In March 2023, researchers Corinne Torrekens, Camille Fortunier and Shannon Damery from the GERME research centre (Université libre de Bruxelles) published a report addressing the management of ethnic diversity within the Belgian police force as a strategy to combat racism. Although the eligibility criteria for public service means that third-country nationals (TCNs) cannot currently work for the police force in Belgium, second- and third- generation migrants who hold Belgian citizenship are eligible, and many could be positively affected by improvements to diversity management within the force.

Commissioned by the Federal Public Service Justice, the report investigates the presence and impact of institutional racism in the daily operations of public services, with a particular focus on the police. Institutional racism, understood as collective and systemic practices that perpetuate inequalities, serves as the central framework for examining the occurrence of racial discrimination within state institutions. The publication emerged in the context of growing public outcry over incidents of police violence, heightened by tragic cases such as the death of a young man from the multicultural municipality of Anderlecht, in Brussels. The publication concludes with a series of recommendations aimed at improving diversity management within public administrations, with a special emphasis on reforming police practices.

The researchers conducted their fieldwork among police officers in the Brussels-Capital Region, chosen for both practical and contextual reasons. The region is known for its increasing ethnic diversity: nearly 37% of its population is made up of foreign nationals, among whom 61.3% are TCNs, according to Statbel. The study relied on semi-structured interviews and on-site observations at various police stations in Brussels.

Diversification of the police corps

The police derive their legitimacy from two primary functions: maintaining public order on behalf of the state and serving as a neutral institution that represents the population. As such, law enforcement is required to uphold the law in an egalitarian and non-discriminatory manner. Since the 1990s, the police institution has been engaged in efforts to diversify its recruitment practices, incorporating greater variation in terms of gender, educational background, and ethno-racial identity, despite the absence of official statistical data. This diversification initiative aims at better reflecting the composition of Belgian society, aligning with broader political objectives that promote diversity while refraining from implementing positive discrimination policies. The pursuit of diversity within the police force also addresses the need to improve relations between law enforcement and the community, as well as to foster the development of localised policing.

The study identifies 2 key areas where diversification has an impact: internal interactions among police officers, and the interactions between police and citizens.

• Inter-colleague relations

Despite the growing diversity within the Brussels police force, the internal structure remains characterised by ethnic-stratification, wherein ethnic minorities are disproportionately concentrated in lower-ranking positions, such as officers and inspectors.

The researchers highlight the prevalence of a "colour-blind" ideology among police workers, whereby acknowledging the ethno-racial backgrounds of colleagues is seen as counterproductive. Officers tend to emphasise a shared professional identity, asserting that individuals are "police officers first and foremost." Nevertheless, discriminatory practices persist, as evidenced by the disproportionate scrutiny directed towards officers from minority backgrounds. These individuals tendentially find themselves subject to greater surveillance of their work and face an undervaluation of their competencies. This environment compels minority officers to exhibit an intensified level of professional commitment in an effort to affirm their loyalty to the institution. The broader issue of their integration is deeply rooted in the entrenched "police culture," which is characterised by a rigid dichotomy between the "Us" of law enforcement and the "Them" of those they police. In their efforts to assimilate, and distinguish themselves from “Them”, some minority officers may adopt harsher approaches towards individuals from their own ethnic communities or resort to the use of discriminatory language, thus inadvertently perpetuating the institutionalised racist practices they themselves experience.

• Interactions between police officers and citizens

Within policing institutions, language serves as a central mechanism for the perpetuation of stereotypes regarding ethno-racial minorities. This is particularly evident in the use of coded terminology to categorise members of the population, predominantly based on facial features or phenotypic characteristics. For instance, suspects are often described with expressions such as "of North African type". These linguistic classifications are deeply embedded in the routine practices of police work, where ethnic profiling is employed to identify "usual suspects" based on preconceived notions of criminal archetypes. Officers frequently regard these practices as both efficacious and instrumental in their duties. Additionally, discriminatory language often appears under the guise of humour, a practice sometimes adopted even by officers from minority backgrounds as a means of facilitating their assimilation into the prevailing police culture. The importance of such practices must be understood in the context of a significant presence of Maghreb-descending population in Belgium, largely related to the successive labour migration waves in the second half of the 20th century (Rea and Martiniello, 2012). 

Nevertheless, language also plays a pivotal role in promoting diversity within the police force. Officers with diverse linguistic abilities are better positioned to facilitate communication with the public, particularly in multicultural contexts. To support this, financial incentives are provided for officers with linguistic skills, although the selection of eligible languages is contingent upon official certification and administrative policies.

Guidelines and recommendations

The report puts forward several recommendations directed at public administration more broadly, with specific focus on the police force. It can be structured around three key areas: recruitment, internal institutional practices, and police-citizen relations. In the recruitment phase, the adoption of an inclusive neutrality policy is suggested, allowing for the wearing of conventional religious symbols to enhance access to employment, particularly for Muslim women. Additionally, expanding the eligibility criteria for public service to include EU citizens is recommended to promote greater diversity.

At the institutional level, mechanisms for monitoring discriminatory practices should be strengthened, including the establishment of an anonymous complaint system and ensuring consistent sanctions for transgressive behaviour. Improved training and awareness initiatives are also advised, supported by professional exchanges and the presence of specialised diversity personnel to aid officers on the ground. Finally, to improve police-citizen relations, it is recommended to increase local-level engagement and informational events to foster trust and better communication between the police and the communities they serve.