GENDER PAY GAP 2018

GENDER PAY GAP 2018

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 quality 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 2,250 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 31^st March 2017

The overall workforce is split by gender as follows:

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

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.

Officers Average and Median

% of Employees in each Quartile:

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.

Staff Average and Median

% of Employees in each Quartile:

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

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 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

·       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 2018