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The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 places certain duties on public sector organisations with 250 or more employees to report on their gender pay gap.
The Gender Pay Gap is different to the Equal Pay Gap. The key differences are:
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. Following further analysis of the results we can draw some conclusions about why the current pay gap exists. The analysis and findings allow North Wales Police (NWP) to understand where to direct positive action interventions in order to close the gender pay gap in future years.
The figures below include all police officers and police staff who were employed by NWP on the "snapshot date", which was 31st March 2021.
The mean average is calculated by adding together all of the numbers in a set and then dividing the sum by the total count of numbers. The median is calculated by arranging each number in order by size; the middle number is the median.
The mean and median pay gap
Women’s hourly rate is:
2021/22 | 2020/21 | 2019/20 | 2018/19 | |
Mean | 8.38% lower than males |
10.99% lower than males | 11.4% lower than males | 12.9% lower than males |
Median | 16.64% lower than males |
17.28% lower than males | 15.3% lower than males | 19.0% lower than males |
The mean and median bonus pay gap
Women’s bonus pay is:
2021/22 | 2020/21 | 2019/20 | 2018/19 | |
Mean | 69.58% lower than males |
4.92% lower than males | 23.2% lower than males | 51.6% lower than males |
Median | 75.0% lower than males |
-112.50% lower than males | 45.0% lower than males | 86.4% lower than males |
2021/22 | 2020/21 | 2019/20 | 2018/19 | |
Male | 0.87% | 1.94% | 1.9% | 2.7% |
Female | 0.45% | 1.22% | 1.5% | 2.2% |
Lower quartile | Lower middle quartile | Upper middle quartile | Top quartile | |
Male | 47.2% | 40.0% | 59.1% | 64.7% |
Female | 52.8% | 60.0% | 40.9% | 35.3% |
To understand the NWP gender pay gap it is key to recognise the following points; these factors combined have an overall effect of exacerbating any pay gap:
It is therefore useful to separate the two groups and report separately on their respective pay gaps:
Women’s hourly rate is:
2021/22 | 2020/21 | 2019/20 | 2018/19 | |
Mean | 6.24% lower than males |
8.57% lower than males | 8.9% lower than males | 8.9% lower than males |
Median | 0% lower than males |
0% lower than males | 0% lower than males | 0.5% lower than males |
Women’s hourly rate is:
2021/22 | 2020/21 | 2019/20 | 2018/19 | |
Mean | 5.76% lower than males |
8.32% lower than males | 7.8% lower than males | 7.5% lower than males |
Median | 5.58% lower than males |
6.57% lower than males | 5.5% lower than males | 5.5% lower than males |
NWP has recognised that it needs to make efforts to tackle under-representation in the police service. Attracting more females to join as police officers and improving progression for both female police officers and female police staff continues to be a key priority within our Workforce Representation Strategy
We continue to encourage more females to join as police officers, and this remains a key priority. This has led to a variety of initiatives aimed at increasing representation of females and applicants from across all protected characteristics.
This year’s report shows that overall the NWP gender pay gap has reduced (from 10.99% to 8.38%). In comparison to last year, there has been a reduction in female officers in the upper pay quartile (from 23.7% to 24.1%), whilst the percentage of females in the lower pay quartile has increased (from 46.4% to 41.5%).
The Chief Constable may award bonuses for occasional work of an ‘outstandingly demanding’, an ‘unpleasant’ or of an ‘important’ nature. These bonus payments are taxable and non-pensionable, and can be allocated at the discretion of the Service Lead or Departmental Head. Awards over £50 can be allocated to individuals that meet the criteria and these payments are processed by an Awards Panel.
This reporting year 19 individuals received bonus payments, compared with 44 in 2019/2020, 60 in 2018/2019 and 71 in 2017/2018.
2021/22 | 2020/21 | 2019/20 | 2018/19 | |
Mean | 69.58% lower than males |
4.92% lower than males | 23.2% lower than males | 51.6% lower than males |
Median | 75.00% lower than males |
-112.50% lower than males | 45.0% lower than males | 86.4% lower than males |
Female | 0.45% received a bonus |
1.22% received a bonus | 1.8% received a bonus | 2.5% received a bonus |
Male | 0.87% received a bonus |
1.94% received a bonus | 3.8% received a bonus | 2.7% received a bonus |
The figures set out above were calculated using standard methodologies within the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017. It can already be seen that the work undertaken in recent years has had a positive impact on the recruitment of female officers into NWP.
The report finds In comparison to last year, the mean gender pay gap related to:
In comparison to last year, the median gender pay gap related to:
Name: Seb Phillips
Rank: Director of Finance and Resources, North Wales Police.