Equality, Diversity & Inclusion
Our commitment to inclusion, diversity and equality is resolute. Despite the challenges we have faced, and continue to face, we have a vision of a united approach between both forces. One which values our individuality, celebrates what makes us uniquely different yet inextricably connected, with respect and understanding for all.
Our response to diversity and inclusion is ever evolving. This revised strategy sets out our intention for creating sustainable and lasting change for our colleagues now and those yet to join us.
- Equality, Diversity & Inclusion Strategy (PDF)
- Plain text version (PDF)
- OpenDyslexia version (PDF)
This strategy also supports the delivery of the Our People and Our Communities strands of Our Commitments.
You can view our Equality, Diversity, and Inclusion policy and procedure here.
The vision at Surrey Police is to have a workforce who understands why diversity, equality and inclusion are fundamental to improving trust, confidence and legitimacy in policing.
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.
Our Force diversity
How diverse is Surrey Police?
As of December 2022, Surrey Police comprised 2,213 Police Officers and 1,852 Police Staff, totalling 4,065 people.
Ethnicity:
5.8% or 128 Police Officers identified as either Black, Asian or from a minority ethnic background. 90.9% or 2,011 identified as White. 2% or 44 selected Prefer not to say and 1.4% or 30 did not disclose.
For Police Staff, 5.9% or 110 identified as either Black, Asian or from a minority ethnic background. 85.3% or 1,579 identified as White. 2.1% or 38 selected Prefer not to say and 6.7% or 125 did not disclose.
Sex and Gender:
39.5% or 875 Police Officers identified as Female and 60.5% or 1,338 identified as Male.
For Police Staff, 64.8% or 1,200 identified as Female and 35.2% or 652 identified as Male.
Religion:
For Police Officers, 0.1% or 3 identified as Buddhist, 25.9% or 573 as Christian, 0.5% or 10 as Hindu, 0.1% or 3 as Jewish, 0.5% or 10 as Muslim,0.2% or 5 as Sikh, 0.7% or 15 as ‘Other’ and 31.5% or 696 as none. 4% or 89 answered Prefer not to say and 36.6% or 809 did not disclose.
For Police Staff, 0.4% or 8 identified as Buddhist, 33.4% or 619 as Christian, 0.5% or 10 as Hindu, 0.1% or 1 as Jewish, 1.1% or 20 as Muslim, 0.3% or 5 as Sikh, 0.8% or 14 as ‘Other’ and 34.3% or 635 as not having a religion. 4% or 75 answered Prefer not to say and 25.1% or 465 did not disclose.
Age:
For Police Officers, 12.2% or 271 identified as 16-24 years old, 32.9% or 727 as 25-34, 32.9% or 727 as 35-44, 19.7% or 435 as 45-54 and 2.3% or 52 as 55-64 and 1 as 65 or over.
For Police Staff, 8.1% or 150 identified as 16-24, 25.2% or 467 as 25-34, 21.3% or 394 as 35-44, 21.4% or 397 as 45-54, 20.8% or 385 as 55-64 and 3.2% or 59 as 65 years and over.
Disability:
3.5% or 77 Police Officers identified as having a Disability, 96.5% or 2,136 identified as not having a Disability.
For Police Staff, 4.9% or 91 identified as having a Disability, 95.1% or 1,761 identified as not having a Disability.
Sexual Orientation:
For Police Officers, 2.1% or 47 identified as Bisexual, 2.7% or 59 as Gay or Lesbian, 43.8% or 970 as Heterosexual, 0.3% or 6 as ‘Other’, 2.5% or 56 Prefer not to say and 48.6% or 1,075 did not disclose.
For Police Staff, 2.1% or 38 identified as Bisexual, 1.6% or 30 as Gay or Lesbian, 46.5% or 861 as Heterosexual, 0.2% or 4 as ‘Other’, 3.2% or 60 Prefer not to say and 46.4% or 859 did not disclose.
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 December 2022 - 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.
Flexible Working
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. 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.
Our Staff Networks
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]