Below you will find further examples of local and national work ongoing across policing and the wider criminal justice system in this workstream to deliver an anti-racist police service.

We will continue to share promising practice and ideas we come across, as well as encouraging forces to submit their initiatives onto the College of Policing’s Practice Bank so these can undergo an evaluation process. For more information please contact the relevant force or email our team.

The Practice Bank is made up of shared interventions that have been implemented by crime reduction and community safety organisations, including policing. These have been used to address specific crime problems or organisational change. 

Devon and Cornwall Police saw promising results in a major project to improve its internal culture.

Dorset Police developed the Someone Else’s Eyes (SEE) intervention, using the approaches, insights and interventions of clinical psychology to target culture. 

Durham Constabulary developed a clear action plan to embed the updated police code of ethics.

Hampshire and Isle of Wight Constabulary developed a specific training programme to embed the code of ethics into its public order training programme.

Hertfordshire Constabulary has used academic research to develop a major programme for first line supervisors to help them lead and develop inclusive teams. It is now being rolled out in several forces around the country.

Merseyside Police has developed strategic meetings and working groups to address issues of assaults and hate crime towards police officers and staff. 

The Metropolitan Police has delivered the positive steps mentoring programme, workshops to support staff and officers from underrepresented groups with promotion or assessment processes.

The force has also developed the Signa system and rolled out training to encourage reporting of discrimination across its workforce. This has since evolved into an anonymous reporting line operated by Crimestoppers for all police forces.

Merseyside Police developed professional development and action learning sets, a targeted programme for underrepresented workforce groups to improve retention and support personal development.

The projects below have been developed by police forces and other agencies. While not formally endorsed by the plan, hopefully they encourage ideas and discussion among those looking to deliver the plan's objectives, as well as showing the breadth of activity happening in policing.

The Attraction and Retention Hub from the College of Policing contains lots of information and resources to assist forces around the objectives in the Police Race Action Plan. If you search in the retention hub for information on retaining a diverse and effective workforce, you’ll find information on:

• Materials on positive action and why it is important.
• The national All Together Better campaign, which supports communications activity around positive action in forces.
• The national Safe to Say campaign, to help forces develop their efforts to improve culture and encourage those with protected characteristics to disclose them.

Several areas have established independent panels to scrutinise police complaints and misconduct processes, such as these panels in Avon and Somerset and Dyfed Powys service.

Derbyshire Constabulary's professional standards is working with its independent advisory group to improve transparency in processes. In addition to this, the force's race equality network provides scrutiny of decision making within the misconduct arrangements.

Devon and Cornwall Police commissioned an external company to carry out an audit of its culture, in relation to inclusion and any potential discrimination.

Dorset Police has undertaken lot of work tailoring the initial training of officers, utilising case studies and encouraging students to become critical reflectors. Students are exposed to a whole range of information and are encouraged to think about the experience of Norwell Roberts, the first Black police officer to join the Met Police, identify the causes of low ethnic minority representation in the force and more.

Essex Police’s acclaimed We Value Difference recruitment campaign helped grow the proportion of applications to the force from underrepresented groups.

The Independent Office for Police Conduct has published guidelines for forces on managing complaints involving discrimination.

Norfolk and Suffolk Constabularies introduced the ‘Right Education Learning and Development’ packages in 2024. It is a mandatory course for all first- and second-line managers, to the rank of Inspector and police staff equivalent. Once completed, attendees have access to toolkits to share with their teams. The training is designed to help people understand the importance of creating the right culture and how good leadership can help the forces to achieve this.

Nottinghamshire Police teamed up with local emergency service partners for a thought provoking video about racism.

Police in South Yorkshire have reviewed all their internal training and is due to roll out a new force-wide in-person inclusion training programme.

The force has also established its internal Black Heritage Action and Advisory Group to provide an opportunity for Black and Black heritage officers and staff to feedback their concerns and receive support. It is also establishing a specific peer support group.

Surrey Police has focused on its professional standards department. This includes a focus on diversity of staff in the department and the force’s Race Equality Network being involved with facilitating management advice.

Surrey and Sussex worked together on the Black, Asian, and Global Majority Mentoring Scheme, an initiative aimed at providing career and personal development support to police officers and staff who identify as Black or of colour. The programme is designed to create an inclusive environment where underrepresented employees can progress in their careers with guidance from mentors who share similar lived experiences. The mentors within the scheme are primarily external to the organisation, bringing diverse and rich personal experiences.

West Yorkshire Police is funding training for over 500 officers based in Leeds that focuses on local knowledge and explores the Black community’s history and perspectives of policing in Leeds, in partnership with the Chapeltown Youth Development Centre. The training will be delivered by members of the community. 

Internally the West Yorkshire force has implemented extra layers of support for officers who are repeat victims of racial hate crime.

Wiltshire Police has developed its We Rise programme, centred around investing in the learning and development of a cohort of employees who are underrepresented or have protected characteristics and who show potential in the force.  

Several forces, such as Gwent, Lincolnshire, Merseyside, Nottinghamshire and West Yorkshire, are working with local Black communities to deliver anti-racism training to their staff. We consistently see that in-person training, delivered in partnership with local Black communities, is well received by participants.

The Positive Action team at West Yorkshire Police conducted an email survey with ethnic minority police officers and staff to understand how they could better support their development. This helped them develop a recruitment brochure, which gave a realistic view of joining the police, as well as a 12-month development campaign. You can read the full case study on the Attraction and Retention Hub.

The tri-force Women of Colour in Policing initiative started in Bedfordshire Cambridgeshire and Hertfordshire. The group supports women from ethnic minority backgrounds and those whose first language is not English. They promote policing as a rewarding pathway, as well as working with a network of young ambassadors. The name and initiative was adopted nationally in 2022 and local branches are being established in other police forces.

Women in the Shade is working to improve the opportunities and experiences for women of colour across the uniformed services.