Trine Møller, Police Inspector, Head of Center for Special Emergency Response & Head of the Diversity Group, Copenhagen Police
“The timing was right. Copenhagen Police wanted change. They wanted a more diverse and inclusive work environment – and I brought the knowledge and the tools needed to drive that change. Everything I learned in the DEI programme I was able to implement directly – one-to-one – at Copenhagen Police.
In the DEI programme, I acquired a new language, the latest knowledge, research-based evidence, and an incredible toolbox that enabled me to take the lead and drive, initiate and implement changes – both at management level and among the employees.
During the programme, I drafted the strategic action plan that became the driving force behind all the changes at Copenhagen Police. The programme equipped me to argue in a reasoned way, address resistance with facts and find new paths forward. The programme was invaluable to me both as a person and as a leader.
Creating change within existing and familiar structures, is the most important thing I learned. In the police, we work with staff functions and therefore we established a Diversity Unit, which was adopted in April 2024. Led by 13 dedicated individuals (in close collaboration with various departments in the district), the Diversity Unit works on recommendations for HR, knowledge building and competence development for all leaders across the district with the aim of creating an even better work environment for all 3,000 employees at Copenhagen Police.
The goal is to integrate diversity and inclusion into existing structures and processes, such as recruitment, promotions and the possibility of leave – and to ensure that the processes are transparent, inclusive and fair.
My hope for the future is that the Diversity Unit becomes redundant. That diversity, equity and inclusion are no longer a strategy that is implemented and evaluated by Copenhagen Police – but that it is our entire DNA. That all employees feel included, thrive and are able to contribute with their full potential – and, fortunately, we are well on our way.”
Trine Møller has been employed in the police force for 25 years; she has been a manager since 2010. Trine participated in Mannaz’s Diversity and Inclusion training, where the course includes, among other things, developing a strategy plan that is part of the final exam. At Copenhagen Police this strategy plan led to the establishment of the Diversity Unit, which today operates across all departments and 3,000 employees.
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