Tell us a little about you, who you are and what factors have influenced your identity? 

I am a proud Black woman, a devoted mother, a supportive wife, a lifelong learner, and a passionate advocate for diversity, equity, inclusion, and belonging. My identity has been shaped by many layers, such as my cultural heritage, the strength of the women in my family, and the values I absorbed growing up in a vibrant but challenging community. It was there that I first witnessed the resilience of underrepresented voices and the impact of inequality, which ignited my determination to be part of the change. 

Today, I serve as an Equality, Diversity, and Inclusion Supervisor at Wiltshire Police, leading a dedicated EDI team. This role has deepened my sense of purpose and taught me so much about humility, empathy, collaboration, and the importance of staying adaptable and curious. 

My lived experience, paired with a background in HR and a career that’s taken me across industries and countries, continues to shape how I view inclusion. I’ve learned that representation is only the first step. What truly matters is making space for people to be recognised, heard, and genuinely valued—not just included, but empowered. 

What barriers have you come up against when bringing about change within policing 

One of the most significant barriers I’ve come up against when trying to drive change within policing has been the lack of trust between the police and the communities we serve, particularly marginalised and Black communities. This distrust is often rooted in historical and lived experiences of discrimination, over-policing, and under-protection, which have left deep scars and a sense of disconnect. 

Even well-intentioned efforts to improve diversity, inclusion, or community engagement can be met with scepticism or resistance. For many, change feels performative unless backed by consistent action, transparency, and accountability. 

Internally, one of the challenges is navigating a culture that can resist change, particularly when proposed shifts disrupt long-standing norms or traditions. In policing, change is often gradual. Progress tends to unfold in small, incremental steps, and decision-making processes can be slower than in the private sector, where structures may be more agile and less hierarchical. 

Another significant barrier is the underrepresentation of diverse voices in senior policing leadership. Representation isn’t just symbolic; it enables real influence. Without it, it’s harder for the underrepresented groups to see themselves in those spaces, thus breaking the glass ceiling.  

It is important to represent, promote and recognise Black talent. What has been your main achievement during your policing career?  

One of my proudest moments in policing has been working with the internal and external PRAP team and staff support networks to drive real, measurable change, and working on the Gender and Ethnicity Pay Gaps.  These aren’t just reports or data points, but these were reports that told stories of who we are as an organisation and how we can mitigate the challenges spotted.  So, when I stepped into leading the EDI team during a transition period, I saw it as an opportunity to grow and also amplify unheard voices, connect people and purpose, and become a catalyst for change. I’ve also pursued my own growth, earning a Chartered CIPD status and an MSc in Strategic HRM & Development, while balancing life as a mother, wife, and career woman. 

4. What small changes can individuals make to become genuine allies for the Black community within the workplace? 

Being a genuine ally isn’t about having the perfect words; it’s about what one does, day in and day out. It starts with active listening and a willingness to learn, even when uncomfortable. There are times when learning alone isn’t enough, as real allyship means using one’s voice to speak up in those everyday moments that often go unchecked, like telling subtle jokes, assumptions, or biases that harm more than they seem. 

Allies need to remain consistent, not just show up when it’s convenient. It’s about using allyship to lift others, advocating for underrepresented colleagues to be seen, heard, and given the same opportunities to grow, lead, and succeed. 

Lastly, true allyship, when done right, doesn’t just support Black colleagues; it transforms the culture for everyone. 

Do you have any tips or advice for those in the Black community who want to start a career in policing? 

Absolutely! For those considering a career in policing, your presence is needed now more than ever. Policing needs voices like yours. Your identity, your lived experiences, and your perspective aren’t just welcome, they’re essential to shaping the future of the service. 

Get familiar with the recruitment process early. Prepare by learning what’s involved in the assessment stages. Don’t hesitate to reach out to Positive Action Officers—they often run workshops and community events and are always there to support you through the journey. 

If you know anyone in the community who is a police officer, connect with them and ask questions. Please note that once successful, this role will allow individuals to drive real change. 

Who has been your inspiration during your policing journey? 

I have been deeply inspired by Black leaders who have fought against incredible odds for justice, truth, and equity. From Doreen Lawrence’s unwavering campaign for police accountability to trailblazers like T/Deputy Assistant Commissioner Dr Alison Heydari and Nicolle Ndiweni-Roberts – Police and Crime Commissioner for Derbyshire, who continue to push for meaningful inclusion within policing, their courage has left a lasting mark on me. 

Their stories remind me that change doesn’t happen overnight. It’s a long, often uncomfortable journey—but one worth walking. Every barrier they’ve broken has made it a little easier for people like me to speak up, step forward, and keep that momentum going. 

They’ve shown me that leadership isn’t always loud; it is brave, and every small step matters.