Keep up to date and subscribe to NZ Police news and insights
Featured and latest news, stories, alerts and more.
Scan the latest Police news and information about your district.
View user-friendly graphics that provide an overview of key Police data.
Updates about local and national traffic issues and crime incidents.
Stories about Police and its people.
Subscribe to receive news, alerts, Ten One Magazine stories, advice of stolen boats, and safety advice by email or RSS feed.
Advice for victims, view FAQs, learn about our services and get safety advice
Get the answers to some of our most common queries.
Get some advice on the safety of yourself, your family, property and visitors to New Zealand.
Information about how Police supports victims of crime, including the Victim Notification Register and access the Victims information website.
Understanding the infringement process, how to pay, lost notice, request safety camera photo, transfer liability and more.
How to report bad driving, legislation, speed limits, road safety cameras and other safety advice.
How to get help for family violence (domestic violence) and learn about Protection Orders and Police Safety Orders.
An overview of our responsibilities and Values, plus links to key publications
Our drive for New Zealand to be the safest country in the world.
We aim to have the trust and confidence of all – to achieve this we operate in accordance with our values.
Find out how Māori and Police work together to help prevent crime, crashes and victimisation in our communities.
Police management and district structure, and Information about some of the many teams and units that make up Police.
View corporate publications, forms, guides and standards, general reports and research as well as crime statistics.
Explore the early history of Police, read the memorials of officers killed by criminal acts, and find out about the exciting Police Museum.
Find out about interesting roles where you can make a difference
All your recruitment questions answered.
Find out about our emergency and non-emergency service roles.
Current vacancies across various Police work groups.
The application process for non-sworn employee positions.
An overview of some of our key work groups.
Our values reflect what is important to us and the communities we serve.
Find out the various ways you can contact NZ Police
105 is the number for Police non-emergencies. 111 is the emergency number for Police, Fire and Ambulance.
Call triple one when you need an emergency response from Police, Fire or Ambulance.
If you have hearing or talking difficulties register for the 111 TXT service.
Search by station name or address.
Tell us what we’ve done well and what we need to improve on.
Other contact points across Police.
Information about how you can help us prevent crime
People featured here are sought by Police for arrest.
Find out if a vehicle has been reported stolen.
Your chance to help solve serious crimes.
Help us find answers to some of the country’s unsolved homicides.
Check to see if a boat is stolen and report sightings.
Tell us what you think.
Home > News > Ten One Magazine > Valuing neurodiversity
Three positions recently advertised within the Financial Crime Group (FCG) include the usual requirements – such as writing and analytical skills – and a very unusual one: Must be autistic.
The roles – one research analyst and two data analysts, based at Police National Headquarters (PNHQ) – are the focus of the Neurodivergence Programme pilot.
This partnership between the FCG and Autism New Zealand aims to remove barriers in keeping with our core value of Valuing Diversity, says Detective Inspector Christiaan Barnard, Director Financial Crime Group.
“There are individuals who are highly qualified but, because of their condition, may be unable to navigate a situation requiring a high degree of social engagement, like a recruitment process,” he says.
The initiative began with a recruiting conference in Australia and a session about opportunities associated with neurodivergent employment. Vanessa Merrett, Team Leader of Talent Pathway at the time, has a personal connection to this work and requested to lead a project to bring neurodiversity to Police.
The Talent Pathway team and Autism NZ developed a business case, which was put to the Police Executive last year. The FCG and National Intelligence Centre (NIC) identified appropriate roles and Autism NZ analysed the proposal.
It was decided to advance the FCG roles and Autism NZ designed job ads and a recruitment process playing to the strengths of people with autism.
Autism NZ, which runs employment support programmes in Auckland and Wellington, says barriers start with job ads containing confusing jargon.
Interviews are a major issue for candidates with problems communicating, responding to questions in a timely manner, understanding body language or making eye contact.
This requires a more practical, hands-on process to bring out a candidate’s potential.
Applications have closed. Now shortlisted candidates will be invited to a two-day assessment workshop to ensure they understand the roles and working environment, while helping Police and recruiters understand their abilities and needs before final selection.
“It’s about ensuring people have a really good understanding of what they’re getting themselves into, that they’re comfortable with what the role is and where they will be working,” says Christiaan.
“It’s also very important that we prepare our team to ensure we create an environment in which everyone can feel comfortable.”
Alongside coaching and in-work support for the newcomers – including mentoring from volunteers within PNHQ – Autism NZ is providing support to help prepare current team members.
Autism NZ Chief Executive Dane Dougan says Police has been fantastic in understanding the need to de-stress the process, provide ongoing support and create a welcoming workplace with the understanding that “difference is fine”.
His advice to staff is to treat an autistic colleague as an individual, as they would any newcomer. Adapting doesn’t have to be difficult.
“At a simple level – if someone doesn’t like smells, don’t sit them next to the kitchen,” he says. “If they don’t like noise and want to wear headphones, let them wear headphones.
“Include them as much as you can, and as much as they want to be included.”
Dane says many organisations now recognise the value of neurodiverse recruitment.
“There’s a growing understanding that employing from the autistic community isn’t an act of charity – it’s a win-win situation for everybody if we get it right.”
Christiaan says he has had massively positive feedback from inside and outside Police, including Police staff with autism in their whānau.
“This is a pilot but I hope it proves not to be a one-off,” says Christiaan.
The programme’s Executive sponsor, Assistant Commissioner Lauano Sue Schwalger, says she is delighted to see it bearing fruit.
“Many people with autism have skills we can use,” she says. “Valuing Diversity commits us to find a way to let them contribute as they want to contribute.
“I’d like to thank Autism NZ for their support in helping us live up to this value.”
The successful candidates are expected to begin work from October.
NZ Police app now available
Download instructions and FAQs
© Copyright 2022 New Zealand Police