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In 2017, the Government introduced legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Northamptonshire Police is covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require relevant organisations to publish their gender pay gap annually by 30 March, including: the mean and median gender gaps in hourly pay; the mean and median gender gaps in bonus pay; the proportion of men and women who received bonuses; and the proportions of male and female employees in each pay quartile.
The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate that there may be a number of issues to deal with and the individual calculations may help to identify what those issues are.
The gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.
Northamptonshire Police support the fair treatment and reward of all staff, irrespective of gender. Our pay approach is based on the principles of consistency, fairness and transparency, supporting the fair treatment and reward of all staff, irrespective of gender.
This report fulfils Northamptonshire Police's reporting requirements, analyses the figures in more detail and sets out what we are doing to close the gender pay gap in the organisation.
The combined profile of the Force is a total of 2662 individuals made up of Police Officers and Police Staff.
There has been a 3%-point increase in the total workforce in 2022/23. A 3.97%-point increase of males and a 3.13%-point increase in females in the workforce. These increases are equally distributed across Staff and Officers. Female officers have seen a 6.64%-point year on year increase. Female staff have seen a 2.05%-point decrease.
Total of Police Officers (1460)
Total of Police Staff (1111)
When the workforce figures are separated there remains a significant higher proportion of male Police Officers to that of Police Staff. The split is nearly 2/3 male officers to 1/3 female officers and 1/3 male staff to 2/3 female staff. There has been no real change in this over the last few years.
Calculations have been made combining Police Officers and Police Staff.
Pay Type | Male | Female | Gap (%) |
---|---|---|---|
Mean hourly pay | £188.78 | £166.94 | 9.84% |
Median hourly pay | £188.25 | £155.73 | 13.81% |
The national mean average gender pay gap is 14.3% (as of April 2023). The force is 9.84% which has slightly reduced in line with national statistics but is still lower than the national average by 4.46%-points and 0.65%-points lower in force than in 2021/22.
Pay Type | Male | Female |
---|---|---|
Mean Hourly Pay | £199.06 | £177.83 |
Median Hourly Pay | £200.62 | £200.62 |
Pay Type | Male | Female |
---|---|---|
Mean Hourly Pay | £188.07 | £166.27 |
Median Hourly Pay | £177.50 | £155.73 |
Northamptonshire Police uses the national Police Officer ranks ranging from Constable to Chief Constable. Each rank has a specific pay scale. Police Officers move through the pay scale within a rank based on length of service, regardless of gender.
For Police Staff we use the national pay scales determined for the role following formal job evaluations. Each grade has a specific pay scale staff move through the grades based on length of service regardless of gender.
There has been a reduction in the mean gender pay gap by 0.65%-points on 2021/22 with the median gender pay gap decreasing by 13.13%-points.
The Median hourly pay rate has seen a significant change this year. There was a reduction in 2018/19 from 2017/18 due to a larger number of females leaving roles (at top of scale) and a larger number of female starters commencing at the lower end of relevant pay scales. Whereas for males this ratio was almost equal.
The Mean hourly pay gap for Officers has increased by 2.9%-points. The staff mean hourly pay gap has also seen a slight increase by 0.63%-points.
The median hourly pay gap for Staff has significantly increased from 6.39%-points to 10.11%-points reflective of less promotions in females or females joining force on higher salaries.
Quartiles |
Male 22/23 |
Male 21/22 |
Male 20/21 |
Male 19/20 |
Female 22/23 |
Female 21/22 |
Female 20/21 |
Female 19/20 |
---|---|---|---|---|---|---|---|---|
Upper Quartile | 62.2% | 65.2% | 65.3% | 67.3% | 37.8% | 34.8% | 34.7% | 32.7% |
Upper Middle Quartile | 59.9% | 54.3% | 58.0% | 59.6% | 40.1% | 45.7% | 42.0% | 40.4% |
Lower Middle Quartile | 43.2% | 50.1% | 47.6% | 46.2% | 56.8% | 49.9% | 52.4% | 53.8% |
Lower Quartile | 42.8% | 34.8% | 36.0% | 36.5% | 57.2% | 65.2% | 64.0% | 63.5% |
There has been an improvement in the upper quartile of 3.0%-points for females.
The upper middle quartile has however seen a negative movement of 5.6%-points.
The lower quartile had an improvement of 6.9%-point, and the lower middle quartile has seen a 8.0%-point decline.
Male/Female | Upper Quartile | Upper Middle Quartile | Lower Middle Quartile | Lower Quartile |
---|---|---|---|---|
Male | 62.2% | 59.9% | 43.2% | 42.8% |
Female | 37.8% | 40.1% | 56.8% | 57.2% |
Police Officers are eligible for consideration of a bonus payment as per our Bonus Payment policy. The policy provides details of the circumstances for which an officer may receive a bonus payment. Officers of Federated ranks may be awarded a bonus payment.
Police Staff are also eligible for consideration of a bonus payment under the same policy as Police Officers. Bonus payments are discretionary.
The mean pay gap for Females has dropped by 0.2%, and the median pay gap remained the same.
The number of individuals receiving a bonus payment dropped from 108 bonuses paid to males and 42 paid to females in 2021/22, to 19 paid to males and 35 paid to females in 2022/23.
The median pay for females dropped from £200 to £150, whilst the males median pay remained the same at £400.
The mean increased for males from £334.91 to £361.79, however the females has dropped from £263.10 down to £242.31.
Less bonuses were paid in this period, with the proportion of males and females receiving bonus being reversed. In 2021/22 this was 8.5% Male and 3.5% Female, which has changed to 1.4% Males and 2.8% Females in 2022/23.
Northamptonshire Police are committed to addressing pay gaps.
Our actions to continue to reduce the pay gap: