Unit 3: Inclusive action and legal responsibilities

Session 3: Action planning

This final session gives you time to reflect on your learning and build a short, meaningful action plan that helps you take what you’ve learned forward into your next shift, your team conversations and your wider practice. 

Inclusion isn’t a fixed outcome. It’s an ongoing commitment. 

Now it’s time to ask yourself: ‘What will I do differently as a result of this learning?’  

Personal action planning 

Use the prompts below to create a short, practical action plan. You don’t need to overhaul your entire approach – you just need to commit to small, specific steps that feel realistic and relevant. 

Step 1: Choose one thing that you’ll start doing straight away 

What simple behaviour, phrase or habit can you start using now that supports inclusive policing? Examples include: 

• ‘I will pause before repeating instructions to allow time for processing.’
• ‘I will switch from saying “Bear with me” to “Give me a moment” to be more literal.’ 

Step 2: Identify one situation where you’re likely to apply this 

Where in your role do you most often engage with members of the public who may be neurodiverse? For example, it could be during custody bookings when the person seems unusually anxious or repetitive, or on the phone when someone is talking quickly or going off track. 

Step 3: Think about what support you might need 

Do you need reminders, resources or team support to embed this change? Examples of what you could note here include: 

• ‘I’ll share what I’ve learned at my next team briefing.’ 
• ‘I’ll keep a printed copy of the communication tips in my pocket notebook.’ 

Step 4: Set a goal for the next four to six weeks 

What would success look like for you? Examples include: 

• ‘I want to use inclusive strategies in at least three interactions and reflect on the outcomes.’ 
• ‘I’ll introduce a short inclusion prompt at the end of our team debriefs.’

Long-term ideas 

Once you’ve embedded a few small changes, you can build on your practice by: 

• encouraging peer reflection or ‘inclusion wins’ in team meetings 
• suggesting inclusive prompts or scenarios in training or briefings 
• sharing articles, videos or resources about neurodiversity with colleagues a
• asking a supervisor to support inclusive practice goals in team planning. 

Inclusion spreads through small conversations and everyday behaviours.