Gender pay gap report 2017

Cheshire Constabulary is now required by law to carry out Gender Pay Reporting under the Equality Act 2010. The new legal requirement states that public sector organisations must publish their findings by 30 March 2018. UK companies with 250 or more employees must also publish their gender pay gap data by April 2018.

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. The Gender Pay Gap is a different concept to that of equal pay.

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.

Findings

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” – 31st March 2017.

They include:

  • the mean (average) pay gap
  • the median pay gap
  • the proportion of male and female employees in each salary quartile band
  • the mean bonus pay gap
  • the median bonus pay gap
  • the proportion of male and female employees receiving a bonus payment.

1. Mean (average) and Median Pay Gap based on hourly rate

 

2. Proportion of Male and Female Employees in Each Salary Quartile Band

Proportion of Officers and Staff in each Salary Quartile Band
Proportion of Officers in each Salary Quartile Band
Proportion of Staff in each Salary Quartile Band

3. Average and Median Bonus Pay Gap

(Bonus payments are reviewed over the 12 month period up to 31st March 2017)

Difference in mean (average) bonus pay:  5.18% (in favour of females)

Difference in median bonus pay: 0%

4. Proportion of males and females receiving a bonus payment

  • 6.46% males, 3.74% females

Bonuses can be paid to officers or staff as a one-off payment in recognition of their work where they have performed work 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.

Bonus payments are generally between £50 and £150, on the whole bonus payments made during the review period were £100. Only two bonus payments were made which deviated from this – both paid to females - which accounts for the difference in mean bonus pay being in favour of females.

Summary

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 and 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.

Action

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 aim 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 and 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.

Conclusions

The figures set out above were calculated using standard methodologies under the Equality Act. The report finds that the mean gender pay gap of 14.65 percent is nearly 4 percent lower than the national UK Gender Pay Gap.

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 system for female officers within Force and with external forces.
  • Implement Living Wage Foundation minimum rate for police staff

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.