Several police forces across the United Kingdom have been investing significant resources in diversity, equality, and inclusion (DEI) training programs as part of efforts to address issues of racism, bias, and community relations within policing. Internal documents obtained through freedom of information requests reveal a range of training activities, spending, and differing approaches to addressing equality across various forces.

Surrey Police, for example, requires officers to write 500-word reflective essays on building an "anti-racist police service," focusing on personal reactions to the force’s anti-racism statement and individual commitments to cultural change. Their training emphasizes recognizing barriers faced by Black and dual heritage communities and encourages reporting of non-crime hate incidents—actions motivated by hostility or prejudice that do not meet the threshold for criminal offenses. Surrey Police said their training aligns with national curricula and does not mandate specific recording practices related to non-crime hate incidents but noted ongoing national reforms in this area.

Northamptonshire Police incorporate sessions intended to foster understanding of unconscious bias and raise awareness of hate crime trends, including rising incidents affecting LGBT individuals and people with disabilities. Their training involves interactive exercises designed to illustrate how assumptions and prejudice influence perceptions. The force spends over £400,000 annually on diversity staff shared among local emergency services. Northamptonshire representatives emphasized their commitment to delivering services fairly and informed by equality legislation without attributing causation of far-right hate crime directly to political events such as Brexit.

Dyfed-Powys Police deliver mandatory unconscious bias training featuring exercises that challenge stereotypes, often using provocative imagery and headlines to explore how media messaging can influence perceptions and decision-making. Alongside diversity and cultural inclusion modules, the force has invested over £147,000 in external DEI training and employs several full-time diversity officers. Its spokesperson highlighted efforts to eliminate racial disparities and build a workforce representative of the communities served.

Other forces exhibit varied approaches to DEI work. City of London Police have allocated nearly £200,000 for external DEI training between 2025-2026, including sessions addressing extremism-related ideologies and mental health awareness. Following a session on related topics, officers agreed to hold a "listening circle" focused on the Gaza crisis. The force underscored the importance of education in maintaining impartiality and public confidence.

Avon and Somerset Police have run an "Inclusive Policing with Confidence" program alongside their Race Matters initiative, which seeks to identify and address disproportionality in policing. Assistant Chief Constable Jon Cummins emphasized the need to build trust particularly within Black communities through a more diverse workforce and fairer processes. Avon and Somerset’s DEI expenditure over recent years totals nearly £400,000, supplemented by dedicated diversity positions.

The growing emphasis on DEI training has sparked criticism from some political figures who argue that the programs represent an ideological push that diverts focus from core policing duties. Shadow Justice Secretary Nick Timothy described much of the DEI work as "pure Left-wing ideology" and linked it to perceived issues of "two-tier policing," citing the controversial handling of the killing of Henry Nowak. Nowak was fatally stabbed by Vickrum Digwa, who had falsely accused him of racist abuse prior to the attack. Following this case, debates intensified over the role of equality duties in policing and justice, with calls to abolish the Public Sector Equality Duty, which mandates public bodies to consider discrimination elimination.

Critics further argue that substantial taxpayer funds spent on these training programs represent a misallocation of resources that should prioritize combating crime. Supporters respond that building an anti-racist and inclusive police culture is essential to ensuring trust, fairness, and effectiveness in law enforcement, particularly in diverse communities where historical grievances remain significant.

The release of these documents underscores ongoing tensions between efforts to reform police culture and political debates over the scope and content of equality initiatives within the UK’s public sector. As discussions continue, police forces appear committed to advancing DEI work while balancing concerns about cost, community confidence, and operational priorities.