SESSION SPOTLIGHT: Advancing Diversity, Inclusion and Staff Networks in Blue Light Services

This session from The Blue Light Show 2025 explored how emergency services can move beyond rhetoric to create genuinely inclusive workplaces. Rather than a lecture, the session was an interactive, conversation-driven discussion about how networks could support real change in their organisations.

The discussion was led by Alexandra Ankrah, Senior Policy Advisor for NHS England, Andy George, President for National Black Police Association, Harjit Singh, National Chair for Asian Fire Services Association, Jules King, Chair of Women in Fire, and Ceese Kaur Seera, Chair at British Transport Police Sikh Association.

Practical Insights from the Panel:

Staff networks as engines of change: Jagtar Singh (AFSA), Jules King (WFS) and Andy George (NBPA) emphasized that independent, well-structured networks provide safe spaces for minority staff, offer honest feedback, and are critical for shaping organisational culture. They encourage proactive participation from all staff, including allies from majority groups, to amplify underrepresented voices.
Evidence-based diversity strategies: The session reinforced the importance of data in driving change. Measuring inequalities through dashboards, tracking recruitment, retention, promotion, and pay gaps allows organisations to make the business case for diversity initiatives. Examples included cost savings and improved safety outcomes linked to interventions in police and fire services.
Allyship in action: Panels stressed the need for actionable allyship—speaking up when minority voices are absent, correcting language, mentoring colleagues, and supporting retention efforts. True inclusion is about moving beyond “buzzword bingo” to tangible interventions that make staff feel valued and supported.
Social movements over affinity groups: Alexander Anker (NHS) framed networks as social movements rather than traditional support groups. By engaging members across identities and levels, networks can influence policy, workforce development, and public perception, creating long-term, systemic impact.
Cross-sector collaboration: Combining experiences from police, fire, and ambulance networks highlighted how shared challenges—like representation, retention, and microaggressions—can be addressed collaboratively, leveraging collective knowledge and influence.
Events and practical development: Attending focused events and workshops allows minority staff to build confidence, networks, and skills, directly supporting retention and career progression. Real examples included individuals reconsidering leaving the service after connecting with peers at such events.

Key Takeaways for Leaders and Practitioners:

Staff networks are critical cultural assets that provide diverse perspectives and reduce bias.
Long-term commitment, independence, and a clear vision are vital for effectiveness.
Data transparency and evidence-based interventions are essential to make measurable progress.
Allyship and engagement from majority groups are non-negotiable for meaningful change.
Small, incremental actions—combined with persistent collaboration—create systemic cultural transformation

Together they offered a deeply practical, multi-sector perspective, showing that advancing inclusion isn’t about box-checking but sustained action that improves organisational outcomes.