Equality, Diversity & Inclusion

Focus on improving our culture of inclusion and increase awareness and understanding of diversity and equality, through the delivery of professional development awareness and training. Colleagues will have confidence to share their diversity data, particularly for non-visible differences, which will inform our processes and policies. Colleagues will be supported to challenge, overcome and reduce discriminatory behaviours or practices.

Understanding, engaging and increasing satisfaction and confidence across all communities and victims of crime. Engaging with our communities to understand their concerns, improving communication, accessibility and building trust and confidence to ensure all communities have a voice, and are more confident in reporting hate crime and incidents, and be kept informed at each stage.

Work transparently with communities to progress understanding of disproportionality in the use of police powers, and engage effectively to tackle the concern this raises in our communities

Attract, recruit and retain a diverse workforce which is representative of the communities we serve, ensuring robust analysis of workforce data to identify areas of concern or disproportionality to inform organisational priority, delivery of positive action interventions and organisational training and development needs.

How diverse is Surrey Police?

As of December 2024, Surrey Police comprised 2,295 Police Officers and 1,904 Police Staff, totalling 4,199 people.

Ethnicity:

5.2% or 120 Police Officers identified as either Black, Asian or from a minority ethnic background. 89.6% or 2057 identified as White. 5.1% or 118 selected Prefer not to say and 0% or 0 did not disclose.

For Police Staff, 7% or 134 identified as either Black, Asian or from a minority ethnic background. 83.9% or 1,598 identified as White. 9% or 172 selected Prefer not to say and 0% or 0 did not disclose.

Sex and Gender:

40.8% or 936 Police Officers identified as Female and 59.2% or 1,359 identified as Male.

For Police Staff, 66% or 1,256 identified as Female and 34% or 648 identified as Male.

Religion:

For Police Officers, 0.2% or 4 identified as Buddhist, 26% or 596 as Christian, 0.4% or 10 as Hindu, 0.2% or 4 as Jewish, 0.6% or 14 as Muslim, 0.2% or 5 as Sikh, 0.7% or 17 as ‘Other’ and 38.4% or 882 as none. 4% or 92 answered Prefer not to say and 29.2% or 671 did not disclose.

For Police Staff, 0.4% or 7 identified as Buddhist, 33.7% or 641 as Christian, 0.7% or 14 as Hindu, 0.1% or 1 as Jewish, 1.6% or 30 as Muslim, 0.3% or 5 as Sikh, 0.9% or 17 as ‘Other’ and 39.9% or 759 as not having a religion. 4.3% or 82 answered Prefer not to say and 18.3% or 348 did not disclose.

Age:

For Police Officers, 13.3% or 306 identified as 16-24 years old, 33.6% or 749 as 25-34, 29.9% or 686 as 35-44, 21.5% or 494 as 45-54 and 2.6% or 59 as 55-64 and 1 as 65 or over.

For Police Staff and PCSO, 7.7% or 147 identified as 16-24, 26.5% or 504 as 25-34, 20.5% or 390 as 35-44, 21% or 400 as 45-54, 20.7% or 394 as 55-64 and 3.6% or 69 as 65 years and over.

Disability:

3.6% or 83 Police Officers identified as having a Disability, 96.4% or 2,212 identified as not having a Disability.

For Police Staff, 4.6% or 88 identified as having a Disability, 95.4% or 1,816 identified as not having a Disability.

Sexual Orientation:

5.1% or 120 Police Officers identified as gay/lesbian, bisexual or an orientation other than heterosexual; 50.2% or 1164 officers identified as heterosexual.

4.8% or 90 Police Staff/PCSOs identified as gay/lesbian, bisexual or an orientation other than heterosexual; 53.8% or 1029 Police Staff/PCSOs identified as heterosexual.

Diversity data 2024

We provide an annual dashboard which provides a detailed breakdown of our Force's diversity by role and distribution across departments and teams.

The latest version - dated end of December 2024 - can be found here.

We provide an annual dashboard which provides a detailed breakdown of our Force's diversity by role and distribution across departments and teams.

The latest version - dated end of September 2024 - can be found here.

Background

Workforce ‘diversity data’ or ‘equality monitoring data’ refers to the information employees provide to their employer regarding aspects of their identity; typically, this includes categories such as Age, Disability, Gender, Ethnicity, Faith, and Sexual Orientation.

Surrey Police recognises that a balanced and diverse workforce produces better results and believes in giving everybody the opportunity to maximise their potential. ​It is important for Surrey Police to understand the demographics of our workforce, so that we can understand how representative we are of the communities we serve, and how we can support the diverse needs of colleagues. Having a police force that reflects the community it serves also helps to ensure greater integration and engagement, resulting in enhanced trust and confidence.

Collecting data

An individual’s diversity data is typically captured at the application stage for when people join the organisation. This information is stored on a secure system, which colleagues are encouraged to update routinely, recognising that individual circumstances can change, as well as preferences on sharing personal information.

In addition to publishing annual workforce data, capturing diversity information can facilitate effective priority setting by monitoring protected characteristics, for example in recruitment, retention, progression, pay, grievances, and overall workforce representation.

Participation and disclosure rates

Diversity data is captured for Disability, Ethnicity, Faith and Belief, Sex, Gender identity and Sexual Orientation. Colleagues are invited to share their personal information for all questions, this includes an option for preferring not to say. Prefer not to say is recognised as a valid response code; indicating an individual has participated in the process of reviewing or updating their diversity data however, chosen not to disclose. Not disclosed, indicates where a colleague has not selected a valid response code for a specific question, or has not engaged in the process to update their information.

Surrey Police’s recruitment process requests applicants to complete diversity data, during the application stage. For colleagues already in the organisation, Surrey Police Chief Officers routinely publish invites and requests to share diversity data, promoting the objectives and importance of doing so.

The Diversity Force overview PDF document provides a detailed breakdown by role and distribution across departments and teams.

What is the IAG?

Surrey Police has a strategic Independent Advisory Group (IAG), which meets on a regular basis to provide independent views and advice on the strategic development and delivery of our services. The IAG is a panel of volunteers who are committed to working with the police for the benefit of the whole community, providing independent advice to the police about policing matters. The IAG is the critical link between the community and the police which aids us in engaging directly with the public. This helps Surrey Police to develop and operate policies and practices that do not exclude, discriminate or have an unjustifiable adverse impact on any particular community.

Who are we looking for?

The aim of our IAG is to improve the quality of policing by acting as a vital link between us and our communities. IAG members provide us with advice to help us recognise the diverse policing needs of communities and deliver a fair service that secures greater trust and confidence.

We are recruiting for new members of our IAG and would especially like to hear from you if you feel that the voice of your community is underrepresented in conversations between our communities and our Force.  

We are looking for individuals from diverse communities who currently reside in Surrey and may hold one or more protected characteristic (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation).

If you’re interested in shaping the way policing is delivered in Surrey and ensuring your community has a voice then please complete our application form below. If you would like any further information on the vacancy then please contact the Inclusion Team on [email protected]

Independent Advisory Group Application Form

In May 2022 the national Police Race Action Plan was launched and sets out changes across policing to improve outcomes for Black people who work within or interact with policing.

The national plan has allowed us to develop our localised Surrey Police Race Action Plan which focuses on key priorities for 2024/25.

For more information, click here. 

What is the RAG?

Surrey Police launched the Race Advisory Group (RAG), similar to the Independent Advisory Group. The group’s aim is to work in partnership with the diverse ethnic minority communities in Surrey to improve the trust and confidence between different groups representing race and ethnicity. The group acts as a critical friend to advise, challenge and inform the police on variety of topics, traditions, and practices related to the protected characteristics of race.

Surrey Police work in partnership with the RAG to:

• Observe and comment on the activities, strategies, and policies of the force to recognise the diverse needs of our communities.
• Provide constructive criticism and suggestions to improve the quality of service delivered to all communities that Surrey Police serve.
• Support our internal workforce with advice on inclusivity and help Surrey Police to become as diverse as the community it serves.

What is the LGBTQ+ Advisory Group?

Surrey Police is launching the LGBTQ+ Advisory Group (LGBTQ+ AG), similar to the Independent Advisory Group. The purpose of the LGBTQ+ Advisory Group (LGBTQ+ AG) is to improve the trust and confidence between different groups representing the LGBTQ+ community within Surrey Police. It provides the LGBTQ+ community and community allies with an opportunity to advise, challenge and inform Surrey Police on a variety of topics through different teachings, traditions, and practices.

The LGBTQ+ AG is a valuable link between LGBTQ+ communities and the Force. Surrey Police will work in partnership with the LGBTQ+ AG to: 

• Observe and comment on the activities, strategies, and policies to recognise the diverse needs of the communities
• Provide constructive criticism and suggestions to improve the quality of service delivered to all communities the Surrey Police serve
• Support internal workforce with advice on inclusivity and help to become as diverse as the community it serves

Take effective action against all forms of hate incident and crime in order to support the victims and protect their families and communities, whilst preventing repeat victimisation. 

The purpose of the Disability Advisory Group (DAG) is to improve the trust and confidence between disabled people in Surrey communities and Surrey Police. It will provide opportunity to advise, challenge and inform Surrey Police. The DAG provides a valuable link between diverse communities and Surrey Police focusing on issues related to the protected characteristic of disability. The group acts as a critical friend providing independent and meaningful advice on disability related discussions. The DAG works in partnership with Surrey Police to: 

• Observe and comment on activities, strategies, and policies  
• Provide constructive criticism and suggestions to improve quality of service and experience 
• Provide advice relating to recruitment to support the force to become more diverse. 

LGBTQ+ Liaison Officers

Surrey Police works closely with LGBTQ+  communities to promote equality and encourage the reporting of homophobic, biphobic and transphobic related hate crime.

Surrey Polices LGBTQ+ Liaison Officers (LOs) have specific training in, and a specific understanding of LGBTQ+ issues and perform the role because they believe in its value. We have a network of LGBTQ+ LOs throughout the districts of Surrey so there are points of contact locally. They offer:

• Support to officers, staff and the LGBT+ population
• Support effective criminal investigation
• Provide knowledge and understanding
• Support engagement initiatives
• Initiate engagement opportunities
• Offer external points of contact

If you’d like to contact Surrey Police’s LOs, you can speak to them when you see them within the community. You can also contact them via email: [email protected]

Find out more about our LGBTQ+ LOs here. 

We recognise the benefits of flexible working and are committed to equality of opportunity. We will support opportunities for flexible working within the organisation where practical and suitable to promote a work-life balance and enable the recruitment and retention of a workforce which is representative of the diverse communities we serve.

 We offer many part-time and full-time opportunities. Flexible working requests can be submitted following 26 weeks service for staff roles and upon completion of full-time training for Police Officers. For Police Staff roles, it is possible to apply before 26 weeks service, but this will be dependant on line manager's discretion. Each application for flexible working will be assessed and determined on its own merits, taking into account the needs of the individual balanced with the operational requirements of the force.

For information regarding hate crime, click here. 

You can find out more about the HeForShe movement by visiting here.