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Gender Pay Gap

Due to the Coronavirus outbreak, the Government Equalities Office (GEO) and the Equality & Human Rights Commission (EHRC) took the decision to suspend enforcement of the gender pay gap deadlines for this reporting year (2019/20).

However despite the uncertainty and pressure faced by the force during this time, it has worked hard to maintain its focus on addressing the issues highlighted by its gender pay gap reporting.

The report shows the results for the 2019/20 year and the various initiatives that are underway or planned.

This work is a key element of the Force’s commitment to being an inclusive employer. Please see here if you are interested in opportunities to work or volunteer with us.

Previous data

Hourly Rate

Women’s hourly rate is:









Pay Quartiles







Upper Middle



Lower Middle







Bonus Pay

Women’s bonus pay is:









Who received bonus pay:







The gender pay gap data shown above calculates the difference in the average pay of all men and all women in the workforce. This is a mechanism to compare the collective overall pay of men within the organisation to the collective overall pay of women; the data does not take account of pay differences between roles.

The statistics show a mean pay gap of 14.41% (the mean figure being the overall average) and a median pay gap of 27.01% (the median figure being the middle value).

This gender pay gap is largely caused because the number of women in lower paid roles within the Force is far higher than those within higher paid roles. In addition, the number of men within the higher paid roles is considerably higher than the number of women in such roles. This can be seen by the breakdown of pay quartiles within the data. 

As such, our challenge is to ensure that women, who make up 43% of the total workforce, are attracted to a career within policing and provided with support and opportunities to progress and develop their careers throughout the organisation if they wish to do so.

On this basis, these figures, together with the reported data on bonuses, help the Force to understand differences in the make-up of the workforce and enables the organisation to shape initiatives aimed at improving overall representation. To that end, the force has developed a positive action strategy that includes a variety of measures aimed at supporting the attraction, development and progression of women in the workplace, including:

  • encouraging women to consider careers in areas where they are currently under-represented;
  • working with women to understand and address barriers to their progression;
  • further developing opportunities for flexible working;
  • providing development opportunities for women aimed at promoting self-confidence;
  • supporting a successful and pro-active Women’s Network.

Due to the way the gender pay gap is calculated, whilst such initiatives are unlikely to have an immediate positive impact, they do reinforce the organisation’s ongoing commitment to achieving a more representative workforce and to fully valuing all of our staff and helping them to achieve their potential.

It is important to note that the gender pay gap is different to the issue of equal pay, which requires an employer to ensure that men and women who are carrying out the same jobs or working in roles of equal value get the same level of pay.  The officer rank structure, Job Evaluation scheme and related pay processes are designed to ensure equality of pay between men and women in the same or very similar roles.