PP Police Pay

What the Police Race Action Plan (PRAP)
Means for Serving Officers

The Police Race Action Plan (PRAP) is often discussed at a strategic level, but its impact is felt locally. This guide explains what PRAP means in practice for serving officers and staff, including supervision, training, professional standards, and workplace culture.

Trust Notice: Independent, plain-English analysis of published policing policy and workforce data.

Not affiliated with any police force, staff association, or government body.

Updated: 25 February 2026

Does PRAP Change Day-to-Day Policing?

PRAP does not change police powers, legal thresholds, or misconduct regulations. Instead, it influences how forces approach training, supervision, learning, and accountability. For most officers, PRAP is experienced indirectly through changes in leadership expectations, workplace culture initiatives, and professional standards confidence measures.

Where Officers Notice PRAP in Practice

Training & Learning

Training inputs or refreshed learning material with a focus on inclusion and history.

Leadership Messaging

Leadership messaging on culture and standards, often linked to "No Bystander" principles.

Reflective Practice

Greater emphasis on reflective practice and open discussions about interactions.

Fairness Confidence

Increased focus on confidence in fairness, particularly regarding internal investigations.

PRAP is ambient rather than procedural — shaping expectations rather than issuing instructions.

PRAP and Supervision

PRAP places greater emphasis on the role of first-line supervisors in shaping workplace culture. This includes early intervention when issues arise, consistency in decision-making, and creating psychological safety within teams.

What DOES NOT Change

  • Supervisory authority
  • Decision-making powers
  • Legal responsibilities of supervisors

Professional Standards: What Has Changed

PRAP Does Not

  • Lower the threshold for misconduct

  • Remove legal safeguards/regulations

  • Introduce race-based outcomes

  • Replace misconduct regulations

PRAP Seeks To

  • Improve trust in fairness

  • Reduce perception gaps

  • Encourage learning-led responses

  • Ensure proportionality and transparency

This distinction is critical for officer confidence.

Culture Shift

Learning-Led Culture vs Punitive Action

PRAP reinforces the distinction between misconduct (disciplinary) and performance/learning (developmental). The intention is to reduce over-formalisation of minor issues, fear-driven reporting cultures, and inconsistent informal handling.

This does not remove accountability. It seeks to apply it appropriately.

Training Environments

PRAP emphasises instructor conduct, consistency in assessment, supported learning, and early identification of cultural issues. This is designed to prevent issues becoming embedded later in service.

Does PRAP Affect Promotion?

PRAP does not change promotion eligibility or legal selection criteria. It intersects with progression by addressing access to development, informal networks, and confidence in the transparency of opportunities.

Retention, Morale, and Trust

PRAP does not directly control pay, workload, or resourcing. Its relevance to retention lies in sense of belonging, confidence in leadership, fair treatment, and career sustainability. Workforce data suggests retention stabilisation does not automatically mean improved experience.

Common Questions from Officers

“Is this about blaming officers?”

No. PRAP focuses on systemic issues, leadership culture, and organisational processes rather than individual blame.

“Will this increase scrutiny unfairly?”

It aims to increase consistency. Scrutiny is focused on ensuring fair processes, not disproportionately targeting individuals.

“Does this affect my career prospects?”

It aims to remove barriers to progression for all, highlighting fair access to development, but it does not change the core competency requirements for promotion.

“Is this another initiative that will fade?”

PRAP is a long-term strategic plan embedded into NPCC structures, designed to outlast short-term political cycles.

Frequently Asked Questions

Does PRAP change police powers or duties?
No. PRAP does not alter legal powers, responsibilities, or operational decision-making.
Will PRAP affect misconduct outcomes?
No. Misconduct remains governed by existing regulations and legal thresholds.
Is PRAP aimed at individual officers?
PRAP focuses on systems, leadership, and culture rather than individual blame.
Does PRAP apply to all ranks?
Yes. PRAP applies at an organisational level, influencing leadership, supervision, and training.

Explore the PRAP Series

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Police Race Action Plan (PRAP) Explained

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PRAP and Professional Standards

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PRAP, Training & Learning Environments

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Is PRAP Working? What the Data Shows

PRAP Hub | Our Black Workforce Survey Hub