WOMEN IN POLICING
was transformative. One of the most influential figures in her journey was Chief Superintendent Manjit, who she describes as “really magic” in the way she empowered her. Their paths crossed repeatedly, often with Manjit as her supervisor, and each encounter left a mark. After returning from maternity leave with her second child and the subsequent years Liz doubted whether she could take on future promotion. It was Manjit who challenged that doubt. “You think you can’t be promoted,” she told her, “But actually, you definitely can, and these are the reasons why.” That encouragement did not just help Liz navigate her career progression; it reshaped her sense of what was possible. “It gave me that confidence to think, actually, I probably could navigate that balance of childcare and supporting the organisation.” Now, Liz pays that support forward.
enjoy mentoring women to help give them that confidence,” she said. She helps them explore career paths, talk through their ambitions, and challenge the self-doubt that so often holds women back. She speaks openly about a familiar pattern: “If you look at a job application as a woman and you see 10 requirements, you think, ‘I can only meet nine, so I’m
“It gave me that confidence to think, actually, I probably could do my sergeant’s exam and navigate that balance of childcare and supporting the organisation.”
probably not going to apply.’” By contrast, she noted: “Male counterparts will look at that and think, ‘I can articulate seven of those, but I’m going to give it a go anyway.’” Her mission is to help women push past that barrier and recognise their strengths. “I enjoy giving my support to people, and what I gain is watching other women succeed.”
Mentoring has become one of the most meaningful parts of her role. She mentors colleagues across the organisation, both men and women, but she has a particular passion for empowering women. “I really
The cultural shift she has witnessed
extends beyond representation and confidence. One of the most significant changes has been the shift in attitudes toward misogyny. She remembered
a time when comments were “almost accepted” in 2008 or 2009 are now “absolutely not acceptable”. Officers, both men and women, feel more empowered to challenge inappropriate behaviour, and systems exist to report concerns safely. “People have that confidence to call out misogynistic behaviour,” she said, “and if they do not feel able to challenge it directly, they feel like they’ve got a network of people around them to be able to call out that behaviour.”
The change is visible in everyday policing. At her own station in Market Harborough, she noted: “I
have five response sergeants, and three of them are women. If that was 2008 or 2009, they would all have been men.” These changes are not just encouraging; they are essential for building a workforce that reflects the communities it serves. “Policing needs to be reflective of the community that we serve,” she said. “Nationally, the community is 50/50 men and women, and that needs to be represented within the police force.” Diversity is not a box ticking exercise; it is a strength that enriches the service and improves outcomes for the public.
19 | POLICE | APRIL | 2026
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