The Baseline
Workforce Survey
Establishing the original findings, risks, and conditions that led to national concern and subsequent action.
Independent analysis of published workforce survey data.
Not affiliated with any police force, staff association, or government body.
This content explains findings and context only.
Wave 1 of the Our Black Workforce Survey was published in 2022 and represents the first comprehensive national attempt to capture the lived experience of Black officers and police staff across UK policing.
This survey established the baseline conditions that later surveys would be measured against. It identified widespread concerns relating to workplace culture, discrimination, career progression, confidence in internal systems, and retention risk.
This guide explains the Wave 1 findings in full and provides the context necessary to understand subsequent waves.
Strategic Summary (Wave 1)
Wave 1 revealed high levels of dissatisfaction and exclusion. Two-thirds of respondents reported considering leaving policing, confidence in reporting systems was low, and experiences of discrimination were widespread. Pride in the role co-existed with poor feelings of belonging, establishing a clear baseline of risk across culture, progression, and retention.
Baseline
Methodology
Data Collection
Wave 1 received 1,614 responses from Black officers and police staff across UK policing. The survey was anonymous and self-reported, capturing lived experience rather than formal output indicators.
Thematic Framework
This pilot wave established the thematic framework—culture, discrimination, progression, and retention—that enabled all subsequent longitudinal comparisons in Wave 2 and Wave 3.
Workplace
Culture Baseline
Wave 1 findings showed a sharp divide between pride in policing and feelings of belonging. Culture was experienced through daily interactions, informal norms, and supervisory behaviour, rather much than formal policy alone.
Wave 1 demonstrated that high pride did not protect against social exclusion or team-level dissatisfaction.
Vocation Pride
Reflected deep commitment to the role, public service, and the core vocation of policing.
Daily Belonging
Reflected the daily team experience of being valued, included, and socially integrated.
Concealing
Identity
Wave 1 identified early evidence of identity concealment—where respondents felt the need to modify speech, behaviour, or cultural expression to 'fit in'.
Modifying Behaviour
Avoidance of natural speech patterns or cultural references to avoid scrutiny.
Cultural Filtering
Limiting the visibility of religious or cultural practices within the station environment.
Social Distancing
Strategic withdrawal from informal team social events to avoid potential friction.
Discrimination
& Racism
Wave 1 findings highlighted widespread experiences of discrimination across UK policing. Rather than isolated events, respondents reported cumulative exposure to differential treatment.
- Racist behaviour from the public was reported as a frequent and often unsupported experience.
- Differential treatment internally, particularly regarding task allocation and peer-to-peer interactions.
- Normalisation of micro-level incidents, often dismissed as "banter" by supervisors and peers.
Reporting
& Misconduct
Internal Trust
Widespread belief that reporting racist behaviour would not lead to meaningful action.
Fear of Backlash
Significant concerns regarding the negative consequences of challenging discriminatory behaviour.
Outcome Void
Low confidence in Professional Standards Departments to handle reports fairly or effectively.
Career
Progression
Wave 1 established a perception of structural bias in promotion and development pathways, pre-dating later workforce reform efforts.
Meritocracy Gap
A recurring belief that Black officers must achieve significantly more than white peers to receive equal recognition.
Selection Blindness
Perceived lack of transparency and fairness in the selection processes for specialist roles and promotion.
Retention
Risk Baseline
This level of intent to leave represented a critical national risk to workforce stability and the success of the 20,000 officer uplift program.
Why Wave 1
Matters
Interpretative Foundation
Wave 1 is essential for interpreting later surveys. Without this original data point, it is impossible to determine if subsequent shifts represent genuine progress or statistical noise.
The Measurement Baseline
Longitudinal improvement cannot be assessed without a baseline. Wave 1 provided the static benchmarks against which all change is now measured.
Focus & Strategy
The findings in Wave 1 directly shaped subsequent organisational focus and the early strategic priorities of the Police Race Action Plan.
Frequently Asked Questions
What is Wave 1 of the Our Black Workforce Survey?
Wave 1, published in 2022, was the first national survey to comprehensively capture the lived experience of Black officers and staff across UK policing. It established the baseline for all subsequent longitudinal analysis.
Why was the survey commissioned?
The survey was commissioned to provide independent data on the specific challenges faced by Black personnel, following years of qualitative evidence regarding systemic bias and exclusion within the police workforce.
How representative is the data?
With 1,614 responses from across the UK, Wave 1 provided a statistically significant sample of the Black policing workforce, reflecting views from various ranks, roles, and geographic locations.
What did Wave 1 reveal that was new?
It quantified the 'Retention Crisis' for the first time, showing that 66% of Black staff had considered leaving. It also provided early systemic evidence of identity concealment (code-switching) as a widespread survival strategy.
Why is Wave 1 still relevant?
Wave 1 is essential because it is the baseline. Without this starting data point, it is impossible to measure whether the Police Race Action Plan or other initiatives are successfully improving the workforce experience.