B1403 Procedure - Hate Crime against Police Officers and Police Staff

Number: B 1403
Date Published: 8 October 2026
Version 9 - October 2026

1.0 Summary of Changes

Review carried out with the following update:

• Section 2.0 - Paragraph added: Unless otherwise stated, references to police officers within this procedure include Special Constables, who are warranted officers and should be afforded the same consideration in relation to welfare, support, reporting and associated processes.

2.0 What this Procedure is about

The objective of this procedure is to ensure officers and staff subjected to hate crimes and hate incidents in the course of their duty are sufficiently cared for and supported by Essex Police, to guarantee supervisors and managers are informed of the incidentand provide investigative support commensurate to the seriousness of any identified offences. This includes whether the suspect is a member of the public or member of staff.

Officers or members of staff investigating such matters must assess the gravity of hate crimes or incidents to provide a standard of investigative service at least equivalent to that offered to the public, as detailed within Procedure - B1402 Hate Crime and Non-Crime Hate Incident (NCHI). The circumstances will differ in severity and individuals reporting such matters should feel confident that the response by the organisation will be proportionate to the specific incident.

Compliance with this procedure and any governing policy is mandatory.

Unless otherwise stated, references to police officers within this procedure include Special Constables, who are warranted officers and should be afforded the same consideration in relation to welfare, support, reporting and associated processes

2.1 Hate Definitions

Hate motivation, hate crimes and incidents are taken to mean any crime or incident where the perpetrator’s hostility or prejudice against an identifiable group of people a factor in is determining who is victimised. This is a broad and inclusive definition. A victim does not have to be a member of the group. In fact, anyone could be a victim of a hate crime.

A non-crime hate incident (NCHI) means an incident or alleged incident which involves or is alleged to involve an act by a person (‘the subject’) which is perceived by a person other than the subject to be motivated - wholly or partly - by hostility or prejudice towards persons with a particular characteristic.

A hate crime is any criminal offence which is perceived by the victim or any other person to be motivated by a hostility or prejudice based on one or more protected characteristics.

2.2 Recording Hate Crime

Essex Police must record all occurrences of hostility or prejudice which fall into the category of protected characteristics as either a non-crime hate incident or a hate crime, the protected characteristics are:

• Disability.
• Race including nationality.
• Religion/faith.
• Sexual orientation.
• Transgender.

Essex Police also records sex/gender as a monitored strand.

All Hate crime will be recorded on Athena, see Procedure - B 1402 Hate Crime and Non-Crime Hate Incident for recording of Hate Crime and NCHI. There are separate Athena classifications for the different strands of hate incident/crime. Where there is a crime, as in any case, the crime will be the primary classification, with the further classification will be an included classification. Where there is a non-crime hate incident the hate classification will be the primary classification.

Hate crime classifications:

NCI/13 Hate Incident – Racial
NCI/14 Hate Incident – Disability
NCI/15 Hate Incident – Homophobic
NCI/16 Hate Incident – Transgender
NCI/17 Hate Incident – Religious
NCI/17 Hate Incident – Religious - Christian
NCI/17 Hate Incident – Religious - Buddhist
NCI/17 Hate Incident – Religious - Hindu
NCI/17 Hate Incident – Religious - Jewish
NCI/17 Hate Incident – Religious - Muslim
NCI/17 Hate Incident – Religious - Sikh
NCI/17 Hate Incident – Religious – No religion
NCI/17 Hate Incident – Religious – Unknown

2.2.1 Offences motivated by sex/gender.

Essex Police record hate crimes and non-crime hate incidents (NCHIs) based upon the victim’s sex/gender as a primary motivating factor.

Gender based hate crime and non-crime hate incidents will be ‘tagged on Athena’ as:

• Hate crime [or incident] - Sex and/or Gender Female
• Hate crime [or incident] - Sex and/or Gender Male
• Hate crime [or incident] - Sex and/or Gender Other
• Hate crime [or incident] - Sex and/or Gender Unknown

3.0 Detail the Procedure

3.1 Support for Victims

It is essential that a victim led approach is taken when managing hate incidents involving Essex Police officers and staff. Any decisions made should be done so in consultation with the victim and a degree of flexibility given to the procedure if appropriate and in line with their wishes.

The victim is to be relieved from any duty putting them in proximity of the suspect as soon as reasonably practicable. If this cannot be done, the appropriate duty officer (see below) must be informed and relief sought elsewhere, seeking support from other departments or commands if necessary. This approach will allow the safeguarding of the victim from sustained abuse and the opportunity for immediate welfare support.

The victim should not be involved in the conveyance of the suspect except in exceptional and unavoidable circumstances, or in line with their wishes.

The victim will not play any part in the wider investigation of the offence once relieved.

The victims line manager is to be made aware immediately.

The Duty Inspector and Detective Inspector are to be made aware immediately.

The appropriate Duty Officer is to be made aware as soon as practicable:

• From 1800hrs – 0600hrs this will be the Force Duty Officer (FDO);
• Between 0600hrs - 1800hrs this will be the duty officer for the relevant command;
• Duty Officers can be found on ‘Specialist Spec’s Rota’s’ on SAP.

The Duty Officer will:

• Take responsibility for the general oversight of the incident and brief the duty Gold Commander as necessary.
• Ensure all immediate welfare considerations are owned and progressed.
• Appoint a welfare officer (this could be a supervisor or a colleague – consultation should occur to ensure the appropriate person is nominated).
• Complete an ongoing review of welfare implications, including return to duty, support networks, TRIM and occupational health referrals and any required liaison with the Police Federation or Unison.
• Inform the central Hate Crime Team Sergeant.
• Evaluate and lead on any required media strategy (taking into account any views of the officer(s) / staff involved and working in conjunction with the on-call Press Officer).
• Ensure provision of the HC2 Hate Crime Support Booklet.
• Consider restricting access to the incident/investigation too all but Supervisors and Hate Crime Officers to ensure privacy.

3.1.2 Internal Support for Victims

Victims will be treated fairly and transparently, sensitively, and confidentially.

• Managers will review working arrangements and take appropriate action to safeguard the victims, ensuring any action does not disadvantage them.
• Where the matter is to be investigated as a hate crime the victim will be provided with information as for external victims in line with Procedure - B1402 Hate Crime and Non-Crime Hate Incident (NCHI).
• Staff networks should be signposted to the victim to ensure they are receiving additional support as may be required.
• Fairplay Advisors can support and assist staff who are victims of inappropriate workplace behaviour e.g., to consider options, attend meetings as part of the resolution process (contact details via Intranet Home Page Menu ‘Information’).
• Welfare advisers, Federation, Unison and Superintendents’ Association representatives can advise both victims and alleged perpetrators.

3.1.3 Internal Reporting Process

Alleged hate incidents or crimes can be reported by the victim, a witness or a third party such as staff associations, networks, or Police Federation, using one of the following methods.

3.1.4 Direct to Command Team (CT) Member

CT member must consider the full circumstances of the allegation including whether the matter being reported falls within the definition of a Hate Crime or Non-Crime Hate Incident. The CT member will ensure that there is adequate support in place to support the victim.

It is important that CT members consider the full range of options open to them to ensure that the response to the allegation is proportionate in all the circumstances.

When making a decision concerning the most appropriate response due regard should be given to the views of the victim concerning disposal of their allegation.

Whilst such matters are often serious in nature, they can be dealt with using the grievance procedure or local management action where appropriate.

The CT member will initiate an internal meeting with relevant parties, the following should be considered:

1. A welfare officer should be in place.
2. The central Hate Crime Team Sergeant will independently contact the victim to offer additional bespoke support, welfare or guidance if welcomed by the victim.
3. Where the allegation may amount to a matter of misconduct the circumstances should be reported to the Professional Standards Department for a severity assessment to be conducted.
4. The CT member should ensure that Form IHC 1 is completed and forwarded to the Diversity Unit.
5. CONSULT WITH PSD - The Diversity Unit will register Form IHC 1, monitor, progress and chase. If the investigation is carried out by PSD their decision making around when to create a crime investigation would be down to PSD discretion in line with NCRS rules.

3.1.5 Direct to Professional Standards Department (PSD)

There are a number of reporting mechanism into PSD including:

• Anonymous reporting
• Confidential reporting line
• Direct to PSD email/phone call
• IOPC
• Crimestoppers

The timelines of any response will vary from the option specifically if outside of office hours.

On receipt of the information the circumstances will be documented, and consideration given for any further enquiries to be completed which may lead to a severity assessment being conducted. The local CT member will also need to be informed.

At the appropriate juncture the enquiring PSD officer or staff will be responsible for completing the Form IHC 1 for submission to the Diversity Unit. The amount of information disclosed on the form will be on a case-by-case basis.

3.1.6 Direct to the Diversity Unit

Allegations can be made direct to the Diversity Unit where a full record of the circumstances will be made. Contact will be made with either a CT member or PSD to determine the most appropriate course of action.

In these circumstances the Diversity Unit Member receiving the call will complete the Form IHC 1.

3.1.7 Routes to report HC/NCHIs internally

Confidentiality and support for the individual is of paramount importance. Information is available regarding third party reporting and the use of confidential reporting methods via ***** page.

All members of Essex Police have a duty to report hate crimes or incidents occurring within the workplace. The circumstances will differ in severity and individuals reporting such matters should feel confident that the response by the organisation will be proportionate to the specific incident.

Essex Police has a duty of care as an employer to protect the health and wellbeing of its members. Failure to address workplace issues can lead to serious health issues.

The Equality Act 2010 makes it unlawful for an employer (including the police service) to discriminate against its members and requires them to protect members from 3rd party harassment.

The organisation could be exposed to legal remedy if it fails to give appropriate protection. PSD to be consulted regarding risk assessments.

Procedure – C 3015 Reporting Wrongdoing

3.1.8 Legal duty to protect staff from harassment

Section 40 of the Equality Act 2010(opens an external website in the same tab) states that an employer may be liable if an employee suffers harassment from their employer during recruitment or employment.

Section 26(1) of the Equality Act 2010 (opens an external website in the same tab) defines harassment as any unwanted conduct that violates an employee’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

The unwanted conduct must relate to a relevant protected characteristic. Sections 26(2) and 26(3) of the Act respectively deal with unwanted conduct of a sexual nature, and less favourable treatment because of a person’s reaction to harassment.

The Protection from Harassment Act 1997(opens an external website in the same tab) and the Public Order Act 1986(opens an external website in the same tab) provide further legal protections from other forms of harassment.

3.2 Investigation

The victims line manager will be responsible for the immediate management of the incident, ensuring any fast-track actions to secure evidence and the welfare of the victim is completed as soon as practicable and in line with the golden hour principles.

A Detective Inspector will oversee the initial investigation ensuring an appropriate investigative strategy is logged on STORM or ATHENA, appropriate resources are tasked, and the victim is supported as set out in this procedure.

Ownership of the investigation will depend on the associated matter for which the suspect is being dealt with i.e. dwelling burglary - CID, domestic - DAIT, rape - ASAIT etc. Investigations should not be split between departments. If the suspect has not committed any other relevant offence(s), the investigation will sit with the team from which the staff member is based. If the officer or staff member is based within a team that does not conduct investigations, then LPT/NPT will take ownership.

Should the officer/staff member be victim of an assault, the Procedure - Investigation of Cases Involving an Assault on Police Officers and Staff will take primacy with care taken to ensure the hate element is managed appropriately in line with the guidance set out in this procedure.

It is expected that the officer/staff member will not provide their own statement unless deemed appropriate by the Detective Inspector.

A clear handover to the investigating department will be completed and agreed by the line manager prior to the end of the attending teams’ duty.

The investigating team’s supervisor will:

• Nominate an officer in the case as soon as practicable who will be the point of contact for the victim.
• Ensure the victim is contacted at the earliest opportunity.
• Ensure the creation of an investigation on ATHENA as soon as practicable (calling the Assessment & Investigating Centre direct to ensure there is no delay).
• Liaise with the Hate Crime Officer (HCO) as required for safeguarding or support agency advice.
• Consider whether the hate crime amounts to a critical incident.

The OIC will ensure compliance with police responsibilities to victims set out in the Victims Code 2020. Officers should also be aware of Policy - Investigation of Crime procedure.

Officers concerned in the investigation at any level will ensure they conduct themselves in a professional manner in line with standards of professional behaviour and the Code of Ethics. The victim must be afforded the necessary degree of privacy with any information given treated in the strictest of confidence, particularly where the report relates to sexual orientation or gender identity. Information should never be disclosed to any other party without the express permission of the victim (see Gender Recognition Act 2004).

As the impact of Hate Crime on victims can be particularly significant, officers will offer them the opportunity at the outset to make a Victim Personal Statement (VPS). An additional VPS can be obtained prior to trial if the victim feels that the impact of the crime on them has changed.

Essex Police support the use of Restorative Justice which should be considered and discussed with the victim throughout the investigative journey. Restorative Justice is a voluntary process which requires both the victim’s and perpetrator’s agreement to participate and is managed by the Restorative Justice and Mediation Service.

The Crime and Disorder Act 1998, sections 29 to 32, has created specific offences in relation to assault, criminal damage, public order and harassment which are aggravated by race or religion.

With the exception of the above offences, the Criminal Justice Act 2003, sections 145 and 146, empowers the court to give increased sentences for offences aggravated by race, religion, disability, gender identity or sexual orientation.

There are no statutory provisions that relate to crimes based on hostility towards gender identity.

See the workflow.

4.0 Equality Impact Assessment

• EIA – June 2026

5.0 Risk Assessment

Police officers and staff will consider any risks or health and safety aspects of each incident. It is the responsibility of all officers to conduct a Dynamic Risk Assessment when attending any incident.

Supervisors and managers conducting operations relating to hate crime are reminded of the need to conduct a risk assessment concerning that operation on form PERS52.

Essex Police has a duty of care as an employer to protect the health and wellbeing of its members. The Equality Act 2010 makes it unlawful for an employer (including the police service) to discriminate against its members and requires them to protect members from 3rd party harassment.

The organisation could be exposed to legal remedy if it fails to give appropriate protection. PSD to be consulted regarding risk assessments.

Generic risk assessments are available from the Health and Safety website, these include:

• GRA 14 - Police Duties and Patrolling (includes PCSO) In addition to the above, compliance with this procedure is mandatory. Non compliance with the procedure may lead to:
• A potential reduction in / damage to trust and confidence in Essex Police.
• Legal consequences, including fines and sanctions, which could impact the force's financial stability.
• The potential for additional action, for example line manager intervention / local resolution.

6.0 Consultation

The following have been consulted during the formulation of this document:

• Unison
• Police Federation
• Essex Diversity and Inclusion Manager
• Health & Safety
• Strategic Change Team
• Risk Policy
• Superintendents Association
• Strategic Force Crime & Incident Registrar
• Information Management
• DPO
• LPA Commanders
• LPA Investigations Superintendents
• LPA District Commanders
• Public Protection Investigation Unit Hubs
• Victim Support
• Support Networks/Diversity Groups
• Diversity & Inclusion Inspector
• Superintendent HR Projects
• PSD DI

7.0 Monitoring and Review

This procedure will be reviewed by, or on behalf of, the owner every 12 months. This review will be based on new legislation, national manuals of guidance, public enquiries, serious case reviews and recognition of best practice; to ensure this procedure remains accurate and fit for purpose.

7.1 Internal Hate Crime Procedure - Monitoring and Review

The Diversity Unit will maintain a record of IHC 1 form submission, record any initial Athena crime report and monitor the progress of such cases.

8.0 Governing Force policy.

Related Force policies or related procedures

• B 1402 Procedure – Hate Crime and Non-Crime Hate Incident (NCHI)
• B 0600 Policy - Investigation of Crime
• B 0602 Procedure - Investigation of Crime
• D 0401 Procedure – Dealing with Critical Incidents
• B 2500 Policy - Victim and Witnesses
• Strategic Vulnerability Centre (SVC) Hate Crime (HC) SharePoint Page

8.1 Data Security

Essex Police have measures in place to protect the security of data in accordance with our Information Management Policy – W 1000 Policy – Information Management.

8.2 Retention & Disposal of Records

Essex Police will hold data in accordance with our Records Review, Retention & Disposal Policy – W 1012 Procedure/SOP - Records Review, Retention and Disposal.

We will only hold data for as long as necessary for the purposes for which we collected. Victims/public should be reminded that Essex Police take the protection of personal data seriously as described in the privacy notice 

9.0 Other source documents, e.g., legislation, Authorised Professional Practice (APP), Force forms, partnership agreements, (if applicable)

• Standards of professional behaviour and the Code of Ethics
• The Crime and Disorder Act 1998, sections 29 to 32
• Criminal Justice Act 2003, sections 145 and 146
• Gender Recognition Act 2004 workflow
• Op Hampshire – connEXion
• Op Hampshire – together against assaults
• EIA – June 2026
• The Equality Act 2010
• Form IHC 1
• Strategic Vulnerability Centre (SVC) Hate Crime (HC) SharePoint Page