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%
|
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
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%
|
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
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%
|
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
|
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