Our workforce data as of 31 July 2025.
Our culture and inclusion goals
Our goals focus on data, culture and capability, the three themes from the national policing culture and inclusion strategy 2025 to 2030.
They also align with our main drivers of inclusion, identified through an external benchmarking assessment by the Employers Network for Equality and Inclusion.
Senior leaders
Leaders will use relevant, good quality data and information to understand disparity within their professional community, business unit, or delivery of work and develop actions to take positive steps to address it.
Each year we will spotlight work by senior leaders, demonstrating:
- how they are using data to identify an issue
- what action they have implemented to address it
- what impact they are able to evidence
By demonstrating their use of data to improve outcomes, good practice will be shared across the College. All senior leaders are encouraged to consider how they can adapt examples for their own areas, which they will then report on in turn.
Organisation
We understand and can evidence how our products impact policing, particularly in relation to the national culture and inclusion strategy. We will demonstrate progress through the culture and inclusion performance and assurance framework.
We will spotlight pieces of work that demonstrate how teams are monitoring the impact of their products on policing related to the three aims of the Equality Act 2010. We will use the annual performance and assurance framework to benchmark and assess our culture and inclusion practices, in line with our ask of police forces.
Individuals
We will live our values, ensuring our behaviours reflect inclusion and collaboration.
We will use our people strategy and performance management system to ensure our values are embedded in all that we do. By using performance and goals, we encourage conversations between line managers and employees that demonstrate the values of the College.
Civil Service benchmarking statistics
The Civil Service statistics were updated as of 31 March 2025. The following tables compare this updated data with College statistics.
Sex
| Sex | Percentage of civil servants | Percentage of College staff |
|---|---|---|
| Female | 55% | 62% |
| Male | 45% | 38% |
Ethnicity
High-level breakdown
| Ethnicity | Percentage of civil servants | Percentage of College staff |
|---|---|---|
| Ethnic minority | 15% | 10% |
| White | 68% | 80% |
| Prefer not to say | 4% | 2% |
| Unknown | 14% | 9% |
Ethnic minority detail
| Ethnicity | Percentage of civil servants | Percentage of College staff |
|---|---|---|
| Asian | 8% | 6% |
| Black | 4% | 2% |
| Mixed | 2% | 1% |
| Other | 1% | 1% |
Disability
| Disability status | Percentage of civil servants | Percentage of College staff |
|---|---|---|
| Disabled | 13% | 16% |
| Non-disabled | 61% | 60% |
| Prefer not to say | 5% | 2% |
| Unknown | 21% | 23% |
Age
| Age group | Percentage of civil servants | Percentage of College staff |
|---|---|---|
| 16 to 19 years | Under 1% | 0% |
| 20 to 29 years | 16% | 9% |
| 30 to 39 years | 24% | 18% |
| 40 to 49 years | 23% | 27% |
| 50 to 59 years | 25% | 31% |
| 60 years and over | 12% | 15% |
Our workforce data
Total numbers by professional community and business units
As of 31 July 2025, the College employed 859 people across 14 professional communities (PC) and business units (BU). The College’s restructure to directorates was not implemented until 1 August 2025.
Headcount by professional community and business unit as of 31 July 2025
The total includes all payroll, secondees, agency workers and contractors, but excludes service providers.
| Professional community or business unit | Number of staff |
|---|---|
| Business Services | 112 |
| Centre for Police Productivity | 11 |
| CEO and Directors | 19 |
| Communications | 37 |
| Corporate Development | 18 |
| Corporate Governance | 13 |
| Digital, Data and Technology (DDaT) | 91 |
| Engagement and Implementation | 194 |
| Finance and Commercial | 33 |
| Occupational Psychology | 74 |
| People and Organisation Development (OD) | 27 |
| Portfolio, Programme and Project Management (PPPM) | 38 |
| Professional Development | 145 |
| Research and Knowledge Sharing | 47 |
| Total | 859 |
Observations
- The College launched the National Centre for Violence Against Women and Girls and Public Protection (NCVPP) and the Centre for Police Productivity in 2025. These new centres have brought an increase in staff at leadership level.
- There has been a decrease of 61 staff (7%) since the previous reporting period of 19 July 2024.
Workforce by grade
This year, staff who are contracted apprentices (as opposed to staff upskilling through an apprenticeship) were incorporated into the equivalent College grade for the level of their apprenticeship.
| Grade as of 31 July 2025 | Number of staff | Percentage of grand total | Grade tier |
|---|---|---|---|
| 1A | 15 | 2% | Junior grades |
| 1B | 73 | 9% | |
| 2A | 97 | 11% | |
| 2B | 295 | 34% | Middle grades |
| T3 (17) | 140 | 16% | |
| T3 (18) | 81 | 9% | |
| T3 (19) | 41 | 5% | |
| T2 | 19 | 2% | Senior grades |
| Directors and CEO | 8 | 1% | |
| Secondees | 85 | 10% | Secondees, agency or contractors |
| Agency or contractor | 5 | 1% | |
| Total | 859 | 100% |
Observations
Levels across all grades have remained stable since the previous reporting period. Middle grades continue to make up the majority of the workforce.
However, there have been the following three notable changes. The number of:
- staff in T2 grades has increased by 38%, with 14 staff as at 19 July 2024 and 19 staff as at 31 July 2025
- staff in grade 2A has decreased by 20%, with 121 staff as at 19 July 2024 and 97 staff as at 31 July 2025
- secondees has decreased by 21%, with 108 secondees as at 19 July 2024 and 85 secondees as at 31 July 2025
Workforce grade by sex
| Grade as of 31 July 2025 | Female staff | Male staff | Grade tier |
|---|---|---|---|
| 1A | 14 | 1 | Junior grades |
| 1B | 60 | 13 | |
| 2A | 76 | 21 | |
| 2B | 162 | 133 | Middle grades |
| T3 (17) | 85 | 55 | |
| T3 (18) | 55 | 26 | |
| T3 (19) | 26 | 15 | |
| T2 | 10 | 9 | Senior grades |
| Directors and CEO | 5 | 3 | |
| Secondees | 38 | 47 | Secondees, agency or contractors |
| Agency or contractor | 4 | 1 | |
| Total | 535 | 324 |
Observations
- There remains an overrepresentation of female staff in the College (62%) compared with the Civil Service (55%).
- The split between female and male staff across all grades and staff groups has remained consistent. The most notable change is the decrease in female secondees, from 53% as of 19 July 2024 to 45% as of 31 July 2025. In terms of overall reduction, the number of female secondees has reduced by 33% (19) and the number of male secondees has reduced by 8% (4).
- Similarly, there has been little movement in senior grades. However, whilst 56% of all senior grade staff are female, 3% of all female staff have senior grade roles, compared with 4% of all male staff.
- The trend of fewer male staff in junior grades compared with women remains true, with 11% of all male staff being in junior grade roles, compared with 28% of all female staff.
Workforce by age compared with senior staff
| Age groups as of 31 July 2025 | Number of all staff | Number of senior staff |
|---|---|---|
| 20 to 29 years | 79 | 0 |
| 30 to 39 years | 154 | 2 |
| 40 to 49 years | 220 | 9 |
| 50 to 59 years | 254 | 13 |
| 60 years and over | 125 | 3 |
| Total | 832 | 27 |
Observations
- All age bands have seen a comparable decrease in staff numbers (an average of 22 people), other than the 60 years and over group, which has a slight increase of 5% (3 people) since the previous reporting period. This is mostly because of an aging workforce, as only 6% of all starters were in this age band. The number of staff aged 20 to 29 years has the largest proportional decrease of 16% (15 people). Workforce representation in all age bands has remained consistent since the last reporting period and the median age has remained at 48 years.
- The College continues to have a lower representation of staff aged 20 to 29 years (16%) compared with the Civil Service (9%).
- The College continues to have an overrepresentation of staff aged 50 to 59 years (31%) compared with the Civil Service (25%).
- As of 19 July 2024, 5% of the College’s senior grade staff were aged 30 to 39 years. In this new reporting period, 7% of senior grade staff are aged 30 to 39 years. The number of senior-grade staff has also increased by 19%, from 21 to 27.
Workforce by ethnicity
Unknown numbers include staff who chose the ‘prefer not to say’ option as these numbers are low.
| Grade as of 31 July 2025 | Ethnic minority | White | Unknown ethnicity | Grade tier |
|---|---|---|---|---|
| 1A | 0 | 13 | 2 | Junior grades |
| 1B | 7 | 60 | 6 | |
| 2A | 14 | 69 | 14 | |
| 2B | 37 | 245 | 13 | Middle grades |
| T3 (17) | 12 | 115 | 13 | |
| T3 (18) | 8 | 72 | 1 | |
| T3 (19) | 5 | 33 | 3 | |
| T2 | 0 | 18 | 1 | Senior grades |
| Directors and CEO | 0 | 6 | 2 | |
| Secondees | 2 | 53 | 30 | Secondees, agency or contractor |
| Agency or contractor | 0 | 2 | 3 | |
| Total | 85 | 686 | 88 |
Observations
- There are no staff from an ethnic minority background in grade 1A roles. However, this is only a decrease of 1 from the last reporting period. Similarly, there are no agency or contractor staff from an ethnic minority background, compared with 3 in the last reporting period.
- Whilst middle-grade numbers of white staff have increased and the number of ethnic minority staff in these grades have decreased, the margins are very slight. The greatest change at this level is seen at grade 2B, where ethnic minority representation has decreased by 5% and white representation has increased by 3%.
- There remains no ethnic minority representation across the senior grades.
- The College has an underrepresentation of ethnic minority staff (10%) compared with the Civil Service (15%). The greatest underrepresentation is of black staff, where representation in the Civil Service is 4% and in the College is 2%. The second greatest underrepresentation is of mixed ethnicity staff, with 2% Civil Service representation and 1% in the College.
Starters and leavers by ethnicity
Observations
- Ethnic minority staff are leaving at a greater rate than they are joining the College. The greatest leaver representation is with mixed or multiple ethnicity staff (33%) and black staff (28%).
- Over a quarter of ethnic minority staff (27%) leave the College before five years of employment, compared with 9% of white staff. Similarly, there is a greater representation of ethnic minority staff leaving after five years of employment. Retention of white staff at the College is greater than retention of ethnic minority staff.
Promotions by ethnicity (including temporary promotions)
Promotions and temporary promotions only apply to permanent and fixed term appointment staff. Secondees, agency staff and contractors are not included in these representations.
Observations
- White staff are promoted (including temporarily promoted) at twice the rate of ethnic minority staff. 5% of all white staff received promotions in this reporting period, compared with 2% of ethnic minority staff.
Workforce by disability
Observations
- There have been no significant changes of disability representation since 19 July 2024. The number of College staff self-declaring as having a disability (13%) is slightly lower than the number of civil servants self-declaring as having a disability (16%).
Workforce by sexual orientation
LGBO is used instead of LGBTQ+ as data does not include gender identity.
Observations
- Workforce representation has remained stable since the previous reporting period.
Workforce by religion
We have used the Office for National Statistics (ONS) religion and belief coding.
| Religion or belief of workforce | Percentage of staff | Percentage of senior staff |
|---|---|---|
| Buddhism | 1% | 0% |
| Christianity | 39% | 33% |
| Hinduism | 1% | 0% |
| Islam | 1% | 0% |
| Judaism | 1% | 0% |
| No religion | 43% | 56% |
| Other | 4% | 0% |
| Sikhism | 1% | 0% |
| Unknown | 10% | 11% |
Observations
- Workforce representation of all listed religions and beliefs has remained stable.
Workforce turnover
| Turnover (rolling 12 months to July 2025) Average leaver headcount | |
|---|---|
| Payroll staff | 10% |
| Secondees | 53% |
| Agency and contractors | 88% |
| Total | 15% |
Observations
- It is to be expected that turnover will be greater amongst those staff groups who are contracted to the College for a fixed period of time.
- The overall Civil Service turnover rate was 8% in 2023 to 2024, whereas the College’s overall turnover was 15% as of 31 July 2025.
Completion rates across all protected characteristics
| Characteristic | Payroll staff disclosure rate | Senior staff disclosure rate | Overall disclosure rate |
|---|---|---|---|
| Age | 100% | 100% | 100% |
| Disability | 82% | 74% | 77% |
| Ethnicity | 94% | 89% | 91% |
| Religion or belief | 93% | 89% | 90% |
| Sex | 100% | 100% | 100% |
| Sexual orientation | 94% | 89% | 91% |
Observations
- Information on age and sex is required for our security vetting process, which gives us 100% completion. All other information is optional so people can choose to leave blank or respond with ‘prefer not to say’.
- Completion rates for payroll staff are greater as secondees, agency staff and contractors are less likely to complete our diversity monitoring forms on Metis.