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Gender pay gap

We are a public sector employer with just over 2000 staff and officers and are required by law to carry out gender pay reporting under the Equality Act 2010 .

Gender pay gap explained 

Our report outlines the pay gap between our male and female employees, in efforts to better understand the figures and ensure we can continue to be an employer of choice in the Eastern Region.

Gender pay reporting is a different requirement to carrying out an equal pay audit. It is not a review of equal pay for equal work, rather it compares hourly rates of pay and any bonuses staff may receive by gender, seeking to expose any imbalance.

We will use the results to assess;

  • levels of gender equality in our workplace
  • balance of male and female employees at different levels
  • and how effectively talent is being maximised and rewarded.

Suitable steps will be taken, where possible, to minimise or readdress any inequities going forward.

Gender pay gap summary 2016 to 2017

We are committed to the principle of equal opportunities and equal treatment for all employees, regardless of the protected characteristics they share or their personal circumstances.

We are pleased that the force has a gender pay gap lower than national figures. However we accept there is more to do to fully embrace gender parity particularly at senior levels. There is not a simple, easy or quick fix as gender pay gaps are the outcome of economic, cultural, social and educational factors.

We are a public service organisation and need to reflect the communities we serve. There is no doubt we are on a journey with a long road ahead, but we are proud of the steps our organisation has taken, and plan to take, to redress any imbalances. In doing so, we have witnessed the benefits diversity and inclusion brings to our organisation.

Pay gap calculation

For the purpose of this report, we have shown two categories of employees: police officers and police staff, the latter includes Police Community Support Officers (PCSOs). There are six calculations to carry out for all employees, the same calculations have also been shown for officers and staff;

  1. mean (average) pay gap
  2. median pay gap
  3. proportion of males and female employee in each salary quartile band
  4. mean bonus pay gap
  5. median bonus pay gap
  6. proportion of males and females receiving a bonus payment.

The figures found in the following report were calculated using the standard methodologies from the Equality Act 2010 .

Gender pay data 31 March 2017

Staff and officers - total workforce
GenderEmployees
Male 1,098
Female 908
Total 2,006

Mean and median pay gap

  • mean (average) pay gap is 11.08 percent
  • median pay gap is 14.61 percent 
Published average and median
 Published Male Female Gap Percentage
 Average hourly rate  18.25  16.23  £2.02  11.08
 Median  18.68  15.95  £2.73  14.61

 

Officers average and median
 Officers MaleFemale  Gap Percentage
 Average hourly rate  18.95  18.39  £0.55  2.93
 Median  18.83  18.69  £0.14  0.74

 

Staff average and median
 Staff Male Female Gap Percentage
 Average hourly rate  16.84  14.90  £1.94  11.50
 Median  15.63  14.05  £1.58  10.11

Pay gap summary for mean and median

The overall figures become easier to interpret when broken down between officers and staff.

For police officers, there is an average pay difference of 2.93 percent, female police officers have a median hourly pay rate of £18.69 in comparison to male police officers earning a median hourly pay rate of £18.83.

Police staff colleagues experience a pay difference of 11.5 percent, with female staff currently earning a median hourly pay rate of £14.05 in comparison to male staff employees earning a median hourly pay rate of £15.63.

It should be noted both officers and staff are paid based on agreed national pay rates that are related to the rank or grade of the post. The gender of the post holder is irrelevant in such circumstances.

While these figures compare favourably with similar organisations there is more we can do to ensure that females are progressing through the organisation particularly with police officers.

Salary quartile bands

Number of males and females in each salary quartile band.

Total employees - salary quartile bands
 Total employees Low Mid-low Mid-high High
 Male  217  222  328  331
 Female  285  278  171  174
 Male proportion 43.23 percent 44.40 percent 65.73 percent 65.54 percent
 Female proportion 56.77 percent 55.60 percent 34.27 percent 34.46 percent

 

Police officers - salary quartile bands (percentage)
 Police officers Low Mid-low Mid-high High
 Male  66.67  63.04  75.19  67.53
 Female  33.33  36.96  24.81  32.47

 

Police staff - salary quartile bands (percentage)
 Police staff Low Mid-low Mid-high High
 Male 25.21 40.18 38.79 53.04
 Female 74.79 59.82 61.21 46.96

Pay gap summary for salary quartile bands

The overall figures become easier to interpret when broken down between officers and staff.

The ratio of male to female officers is 68 percent to 32 percent. The figures in each of the earnings quartiles are consistent with that ratio.

The equivalent ratio for staff is 39 percent to 61 percent and the figures in the table are consistent with that ratio in the mid-range, but not so in the low and high salary range. This shows that there are more females in the low salary range and fewer in the high salary range and the reasons for this will be investigated.

Bonus payments

Bonus payments
  Male Female Gap Percentage
 Number of bonus paid  15  7    
 Percent of bonus paid  1.37  0.77    
 Number of employees  1098  908  2304.00  
 Mean  £171.43  £103.33 -£68.10  -39.72 percent
 Median  £100.00  £100.00 -£0.00  -0.00 percent

Pay gap summary for bonus payments

Bonuses for officers and staff are for ‘unpleasant tasks’ and police regulations allow for between £50 and £500 to be paid. Chief officers do not receive bonuses.

The data above shows that the number of officer and staff receiving these additional payments is a very small proportion of the total workforce. Although the average is different, the median is exactly the same.

Conclusion and recommendations 

The figures set out above were calculated using standard methodologies under the Equality Act. The report finds that the mean gender pay gap of 11.08 percent is 7 percent lower than the national figure for public sector employees, and the median figure is even lower (based on full and part-time workers  Office of National Statistics 2017).

Further work is required to understand whether the ratio of male to female officers is appropriate and the reasons for variations within police staff also needs to be explored.

There is further opportunity to provide regular unconscious bias and diversity training for all managers and other staff members who are involved in pay reviews.

None of these initiatives will, of themselves, remove the gender pay gap and it may be several years before some have any impact. In the meantime, Bedfordshire Police is committed to reporting, on an annual basis, what it is doing to reduce the gender pay gap and the progress that it is making.

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