As we mark LGBTQ+ History Month, and reflect on this year’s theme of ‘science and innovation’, we are invited to look beyond laboratories, technology and discovery in its narrowest sense. Innovation is not only about what we create, but how we think, how we lead, and how we include. 

Policing – and members of the Superintendents’ Association as senior leaders – have a responsibility to drive innovation by fostering workplaces where every colleague can contribute fully, authentically and safely. That is as relevant to LGBTQ+ officers and staff as it is to all those from under-represented groups across policing. Inclusion is not an optional extra; it is a fundamental enabler of progress. 

The history of science and innovation is rich with LGBTQ+ pioneers whose contributions were made despite, not because of, the systems around them. Too often, outdated stereotypes and unconscious bias have limited whose ideas were heard, whose leadership was trusted, and whose potential was recognised. We must be honest that these dynamics do not belong solely to the past. 

If we are serious about innovation in policing, we must challenge the subtle and structural barriers that still exist today. That means moving beyond statements of support and focusing on everyday behaviours, decision-making and leadership culture. It means recognising that talent is evenly distributed, but opportunity is not. 

Real change is led from the top. As senior officers, superintendents set the tone - through what we prioritise, what we challenge, and what we allow to continue unexamined. Innovation in inclusion requires us to confront our own unconscious bias, question long-held assumptions, and actively dismantle outdated stereotypes about who ‘fits’ in leadership. 

This is not about blame; it is about responsibility. When senior leaders model curiosity, humility and allyship, it gives permission for others to do the same. When inclusion is embedded into recruitment and promotion processes, talent management, and organisational strategy, it stops being a side conversation and becomes core business. 

While this month rightly centres LGBTQ+ history and experience, inclusion is not a ‘zero sum’ game. Creating psychologically safe, genuinely inclusive environments benefits all colleagues - regardless of sexual orientation, gender identity, race, disability, religion, background or lived experience. 

There is a powerful opportunity here for unity among under-represented groups. Our experiences are not identical, but there is far more that unites us than divides us: shared challenges around visibility, voice, progression and belonging. When we work together, we strengthen each other’s advocacy and accelerate change for all. 

Modern policing faces complex, fast-moving challenges that demand creativity, adaptability and trust. Homogeneous thinking will not deliver the innovation we need. Diverse teams - where difference is valued rather than merely tolerated - are better equipped to problem-solve, to connect with the communities we serve, and to lead ethically in a changing world. 

Honouring LGBTQ+ History Month is not only about remembering the past; it is about shaping the future. We do that by ensuring our workplaces reflect the values of fairness, respect and inclusion that we expect of ourselves as leaders and as a service. 

This LGBTQ+ History Month, my ask is that PSA members commit to innovation that goes beyond technology and process. This is about innovation in how we lead, how we include, and how we stand together. By challenging bias, rejecting stereotypes, and championing unity across under-represented groups, we create a policing culture where everyone has the opportunity to thrive. 

That is innovation worth pursuing - and full inclusion worth leading.