The police, like in previous years, commissioned three studies; on external trust among citizens, specifically among Dutch citizens with non-European backgrounds, and on internal trust among employees.

External: Trust Increase Continues

The trust that society has in the police was also good in 2024. The reputation score showed a slight increase from 53 in 2023 to 56 in 2024. Since the first measurement in October 2020, the reputation score has moved within the good range (score between 50 and 60). This is in line with the findings from other monitors such as the safety monitor. This shows that the reputation of and trust from society in the police is robust. However, 19% of citizens have little to no trust in the police and rate the reputation as poor. There are various reasons for this, such as widespread distrust in the government, disappointment after a report or in the actions of the police, or actually coming into contact with police and justice. They often feel insufficiently heard, seen, and helped by the police.

Non-European Background: Slight Increase

The trust of Dutch citizens with non-European backgrounds in the police has also slightly increased. The reputation score rose from 58 in 2023 to 63 in 2024, thus higher than the average. The increase is mainly attributed to the group “other non-European backgrounds,” which mainly consists of Dutch citizens with Syrian and Chinese backgrounds. Furthermore, Dutch citizens with non-European backgrounds are more optimistic about the future regarding safety in the Netherlands and expect that others in society have a positive view of the police. Dutch citizens with non-European backgrounds are more negative about their contact with the police and less willing to show supportive behavior.

Internal: Experienced Work Pressure Remains High, Especially in Investigation

Trust among employees is an important gauge for the police as an organization. As with previous measurements, a small majority of employees have trust in the police as an employer (56%). 16% of employees disagree or completely disagree with the statement ‘I trust my employer.’ Trust in the employer is still higher among non-operational employees than among operational employees. The internal trust monitor shows several subjects where non-operational employees are more positive than operational employees. The largest and most important differences are visible on items about work pressure, autonomy, work-life balance, and trust in the employer. Employees working in investigations experience the highest work pressure and are less likely to trust the police as an employer. The work-life balance scores particularly lower among the blue employees.

Why These Studies?

The police regularly conduct research on how society and their own employees view the police. For example, the police want to know whether citizens trust the police, whether that trust increases or decreases and why, how the reputation is among different groups in society, and how people feel the police is performing on issues such as service and visibility. The police wants to learn from these studies to improve that same service and communication, or to base targeted measures on to increase trust in the organization. The legitimacy of the police stands or falls with the trust that people have in it.

Accountability and Research Design

With the trust and reputation monitor, Motivaction, on behalf of the police, conducts research into the trust that citizens and employees have in the police. A representative sample of the Dutch population and their own employees is used for this purpose. The research focuses on subjects that are important for trust in the police: proximity, justice, and effectiveness. The research agency conducted internal trust research for the first time at the end of 2023, a so-called baseline measurement. The research among Dutch citizens with non-European backgrounds has had a different research design since 2023, as earlier studies showed that this group is underrepresented in usual research panels (Motivaction cites language barriers, unfamiliarity with research panels, internet barriers as reasons). In the research among that group, Motivaction chose, in the pursuit of a representative image, to approach target groups directly and face-to-face with questionnaires. The police follows the definition used by the CBS.

Follow-up Research

The outcomes of the Trust and Reputation Monitor 2024 fit within the studies that the police have conducted or commissioned among citizens and their own employees in recent years. The outcomes of this and previous studies are used by the corps to adjust in the meantime, optimize service delivery, and continually improve the police as an organization. This also applies to the police as an employer. The recommendations to strengthen internal trust and satisfaction align with the Polices Social Agenda 2023-2027. The Social Agenda aims to allow employees to perform their work safely and healthily. It aligns with the corps-wide mission Police for Everyone, where we work towards inclusive and safe teams.