INCLUSIVE POLICING


from escalating into lengthy, damaging disputes.


“Litigation is never a win for anyone,” she said. “It damages individuals, drains resources, and often leaves officers feeling unable to return to work. If we can resolve issues earlier – and force learning to happen – everyone benefits.” We are also launching a new Victim and Witness Support Programme. The programme will offer confidential advice, welfare support and clear pathways for officers who are victims or witnesses of misconduct. It is designed to address the very barriers highlighted in the survey: fear of repercussions, uncertainty about where to seek help, and a lack of confidence that the system will protect those who speak up.


Officers may need support at different


stages of their career when illness or injury means their path in policing has to change. Roles can shift into areas they never expected, but physical and mental challenges should not be seen as a negative. Policing benefits when forces recognise and embrace the new opportunities and experience officers bring with them. “Adjusted duties legislation was designed


to value officers’ abilities, not focus on what they can no longer do,” Hayley said. “Too often, officers who have been injured on duty, faced health challenges, or become disabled are defined by limitation rather than contribution.” The Federation is


years, tens of millions of pounds have been lost because forces didn’t follow the law. In any other organisation, that level of failure would trigger immediate reform. Policing must be no different. Learning from litigation protects members, keeps experienced officers in the workplace, and saves public money. “This isn’t about blame for the sake of


it, it’s about accountability – and about preventing officers from being pushed out of careers they love because the system failed them.”


STRENGTHENING LOCAL SUPPORT ACROSS ENGLAND AND WALES Central to delivery is the Federation’s network of 43 local equality leads, one in every branch. Under the new strategy, these reps will receive enhanced support, training and resources, including access to a growing national library of legal guidance, case studies and best practice. “Our equality leads need to feel confident


“We are here throughout your career –


calling on forces to work collaboratively with officers to identify suitable roles, ensuring fair processes and outcomes that deliver value for everyone involved. “These officers are highly experienced


and bring a wide range of skills and knowledge,” she added. “They are an invaluable resource, and forces must recognise that and make the most of what adjusted duties officers have to offer.”


SAVING CAREERS –


AND MILLIONS OF POUNDS The cost of repeated discrimination is not just personal; it is financial. In recent years, millions of pounds have been spent across policing on compensation, legal costs and injury-to-feelings awards – money that could and should have been invested in frontline policing and officer wellbeing. “When you look at the figures, it’s


staggering,” Hayley said. “Over just a few


whether you’re dealing with discrimination, flexible working issues, maternity or


paternity concerns, menopause, health conditions, or victim and witness matters.”


SUPPORTING MEMBERS BEFORE THINGS GO WRONG


Another key ambition of the new strategy is to change how members view equality support. Too many officers still believe the Federation is only there when they are accused of wrongdoing – not when they are victims, witnesses, or struggling with workplace treatment. “That misconception is something we


have to break,” Hayley explained. “We are here throughout your career – whether you’re dealing with discrimination, flexible working issues, maternity or paternity concerns, menopause, health conditions, or victim and witness matters.” The strategy places strong emphasis on


early intervention, resolving issues locally wherever possible, and preventing them


and properly equipped,” Hayley said. “They are often the first point of contact for members, and the support they provide can be life changing.” The Federation is also rebuilding and strengthening relationships with staff support associations and networks across policing, both nationally and locally. “We all want the same thing – a healthier,


fairer workplace,” she added. “Working together makes our voice stronger and our impact greater.”


A FRESH START – AND A CLEAR MESSAGE The new equality strategy marks a clear shift in tone and intent. It is about prevention, accountability and confidence – and about showing members the Federation is standing with them at every stage of their career. “This is a fresh start,” Hayley said. “We are not interested in revisiting the past for the sake of it. We are focused on what we do next – and how we do it better. Even if you’ve never needed support, you should feel confident that it’s there. That confidence – knowing someone has your back – is what this strategy is about.”


29 | POLICE | FEBRUARY | 2026


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