Policies, procedures and EIAs | Suffolk Constabulary

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Policies, procedures and EIAs

Gender Pay Gap Reporting

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 set out the requirement for all public sector bodies with over 250 employees to publish and report specific figures about their gender pay gap.  The gender pay gap is the difference between the average (mean) and mid-point (median) earnings of males and females, expressed relative to male earnings.

This is a different concept to that of equal pay. It is unlawful to pay people unequally, because they are a man or a woman, and at Suffolk Constabulary men and women are paid equally at every grade. However, if one gender dominates higher pay graded roles then there will be a gender pay gap.

To ensure transparency the Gender Pay Gap will be published annually.  The report for 2018 shows figures taken on the "snapshot date" – 31st March 2017.

Chief Constable Gareth Wilson said:  “It is essential we have a diverse and representative workforce at all levels within the organisation, much work is being done nationally and locally to enable this to happen. There are many underlying factors that are seen nationally which add complexity to the issue of the gender pay gap within policing.  This is not an issue of equal pay, we have a robust job evaluation process that ensures equal pay for equal responsibility.  In addition, police officer pay is set nationally.  This is an issue of ensuring men and women are represented at all levels and in all roles and I am committed to making this happen”.

Findings

The figures below include all officers and police staff (both full and part-time) who were employed by the constabulary on the “snapshot date” of 31st March 2017.

They include:

  • Average gender pay gap as a mean average
  • Average gender pay gap as a median average
  • Average bonus gender pay gap as a mean average
  • Average bonus gender pay gap as a median average
  • Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
  • Proportion of males and females when divided into four groups ordered from lowest to highest pay

Measure 1: Mean (average) gender pay gap

This measure is the difference between the mean hourly rates of pay for male and female full pay relevant employees

Average gender pay gap as a mean average = 14.7%

Mean male hourly pay = £17.71

Mean female hourly pay = £15.10

Measure 2: Median (mid-point) gender pay gap

This is the difference between the median hourly rate of pay of male and female full-pay relevant employees

Average gender pay gap as a median average = 20.3%

Median male hourly pay = £18.21

Median female hourly pay = £14.51

Measure 3: Mean (average) bonus gap

This is the difference between the mean bonus paid to male relevant employees and that paid to female relevant employees

Average bonus gender pay gap as a mean average = -54.7%

Measure 4: Median (mid-point) bonus gap

This is the difference between the median bonus paid to male relevant employees and that paid to female relevant employees

Average bonus gender pay gap as a median average = -13.3%

Measure 5: Bonus proportions

The proportions of male and female relevant employees who were paid bonus pay during the relevant period

Proportion of males receiving a bonus payment = 3.9%

Proportion of females receiving a bonus payment = 5.0%

Measure 6: Quartile Pay Bands

The proportion of male and female full-pay relevant employees in the Lower, Lower Middle, Upper Middle, and Upper pay bands.

All Officers and Staff

Male

Female

Lower Quartile

36%

64%

Lower Middle Quartile

51%

49%

Upper Middle Quartile

65%

35%

Upper Quartile

74%

26%

Gender pay reporting is not a review of equal pay for equal work, it instead compares hourly rates of pay and any bonuses staff may receive by gender, seeking to expose any imbalance. 

The constabulary has carefully analysed the results, and some conclusions can be drawn about why the pay gap exists.  The analysis and findings will allow the constabulary to develop appropriate positive action interventions in order to close the gender pay gap in future years.

The pay for both police officers and staff is determined nationally.  Our analysis shows that on average the pay points for police officers are at a higher rate than police staff and as there are more police officers than police staff this contributes to the gender pay gap.  The constabulary also has more male police officers than female police officers, and more female police staff in administrative level roles, which has the effect of exacerbating the pay gap. 

Attracting more females to join as police officers and improving career pathways for both female police officers and female police staff continues to be a key priority within the Constabulary's People Strategy.

What Suffolk Constabulary is doing to address the Gender Pay Gap

  • Encouraging more females to join as police officers and utilising recruitment strategies and initiatives aimed at increasing representation of females and applicants from across all protected characteristics – this is already having a positive effect
  • The constabulary has a staff support group, SAWP dedicated to supporting women within the workplace. This is chaired by senior leaders within the organisation, and continues to raise and identify issues, obstacles and challenges affecting females in policing
  • Unless there are significant business reasons for not doing so, all police staff advertisements are advertised as being available on a job share or part time basis
  • Flexible Working across the constabulary is heavily utilised, and supported by senior officers and staff in order to ensure that officers and staff with caring responsibilities are supported and to encourage a good worklife balance
  •  All police staff roles are “job evaluated” which ensures that roles are evaluated according to a scheme involving 13 factors, including knowledge required to carry out the role, the responsibilities of role and the demands placed on the post holder
  • The constabulary prioritises employee wellbeing, having signed up to the Mind Blue Light Pledge in 2017, and has an Employee Assistance Programme which has a wide range of services to provide wellbeing support to all officers and staff

What Suffolk Constabulary will also do to address the Gender Pay Gap

  • Attracting more females to join as police officers will remain a key priority over the coming years
  • The constabulary will continue to review police officer promotion processes and how we might better support females in applying for and securing more senior officer roles
  • Continue to amplify the work of senior females, both officers and staff, to improve visibility of ‘real’ models and demonstrate potential career paths
  • Improving career and development pathways for police staff to support females in developing from administrative positions to more senior or technical positions  
  • Encouraging buddy, coaching or mentoring systems for female officers and staff within the constabulary and with other external organisations and networks
  • Continued promotion and fair application of family friendly policies
  • Mandate that all selection panels (for both shortlisting and interviewing) should include female representation to ensure gender balance.

Policies & procedures