Gender pay gap report 2018

Cheshire Constabulary is now required by law to carry out gender pay reporting under the Equality Act 2010. The legal requirement states that public sector organisations must publish their findings by 30th March 2019.

What is the gender pay gap and why is it important?

The gender pay gap report shows the difference between mean and median earnings of men and women in the workplace. Gender pay reporting can be used to assess levels of equality in the workplace and the rates of male and female participation at all levels of seniority within an organisation.

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, it instead compares hourly rates of pay and any bonuses staff may receive by gender, seeking to expose any imbalance. Following further analysis of the results, some assumptions can be made about why the pay gap exists. The analysis and findings allow the force to understand where to direct positive action interventions in order to close the gender pay gap in future years.

Pay for both police officers and police staff is determined by the Home Office at a national level and police officer pay is at a higher rate than police staff. As a force we have little control over the rate of pay for police officer and staff roles, although for staff roles the widely recognised HAY job evaluation scheme is used to determine salary rates based on job descriptions. Our figures show that we have more males in officer roles and more females in staff roles contributing to the gender pay gap.

Under the Equal Pay Act 1970, and more recently, the Equality Act 2010, it is unlawful to pay people unequally because they are a man or a woman. At Cheshire Constabulary men and women are paid equally at every grade, but if one dominates higher-paid management roles, the organisation will have a gender pay gap.

Cheshire Constabulary are required to calculate the following information:

  • the mean gender pay gap
  • the median gender pay gap
  • the proportion of males and females in each quartile pay band
  • the mean bonus gender pay gap
  • the median bonus gender pay gap
  • the proportion of males receiving a bonus payment
  • the proportion of females receiving a bonus payment

Cheshire Constabulary Workforce at 31st March 2018

There has been an 11% increase in female officers, 12% increase in female staff and an overall increase in total females of 11% compared with figures reported in last year’s Gender Pay Gap Report (information as at 31st March 2017). The percentage of males within Cheshire Constabulary remained static with less than a 1% movement across each of the officer and staff groups for the same period.

The figures below include all officers, police staff and Police Community Support Officers (both full and part time) who were employed by the Constabulary on the “snapshot date” of 31st March 2018.

Mean (average) and Median Gender Pay Gap Based on Hourly Rate

The results in 2018 are broadly comparable with the results from 2017, with small increases in the proportion of females in all quartiles.

The results in 2018 are broadly comparable with the results from 2017, with small decreases in the proportion of females in quartiles 1, 2 and 4, and a small increase in quartile 3.

The results in 2018 are broadly comparable with the results from 2017, with small increases in the proportion of females in quartiles 1 and 4. In quartile 3 there was a 13.19 % increase in the proportion of females.

Average and Median Bonus Pay Gap

Bonus payments are reviewed over the 12 month period up to 31st March 2018.

Difference in mean (average) bonus pay: 1.04% in favour of females (2017 - 5.18% in favour of females.)

Difference in median bonus pay: 0% (2017 – 0%).

Proportion of Males and Females Receiving a Bonus Payment

5.12% males (2017 – 6.46%), 4.38% females (2017 - 3.74%)

Bonuses can be paid to officers as a one-off payment between £50 and £500 in recognition of work performed of an outstandingly demanding, unpleasant or important nature. Staff may also be recommended for a performance payment to recognise consistently high or exceptional levels of work performance, up to a maximum of 10% of their salary.

Bonus payments are generally between £50 and £150, the majority of bonus payments (74%) made during 2017/18 period were within this range. The average bonus payment value was £170.

Actions

Encouraging more females to join as police officers has been a key priority within the People Strategy for some time. This priority has led to the implementation of various initiatives aimed at increasing representation of females and applicants from across all protected characteristics. One such initiative is the creation of our Insight Programme. The programme invites potential candidates to Headquarters allowing the opportunity to learn more about the force, improve confidence, develop presentation and communication skills and provide awareness of the process in relation to the recruitment of various roles. It further aims to provide coaching and mentoring and to raise awareness of Cheshire Constabulary, the policing family, opportunities and support available.

We also run targeted seminars and workshops to familiarise potential candidates with the application process and to provide the opportunity to ask questions.

With the assistance of our very proactive Cheshire Women in Policing Network, the force is also working towards changing the culture of the force which traditionally may be seen as a predominantly male occupation. Some activity includes highlighting positive female role models, openly reporting diversity statistics and celebrating female specific events.

The figures set out above were calculated using standard methodologies under the Equality Act. The report finds that the mean gender pay gap of 14.9% percent is lower than the national UK Gender Pay Gap in 2017 of 18.4%.

What we will do to address the gender pay gap:

  • Attracting Female officers to the force will remain a key priority over the coming years.
  • A review of all exit interviews over recent years (specifically females) to ascertain trends in reasons for leaving.
  • Promotion and fair application of family friendly policies (i.e. flexible working / compressed hours etc.).
  • Review of officer promotion process and how we might better support females in applying for and securing more senior officer roles.
  • Ensuring visibility of females in senior roles within the force to demonstrate career paths available to officers when joining the force.
  • Encouraging buddy, coaching or mentoring systems for female officers within force and with external forces.
  • Cheshire Constabulary implemented the Living Wage Foundation hourly rate during 2017-2018 across all police staff roles. This rate is independently calculated every year to meet the real cost of living and Cheshire Constabulary has become an accredited Living Wage Employer for the second year running by implementing the recommended £9 hourly rate across all police staff roles from 1st April 2019. By paying the Living Wage Foundation hourly rate we are ensuring that our employees are earning a salary that is enough for them to live on based on the foundations research, this supports the fairness and values of Cheshire Constabulary whilst also demonstrating the business benefits of being a Living Wage Employer.

It can already be seen that the work being done through the Constabulary's People Strategy is having a positive impact on recruitment. Cheshire Constabulary will continue to highlight the plans that are being implemented to reduce the gender pay gap and will report the findings on an annual basis.