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68% don’t believe a career in the police force is accessible to all, almost one in five (18%) people aged 18-24 are put off pursuing a career in policing as they don’t know what job roles are available to them.
More than two thirds (68%) of UK adults don’t believe a career in policing is accessible to everyone.
Even though the variety of roles are so broad in law enforcement, such as a police officer or constable, behind the scenes as an evidence technician or victim advocate, a custody officer or court reporter, 49% of people still believe it’s a career choice that’s only accessible to a certain group or type of person.
Half of all 18-24 year olds surveyed have never considered a career in the police force, with the biggest barriers to joining the profession being the perceived dangerous nature of the role (53%), along with a lack of knowledge on both what roles are available (18%) and the career progression (15%), according to research from The University of Law (ULAW).
To tackle this, ULAW have launched a Professional Policing (BSc) degree, allowing students to develop a comprehensive knowledge of possible careers in policing before having to apply, and providing them with a foundation for further study areas such as criminology and law.
FE News chat with Salome Verrell, Senior Tutor at ULAW, for more details about how they plan to support the The Police Vision 2025 to develop a professional police workforce, equipped with the skills and capabilities necessary for policing in the 21st century:
1. What is the best way for the police service to attract a representative mix of people with the right skills, knowledge and potential, behaviours and values to deliver this policing vision?
2. The police force has roles for many other positions than just Police Officers. To get the right mix between officers and staff, how can the police force attract new talent, and what are the best ways of finding out about other potential career opportunities within policing?
3. What are the benefits of creating a culture that values difference and diversity, which empowers individuals, and is more representative of the communities they serve?
4. For policing to innovate at the pace required, how can changes to the culture and leadership of the police service best be introduced?
5. Recent research has shown that 50 year careers are now becoming the norm, meaning that continuous professional development and lifelong learning are more important than ever. How can the police service support CPD whilst adding critical new skills to the police service?
The Police service provided is critically reliant on the quality of its people. It needs to be delivered by a professional workforce equipped with the skills and capabilities necessary for policing in the 21st century. It is also clear many individuals now have different work and career aspirations and needs.
This has to be taken into account with the workforce model and supporting police education and professional development frameworks that are developed to ensure the police service attracts a representative mix of people with the right skills, knowledge and potential, behaviours and values to deliver the policing vision:
The Policing Vision 2025 will do this by:
By 2025 policing will be a profession with a more representative workforce that will align the right skills, powers and experience to meet challenging requirements.