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Former North Yorkshire Police Officer Settles Lawsuit After Suspension Over Questions About Islam During DEI Training
Luke Salmons, a former community support officer with North Yorkshire Police, has reached a confidential settlement with the force after he was suspended and later barred from policing for asking questions about Islam during a diversity, equity and inclusion (DEI) training session.
Salmons, who served as a PCSO (Police Community Support Officer) in the force’s North Yorkshire region, said the suspension followed a conversation he had with a Muslim sergeant during a DEI workshop held in September 2024. According to the account reported by Fox News, the training series, which ran through 2023 and 2024, was designed to develop a new policy on race, religion and culture. The sessions were hosted by external trainers and were advertised as a safe space for officers to raise challenging questions.
During the September session, Salmons asked the sergeant about the war in Gaza and the concept of jihad. He described the exchange as respectful and noted that the sergeant invited him to continue the discussion over coffee afterward. Two days later, Salmons was called into a private meeting with his inspector, who allegedly told him that she had learned of the conversation and that she no longer wanted him on her team. Salmons claims the inspector said, “I don’t like your beliefs,” a statement he interprets as a reference to his Christian faith.
Following the meeting, Salmons was suspended and placed under investigation. He was advised by his union representative to apologize, though he disagreed that he had done anything improper. After eight months of investigation, he resigned, citing the hardship on his family. A disciplinary panel later found that his conduct amounted to “gross misconduct” and placed him on a list that barred him from policing.
Salmons appealed the decision with the help of the Christian Legal Centre (CLC). The appeal was upheld by Chief Constable Tim Forber, who stated that while there were concerns about Salmons’ behaviour, they did not amount to gross misconduct or a breach of professional standards. The appeal removed him from the barred list, but the force retained the suspension and disciplinary findings.
In June 2026, Salmons filed a lawsuit alleging religious discrimination against North Yorkshire Police. The suit claimed that the inspector’s comments and the subsequent disciplinary process were motivated by his Christian beliefs. According to a BBC report, the force reached a settlement with Salmons. The terms of the settlement are confidential, but Salmons has said he has not received an apology or an offer to return to the force.
North Yorkshire Police released a statement to the BBC in which it said it is an “inclusive employer” that respects the rights of all individuals to their beliefs. The statement added that “the expression of those beliefs must always be with due consideration of respect and courtesy in line with our force values and behaviours framework.” The force declined to provide further comments.
The case highlights the growing scrutiny of DEI training programmes in UK police forces. North Yorkshire Police’s 2024‑26 DEI strategy, published on its website, outlines a goal to “ensure we become a truly inclusive and actively anti‑discriminatory” organisation. The strategy includes a plan to introduce comprehensive DEI training for all staff and to re‑launch foundational training for managers.
Religious discrimination claims in the UK are governed by the Equality Act 2010, which protects employees from adverse treatment on the basis of religion or belief. The Christian Legal Centre has represented several high‑profile cases involving alleged religious discrimination, and its involvement in Salmons’ appeal and lawsuit underscores the legal avenues available to employees who believe they have been treated unfairly.
At present, the settlement has closed the litigation, but Salmons has not been reinstated to the force and has not received an official apology. The outcome may influence how other UK police forces design and conduct DEI training and how they handle complaints that raise religious concerns. The case also raises questions about the balance between encouraging open dialogue in training environments and protecting employees from perceived bias.
The broader implications for policing and DEI initiatives remain to be seen, but the settlement signals that religious discrimination claims can lead to financial and reputational costs for police forces. North Yorkshire Police’s future training programmes and disciplinary procedures may be reviewed in light of the case, and other forces may look to the outcome when addressing similar concerns.
Salmons, who served as a PCSO (Police Community Support Officer) in the force’s North Yorkshire region, said the suspension followed a conversation he had with a Muslim sergeant during a DEI workshop held in September 2024. According to the account reported by Fox News, the training series, which ran through 2023 and 2024, was designed to develop a new policy on race, religion and culture. The sessions were hosted by external trainers and were advertised as a safe space for officers to raise challenging questions.
During the September session, Salmons asked the sergeant about the war in Gaza and the concept of jihad. He described the exchange as respectful and noted that the sergeant invited him to continue the discussion over coffee afterward. Two days later, Salmons was called into a private meeting with his inspector, who allegedly told him that she had learned of the conversation and that she no longer wanted him on her team. Salmons claims the inspector said, “I don’t like your beliefs,” a statement he interprets as a reference to his Christian faith.
Following the meeting, Salmons was suspended and placed under investigation. He was advised by his union representative to apologize, though he disagreed that he had done anything improper. After eight months of investigation, he resigned, citing the hardship on his family. A disciplinary panel later found that his conduct amounted to “gross misconduct” and placed him on a list that barred him from policing.
Salmons appealed the decision with the help of the Christian Legal Centre (CLC). The appeal was upheld by Chief Constable Tim Forber, who stated that while there were concerns about Salmons’ behaviour, they did not amount to gross misconduct or a breach of professional standards. The appeal removed him from the barred list, but the force retained the suspension and disciplinary findings.
In June 2026, Salmons filed a lawsuit alleging religious discrimination against North Yorkshire Police. The suit claimed that the inspector’s comments and the subsequent disciplinary process were motivated by his Christian beliefs. According to a BBC report, the force reached a settlement with Salmons. The terms of the settlement are confidential, but Salmons has said he has not received an apology or an offer to return to the force.
North Yorkshire Police released a statement to the BBC in which it said it is an “inclusive employer” that respects the rights of all individuals to their beliefs. The statement added that “the expression of those beliefs must always be with due consideration of respect and courtesy in line with our force values and behaviours framework.” The force declined to provide further comments.
The case highlights the growing scrutiny of DEI training programmes in UK police forces. North Yorkshire Police’s 2024‑26 DEI strategy, published on its website, outlines a goal to “ensure we become a truly inclusive and actively anti‑discriminatory” organisation. The strategy includes a plan to introduce comprehensive DEI training for all staff and to re‑launch foundational training for managers.
Religious discrimination claims in the UK are governed by the Equality Act 2010, which protects employees from adverse treatment on the basis of religion or belief. The Christian Legal Centre has represented several high‑profile cases involving alleged religious discrimination, and its involvement in Salmons’ appeal and lawsuit underscores the legal avenues available to employees who believe they have been treated unfairly.
At present, the settlement has closed the litigation, but Salmons has not been reinstated to the force and has not received an official apology. The outcome may influence how other UK police forces design and conduct DEI training and how they handle complaints that raise religious concerns. The case also raises questions about the balance between encouraging open dialogue in training environments and protecting employees from perceived bias.
The broader implications for policing and DEI initiatives remain to be seen, but the settlement signals that religious discrimination claims can lead to financial and reputational costs for police forces. North Yorkshire Police’s future training programmes and disciplinary procedures may be reviewed in light of the case, and other forces may look to the outcome when addressing similar concerns.
