Thames Valley Police Mandates “Equity Training” for Officers, Focusing on “White Privilege” and “Micro-Aggressions”
Thames Valley Police, one of Britain’s largest police forces, is requiring officers to undergo “equity training” that focuses on topics such as “white privilege,” “micro-aggressions,” and the difference between being “non-racist versus anti-racist.” This training initiative comes despite a tribunal ruling last year that the force engaged in positive discrimination against white officers.
The force faced criticism for appointing an Asian detective inspector without considering white officers for promotions, leading to a discrimination case won by three officers who had been with the force for nearly two decades. The ongoing “equity training” has sparked mixed reactions among officers, with some expressing frustration at what they perceive as unfair treatment based on their race.
Former assistant chief constable Kerrin Wilson, who led a review of the training, noted that both white and minority officers have raised concerns about the impact of the training on diversity efforts. Some minority officers feel that the training is damaging their reputation and discouraging them from seeking promotions within the force.
The review also highlighted a strong and at times aggressive response from white officers who feel unsupported and want to see consequences for the promotion of “positive discrimination” by higher-ups. This divide within the force, coupled with the adoption of critical race theory, has raised concerns about the potential for increased hostility and cultural divides.
Former government advisor and ex-police officer Rory Geoghegan criticized the use of critical race theory in policing, calling it divisive and politically motivated. Thames Valley Police has stated its commitment to learning from the tribunal and review to improve internal collaboration and service to the community.
In a related development, West Yorkshire Police has faced criticism for allowing Black, Asian, and Minority Ethnic (BAME) candidates to submit job applications year-round while requiring white applicants to wait for specific recruitment drives. These practices highlight ongoing debates about diversity, equality, and fairness within law enforcement agencies.
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