyship in the police force
• A breakout networking session offers the opportunity to share your experiences whilst networking with other senior colleagues from a variety of sectors.