Equality, Diversity & Inclusion
In Sussex Police we are committed to enhancing engagement and raising professional standards to improve trust and confidence in policing. We have adopted the National policing culture and inclusion strategy 2025 to 2030 and are committed to delivering it across all areas of policing.
The strategy is centred on four objectives:
- Protected: A police service that protects people from crime and seeks justice for victims.
- Respected: A police service that is perceived by everyone to be fair, respectful and equitable in all that it says and does.
- Involved: A police service where people from all backgrounds can, and do, input into its governance.
- Represented: A police service that is representative of the public it serves, and welcomes and encourages difference in its officers, staff and volunteers.
These objectives demonstrate how we will eliminate discrimination, advance equality and foster good relations. By meeting our equality objectives, we can effectively achieve our Priorities of protecting our communities, catching criminals and delivering an outstanding service. Through our own delivery plans we will enhance our community engagement and foster respectful workplace culture that is trusted by the communities we serve.
Equality information reports
We produce and publish our annual equality information reports reflecting our ongoing work to achieve our objectives. The reports include our Use of Force, Stop and Search, and Workforce diversity data.
We are aware that the documents may not be fully accessible to all users. Please email [email protected] if you have any queries about the content or if you need any help understanding the reports.
You can find our Use of Force reports on our Use of Force incidents, statistics and data page.
- Latest report: Use of Force Summary October 2025
You can find our Stop and Search reports on the police.uk Stop and Search information and statistics page.
- Latest report: Stop and Search Annual Report 2023/2024
You can find our workforce diversity reports in the drop-down below:
Workforce diversity data also known as equality monitoring data refers to the information employees provide to their employer regarding aspects of their identity. Diversity data is captured for Disability, Ethnicity, Religion and Belief, Sex, Gender identity and Sexual Orientation. Colleagues are invited to share their personal information for all questions, this includes an option for preferring not to say, indicating an individual has participated in the process of reviewing or updating their diversity data however, chosen not to disclose. Not disclosed, indicates where a colleague has not selected a valid response code for a specific question, or has not engaged in the process to update their information.
Capturing diversity information can facilitate effective priority setting by monitoring protected characteristics, for example in recruitment, retention, progression, pay, grievances, and overall workforce representation. Having a police force that reflects the community it serves helps to ensure greater integration and engagement, resulting in enhanced trust and confidence.
As of April 2026, Sussex Police comprised 3356 Police Officers and 2689 Police Staff, totalling 6045 people.
Ethnicity
4.3% or 143 Police Officers identified as either Black, Asian or from Global Majority background. 90.6% or 3042 identified as White. 3.4% or 113 selected Prefer not to say and 1.7% or 58 did not disclose.
For Police Staff, 3.4% or 90 identified as either Black, Asian or Global Majority background. 90.6% or 2437 identified as White. 2% or 54 selected Prefer not to say and 4% or 108 did not disclose.
Sex and Gender
37.1% or 1246 Police Officers identified as Female and 62.9% or 2110 identified as Male.
For Police Staff, 64.9% or 1745 identified as Female and 35.1% or 944 identified as Male.
Religion
For Police Officers, 0.4% or 12 identified as Buddhist, 25.9% or 870 as Christian, 0.2% or 6 as Hindu, 0.2% or 5 as Jewish, 0.5% or 18 as Muslim, 0.1% or 1 as Sikh, 1.8% or 59 as ‘Other’ and 52.7% or 1767 as none. 8% or 268 answered Prefer not to say and 10.4% or 350 did not disclose.
For Police Staff, 0.4% or 11 identified as Buddhist, 31.1% or 837 as Christian, 0.4% or 6 as Hindu, 0.2% or 6 as Jewish, 0.7% or 18 as Muslim, 0.1% or 1 as Sikh, 2% or 54 as ‘Other’ and 51.6% or 1387 as not having a religion. 6.1% or 165 answered Prefer not to say and 7.7% or 206 did not disclose.
Age
For Police Officers, 10.6% or 357 identified as 16-24 years old, 30% or 1007 as 25-34, 27.9% or 936 as 35-44, 27% or 907 as 45-54 and 4.4% or 146 as 55-64 and 0.1% or 3 as 65 or over.
For Police Staff and PCSO, 5% or 134 identified as 16-24, 23% or 613 as 25-34, 21% or 565 as 35-44, 23.7% or 638 as 45-54, 24.2% or 651 as 55-64 and 3.3% or 88 as 65 years and over.
Disability
11.1% or 373 Police Officers identified as having a Disability, 73% or 2,444 identified as not having a Disability, 4.4 or 147 prefer not to say, and 11.7 or 392 did not disclose.
For Police Staff, 11.3% or 305 identified as having a Disability, 77.5% or 2083 identified as not having a Disability, 3% or 82 prefer not to say, and 8.1% or 219 did not disclose.
Sexual Orientation
9.2% or 307 Police Officers identified as gay/lesbian, bisexual. 0.2% or 7 identified as Other. 74.4% or 2496 officers identified as heterosexual. 6.6% or 220 prefer not to say. 9.7% or 326 did not disclose.
7.5% or 201 Police Staff/PCSOs identified as gay/lesbian, bisexual. 0.5% or 14 identified as Other. 78.4% or 2109 Police Staff/PCSOs identified as heterosexual.6% or 160 prefer not to say. 7.6% or 205 did not disclose.
We are aware that the documents may not be fully accessible to all users.
Please email [email protected] if you have any queries about the content or if you need any help understanding the reports.
Police Race Action Plan
Sussex Police are committed to the delivery of the Police Race Action Plan, which sets out changes across policing to improve outcomes for Black people who work within or interact with policing. We have committed to an anti-racism-statement to underline all of our work. These are the expectations we have of all officers and staff as we seek to build an anti-racist police service.
The Race Action Plan was developed jointly by the College of Policing and the National Police Chiefs' Council (NPCC), working in collaboration with Black communities and partners – including the National Black Policing Association (NBPA) and an independent scrutiny and oversight board (ISOB). It has the commitment of all 43 chief constables in England and Wales.
It aims to address:
- disparities affecting Black people
- lower levels of trust and confidence in the police among some Black people
The plan is divided into four workstreams. These workstreams will ensure Black and Black heritage communities feel:
- Represented: by a police service which is representative of the community it serves.
- Not over-policed: by a police service that is fair, respectful, and equitable in its actions.
- Involved: with a police service which routinely engages Black community members in its decision-making processes.
- Protected: by a police service which is anti-racist, and which seeks justice for Black victims.
Through local plans we will aim to improve the trust and confidence of our diverse communities, especially our Black communities, and of our own workforce, and address any racial disparities in the service.
Equality Impact Assessments
We conduct Equality Impact Assessments to ensure our policies and processes are:
- Fair
- Meet the needs of the workforce and of the communities we serve
- Do not inadvertently disadvantage any protected group from participation
- Wherever possible, proactively advance equality, diversity, and inclusion
The purpose of an EIA is to help us understand impact and pre-empt any issues, mitigate impact and maximise any positives. It helps us anticipate what the impact of a policy, process or change could be on our staff or the community we serve. Generally, with an EIA we consider the impact on those who identify with the nine protected characteristics outlined by the Equality Act 2010.
Community Advocate for Reconciliation and Engagement (CARE)
Across Sussex, each division has its own CARE Group, which enables understanding of the differing effects local policing can have on geographical communities. In addition to this, Sussex Police runs as hoc meetings and the Stop and Search and Use of Force Scrutiny Panels, to test, challenge and inform Sussex police. Engaging directly with the public helps us develop and operate policies and practices that do not exclude, discriminate or have an unjustifiable adverse impact on any particular community.
Community Engagement Advisors
Community Engagement Advisors (CEAs) and police officers or PCSO’, whose role is to act as the single point of contact for questions, queries and to share best practice when staff and officers are out and engaging with communities. They proactively as well as reactively engage with communities to ensure we are seeking the voice and concerns of our community and reflecting that back into the organisation.
They cover the following areas:
- LGBT+
- Black, Asian and Minority Ethnic
- Gypsy and Roma Traveller
- Religion and Places of Worship
- Disability
Staff Networks
Sussex Police is committed to achieving a truly diverse workforce and this work is reinforced by our various Staff Networks. These networks provide a platform for staff to share views, tell us what we’re doing well and recommend improvements. For more information on our staff networks please visit our Inclusion - promoting equality and diversity page.
Identity Based Mentoring
We have recently introduced a new Identity Based Mentoring scheme which will enable Sussex Police officers and staff to request a mentor based on a shared identity.
- Age
- Disability
- Gender reassignment
- Pregnancy and Maternity
- Race
- Religion or belief
- Gender
- Sexual Orientation
The scheme is open to anyone in the Force and will be running alongside the existing Mentoring Scheme. Its aim will be to support staff with career progression and personal growth. In addition it will enable them to receive guidance and encouragement from a mentor who shares one or more of the characteristics.