It is an immense privilege to serve as the Superintendents' Association reserved representative for LGBTQ+, my intention is to use my influence to bring about positive change.  I was reflecting that, since I joined the police in 2006, I have witnessed first-hand the transformative power of trust and collaboration between police and the diverse communities we serve.  LGBT+ History Month is a poignant reminder of how far we’ve come—and how much more there is to do—to build meaningful and inclusive relationships.

 

For decades, LGBT+ communities, and other under-represented groups, have fought tirelessly for recognition, respect, and equality. Policing, like society at large, has not always been an ally in that journey. There have been painful chapters in our shared history where mistrust and misunderstanding have prevailed. But as we reflect on this month, we also celebrate the progress made and recommit to fostering inclusivity and fairness.

 

 

One of the most significant steps toward better serving LGBT+ communities is through the accurate collection and use of data. Data isn’t just about numbers; it’s about understanding. It allows us to identify patterns of discrimination, hate crimes, or areas where we’re falling short in protecting vulnerable groups.

 

Hate crimes targeting LGBT+ individuals remain a concern in the UK. Data collection must improve to ensure we capture the full scale and nature of such crimes. This isn’t about bureaucracy; it’s about saving lives. If we don’t know where and how these incidents occur, we cannot allocate resources effectively, hold offenders accountable or proactively work to challenge prejudice.

 

We also need to work harder to encourage reporting. Fear of being dismissed, judged, or outed prevents many LGBT+ victims from coming forward. By improving the way we record sexual orientation and gender identity in crime reporting—while ensuring privacy and sensitivity—we can begin to bridge this gap. It’s crucial that this data is used not only for internal analysis, but also shared transparently (while respecting confidentiality) to build trust with the communities we serve.

 

Looking inward, we’re also failing to fully understand our own people because we don’t have accurate data to reflect who they are. Time and time again, we have asked the workforce to disclose who they are, and on many occasions we are told that they ‘prefer not to say’. We have to understand why – what is preventing people being themselves and how we can create an environment where there is no fear of honesty. We talk so much about having the trust and confidence of the public, I would argue that is equally important that we earn it from our own staff.

 

 

Accurate data is just one piece of the puzzle. Relationships matter even more. Historically, LGBT+ communities have often viewed police with suspicion, due to discriminatory practices of the past. Acknowledging and apologising for the mistakes of the past is a good first step; which must be followed up with action and sustained effort. This all must be meaningful.

 

Community engagement initiatives, such as LGBT+ liaison officers, Pride events, and open forums, have been invaluable in fostering dialogue. Every officer, regardless of role, has a responsibility to be an ally. This means actively listening to concerns, challenging prejudice within and outside the police, and ensuring that LGBT+ individuals feel safe when they see a uniform. This is as relevant for colleagues in the workplace as it is for members of the public.

 

Training is another critical area. Officers must understand the unique challenges faced by LGBT+ communities, including the intersectionality of race, religion, disability, and socio-economic status. Awareness leads to empathy, and empathy leads to better policing.

 

 

Leadership in this area isn’t just about setting policies; it’s about setting the tone. We must ensure that inclusivity is woven into the fabric of our institutions. From recruitment to retention and promotion, representation matters. When LGBT+ individuals see themselves reflected in policing, at all ranks, it sends a powerful message of belonging and respect.

 

Internally, creating a workplace culture where everyone feels safe to be themselves is vital. Networks like the National LGBT+ Police Network provide a platform for LGBT+ officers and staff to connect, support one another, and share their experiences. These networks also play a crucial role in influencing policy and practice, ensuring that our forces remain aligned with the needs of the communities we serve.

 

 

LGBT+ History Month isn’t just about looking back; it’s about envisioning the future. A future where no one feels afraid to walk down the street holding the hand of the person they love. A future where hate crimes against LGBT+ individuals are not just rare but eradicated. A future where policing is synonymous with protection and trust for everyone, regardless of their identity.

 

To achieve this, we must continue to listen, learn, and evolve. Policing in the UK has made strides, but progress isn’t linear, and challenges remain. This month is an opportunity for us to renew our commitment to standing with LGBT+ communities, not just in words but in actions that make a real difference.

 

As we celebrate LGBT+ History Month, let’s remember that history is still being written.  As the PSA's LGBTQ+ representative, I will continue to support the PSA as we build on the strong foundations that are in place.  Together, we can ensure that the next chapter is one of partnership, progress, and pride.

 

Supt Ed Haywood-Noble

PSA LGBTQ+ Reserved Representative