I am currently retired after 30 exemplery years in the police service. I performed front line policing roles in my early police service before specialising in an EDI role within the Police Federation where I held the role of Equality Liaison Officer. I had oversight of local workplace representatives and delivered Equality, Diversity and Inclusion advice and guidance to ensure workplace compliance with the Equality Act. I assisted the Force in compliance with workplace policies and legislation. I co-ordinated the staff association and staff support networks ahead of the formation of the Thames Valley Police Diversity Board. I delivered both internal and national training in Attendance Management, Police Adjusted and Limited Duties, Police Medical Retirement and Pension Regulations and Workplace Well-Being. I advocated in both Police Misconduct, Police Medical Appeals Boards and within the Employment Tribunal and Family Courts. I am a qualified Post Incident Manager and Mediator. I worked closely with Senior Leaders Teams across multiple Police Forces to seek to implement EDI compliance and Governance. I worked closely with Force Occupational Health units, Welfare Departments and National Support Networks to better manage workplace attendance and ensure expeditious treatment and support of officers to ensure workplace productivity and the delivery of services to communities.

Provided on-call support to officers and Thames Valley Police following the declaration of a critical incident involving death or serious injury following police contact. this involved liaising with Professional Standards, OHU, Welfare, attending custody suites where necessary, liaison with on-call lawyers and protecting the safety and wellbeing of officers involved whilst protecting their rights and entitlements within strict procedures. it often involved liaison with the IOPC.Coordinated post incident debriefings and support sessions; ensuring timely and effective psychological support for officers resulting in improved recovery times and return to duty into appropriate roles whilst legal and judicial processes progress.Developed and executed strategic plans for incident management resulting in operational efficiency and effectiveness and reducing response times to critical incidents.Advocating on Force Gold Groups to safeguard trust and confidence in the police service whilst having oversight on community impact factors.Manage the welfare of officers involved and their families through good effective communication with the welfare department, Gold Group, Staff Support Networks and the IOPC.

Led Thames Valley Police Federation's efforts on Police Medical Retirements, advocating effectively for officers' medical retirement which resulted in organisational cost savings whilst securing fair and timely retirement benefits.Delivered National Training on Police Pension Regulations to allow for the cascade training of local federation representatives, Employee Relations advisors, HRBP's, Superintendents Association Representatives and EDI Leads. Became a critical friend and advisor to the Superintendents association in the Police Pension Regulations. This allowed them to better identify leading practitioners in the field of advocacy within the Police Pension Regulations whilst protecting the rights and entitlements of their members. My knowledge and expertise in this area allowed me to participate in securing an ethical, fair process and procedure for Thames Valley Police to implement the review of historic medical injury awards in compliance with the Police Pension Regulations. This involved negotiations between TVP, NARPO, Thames Valley Police Federation and Superintendents Association. This model is the envy of other forces across the country.Saved the lives literally and metaphorically of vulnerable officers by securing their retirement from policing and providing critical support that safeguards their health and wellbeing.Represent officers at Police Medical Appeals Boards, DWP Appeals and PIP Appeals to ensure they receive a fair and equitable resolution which recognises their disabilities and ensures they have access to the correct benefits and support services.

Developed a workload tracking project management system to support and enhance staff and officer wellbeing and health and safety monitoring. This helped reduce workplace absence and increased case progression and efficiency.Implemented multi-departmental case reviews with OHU and Employee Relations resulting in significant reductions in workplace barriers and workplace absence. This improved staff support and organisational savings and initiating early intervention strategies.Managed welfare and performance issues through participation in Gold Groups ensuring early intervention and protection of organisational reputation during critical incidents whilst supporting staff and their families.Formulated and monitored diversity compliance within workplace policies, reducing inequalities, promoting flexible working, promoting FTE job sharing which resulted in significant organisational job savings, attraction and retention of skilled workers.Led on Flexible Working and Police Medical Retirements, delivering National Training within Police Federation of England and Wales. Received national tasking as recognised for expertise and experience in the support of officers facing challenging health and workplace duty adjustments. Recognised for balancing both the needs of officers and that of the Organisation.Appointed Trustee of Police Rehabilitation Centre, Flint House where I raised awareness and encouraged officer attendance; resulting in reduction of workplace absence , securing essential support and enhancing officer wellbeing. This ultimately protected and safeguarded public funds.Delivered equality, diversity and inclusion training to workplace reps incorporating members or the Employee Relations Teams to achieve better synergy.Active participant of Force Diversity Board and Staff Support Networks whilst engaging with Independent Advisory Groups.

Advocated for officers facing workplace bullying, discrimination ands misconduct resulting in fair resolutions, improved workplace morale and trust and confidence in the workplace grievance process. It also resulted in protection of the trust and confidence in the police service and removal of dishonest and or corrupt officers.Successfully represented officers in Employment Tribunals, DWP and PIP Appeals achieving favourable outcomes, safeguarding through recommendations to workplace policies and procedures whilst protecting the rights and entitlements of officers.Championed flexible working arrangements for officers before HRBP Panels assisting in the retention of experienced officers and workplace practitioners. Advocated at Police Medical appeals Boards ensuring that the appropriate awards were awarded whilst protecting public funds.Earned recognition for advocacy skills in Police misconduct cases before Senior officer panels and Independent Police Panel Chair Hearings. Represented officers both within Thames Valley Police and other Home Office Forces which strengthened trust and credibility in the handling of police misconduct cases.Managed misconduct cases through Direct Access Scheme which meant that I would liaise directly with Kings Council and oversee case management and the preparation of case files and pagination of case papers. This reduced cost whilst improving the efficiency of case progression an reduced cost.

Advocate for police officers in workplace disputes, successfully negotiating fair resolutions and improving overall morale and workplace relations.Advocate and represent officers in multi-departmental case review meetings identifying hybrid return to work options where necessary and aiding in the reintegration of disenfranchised officers.Represent officers in disciplinary hearings, grievance procedures and unsatisfactory attendance or performance proceedings; achieving favourable outcomes that protect the rights and entitlements of officers but considering organisational needs. an example of this was during the appointment of a new senior manager within the Occupational Health Department. The manager had previously had unsuccessful encounters with workplace reps. Following a meeting with me as the lead on managing disabled officers we were able to develop a professional working relationship which led to significant impacts for the retention of disabled officers within the organisation and led to a relationship based on trust, openness and transparency. Upon his decision to leave the organisation I was privileged to receive a personal letter of recommendation and how it had changed the manager's view of the staff association.Collaborated with Senior Managers both within force an other forces to develop and implement policies which enhanced working conditions and efficiency whilst ensuring legal and regulatory compliance.Conducted training sessions across all aspects of Police Regulations and Employment Law which involved the inclusion of HRBP's and Employee relations Advisors. This led to increased trust, openness, transparency, improved organisational cohesion and a reduction in workplace grievances or earlier resolution at Employment Tribunals.Liaised with all Staff Support Networks brokering trust and confidence between them and the Police Federation locally and Nationally. Sat on Force diversity Board and delivered training within PFEW.