2000 applications have been received by Thames Valley Police, to become a Constable - and are still open for applications.
ACC (Assistant Chief Constable) Dennis Murray said: “At TVP, we recognise that building trust and confidence with all communities, especially those who have historically felt underserved or over-policed, is not a one-time initiative. It is a long-term commitment. These efforts have laid a strong foundation, but they are not the finish line - they are the beginning of a deeper transformation. Our new Trust and Confidence Strategy continues this work, embedding fairness, inclusion, and accountability into how we serve our communities.”
It currently takes between six to twelve months to go through the recruitment process which is made up of a few elements - from an initial application and situational questions to interview and then vetting and references.
The whole process can be seen on their careers website on the Police Constable and Detective Constable recruitment pages.
They also said the police force “work hard to build good relationships” and have good relationships with the community and community partners.
Thames Valley Police aim to build trust and confidence with all communities.
They hold scrutiny panels, which they describe as “an integral part of ensuring that Thames Valley Police provides an excellent service and is trusted by all communities.” They seek to increase public understanding, legitimacy, confidence and trust in policing. The public insight and scrutiny panels are for people aged 18 and over, where individuals are able to share conduit about the police force and are able to hold the force to account for the general public. Volunteer roles include: Independent Scrutiny & Oversight Board, Community Scrutiny Panel member, Complaints and Standards Committee Panel member and Independent Advisory group member.
Members and employees within the organisation know and recognise the good work that goes on, and they are aware of the difference that officers make and how they positively impact society. They share stories that are positive and work to ensure things are recognised and appreciated within the force.
The Metropolitan Police Force has been described as “institutionally racist, sexist and broken”, from which the police race action plan stemmed, which launched in 2022, nationwide. It aimed to address these issues.
The action plan planned to overcome ‘disproportionate treatment of the Black, Asian and Minority Ethnic by the police and across the Criminal Justice System.’ The Thames Valley Police also became the first police force that were awarded Race Equality Matters Trailblazer Bronze status. This was a recognition of the work completed that has been done to address racial inequality within the organisation.
There is an emphasis on how the work must continue beyond this plan, and the force’s commitment to it. “We’ve made real progress over the last four years - but we know there’s still work to do. Continuing the work initiated by the Police Race Action Plan isn’t just about following a plan. It’s about keeping our promise to be fair, inclusive, and transparent in anything we do.”
The force’s mission is to “to protect our communities and be an excellent police force trusted by all.”
It is now being transformed and transitioned into a trust and confidence plan, with an intention to “make sure that fairness, inclusion and accountability aren’t just words”. The Trust and Confidence Strategy is part of how Thames Valley Police plan to “move this commitment forward.”
The recruitment campaign was six weeks, and will re-open again formally in the New Year.