Anton Hunte, chair of SAME – BTP’s Support Association for
Minority Ethnic Staff – explains why we’re encouraging applications
from women and people from minority ethnic groups in our latest
Police Officer recruitment campaign
Let’s get straight to the point - we need to
reflect the communities we serve.
It’s important that every single one of us
feels that the police work for us, that we can approach them when
we need them most and they will always do their best to help us,
whoever we are.
At British Transport Police (BTP) we want our
people, including our Police Officers, to reflect the communities
we serve so that we can represent them in the best way
We are a nationwide police force, so we work
closely with people from all kinds of backgrounds every day. At the
moment, a fifth of our Police Officers are women and less than one
in 10 are from an ethnic minority.
We think we can and should do more to make BTP
more representative of our communities by giving potential
applicants from under-represented groups encouragement and
confidence to apply to join us.
Policing in the UK has come a long way in
recent years to work towards this goal but there is still a long
way to go.
We recently launched a campaign to recruit new
Police Officers to start work with us in April 2017 in a number of
locations across the country. We are using this as an opportunity
to clearly state that we particularly want to hear from women and
applicants from black and minority ethnic groups.
What this means
This means we understand that our Force, like
others across the UK, simply doesn’t represent the communities it
serves, that we know this is an important issue and that we want to
address it. It means we will provide help and support to encourage
applicants who are currently under-represented within the police –
specifically women and black and minority ethnic applicants.
What this doesn’t mean
In short, it doesn’t mean that we don’t want
to see applications from white men or that they will be
disadvantaged in the process. However, we don’t need to encourage
white men to apply to join the police in quite the same way. Over
70 per cent of Police Officers are men and more than 90 per cent
How are we doing this?
We know that one of the biggest barriers to
people from under-represented groups joining the police is that
they feel policing is an unknown, often because they feel removed
from the police. To help with this, we run workshops that explain
in more detail the history of BTP and what we do and what is
involved when applying to join us.
This is called ‘positive action’ and is
endorsed by Sections 158 and 159 of the Equality Act 2010. It is
entirely legal and shouldn’t be confused with ‘positive
discrimination’, which is unlawful.
This is about making BTP more accessible to
people who traditionally feel as though they wouldn’t have that
access. It isn’t about giving anyone an unfair advantage and it
certainly isn’t about putting anyone above anyone else.
Ultimately, we welcome applications from
everyone, regardless of their background, their gender or the
colour of their skin.
We judge all applications on their individual
merit and everyone that is assessed has to meet the same rigorous
If you think you have what it takes
visit our website where you can find out more information and