Are forces past their ‘due date’? The impact of a mother’s experience during pregnancy and returning to the workplace after a period of maternity leave

Historically, police forces have predominantly been male-dominated environments (Diaz & Nuno, 2021). However, over the last decade, these forces have actively pursued recruitment drives aimed at diversifying their workforce, notably by increasing the recruitment of female officers. This concerted effort has yielded significant results, with the number of female officers in UK police forces surpassing 50,000 (Gov.uk, 2022).  In assessing how these forces can effectively retain their workforce, Charman & Tyson (2022) have examined the notable rise in voluntary resignations among female officers. Reasons cited include the lack of visibility of flexible working options for mothers in senior roles. Our research underscores the often-neglected intersection of parental pathways and policing. With a commitment to both social justice and knowledge exchange, we envision our research paving the way for a future where parents in policing can navigate pregnancy and parenthood with dignity, support, and empowerment.

The questions we will look to answer as our research develops;

1. From a mothers perspective, what are the challenges faced by women in policing during pregnancy, maternity leave, and return to work.  And how do we better inform the development and implementation of supportive policies and practices within police forces.
2. What are the unique challenges faced by women of colour during maternity journeys within UK police forces, and how can inclusive solutions be proposed to address these challenges and promote their retention and career advancement?
3. How do gender biases, maternity stigmas, and barriers to flexible working arrangements intersect to affect the career progression and experiences of working mothers in frontline roles within public service occupations like policing?
4. What are the diverse parental pathways experienced by individuals within policing, including perspectives from fathers, non-carrying partners, and those navigating adoption leave, baby loss, and fertility journeys? Furthermore, how does the support available in policing compare with that in other frontline service occupations?
5. What factors influence the perceived desirability of policing as a career choice for working parents, and how can strategies be developed to effectively balance policing responsibilities with childcare obligations? Additionally, how can these strategies be implemented and disseminated effectively through collaboration and knowledge exchange.

The key aims of this research:

1. Investigate and understand the organisational perspectives on challenges faced by women in policing during pregnancy, maternity leave, and return to work, with a focus on identifying barriers and areas for improvement within police forces.
2. Propose evidence-based policies and practices aimed at fostering a supportive environment for pregnant women, new mothers, and returning parents within policing, drawing upon collaboration and knowledge exchange
3. Identify systemic barriers faced by women of colour in UK police forces during maternity journeys and to propose inclusive solutions that support their retention and career advancement, in collaboration with various police forces and support groups such as Women of Colour in Policing (WoCIP).
4. Explore the intersectionality of gender, parenthood, and frontline work within public service occupations, including policing, and to identify and address biases encountered by working mothers, with a focus on maternity biases, stigmas surrounding part-time work and flexible arrangements, and barriers to promotion.
5. Consider diverse parental pathways within policing, including perspectives from fathers, non-carrying partners, and individuals navigating adoption leave, baby loss, and fertility journeys, and to compare support mechanisms available in policing with those in other frontline service occupations, aiming to identify best practices and areas for improvement.

Funding body

CPRL have funded the analysis stage of the project.