A survey by Prospects Luminate reveals what makes a career in the police appealing to students and graduates - as well as some less positive perceptions that recruiters can work to dispel
In 2023 the government achieved its target of recruiting 20,000 new police officers by September of that year. In fact, the Home Office reported the highest number of police officers in England and Wales since records began.1
But, while overall numbers have indeed now risen above 2010 levels, concerns remain that thousands more officers are still needed to keep up with the impact of population growth of about 7% in England and Wales.2
Some reports have suggested that nearly a quarter of desk jobs (e.g. HR, tech, admin support and communications etc.) are being staffed by fully trained officers, indicating that police forces across the country are still under-resourced. Similarly, there are 6,000 fewer neighbourhood officers on Britain's streets since 2015, according to records kept by His Majesty's Inspectorate of Constabulary and Fire & Rescue Services.3
Consequently, police forces will need to attract thousands of new recruits to keep pace with needs. In light of this, we surveyed 167 members of Prospects' research panel to find out what draws people to a policing career, what might put them off and how their minds can be changed.
What attracts people to police careers?
Of those surveyed, 13% said they were considering a career in policing. The majority of these (80%) were over the age of 25, while 45% were over 35. Just over two-fifths said they first considered a police career while they were in primary school (13%) or secondary school (29%).
We asked them to explain why they were attracted to a career in policing and, through an analysis of open text responses, we were able to identify five main themes.
| Serving the public | 72% |
|---|---|
| Interesting work | 27% |
| Job security and Pension | 17% |
| Status/Prestige | 6% |
| Wanted a change of career | 6% |
The strongest asset the police have is the sense of public service it instils. Nearly three quarters of those interested in the job said they were attracted to it because they wanted to serve the public and make a difference to society.
For example, one respondent indicated that the liked the idea of 'being able to make a difference and help vulnerable people in society, as well as help those who have turned to crime for reasons out of their control or due to not understanding the consequences'.
Meanwhile, 27% said that policing is interesting work. One respondent said that they liked the idea of responding to emergencies, and another emphasised the varied nature of the job. Others expressed interest in the idea of collecting evidence and solving crimes.
What barriers are there to joining the police?
For those who replied that they were not considering a police career, nearly half said they were put off by the risk of physical harm, while 44% suggested they were wary of having to deal with challenging public behaviour on a regular basis.
| Risk of physical harm | 47% |
|---|---|
| It doesnt suit my personality | 45% |
| I dont want to deal with challenging public behaviour | 44% |
| I already have another career in mind | 42% |
| Concerned about the reputation of the organisation | 36% |
| Impact on my mental health | 30% |
| I wouldnt enjoy it | 28% |
| I wouldnt fit in | 25% |
| Fitness requirements | 22% |
| The working hours dont suit me | 17% |
| Too much paperwork | 11% |
| I dont want to retrain | 8% |
Respondents were also concerned about the impact that police work could have on their mental health. Findings from the Police Federation of England Wales (PFEW)'s most recent Demand Capacity & Welfare Survey found that 77% of officers said they had difficulty with their mental health in 2020, with a third saying their job was 'very' or 'extremely' stressful.4
In response to these types of concern, in 2022 the Police Covenant was established by the government to provide police officers with the support necessary to do their jobs effectively while also having a positive impact on the wellbeing of serving and retired officers.5 But it's clear that more can to be done to show potential recruits that protecting their mental health is a priority.
Just over a third of respondents said they did not want a career in policing because they were concerned about the reputation of the organisation. Since reports of police misconduct of any kind typically make national headlines, it is natural that generalised perceptions of attitudes and behaviours within the profession may develop - and challenging these is a key task for recruitment teams.
How to change perceptions of policing
Respondents who were not interested in police jobs were also asked what, if anything, could change their mind. A sizeable proportion of respondents suggested that nothing could be done to make them reconsider - policing isn't for everyone. However, 27% said they would be open to the career if the police had a better reputation.
| Nothing | 29% |
|---|---|
| If the police had a better reputation/Institutional change | 27% |
| Not having to work in the field/More knowledge of the roles available within the police | 22% |
| Good pay | 13% |
| Increased safety for officers and better mental health support | 8% |
| Desire to make a difference | 5% |
| Easier entry requirements/Lowered physical requirements | 5% |
| More legal protection for officers | 3% |
| Suitable/flexible hours | 2% |
| Ability to work on specific kinds of crime | 2% |
| If looking for career change | 1% |
Issues raised included perceptions of racism and homophobia within the police, while a larger proportion - all of whom were women - were concerned with reports of misogyny. Some respondents acknowledged that these reports may be false or exaggerated, but others were convinced they would not feel comfortable as a female police officer.
Nevertheless, one respondent indicated that their mind could easily be changed if they were provided with evidence that organisations were taking sexism, racism and homophobia seriously and taking steps to stamp out these behaviours. This highlights just how vital it is that police forces take these concerns seriously and demonstrate to potential recruits that they will be entering an inclusive work environment.
Beyond this, a fifth of respondents said they would consider a career in policing if they were more aware of the roles available. Some said this was because they were worried about the dangers of working on the beat, with many suggesting they would be interested in a police job if they could do desk work or have limited contact with difficult public behaviour.
Others expressed a lack of knowledge of how their skillset could be useful in policing. For instance, one respondent said they would be interested if they could transfer their academic skills in psychology to an 'aligned police role'.
This suggests police recruiters can do more to raise awareness of all the jobs that are available within the profession, as there seems to be a lack of knowledge of 'behind the scenes roles' (as one respondents put it) - from intelligence analysts and crime scene investigators to communications officers and forensic analysts.
Considering reports that some police forces are so understaffed that just under a quarter of desk jobs are being staffed by fully trained officers, it is imperative that those who are interested in these roles are aware of the opportunities available to them.
"It would be useful to know about the different roles that are available, the TV coverage on the RAF and Navy give insight into what is involved in these professions."
Respondents also indicated that they would consider a career in policing if the pay were good, so recruiters need to demonstrate that they offer competitive salaries and benefits.
Conclusion
The sense of public service and of serving society remains a strong draw for potential recruits into policing. The profession's varied and interesting work are also positive factors.
However, those involved in attracting new talent to the profession need to do more to challenge perceptions about the behaviours and attitudes of the police as an institution - particularly as people's minds are open to being changed.
And, while the risk of physical harm will always be present in this line of work, emphasising how officers' physical and mental health are protected is also a key task for recruiters.
Notes:
- Police officer uplift, England and Wales, quarterly update to 31 March 2023, GOV.UK.
- How did the government meet its police pledge?, BBC, 2023.
- Police 'stuck' doing desk jobs despite shortage of officers patrolling streets, i, 2023.
- Demand Capacity & Welfare Survey 2020, PFEW.
- Police Covenant, GOV.UK, 2022.
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