In the private sector, employee support networks have gained a lot of traction as a resource that is being valued highly for its positive contributions by major banks and other areas of industry, often supplementing the professional support of HR departments.

Employee support networks are a huge asset to policing too, for many many reasons, but there is just one I am going to focus on in this article: The power of Peer support.

Disabled officers and staff, those caring for family, even those who just have a friend or family member who have a disability or an illness are welcome to join a disability support network in their force. All have much to benefit from disability support networks locally and nationally.

In difficult times most of us will struggle to find someone who truly understands what we are going through. Family and friends can be a huge help, supportive and comforting, but often they don’t truly get where you are coming from. This is not their fault, policing is such a unique profession and when you mix in the need to manage a disability, you can see how hard it is for them to truly understand your position.

There are now many support groups on line, especially on social networking sites, which offer group support for specific conditions or disabilities. These are great – but there aren’t many people there who understand what it is like to be a police officer and have a disability.

This is where disability support networks truly benefit policing. Offering advice, raising awareness, peer support and even mediation with the employer, resolving issues in the workplace quickly and to mutual benefit to both employee and employer. This ensures the needs of both are considered, in turn improving the service given to the public.

So why is it some forces do not have a disability support network?

Recently I became aware of an inspirational example to illustrate the very benefits of disability support networks for policing:

Officer X emails the Disabled Police Association a few months ago seeking some advice and support as he is currently off of work due to illness. Unfortunately there is no disability support network in officer X’s force.

The DPA circulated a request for assistance throughout the force networks and so came back an offer of assistance from a neighbouring force – officer Y.

To date officer Y has spent in excess of 50 hours providing telephone support to officer X and sending numerous emails in his own time.

Officer Y even booked a days annual leave to attend officer X’s force to provide support in person at an arranged meeting.

The matters involved are now being resolved following the meeting and officer X has been reassured and feels fairly treated. This is likely to speed up his return to work.

This is just one of the many examples which take place daily where members of (voluntary) disability support networks go above and beyond to support their colleagues. The contribution may not seem much, but when you total up the time spent giving one to one support, you realise just how much of a positive impact this will have had on officer Y’s morale and confidence in policing and managing their disability.

It is really important that I must also stress that ‘V’ word – ‘Voluntary’.

Whilst some hours of support may be given during duty time, for most, the vast majority of support provided is done so when off duty.

A further example demonstrates the possibilities for improving work force management:

Over the last 18 months I have been contacted by officers with the same physical disability as me, or who are waiting to have their operation. All have wanted support as their Occupational health departments have told them they won’t be on operational duties again. I have been able to provide examples, including my own, where adjustments can be made to allow them to continue to do frontline duties, providing examples of specialist personal protective equipment and where forces can purchase them from. Along with another colleague, we have now set up a closed facebook group for people to share their experiences. Without our networks, these officers would likely continue to be told they cannot do frontline operational duties.

I believe it is vital that Chief Officers support the voluntary contributions of their staff – supporting their staff. My goal is to have a disability support network in every force within the next 18-24 months.

Disability staff networks – Recognise it, reward it and reap the benefits!

Jamie Mills
General Secretary

This article represents the personal opinions of the author and is not the ‘official view’ of the DPA

Today the Disabled Police Association (DPA) has launched its strategic vision for the coming year, setting out how, as a staff support association, they will champion fairness and equality for disabled officers and staff within UK police forces.

Disabled Police Association General Secretary, Jamie Mills said:

“For several years a small number of officers and staff across the country have worked tirelessly to support disabled officers, staff and volunteers within policing; improving equality and championing the abilities of disabled people to improve the police service. Often their hard work goes unnoticed, with little support or recognition of its importance. By setting a clear strategic vision for 2017, the Disabled Police Association sets out how it will continue to support disabled colleagues up and down the country to ensure fairness and equality and how we will continue to promote the importance of disabled people working within the police service.”  

The Disabled Police Association, which launched in 2012, functions without any central funding or budget and is formed of officers and staff who carry out their duties in addition to their full time policing roles. The Disabled Police Association operates as the strategic coordinating body for locally based force disability support groups, engaging with key strategic partners such as NPCC and the Police Federation of England Wales.

The Disabled Police Association, whose goals include promoting fair and equal treatment of disabled people in policing, have consulted and provided specialist advice to the Home Office and NPCC on matters such as Limited Duties and Capability Dismissal Regulations and have worked with the College of policing on their Valuing Difference and Inclusion Strategy.

In 2017 the DPA will continue to support officers and staff up and down the country, working with key private sector organisations and charities such as Remploy, Purple Space and Disability Rights UK to provide better support on matters such as mental and physical health and fair treatment in the workplace.

Jamie Mills said: “The DPA have already built up many good working relationships within policing, such as with chief officers like DCC McCormick of Cheshire Constabulary, the NPCC lead for disability and with others in the public and private sector. However, this year we would like to see a greater importance placed on disability related matters in policing to increase the support and opportunities provided to disabled people. This can be better achieved by supporting force level disability support groups.  

Disabled officers and staff are key assets in policing, often with unique skills, which if harnessed in the right way, can provide many benefits, especially when budgets are decreasing but demand is still growing.  For example, disabled officers are often well suited to investigations roles; this is greatly significant at a time when more and more resource is required to tackle emerging trends such as cybercrime. We would like to see Chief Officers working more closely with the DPA to increase representation of disabled officers and staff in these fields, to better support resourcing requirements, making best use of skills and delivering the best possible service to the public.”

Deputy Chief Constable Janette McCormick, National Police Chiefs’ Council (NPCC) Lead for Disability said:

“Staff networks play a vital part in making sure we can enable all colleagues to flourish in the workplace. One of the key roles of the Disability Police Association, through its membership across forces, is to help us understand and remove barriers – so that the police service is an attractive and inclusive profession where diverse talent is encouraged and supported.

“We have made great strides in recognising the individual needs of those with disability. However, there is much further to go. The challenge of the network is one way we ensure that we continue to learn and improve.”

Disabled Police Association Strategic Vision 2017

People with a diagnosed mental health condition are currently under-represented in the workplace. One in four people will experience mental ill health in any one year including depression or anxiety which is often a direct response to what is happening in their personal lives or in the workplace. This could be anything from Post-Traumatic Stress Disorder caused by a very stressful, frightening or distressing event such as accidents or violent crime. Alternatively, depression could be a factor which can impact memory and concentration, as well as decision making and the ability to focus on tasks.

It is critically important that colleagues within the uniformed services who are facing mental health challenges can access the relevant support to overcome their barriers. If this is not addressed appropriately it could have a negative long-term impact on the individual’s life.

The good news is that a new free service has been launched by Remploy in partnership with Access to Work, a Jobcentre Plus scheme, to support individuals experiencing a mental health condition in the workplace.

Remploy’s free and confidential Mental Health Support Service is delivered throughout England, Scotland and Wales with no cost to the individual or their employer. They offer up to six months of personalised support, delivered by qualified Vocational Rehabilitation Consultants who will work with the individual to develop a plan of action and coping strategies to overcome their mental health challenges.

 To qualify for the service, you should be in employment (attending or signed off sick) and have a mental health condition, which can be self-diagnosed, that has resulted in absence or causing difficulties within the workplace.

If you would like support or for further information, please contact Remploy confidentially on:

Tel: 0300 456 8114
Email: vocationalrehabilitation@remploy.co.uk
Web: www.remploy.co.uk/mentalhealth