In this section

GENDER PAY GAP

DURHAM CONSTABULARY

GENDER PAY GAP 2019

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017).

This involves carrying out 6 calculations which show the difference between the average earnings of men and women in the Force: it does not involve publishing individual employees data. We are required to publish this data on both the Force’s website and also a Government website on an annual basis. The purpose of this data is to assess:

· The levels of gender equality in our workplace;

· The balance of male and female employees at different levels;

· How effectively talent is being maximised and rewarded.

The challenge in our Force will be to eliminate any gender pay gap.

We employ approximately 2,318 officers and staff.

We are required to calculate and publish the following:

· Mean gender pay gap

· Median gender pay gap

· Mean bonus gender pay gap

· Median bonus gender pay gap

· Proportion of males and females receiving a bonus

· Proportion of males and females in each quartile band.

Full definitions of the above can be found within the ACAS guidance within the following link www.acas.org.uk/genderpay.

Gender Pay Gap 31st March 2018

The overall workforce is split by gender as follows:

Gender	Employees	Percentage Split
Male	1,244	53.67%
Female	1,074	46.33%
Total	2,318	100.00%

Mean and Median Pay Gap

· Mean (average) pay gap is 16.16%

· Median pay gap is 30.97%

Published Average and Median for Officers and Staff

Published	Male	Female	Gap	Percentage
Average hourly rate	17.14	14.37	£2.77	16.16%
Median	18.50	12.77	£5.73	30.97%

This shows the combined pay gap for both officers and staff. Given the relative workforce mix and differing salary levels between officers and staff, the above table needs to be interpreted with caution.

Police Officers Average and Median

Published	Male	Female	Gap	Percentage
Average hourly rate	18.77	18.48	£0.29	1.54%
Median	18.80	18.61	£0.19	0.98%

% of Employees in each Quartile

Quartile	Female	Male	Grand Total
Lower	30%	70%	100%
Lower Middle	38%	62%	100%
Upper Middle	24%	76%	100%
Upper	24%	76%	100%
Total	29%	71%	100%

The above tables reflect the position that male and female officers are paid the same salaries at each rank. The difference arises from the fact that there are fewer women in senior ranks than men, although this has improved in recent years.

Police Staff Average and Median

Published	Male	Female	Gap	Percentage
Average hourly rate	14.03	12.51	£1.52	10.82%
Median	12.44	11.94	£0.50	4.02

% of Employees in each Quartile

Quartile	Female	Male	Grand Total
Lower	73%	27%	100%
Lower Middle	66%	34%	100%
Upper Middle	61%	39%	100%
Upper	54%	46%	100%
Total	63%	37%	100%

The above table shows a pay gap which reflects the position that there are more males in senior positions than females. In particular, it also shows that there are significantly more females in the lowest quartile pay band compared to males.

Total Employees – Salary Quartile Bands

Total Employees	Low	Mid-low	Mid-high	High
Male	205	269	346	424
Female	375	310	234	155
Male Proportion	35%	46%	60%	73%
Female Proportion	65%	54%	40%	27%

Bonus Payments

Nil bonus payments made.

Comparative information - Gender Pay Gap 31st March 2017

The overall workforce is split by gender as follows:

Gender	Employees	Percentage Split
Male	1,235	55%
Female	1,015	45%
Total	2,250	100%

Mean and Median Pay Gap

· Mean (average) pay gap is 14.77%

· Median pay gap is 26.96%

Published Average and Median for Officers and Staff

Published	Male	Female	Gap	Percentage
Average hourly rate	17.06	14.54	£2.52	14.77%
Median	18.21	13.30	£4.91	26.96%

Officers Average and Median

Published	Male	Female	Gap	Percentage
Average hourly rate	18.73	18.37	£0.36	1.90%
Median	18.63	18.33	£0.30	1.61%

% of Employees in each Quartile

Quartile	Female	Male	Grand Total
Lower	33.33%	66.67%	100%
Lower Middle	35.74%	64.26%	100%
Upper Middle	24.05%	75.95%	100%
Upper	23.45%	76.55%	100%
Total	29.15%	70.85%	100%

Staff Average and Median

Published	Male	Female	Gap	Percentage
Average hourly rate	13.72	12.62	£1.10	8.01%
Median	12.44	12.17	£0.27	2.17%

% of Employees in each Quartile

Quartile	Female	Male	Grand Total
Lower	73%	27%	100%
Lower Middle	60%	40%	100%
Upper Middle	61%	39%	100%
Upper	55%	45%	100%
Total	62%	38%	100%

Total Employees – Salary Quartile Bands

Total Employees	Low	Mid-low	Mid-high	High
Male	210	263	341	421
Female	352	300	222	141
Male Proportion	33.37%	46.71%	60.56%	74.91%
Female Proportion	62.63%	53.29%	39.43%	25.09%

Bonus Payments

Nil bonus payments made.

Conclusion

Clearly there is a need to eliminate any gender pay gap as shown in this report, and the Constabulary will strive to continue to achieve this.

The latest figures show that the overall gender pay gap has increased since last year from 14.77% to 16.16%. For officers the mean gap has decreased from 1.90% to 1.54%. For staff the mean gap has increased from 8.01% to 10.82%.

The key steps which are in place include:

· Ensuring open and transparent recruitment procedures are in place to encourage females to apply to join the force at all levels;

· Transparent procedures for identifying and delivering learning and development needs across the force as part of maximising both its capacity and capability;

· Ensuring open and fair promotion processes across the force;

· Having strong role models across the Force;

· The application of family friendly policies;

· The application of flexible working practices.

The above will require the ongoing review of procedures, the provision of unconscious bias training as well as feedback from both male and female officers and staff in relation to the openness and fairness for core procedures. Realistically, however, it will take time to eliminate the gender pay gay within force. However, the force remains committed to this aim.

Assistant Chief Officer

March 2019