Inclusion Capital: How Police Officers Are Included in Their Workplaces

Policing organisations are increasingly expected to be representative of the diversity (e.g., gender, sexuality, ethnicity and religion) in the communities they serve. However, inclusion of these officers in the workplace often requires them to fit into prevailing police culture, meaning that the cultural changes expected in association with increased diversity are not achieved as readily in police organisations. Drawing upon semi-structured interviews with twenty police detectives, in this article, I assert that there are three core characteristics required of police officers needed to promote inclusion and acceptance in their workplace, regardless of their diversity status. These characteristics are cultural congruence, competence and team-player ability—together known as ‘inclusion capital’. The definitions of these three inclusion capital characteristics are shaped by the prevailing police culture and organisational policy and are subject to change. An individual officer’s understanding and ability to prove these three characteristics are reflected in how well they are included and accepted amongst their colleagues. This paper contributes to previous findings on police culture using Bourdieu’s theories of ‘capital’ in a new way to explain how and why police are included in their workplace. It also describes how these findings might be used by police managers to improve workplace inclusion for all minoritised officers.