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Diversity and inclusion

We need people with diverse skills, expertise, perspectives and lived experience to reflect the community we serve

A police force for all Australians

As an ethical and values-driven agency, we embrace diversity and inclusion. To be an effective police force, we need to reflect the community we serve. This means we must work across languages, cultures and borders.

We embed inclusive practices into our culture, incorporating our Diversity and Inclusion Strategy's goals into our daily work. This includes hiring people from a range of backgrounds, whose unique experiences add value to our agency. We're also focussing on ensuring employees feel safe, connected and respected. We strive to make our work environment free from discrimination, bullying and harassment.

Read more about our values integrity, commitment, excellence, accountability, fairness, trust and respect.


Our diversity networks

When you join us, you can access our diversity networks. Led by employees, these networks enable people to connect and support each other. Our networks include:

  • Culturally and Linguistically Diverse (CALD) Network - supports our employees from diverse backgrounds and cultures. Currently, our staff speak over 60 different languages, including Auslan (Australian sign language).

  • Malunggang Indigenous Officer Network (MION) - Malunggang, the Ngunnawal word for 'platypus', is a network that allows First Nations employees to come together and share their experiences within the AFP. It also provides advice to our Senior Executive and First Nations Unit.

  • LGBTQIA+ networks - support our employees and managing relationships with LGBTQIA+ communities.

    • Pride Network - supports and advocates for employees who identify as part of the LGBTQIA+ community. It's also open to any employee who wishes to identify as an ally.

    • Gay and Lesbian Officer Network - provides a link between the LGBTQIA+ community and police.

  • National Women's Advisory Network (NWAN) - provides an open and supportive environment for employees to discuss issues. Membership isn't limited to women. We also support the Australasian Council of Women and Policing that was set up to improve the opportunities and outcomes for women within policing at a global level.

  • AFP All-Abilities Network - supports our employees with disability and their carers. It also advocates for an inclusive and respectful workplace for all employees.


Welcoming people with disability

People with disability are valued employees of ours. We all have a role to play in helping others to reach their full potential and participate in all aspects of community life.  


Our Neurodiversity Project aims to identify opportunities that will assist us in recruiting and retaining highly skilled and innovative neurodivergent staff. There are many benefits to individuals, to the community, and to organisations of harnessing the often exceptional and unique talents and abilities of neurodivergent people. Training is being provided to our employees to maximise the potential of our neurodivergent staff. 

Hidden Disabilities sunflower program

We're the first law enforcement agency in Australia to sign up to the Hidden Disabilities sunflower campaign – a discreet way to make an invisible disability, visible.

We offer sunflower lanyards to our members with a non-visible disability. The lanyards are worn to signify that they have a non-visible disability and may require a helping hand, assistance or just more time. We also encouraged employees to watch a short training video to learn more about hidden disabilities and how they can help. 

Welcoming First Nations peoples

First Nations representation is critical for us. It ensures we reflect and represent the communities we serve. This strengthens trust within our workplaces and the community.

Our First Nations Unit (FNU)

The FNU, which was set up with First Nations employees, focuses on:

  • identifying current and emerging challenges
  • building opportunities for sustainable and impactful change within our policing and political environment.

First Nations employees use their unique knowledge to provide advice. This allows police services to serve First Nations communities in a culturally appropriate way.

The Naragunawali Board

Naragunawali comes from a Ngunnawal word meaning 'to come together'. The Board is made up of First Nations employees and our Senior Executive. It supports our First Nations strategic agenda and inclusion initiatives.

The Board helps us maintain a culture that encourages improved First Nations outcomes. This benefits our employees and First Nations communities.

Reconciliation Action Plan

We're committed to reconciliation and improving outcomes for First Nations peoples

Directions Program

Committed to improving employment opportunities for First Nations peoples

Commonwealth Aboriginal & Torres Strait Islander Workforce Strategy

Introducing practical initiatives that align with workforce representation targets


Participating in diversity initiatives

Every year we celebrate events dedicated to diversity and inclusion, such as:

  • International Women’s Day
  • International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT)
  • International Day of People With Disability
  • Harmony Day (International Day for the Elimination of Racial Discrimination)
  • National Reconciliation Week
  • NAIDOC Week.