gender pay gap - 2018 final - metropolitan police service · 2. compared to last year’s analysis,...

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METROPOLITAN POLICE SERVICE: GENDER PAY GAP ANALYSIS 2018

EXECUTIVE SUMMARY

1. As an organisation with more than 250 employees, we are required by law to publish our gender pay figures. This is the third report examining how our pay systems, people processes and management decisions impact on pay across MPS officers and staff of different genders.

2. Compared to last year’s analysis, the MPS has seen a reduction in our gender pay gap. The

median pay gap for police officers has reduced from 0.7% in 2017 to 0.34% in 2018. We have also seen a reduction for PCSOs from 2.69% in 2017 to 0.34%. However, the median pay gap for police staff has risen from 6.85% in 2017 to 10.41%.

3. It is important to stress that police officer and police staff pay is determined in accordance

with roles, with no reference to gender. Female and male officers and staff, who undertake the same role, have the same length of service and work the same hours thereby receive the same pay. Nevertheless, when considering average pay across the workforce, differences are apparent.

4. This analysis highlights that many different factors impact on gender related pay. These

include:

Historical allowances. Although withdrawn for new joiners, some allowances continue to impact on longer serving officers and staff. For example, these include housing and rent allowance for police officers and service related pay for police staff and PCSOs, who due to historical recruitment patterns, were more likely to be paid to men than women.

Unsocial hours payments and part-time working. More men work unsocial hours and therefore receive related additional pay. This additional remuneration inflates the apparent difference in pay between men and women in the MPS. Furthermore, more women than men work part-time which again affects the difference in overall pay between men and women.

Other complicating factors. The annual career progression of both police officers and police staff mean advancing from the bottom to the top can take many years and pay is determined by time served. The analysis shows that women are more likely to take unpaid career breaks than men, which for some, means their career progression is slower.

5. Our recruiting strategy is to attract talent that reflects the unique diversity of London and the

communities that we serve. Our female police officer population has further increased in the last 12 months from 26.15% to 26.43%. As we recruit more women particularly at junior levels where are volume recruitment takes place, this can initially have a negative impact on our pay gap as newly recruited women take time to gain annual increments and gravitate towards the top of pay spines. We continue to work to ensure balanced representation at all ranks and grades.

6. To support our work to recruit and retain more women at all levels of the organisation, and

reduce the pay gap, we continue to implement a number of new initiatives. In summary, the main strands we will be focusing on are:

Recruitment. Gender recruitment campaign and part time recruitment offer for police

officers.

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Retention and progression. Improved maternity support, returner programme, increased investment in career development, and new flexible working initiatives.

CLARE DAVIES, OBE Director of Human Resources

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ABOUT THE AUDIT 7. The Gender Pay Gap Regulations 2017 requires all public bodies to report on their gender pay

gap by 31 March 2019. This requires any UK organisation that has 250 or more employees to publish and report specific figures about their gender pay gap:

Mean gender pay gap in hourly pay Median gender pay gap in hourly pay Mean bonus gender pay gap Median bonus gender pay gap Proportion of males and females receiving a bonus payment Proportion of males and females in each pay quartile.

8. The Mayor’s manifesto contained a commitment to publish a gender pay gap for the

Metropolitan Police Service (MPS) with a requirement that work is undertaken to narrow any gaps that emerge from the analysis.

9. The data in this document represents the gender pay gap data for the MPS as at 31 March

2018 and includes all payments made to MPS officers and staff. This includes all remuneration including base pay, location allowance, shift premium, bonus pay and any other pay. The data has been broken down by both full-time and part-time staff and by the different occupational groups.

ABOUT THE MPS - POLICE OFFICERS AND POLICE STAFF 10. The MPS consists of two distinct groups of employees for the purpose of this audit; police

officers and police staff (the latter includes Police Support Community Officers - PCSOs). Each group’s employment has separate Terms and Conditions, outlined below. Pay progression for both officers and staff is through annual increments on the anniversary of appointment or promotion until the maximum for the rank or grade is reached. Any periods off-pay (with the exception of maternity and parental leave) do not count towards incremental progression for either officers or staff.

Police Officers. Officers make up over 71% of the workforce. Their terms and conditions are

set nationally by the Government based on recommendations from the Police Remuneration Review Board (PRRB) and are bound by Police Regulations. Salary ranges are determined in accordance with rank and length of service with no reference to gender, ethnicity or any other protected characteristics.

Police Staff. Police Staff consist of uniformed and non-uniformed support staff. Their terms

and conditions are negotiated by the MPS in partnership with recognised trade unions. o Police Community Support Officers (PCSO). PCSOs are operational, uniformed police

staff. They make up over 3% of the Workforce. There is a single pay range for PCSOs which is determined through industry standard job evaluation scheme; all staff will earn a salary between the minimum and maximum of the salary range and progress through the pay points based on length of service. The salary range makes no reference to gender, ethnicity or any other protected characteristics.

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o Police staff. Police staff consist of uniformed (Dedicated Detention Officers and Communications Officers) and non-uniformed staff and make up over 20% of the workforce. Salary ranges are determined through an industry standard job evaluation scheme with no reference to gender, ethnicity or any other protected characteristics. Job evaluation is a systematic way of comparing different jobs in an organisation to establish their relative worth and position on pay scales. Length of service is a factor in pay due to incremental pay scales.

Note: The remaining 5.3% of the workforce are Metropolitan Special Constables (MSCs) (volunteer police officers) who have not been included as they are not employees and there is no requirement to include them in the analysis. OVERALL STATISTICS 11. For the purpose of this report, there are 37,257 relevant employees. 12,473 are listed as

female. The 12,473 female employees make up 33% of the total MPS workforce.

12. A total of 6,397 MPS workforce were not included in the calculations for this report for one of the following reasons: Those on Career Break as at 31 March 2018 (772). Those paid any Statutory Sick Pay in the pay period that includes the snapshot date of 31

March 2018 (2,735). Those paid any Statutory Maternity Pay in the pay period that includes the snapshot date

(44). Those paid any Statutory Paternity Pay in the pay period that includes the snapshot date

(69) Those paid any Shared Parental Pay in the pay period that includes the snapshot date (3) Records where only incomplete data can be sourced from HR reporting and/or pay

statements (2,476)

HOW WE HAVE CALCULATED THE DATA

13. In order to understand the gender pay gap, the data has been broken down by various employee characteristics such as age, length of service, hours worked and various elements of pay. The report is divided into the two main occupational groups; Police Officers and Police Staff (including PCSOs) and an in-depth analysis compares the two categories as well as key employee characteristics within each group. The gender pay gap has been calculated using the mean and median as follows:

The Mean is the difference between the average gross hourly earnings of male and female

expressed as a percentage of the average gross hourly earnings of male employees. The Median is the value separating the higher half of data from the lower half. In simple

terms, it may be thoughts of as the ‘middle’ value of the data set. The basic advantage of the median in describing data compared to the mean is that it is not skewed so much by extremely large or small values, and so it may give a more ‘typical’ value.

14. A key indicator for the gender pay gap is the composition of the workforce by separate pay

quartiles. To create the quartiles, the pay data is arranged in ascending order from the lowest to the highest salary and the data is divided into four equal sized groups; Lower Quartile, Lower Middle Quartile, Upper Middle Quartile, Upper Quartile.

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MPS MEASURES TO REDUCE GENDER PAY GAPS 15. The MPS is strongly committed to addressing any factors that impact negatively on pay

equality. It is clear that a pay framework that rewards length of service and protects historic allowances will have a negative impact on average pay, even though male and female employees in identical roles and with the same workforce history will receive the same pay.

16. However, there are differences in the make-up of the Met’s workforce, with a lower

proportion of female officers and staff in higher ranks and grades. Recruiting and retaining a more diverse workforce coupled with the eventual demise of grandfather rights to historic allowances should reduce this disparity although it is likely to take many years.

17. The MPS will continue to press the case to the Police Remuneration Review Body (PRRB) that

Police Regulations are far too prescriptive on matters of pay and conditions and out of step with modern employment practices. We have challenged that in order to compete in today’s market and, to cope with the financial pressures we now face, chief officers require flexibility and the normal discretions that are available to chief executives in almost all other employments, whether private or public sector.

18. Continued focus on recruiting more female officers and staff particularly at the more junior

levels where volume recruitment takes place, will continue to reduce the pay gap in the future. The MPS will continue to introduce a number of new initiatives to attract and retain female officers and staff, and ensuring they progress through the organisation. We will focus on the following strands that are primarily aimed at police officers but will also cover police staff colleagues.

19. Gender recruitment campaign. This is a dedicated attraction and recruitment campaign to

recruit more female police officers which was launched in December 2018. The campaign tackles the known barriers to recruitment for women, increases awareness of policing roles and starts to change perceptions of careers in policing for women living in London. This will ensure that both career changers and the next generation of recruits are more open to a career in policing.

20. Part time recruitment pathway. We know that one of the top barriers to recruitment for

women joining the MPS is lack of flexibility. We only recruit officers on a full-time basis so the aim of this new recruitment pathway is to see whether changing our employment offer to include the opportunity join on a part-time of flexible working pattern, encourages more women to apply to join the MPS. The project will test whether there is demand for a part-time or flexible working police officer recruitment route and will find ways of adapting our existing approach to tap into those who cannot work full-time. Such routes of entry are already available for police staff and PCSOs.

21. Retention and progression. The aim of the retention strand is to increase the number of women being promoted and reduce resignation rates of female police officers to below that of male officers. The resignation rate for females is currently at 2.5% for females compared to an MPS overall resignation rate of 2.1%, (current data from 1 April 2017 to 31 October 2018). We know that more women choose to resign or transfer from the MPS due to lack of career development opportunities and flexibility and this is predominantly linked to particular life

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events such as becoming a parent or having to adopt broader caring responsibilities. There are four projects underpinning this aim, which are explained in more detail below.

Career Development Service. A Career Development Service (CDS) was introduced in 2017, which includes mentoring, coaching, career planning and access to training to support both progression into leadership and specialist roles. We already have 3,810 staff registered to use the service of which 2,237 are women (59%). More investment is being made in the CDS to extend to police staff.

Maternity Support & Career Transition. We will significantly improve the support provided to women when they become pregnant, during maternity leave and when they are ready to return to work. We are working with an internal network called “Met Mums”, a Professional Reference Group and a wider group of parents across the MPS to understand what interventions are needed. We are also looking externally at best practice across a range of sectors. We envisage that a new maternity support and career transition service will be introduced and will include the provision of dedicated maternity transitional coaching, career planning (including flexible working, shared parental leave planning, pensions, Keep In Touch (KIT) and return to work preparation), tailored line manager information and training and considering social aspects such as events, brand offers and KIT seminars. These options are likely to be available via the Career Development Service that will provide accessible services via home technology while away from the workplace. We plan to launch the new service in the last quarter of 19/20

The Flexible BCU (Borough Command Unit). The aim of the two flexible BCUs project is to create a supportive environment for two flexible and work-practice friendly BCUs to encourage as many individuals as possible to have a flexible working pattern or job share. The aim is that the two BCUs could become great examples of what is possible in the Met. A survey was conducted on flexible working in summer 2018 within the North and South West BCUs in order to scope and understand the offer of a flexible BCU. Following the survey report, we are doing further work with the two BCUs with recommendations and implementation expected in early 2019.

Returner programme. The MPS is launching returner programmes to encourage more women back to work following career breaks. We have completed studies to understand best practice models and have a proposition for how this could be built for the MPS. The MPS has agreed that the initial target audience will be women who have previously been a police officer, who have left within the last five years or are currently on career break. The programme launches in January 2019.

THE PAY GAP ANALYSIS

22. This report has used Human Resource (HR) data to better understand and contextualise the gender pay gap. This data allows the MPS to design tailor-made recommendations to address, reduce and ultimately eliminate the gender pay gap as outlined above.

SUMMARY FINDINGS 23. The MPS publishes a significant amount of workforce data that is available through the

Mayor’s Office for Policing and Crime (MOPAC) dashboard. This supporting data is captured in the tables below this summary.

24. The MPS’ gender pay gap analysis overall shows the following information:

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Police Officers

Female police officers employed by the MPS receive on average £0.76 less per hour than

their male counterparts. This is an increase of £0.05 from 2017 (£0.71 in 2017). This equates to a mean pay gap of 3.54%. In 2017, the mean pay gap was 3.36%.

By using the median as a measure, female police officers employed by the MPS receive on average £0.07 less per hour than their male counterparts. This is a decrease of £0.08 from 2017 (£0.15 in 2017). This equates to a median pay gap of 0.34%. In 2017, the median pay gap was 0.70%.

Police Staff

Female police staff employed by the MPS receive on average £2.63 less per hour than their male counterparts. This is an increase of £0.27 from 2017 (£2.36 in 2017). This equates to a mean pay gap of 12.36%. In 2017, the mean pay gap was 10.93%.

By using the median as a measure, female police staff employed by the MPS receive on average £1.99 less per hour than their male counterparts. This is an increase of £0.19 from 2017 (£2.18 in 2017). This equates to a median pay gap of 10.41%. In 2017, the median pay gap was 6.85%.

PCSOs

Female PCSOs employed by the MPS receive on average £0.07 less per hour than their male counterparts. This is a decrease of £0.07 from 2017 (£0.14 in 2017). This equates to a mean pay gap of 0.43%. In 2017, the mean pay gap was 0.89%.

By using the median as a measure, female PCSOs employed by the MPS receive on average £0.04 less per hour than their male counterparts. This is a decrease of £0.40 from 2017 (£0.44 in 2017). This equates to a median pay gap of 0.24%. In 2017, the median pay gap was 2.69%.

POLICE OFFICERS - ANALYSIS OF PAY GAP

25. This section of the report shows an analysis of how gender affects Police Officer pay. Of the 37,161 combined MPS employees considered in this report, 12,430 are female (33.4%). 27,743 of the employees used for the purpose of this report are police officers of which, 7,336 (26.4%) are female police officers.

Table 1: Overall Gender Pay Gap for all MPS police officers as an aggregate figure (combined information for full and part-time staff)

Variable Median Hourly Pay Rate (All)

Mean Hourly Pay Rate (All)

Male £21.69 £21.45 Female £21.62 £20.69

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Pay Gap £0.07 £0.76 Difference 0.34% 3.54%

Table 2: Overall Gender Pay Gap for all MPS police officers as an aggregate figure (combined information for full and part-time staff) 2018 vs 2017

Variable Median Hourly Pay Rate (2017)

Median Hourly Pay Rate (2018)

Mean Hourly Pay Rate (2017)

Mean Hourly Pay Rate (2018)

Male £21.33 £21.69 £20.31 £21.45 Female £21.48 £21.62 £21.01 £20.69 Pay Gap £0.15 £0.07 £0.70 £0.76 Difference 0.70% 0.34% 3.36% 3.54%

Table 3: Overall Gender Pay Gap for all MPS police officers as an aggregate figure by rank (combined information for full and part-time staff)

Rank Men Women Mean Median

ACPO 13 (76%) 4 (24%) 15.99% 5.25%

Chief Superintendent (Detective & Uniform)

33 (79%) 9 (21%) -2.91% -3.17%

Superintendent (Detective & Uniform)

134 (75%) 44 (25%) 1.50% 4.15%

Chief Inspector (Detective & Uniform)

195 (76%) 61 (24%) 2.96% 1.99%

Inspector (Detective & Uniform)

923 (79%) 242 (21%) -0.32% 0.96%

Police Sergeant (Detective & Uniform)

3,332 (80%) 843 (20%) 2.73% 0.73%

Police Constable (Detective & Uniform)

15,774 (72%)

6,134 (28%) 1.61% 3.72%

Salary Bands

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26. Table 4 provides the distribution of salaries across male and female police officers in the MPS in £10,000 increments, up to £100,000, with those earning over £100k in one group.

Table 4: £10,000 Salary Bands for police officers

Salary Interval Female Male

less than 10.000 6 N/A

10.001 to 20.000 93 11

20.001 to 30.000 637 332

30.001 to 40.000 2,763 5,149

40.001 to 50.000 3,114 11,525

50.001 to 60.000 418 2,140

60.001 to 70.000 230 916

70.001 to 80.000 32 167

80.001 to 90.000 26 99

90.001 to 100.000 9 38

100.001 and over 9 30

Context for MPS’ Pay Gap for Police Officers

27. The MPS has analysed the gender pay gap for police officers to understand the root causes of any difference in average pay.

Bonus Pay 28. The MPS pays a number of bonus payments. For those who have excelled in the performance

of their duty, a bonus, normally to a maximum of £500 is awarded. Lump sum payments are issued for retention initiatives. The number of MPS police officers receiving a bonus payment is 1.5% (427 officers). In 2017, 0.36% (112 officers) received a bonus payment.

29. The number of male officers receiving a bonus payment is 86% (366 officers) compared to

14% (61 officers) of female officers. In 2017, 0.38% (86 officers) male officers received the allowance compared to 0.33% (26 officers) female officers.

30. The mean bonus pay gap is -10.69% with a 0% median bonus pay gap. In 2017, the mean bonus pay gap was 11.47% and the median pay gap was 0%.

Table 5: Bonus Pay for MPS police officers

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Male £400 £387.35

Female £400 £428.77

Pay Gap £0 £41.42

Difference 0% -10.69%

Quartiles

31. Our pay data has been arranged in ascending order from the lowest to the highest pay and the data divided into four sized equal groups.

Table 6: Quartiles for MPS police officers

Quartile Female (Total number of Female staff)

Male (Total number of Male staff

Lower 2,083 (30%) 4,854 (70%)

Lower Middle 2,212 (32%) 4,724 (68%)

Upper Middle 1,613 (23%) 5,323 (77%)

Upper 1,430 (21%) 5,506 (79%)

Table 7: Pay Gap Quartiles for MPS police officers

Quartile Mean Pay Gap Median Pay Gap

Lower 0.25% 0.07%

Lower Middle 0.14% 0.18%

Upper Middle 0.15% 0.34%

Upper 0.14% 0.66%

32. Looking at the quartile distribution, it can be seen that there is a higher concentration of

female officers in the lower and middle quartiles. This is because over 95% (6,977) of female police officers working in the MPS are at Constable or Sergeant rank. Looking at the pay gap by quartile distribution for police officers shows that there is a very small mean and median pay gap.

Analysis by age

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33. The current average age for male officers in the MPS is 39.32 years and for female officers is slightly lower at 37.65 years. In 2017, the average age for male MPS police officers was 39.08 years showing a slight increase in 2018 of 0.32 years. The average age for female MPS police officers in 2017 was 37.38 years showing a slight lowering in 2018 of 0.27 years.

34. Looking at the workforce composition by age, the number of police officers starts low for the

under 20 years age category, increases rapidly for the 30 – 40 age category before evening out for 40 – 50 and then reducing for 50+.

35. The biggest pay gap by age is seen at officers in the 50+ category where there is a 3.68% mean

pay gap (£0.89). There is also a 2.29% mean pay gap (£0.54) pay gap for officers aged between 40 – 50.

Table 8: Age Profile for MPS Police Officers

Age Profile Number of males

Percentage of males

Number of females

Percentage of females

Less than 20 years 66 71% 27 29% 20 - 30 years 4,022 69% 1,797 21% 30 - 40 years 7,128 72% 2,770 28% 40 - 50 years 6,913 76% 2,189 24% 50 + years 2,278 80% 554 20%

Table 9: Mean Pay Gap by Age for MPS Police Officers by hourly rate of pay

Table 10: Median Pay Gap by Age for MPS Police Officers by hourly rate of pay

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Table 11: Pay Gap by Age for MPS Police Officers by overall percentage

Length of Service

36. On average female officers, earn slightly less as a group (in the constable rank in particular) since a slightly higher proportion of female constables are currently on lower pay points in this scale. This is primarily due to them having slightly less time in service on average than their male colleagues. The current average length of service for male officers is 12.53 years, whereas for female officers it is 11.55 years. In 2017, the average length of service for male police officers was 13.21 years indicating a slight reduction of 0.68 years in 2018. In 2017, the average length of service for female police officers was 11.64 years again indicating a very slight reduction of 0.1 years in 2018.

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37. Length of service also influences base pay rates in respect of the position on pay scales. It

takes 7 years to reach the top of the Police Constable pay scale. This has a slight impact on the gender pay, with over 56% of male police constables having completed sufficient service to reach the top of their pay rank compared to under 52% of female officers. This evidence is detailed in the section on incremental pay scales at Paragraph 42. The difference in pay for a Constable with 7 years’ service compared to a new probationer is £15k. The salary range for Constables appointed to the MPS after 1 April 2013 is shown in Table 16.

38. The gender pay gap is highest for those with 20 or more years of service (mean 3.03%, median

4.81%). In 2017, the mean pay gap for those with 20 or more years of service was 1.6% and 3.95% median. This gap is not caused directly by length of service, as this does not impact on pay once officers reach the top of the scale. It is most likely a reflection of decisions around working time (full and part-time) and lower levels of female representation in more senior ranks (less than 24% of police officers at Chief Inspector rank or higher are female)

Table 12: Police Officers by length of service and gender pay gap

Length of Service Number of males

Percentage of males

Number of females


Mean Gender Pay Gap

Median Gender Pay Gap

Under 1 630 67% 311 23% 2.06% 0.09% 1 - 3 Years 1,965 71% 802 29% 2.77% 0.35% 3 - 10 years 6,141 72% 2,403 28% 1% 1.27% 10 - 20 years 7,850 74.5% 2,680 24.5% 1.86% 1.29% 20 + Years 3,821 77% 1,141 23% 3.03% 4.81%

Table 13: Mean Pay Gap by Length of Service for MPS Police Officers by hourly rate of pay

Table 14: Median Pay Gap by Length of Service for MPS Police Officers by hourly rate of pay

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Table 15: Pay Gap by Length of Service for MPS Police Officers by overall percentage

Table 16: Police Constables Pay Scales – Appointed after 1 April 2013

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Pay Point

Salary (from 1 September 2018)

Notes

1 £23,586 On completion of initial training, officers who entered at pay point 0 will move to pay point 1.

2 £24,654 All members will move to pay point 2 after 12 months at pay point 1.

3 £25,728 4 £26,802 5 £28,947 6 £33,267 7 £39,150

39. The average hourly rates of pay are highest for those officers with over ten years of service,

reflecting the reality that more officers with this length of service will have secured promotion than those with less than 10 years’ service. Female officers currently make up a lower proportion of senior ranks than junior ranks.

Hours Worked 40. Of the 27,744 police officers considered in this pay gap analysis, 1,499 (5.4%) work part-time

and of these, 1,324 (88%) are female. Table 17: Gender pay gap by Hours Worked by MPS Police Officers (Mean)

Hours Worked Number of Males

Pay Number of females

Pay Mean Gender Pay Gap

Full-Time 20,232 £21.45 6,013 £20.48 4.50% Part Time 175 £22.12 1,324 £21.66 2.06%

Table 18: Gender pay gap by Hours Worked by MPS Police Officers (Median)




Full-Time 20,232 £21.69 6,013 £21.48 0.97% Part-Time 175 £21.81 1,324 £21.62 0.19%

Recruitment

41. Table 19 below shows that in the 10-year period from 31 March 2008 to 31 March 2018, the average number of female police officers recruited on a yearly basis was just under 30% (483 officers) compared to a total population of under 26.43% of police officers in the same period. Our recruitment strategy is achieving an increase in diversity, albeit not as strong as our ambition. The MPS gender pay gap is impacted by female police officers having less service on average than their male counterparts. This is due to a number of factors; in part, the impact of the 7-year constable pay scale, but more significantly that length of service partly influences the likelihood of progression through the formal police rank structure.

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Table 19: MPS Police Officer recruitment from 31 March 2007 – 31 March 2017

Period Total Female % of Total

2008/09 2,631 818 31.09%

2009/10 1,979 595 30.08%

2010/11 435 116 26.67%

2011/12 1,349 396 29.36%

2012/13 189 44 23.28%

2013/14 2,343 692 29.55%

2014/15 3,140 887 28.24%

2015/16 1,666 485 29.11%

2016/17 1,471 438 29.76%

2017/18 1,131 372 32.89%

INDIVIDUAL ELEMENTS OF POLICE PAY 42. Incremental pay and allowances are covered in this section. Incremental Pay.

43. Table 20 below shows how incremental (length of service) pay influences the gender pay gap particularly for Constables.

Table 20: Incremental Pay Steps as of 1 September 2018

Rank

Incremental Pay Steps

Maximum Minimum Difference between Minimum and Maximum

Constable 7 £39,150 £23,586 £15,564 Sergeant 4 £43,998 £40,488 £3,510 Inspector 4 £56,622 £52,356 £4,266 Chief Inspector 3 £60,009 £57,732 £2,277 Superintendent 4 £75,057 £66,789 £8,268 Chief Superintendent 3 £87,327 £82,779 £4,458 Commander 3 £113,475 £100,509 £12,966 Deputy Assistant Commissioner 1 £149,142 £149,142 0 Assistant Commissioner 1 £194,523 £194,523 0 Deputy Commissioner 1 £230,190 £230,190 0 Commissioner 1 £278,820 £278,820 0

Table 21: Percentage of MPS Police Officer at the top of the pay scale - 31 October 2017

Rank Percentage of Female Percentage of Male

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officers at the top of the pay scale

officers at the top of the pay scale

Commander 0% 54.55% Chief Superintendent

75% 54.34%

Superintendent 43% 48.57% Chief Inspector 59.38% 64.56% Inspector 45.07% 55.41% Sergeant 69.07% 76.70% Constable 51.90% 56.36%

44. The lower proportion of female officers currently at the top of the pay scale (due to length of

service) will impact average pay particularly at Constable rank where the highest proportion of MPS police officers are placed (79% of the total police officer population).

Table 22: Police Constables Pay Scales – Appointed before 1 April 2013

Pay Point


Notes

0 £24,936 On commencing service

1 £27,831 On completion of initial training 2 £29,445 All members will move to pay point 2 after 2 years’ service 3 £31,245 4 £32,229 5 £33,267 6 £36,189 7 £39,150

Table 23: Police Constables Pay Scales – Appointed after 1 April 2013

Pay Point


Notes

£23,586 £23,586 On completion of initial training, officers who entered at pay point 0 will move to pay point 1.

£24,654 £24,654 All members will move to pay point 2 after 12 months at pay point 1.

£25,728 £25,728 £26,802 £26,802 £28,947 £28,947 £33,267 £33,267

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£39,150 £39,150 Historic Allowances 45. Rent/Housing Allowance Historic allowances such as the rent/housing allowance are

more likely to be paid to a larger proportion of male police officers than female police officers due to the recruitment profile at the time such allowances were awarded. All police officers who joined the MPS before 1 September 1994 were entitled to receive the payment of a rent/housing allowance or were given rent-free police accommodation. However, from 1 September, the rent/housing allowance was withdrawn for all new starters.

46. Currently, there are 3,613 police officers in receipt of the historic housing allowance. This is a

decrease of 879 from 2017 figure of 4,492. Of the 3,613, 2,790 are male (77%) and 823 are female (23%).

47. The numbers show that as a mean, women who are entitled to this allowance receive a mean

lower rate than men (11.69%). The main reason why Female Police Officers receive less Rent/Housing Allowance than their male counterparts is because there are more male police officers at Constable rank (15,774 out of a population of 21,909).

48. In 2017, 3,526 male police officers and 966 female police officers were in receipt of a

rent/housing allowance.

Table 24: Rent/Housing Allowance

Rent/Housing Allowance

Male Female Difference Pay Gap

Mean £417.98 £369.12 £48.86 11.69% Median £427.23 £427.23 £0 0%

Table 25: Rent/Housing Allowance by Rank


Assistant Commissioner

2 3 2.99% 0%

Deputy Assistant Commissioner

8 2 44.69% 50.02%

Commander 10 3 28.99% 13.79%

Chief Superintendent (Detective & Uniform)

24 6 0.19% 0%

Superintendent (Detective & Uniform)

94 30 -1.16% 0

Chief Inspector (Detective & Uniform)

113 36 8.54% 0%

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Inspector (Detective & Uniform)

415 99 7.12% 0%

Police Sergeant (Detective & Uniform)

854 196 11.75% 0%

Police Constable (Detective & Uniform)

1,269 448 13.78% 0%

49. Effect of Rent/Housing Allowance on the Gender Pay Gap. Table 26 shows that if Rent/Housing Allowance were ignored, the mean pay gap for the whole MPS would decrease from 6.91% to 6.41%.

Table 26: Gender Pay Gap ignoring Rent/Housing Allowance (All MPS Police Officers and Police Staff)


Mean Median

Pay Gap including Rent/Housing Allowance

6.91% 9.71%

Pay Gap ignoring Rent/Housing Allowance

6.41% 9.33%

Table 27: Gender Pay Gap ignoring Rent/Housing Allowance 2017 vs 2018 (All MPS Police Officers

and Police Staff)


Mean (2017)

Mean (2018)

Median (2017)

Median (2018)

Pay Gap including Rent/Housing Allowance

7.16% 6.91% 12.48% 9.71%

Pay Gap ignoring Rent/Housing Allowance

6.52% 6.41% 9.64% 9.33%

Current Allowances. 50. All police officers at the rank of Constable up to and including Chief Inspectors are entitled to

receive an additional unsocial hours payment to compensate them when they work between the hours of 20:00 – 06:00. This payment is calculated on an hourly basis as 10% of basic pay (the disparity in average pay due to length of service and the 7-year constable pay scale affect the size of this pay element).

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51. Currently, there are 21,346 police officers in receipt of the unsocial hours allowance. This is

an increase of 3,166 police officers from 2017 (18,180). Of the 21,346, 16,344 (77%) are male and 5,003 (23%) are female.

52. 20,416 full-time members of staff (16,187 men and 4,229 women) and 931 part-time

members of staff (157 men and 774 women) received an unsocial hours payment. Table 32 shows that female police staff aged over 30 years of age are the group that are most affected by the amount of paid compared to their male equivalents.

53. This report also shows that female police officers receive on average 23.06% (mean) less pay

than male officers showing a slight reduction from the 2017 mean pay gap figure of 23.73%. The report shows that female police officers receive on average 32.57% (median) less pay than male officers which is a decrease from the 2017 median figure of 33.33%.

54. Table 28 below shows the mean and median unsocial hours payments paid to female and

male officers.

Table 28: Allowance

Male Female Difference Pay Gap Mean £64.67 £49.76 £14.91 23.06% Median £55.18 £37.21 £17.97 32.57%

Table 29: Allowance 2017 vs 2018

Unsocial Hours

Male (2017)

Female (2017)

Difference 2017 Pay Gap

Male (2018)

Female (2018)

Difference 2018 Pay Gap

Mean £62.41* £47.60 £14.81 23.73% £64.67 £49.76 £14.91 23.06% Median £49.17* £32.78 £16.39 33.33% £55.18 £37.21 £17.97 32.57%

55. Further detailed supporting data is recorded in Tables 91-95 at the Annex to this report and

covers variations of the allowance with respect to rank, age, length of service and whether full or part-time hours.

56. Effect of Allowance on the Gender Pay Gap. Table 35 shows that if allowance was ignored, the mean gender pay gap for the whole MPS would decrease from 6.91% to 6.39%.

Table 30: Gender Pay Gap ignoring the allowance (All MPS Police Officers)

Mean Median Pay Gap including 6.91% 9.71%

Pay Gap ignoring 6.39% 10.54%

Table 31: Gender Pay Gap ignoring the allowance 2017 vs 2018 (All MPS Police Officers)

21

Mean (2017)

Mean (2018)

Median (2017)

Median (2018)

Pay Gap including 7.16% 6.91% 12.48% 9.71%

Pay Gap ignoring 6.65% 6.39% 12.35% 10.54%

POLICE STAFF AND PCSOs – ANALYSIS OF PAY GAP

57. There is a total of 9,513 police staff who were considered in this report; 5,136 are female staff and 4,377 male staff. This equates to 54% female police staff and 46% for male staff.

Table 32: Overall Gender Pay Gap for all MPS police staff as an aggregate figure (combination of information for full and part-time staff)

Gender Mean Hourly Pay Rate (All)

Median Hourly Pay Rate (All)

Male £21.36 £19.14 Female £18.67 £17.15 Pay Gap £2.63 £1.99 Difference 12.36% 10.41%

Table 33: Overall Gender Pay Gap for all MPS police staff as an aggregate figure 2017 vs 2018 (combination of information for full and part-time staff)

Gender Mean Hourly Pay Rate (All) (2017)

Mean Hourly Pay Rate (All) (2018)

Median Hourly Pay Rate (All) (2017)


Male £19.99 £21.36 £17.91 £19.14 Female £17.81 £18.67 £16.68 £17.15 Pay Gap £2.18 £2.63 £1.23 £1.99 Difference 10.93% 12.36% 6.85% 10.41%

Table 34: Overall Gender Pay Gap for all MPS PCSOs as an aggregate figure (combination of information for full and part-time staff)

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Gender Mean Hourly Pay Rate (All)

Median Hourly Pay Rate (All)

Male £16.43 £16.18

Female £16.38 £16.14

Pay Gap £0.07 £0.04

Difference 0.43% 0.24%

Table 35: Overall Gender Pay Gap for all MPS PCSOs as an aggregate figure 2017 vs 2018 (combination of information for full and part-time staff)

Gender Mean Hourly Pay Rate (All) (2017)




Male £16.15 £16.43 £16.27 £16.18

Female £16.01 £16.38 £15.83 £16.14

Pay Gap £0.14 £0.07 £0.44 £0.04

Difference 0.89% 0.43% 2.69% 0.24%

Table 36: Overall Gender Pay Gap for all MPS police staff (including PCSOs) as an aggregate figure by grade (combination of information for full and part-time staff)


Broad Bands 29 (72.5%) 11 (27.5%) 4.12% -7.25%

Band A 113 (68.5%) 52 (31.5%) 3.47% 4.39%

Band B 197 (56%) 155 (44%) 2.74% 2.02%

Band C 347 (53%) 313 (47%) 5.54% 5.75%

Band D 1,176 (49.5%) 1,200 (50.5%) 6.16% 9.55%

Band E 2,303 (43%) 3,070 (57%) 2.68% 4.08%

Band F 166 (37%) 279 (63%) 2.90% -0.37%

Band G 12 (33%) 24 (67%) 0.34% 0%

58. This year the MPS has seen an increase of 3.29% in the median pay gap between men and women (6.85% to 10.41%). There are several reasons for the increase, which are outlined in paragraphs 71, 75 and 96.

59. Firstly, one of the reasons for the increase is because of the 2% pay increase that was applied to all police staff on 1 August 2017. A standard increase on pay across the MPS, with a pay gap already in place, will continue to exacerbate the pay gaps generally. In 2017, men were paid £17.91 per hour (median) and this increased to £19.14 per hour in 2018 – a difference of £1.23. In 2018, women were paid £16.68 per hour (median) and this increased to £17.15 per hour in 2018 - a difference of 47p. Whilst the increase in the median pay gap is unfortunate it does appear to be as a result of a collective pay increase rather than something that it linked to any further biases that need to be corrected by the MPS.

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60. The MPS also completed some statistical modelling to see if the 2017 and 2018 Police Staff

datasets were statistically different (e.g. that the current pay gap and the additional 2% increase that staff received would on its own explain the large increase in the pay gap). Even allowing for a standard deviation margin of error, we have noticed that there are some additional factors that increase the pay gap.

61. The most significant factor is the impact of police staff who commenced work in the MPS in

the last 12 months. Whilst almost the same number of men and women were employed by the MPS, more men than women were recruited into senior roles. This meant that men had a much bigger hourly rate of pay, which created a 21.32% gender pay gap in this group.

62. The MPS also compared how much this group of new starters compared to the rest of the

Police Staff. It was found that it contributed 2.32% of the 12.36% mean gender pay gap. This represents an individually significant amount given that the gender pay gap for the whole of Police Staff in 2017 was 10.93% (mean).

63. The MPS also looked at the number of men and women in each individual salary band and the

contribution of each level to the gap of 21.32%. The MPS found that new police staff employed at Broadband and Band A level contributed the most to the gender pay gap at 9.72% and 8.53% respectively. Due to the high starting salaries of this population of MPS police staff, it is fair to conclude, that the further increase in the pay gap is due to more men than women in Broadband and Band A levels in the organisation.

Salary Bands

64. Table 37 provides the distribution of salaries across male and female police staff in the MPS

in £10,000 increments, up to £100,000, with those earning over £100k in one group.

Table 37: £10,000 Salary Bands for police staff

Salary Interval Female Male less than 10,000 21 4 10,001 to 20,000 505 55 20,001 to 30,000 1,686 740 30,001 to 40,000 1,664 1,474 40,001 to 50,000 536 727 50,001 to 60,000 167 349 60,001 to 70,000 34 72 70,001 to 80,000 29 62 80,001 to 90,000 16 28 90,001 to 100,000 3 15 100,001 and over 3 9

65. Table 38 provides the distribution of salaries across male and female PCSOs in the MPS in

£10,000 increments, up to £100,000, with those earning over £100k in one group.

Table 38: £10,000 Salary Bands for PCSOs

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Salary Interval Female Male less than 10,000 N/A 1 10,001 to 20,000 42 8 20,001 to 30,000 93 92 30,001 to 40,000 293 686 40,001 to 50,000 1 2 50,001 to 60,000 N/A N/A 60,001 to 70,000 N/A N/A 70,001 to 80,000 N/A N/A 80,001 to 90,000 N/A N/A 90,001 to 100,000 N/A N/A 100,001 and over N/A N/A

Context for MPS’ pay gap for Police Staff

66. The MPS has analysed the gender pay gap for police staff to understand what the root causes are. These are discussed below.

Bonus Pay 67. The MPS pays a number of bonus payments for those who have excelled in the performance

of their duty (normally to a maximum of £500) or lump sum payments for retention initiatives. The number of MPS police staff receiving a bonus payment is less than 1% (79 staff). This is a decrease from 2017 when 2.74% (233 staff) received a bonus payment.

68. The number of male staff receiving a bonus payment is 62% (49 staff) compared to 38% (30

staff) of female staff. The mean bonus pay gap is 43.38%% with a 7.88% median bonus pay gap.

69. In 2017, 2.71% (99 staff) of males received a bonus payment compared to 2.76% (134 staff)

females.

Table 39: Bonus Pay for MPS Police Staff



Male £562.81 £934.49

Female £518.48 £529.15

Pay Gap £44.33 £405.34

Difference 7.88% 43.38%

Table 40: Bonus Pay for MPS Police Staff 2018 vs 2017

Variable Median Hourly Pay Rate (All) (2017)




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Male £367.73 £1,017.13 £562.81 £934.49

Female £367.73 £1,128.58 £518.48 £529.15

Pay Gap £0 -£111.54 £44.33 £405.34

Difference 0% -10.96% 7.88% 43.38%

Quartiles

70. As outlined in Paragraph 31 our pay data has been arranged in ascending order from the

lowest to the highest pay and the data divided into four equal sized groups.

Table 41: Pay Quartiles for Police Staff

Variable Female (Total number of Female staff)

Male (Total number of Male staff)

Lower Quartile 1,482 (71%))

592 (29%)

Lower Middle 1,260 (61%)

814 (39%)

Upper Middle 1,073 (52%)

1001 (48%)

Upper 892 (43%)

1,181 (57%)

Table 42: Pay Gap Quartiles for MPS Staff


Lower -1.35% 0%

Lower Middle 0.18% 0.82%

Upper Middle 0.73% 1.97%

Upper 5.97% 5.14%

Table 43: Pay Quartiles for PCSOs

Quartile Female (Total number of Female staff)

Male (Total number of Male staff)

Lower 143 (47%)

161 (53%)

Lower Middle 97 (32%)

207 (68%)

Upper Middle 100 (33%)

204 (67%)

Upper 89 (29%)

214 (71%)

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Table 44: Pay Gap Quartiles for MPS PCSOs


Lower -1.08% 0%

Lower Middle 0% 0%

Upper Middle 0.45% 0%

Upper -1.23% 0%

71. The quartile distribution indicates that the higher mean pay gap is created by the higher

concentration of female staff in the lower quartiles. Over 63% of all police staff in non-managerial positions in the MPS are female. In 2017, 67% of all police staff in non-managerial positions were female.

72. The quartile distribution for police staff shows that the pay gap is highest in the upper quartile

(5.97% mean and 5.14% median). This is due to the number of male staff recruited to more senior positions in the MPS.

73. For PCSOs, a more balanced recruitment throughout the period has resulted in a smaller pay

gap in both mean and median hourly pay (0.50% mean pay gap in the upper middle pay quartile). This means length of service promotion issues have very little impact on this small group compared to the other groups.

74. Female police staff are also statistically more likely to take a longer period to reach the top of

the pay scale due to the impact of time away from work. Any periods off-pay (with the exception of maternity and parental leave) do not count towards incremental progression for either officers or staff. In the MPS, 2.33% of the female police staff population is on an unpaid career break compared to 1.55% of the total population. For PCSOs, the percentage is even higher at 4.38% compared to 2.28% of the total population.

Analysis by age

75. The average age for male staff in the MPS is 46.01 years and for female staff is only very

slightly lower at 44.56 years. In 2017, the average age for male staff was 45.68 years showing a slight increase in age of 0.33 years in 2018. In 2017, the average age for female staff was 44.64 years again showing a slight increase in 2018 of 0.08 years.

76. Looking at the workforce composition by age, it shows that there are significantly more

females than males in post, aged between 20 – 50 years. The under 20’s and over 50’s population is almost on a par.

77. Tables 56 and 57 show that there is a gender pay gap in all of the age profiles in the MPS. This

suggests an impact caused by a number of factors, including:

Off-pay maternity leave Part-time working (child care and carers) Career breaks More men in senior MPS positions

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78. The average age for male PCSOs in the MPS is 46.02 years and for female PCSOs is slightly

lower at 45.17 years. In 2017, the average age for male staff was 45.09 years, which shows a slight increase in age of 0.93 years in 2018. In 2017, the average age for female staff was 43.78 years again showing a slight increase of 1.39 years in 2018.

79. Looking at the workforce composition by age the PCSO population is predominantly made up of staff aged 30+. In fact, there are no PCSOs employed under the age of 20.

80. As the PCSO role is new (compared to other employee categories), the age profile difference is

due to the MPS recruiting men who tended to be slightly older than their female counterparts during the initial recruitment campaigns. Tables 46 and 47 show that there is a negligible gender pay gap in almost all of the age profiles in the PCSO.

Table 45: Age Profile for MPS Police Staff

Age Profile Number of Males

Percentage of males

Number of females


Less than 20 years 16 55% 13 45% 20 - 30 years 339 43% 444 57% 30 - 40 years 802 39% 1,276 61% 40 - 50 years 993 41% 1,432 59% 50 + years 1,385 48% 1,498 52%

Table 46: Mean Pay Gap by Age for MPS Police Staff by hourly rate of pay

Table 47: Median Pay Gap by Age for MPS Police Staff by hourly rate of pay

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Table 48: Age Profile for MPS PCSOs

Age Profile Number of Males

Percentage of males

Number of females


Less than 20 years 0 0 0 0 20 - 30 years 49 56% 36 44% 30 - 40 years 220 65% 118 35% 40 - 50 years 230 65% 122 35% 50 + years 287 65% 153 35%

Table 49: Mean Pay Gap by Age for MPS PCSOs by hourly rate of pay

Table 50: Median Pay Gap by Age for MPS PCSOs by hourly rate of pay

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81. The gender pay gap mostly reflects the workforce composition; it is low for under 20 years

and the 30 - 40 age group but increases for 40 – 50 and 50+ age categories. It is as high as 15.99% for the mean on 50+ group. Whilst this is in line with national trends, it may indicate that women in support roles see slower career progression.

Pay Gap by Age for MPS Staff by overall percentage

Table 51: Pay Gap by Age for MPS PCSOs by overall percentage

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Length of Service 82. The average length of service for female police staff is higher than male police staff (15.72

years compared to 13.61 years).

83. For PCSOs, female staff tend to have slightly less length of service than male staff (12.10 years compared to 12.43 years). In 2017, the average length of service for female staff was 11.06 years compared to 11.33 years for male staff both figures slightly lower than for 2018.

84. The gender pay gap is higher (mean 14.45%) for those police staff with under one year of

service and this reflects recent recruitment at senior grades with more men recruited directly to senior positions than women. In 2017, the gap for those under one year of service was 13.61% that represents an increase of 0.84% in 2018.

85. The gender pay gap drops to its lowest for 1 – 3 years of service but continues to rise until it

reaches its peak at over 20 years of service (17.71% mean and 21.75% median). In 2017, the total gap was 15.82% mean and 15.29% median. This is in line with national data that shows that the gender pay gap starts for women in their thirties and continues to grow. Research shows that this may be due to the impact of career breaks taken by women and a consequential slower career progression towards senior roles.

Table 52: Police Staff by length of service and gender pay gap

Length of Service Number of Males

Percentage of males

Number of females


Mean Gender Pay Gap


Under 1 252 49% 262 51% 14.45% 11.29% 1 - 3 Years 243 55% 200 45% 6.98% 6.30% 3 - 10 years 803 51% 782 49% 8.46% 3.23%

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10 - 20 years 1,466 41% 2,092 59% 10.06% 11.56% 20 + Years 771 37% 1,328 63% 17.71% 21.75%

Table 53: Mean Pay Gap by Length of Service for MPS Staff by hourly rate of pay

Table 54: Median Pay Gap by Length of Service for MPS Staff by hourly rate of pay

Table 55: Pay Gap by Length of Service for MPS Staff by overall percentage

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Table 56: PCSOs by length of service and gender pay gap

Length of Service Number of Males

Percentage of males

Number of females


Mean Gender Pay Gap


Under 1 0 0% 0 0% 0 0 1 - 3 Years 0 0% 0 0% 0 0 3 - 10 years 154 61% 110 39% 0.69% 0% 10 - 20 years 608 67% 295 33% 0.51% 0.49% 20 + Years 24 50% 24 50% -1.75% 0%

Table 57: Mean Pay Gap by Length of Service for MPS PCSOs by hourly rate of pay

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Table 58: Median Pay Gap by Length of Service for MPS PCSOs by hourly rate of pay

Table 59: Pay Gap by Length of Service for MPS PCSOs by overall percentage

34

Hours Worked 86. Of the 8,199 police staff considered in this pay gap analysis, 1,448 work part-time (18%). Of

the 1,448 part-time police staff, 1,278 are female (88%). In 2018, on average, part-time female staff earned 7.90% less pay than male part-time staff (mean). In 2018, on average, part-time female staff earned 9.36% less pay than part-time male staff (median).

87. Of the 1,218 PCSOs considered in this pay gap analysis, 165 work part-time (13.5%). Of the

165 part-time PCSOs, 121 are female (73%). In 2018, on average, part-time female PCSOs earned -0.11% more pay than part-time male PCSOs (mean). In 2018, on average, part-time female PCSOs earned the same pay as part-time male PCSOs (median).

Table 60: Gender pay gap by Hours Worked by MPS Police Staff (Mean) (Excludes PCSOs)




Full-Time 3,365 £20.98 3,386 £18.55 11.57% Part -Time 170 £20.27 1,278 £18.67 7.90%

Table 61: Gender pay gap by Hours Worked by MPS Police Staff (Median) (Excludes PCSOs)

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Full-Time 3,365 £19.05 3,386 £17.15 10.05% Part-Time 170 £18.92 1,278 £17.15 9.36%

Table 62: Gender pay gap by Hours Worked by MPS PCSOs (Mean)




Full-Time 745 £16.46 308 £16.40 0.37% Part-Time 44 £16.32 121 £16.33 -0.01%

:

Table 63: Gender pay gap by Hours Worked by MPS PCSOs (Median)




Full-Time 745 £16.22 308 £16.14 0.53% Part-Time 44 £16.1 121 £16.14 0%

ELEMENTS OF PAY FOR POLICE STAFF AND PCSOs

88. Incremental pay and allowances are discussed in this section.

Incremental pay

89. Table 70 below shows how incremental pay influences the gender pay gap. Incremental pay has an impact on police staff pay primarily due to female staff taking longer to reach the top of the pay steps. Female staff tend to take more periods off-pay (with the exception of maternity and parental leave) and these periods do not count towards incremental progression for either officers or staff.

Table 64: Incremental Pay Steps as of 1 September 2017

Band


Maximum Minimum Difference between Min/Max

Broad Band 1 No spine points 220,000 125,000 95,000 Broad Band 2 No spine points 150,000 80,000 70,000 Broad Band 3 No spine points 110,000 60,000 50,000 Band A 6 71,537 58,516 13,021 Band B 7 54,783 42,219 12,564 Band C 6 40,786 32,341 8,445 Band D 4 28,936 26,037 2,899 Band E 4 25,235 22,687 2,548

36

Band


Maximum Minimum Difference between Min/Max

Band F 4 22,638 19,829 2,809 Band G 1 19,317 18,596 721

Table 65: Percentage of MPS Police Staff at the top of the pay scale 31 October 2017 (including PCSOs)

Band Percentage of Female staff at the top of the pay scale

Percentage of Male staff at the top of the pay scale

Band A 40% 48.88%

Band B 51.51% 59.61% Band C 64.73% 63.70% Band D 80.95% 74.96% Band E 88.67% 87.05% Band F 92.56% 87.05% Band G 100% 100%

Historical Allowance

90. Service Related Pay (SRP). An example of a historical allowance, which affects gender pay, is the service related supplementary payments made to police staff and PCSOs (excluding Broad Bands). The SRP allowance was frozen in 2015 and new entrants barred from accessing the payment due to the negative impact it had on ethnicity and gender pay. Previously, staff qualified for SRP when they completed 9 years’ service and then again for an additional payment when they completed 15 years’ service.

91. Staff that took career breaks/unpaid leave took longer to reach the necessary service to be

eligible to receive this payment. Out of a total of 9,413 employees (police staff and PCSOs), 6,574 receive SRP – 3,723 women and 2,851 men.

92. In 2017, out of a total of 8,493 employees (police staff and PCSOs), 6,885 received SRP – 3,911

women and 2,972. This is a reduction of 311 from 2017.

93. The table below shows the mean and median amounts paid to female and male staff. The figures show that male staff receive a higher mean rate than female staff. The difference in amount is predominately caused by part-time staff receiving a pro-rata allowance; this impacts more on female officers than men.

Table 66: SRP

SRP Male Female % Difference

Mean £39.71 £37.19 6.35% Median £25.75 £27.67 -7.46%

Table 67: SRP 2018 vs 2017

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SRP Male (2017)

Female (2017)

% Difference

Male (2018)

Female (2018)

% Difference

Mean £39.15 £37.26 4.83% £39.71 £37.19 6.35%

Median £25.75 £27.67 -7.46% £25.75 £27.67 -7.46%

Table 68: SRP MPS Staff (Excluding PCSOs)


Mean £43.29 £38.20 11.76% Median £44.00 £34.34 21.95%

Table 69: SRP PCSOs


Mean £26.86 £26.22 2.39% Median £25.75 £25.75 0%

Table 70: SRP by Band – All MPS Staff (Mean)

Band Number of Males

Monthly Payment

Number of Females

Monthly Payment

% Difference

A 63 £95.15 29 £91.89 3.42%

B 142 £72.92 101 £71.57 1.85%

C 243 £59.89 258 £57.63 3.78%

D 782 £39.41 940 £36.81 6.61%

E 1,489 £31.34 2,153 £32.46 -3.57%

F 124 £36.56 231 £38.82 -6.19%

G 8 £35.19 19 £20.89 40.64%

Table 71: SRP by Band – All MPS Staff (Mean)

38


Monthly Payment

Number of Females

Monthly Payment

% Difference

A 63 £90.17 29 £98.25 -8.96%

B 142 £82.83 101 £82.83 0%

C 243 £64.50 258 £62.00 3.88%

D 782 £33.33 940 £33.33 0%

E 1,489 £25.75 2,153 £25.75 0%

F 124 £25.75 231 £42.92 -66.68%

G 8 £30.05 19 £20.03 33.33%

94. Effect of SRP on the Gender Pay Gap. Table 78 shows that if SRP was ignored, the mean gender pay gap for the whole MPS would decrease from 11.27% to 8.95%.

Table 72: Gender Pay Gap ignoring SRP (All MPS Police Staff)

SRP Mean Median Pay Gap including Service Related Pay

11.27% 9.99%

Pay Gap ignoring Service Related Pay

8.76% 3.94%

Current allowances

95. Shift Disturbance Allowance. Some police staff and PCSOs are entitled to receive a Shift Disturbance Allowance to compensate them for variations in their working hours (excludes Broad Bands). This allowance has differing rates (set at 20%, 15% and 12.5% of base pay) depending on the shift, the number of hours worked and the rate of pay earned by the employee.

96. A total of 4,644 of MPS staff (3,452 staff and 1,192 PCSOs) receive the allowance because they

work in roles that require them to perform unsociable hours. Of the 4,644 who received the allowance, 2,257 (49%) were female staff compared to 2,387 (51%) of male staff (i.e. a higher proportion of men than women undertake roles qualifying for these extra payments). In 2017, a total of 4,736 of MPS staff received the allowance, 44% were female staff compared to 56% of male staff.

97. Table 85 shows that female police staff aged between 30 – 40 years of age are the group that

are most affected by the amount of shift disturbance allowance compared to their male equivalents (under 20’s are excluded due to the small numbers). The profile also shows that those staff with under 1 year of service and those with 20 + years of service are also adversely affected by amount of shift disturbance allowance paid.

98. Because a higher proportion of men are in qualifying roles, female police staff overall receive

on average 4.42% (mean) and 4.44% (median) less shift disturbance allowance than their male

39

colleagues overall. In 2017, female police staff received on average 3.97% (mean) and 7.6% (median) less shift disturbance allowance than their male colleagues.

Table 73: Shift Disturbance Allowance MPS Staff (excluding PCSOs)

Shift Disturbance Allowance

Male Female % Difference

Mean £370.28 £336.59 9.10% Median £401.10 £356.91 11.02%

Table 74: Shift Disturbance Allowance PCSOs



Mean £260.08 £243.61 6.33% Median £262.86 £262.86 0%

99. Further detailed supporting data is recorded in Tables 96-107 in the Annex to this report and

covers variations of the allowance with respect to pay bands, age, length of service and full or part-time working.

100. Effect of Shift Disturbance Allowance on the Gender Pay Gap. Table 78 shows that if Shift Disturbance Allowance was ignored, the mean gender pay gap for the whole MPS would decrease from 11.27% to 8.01%. Table 75: Gender Pay Gap ignoring Shift Disturbance Allowance (All MPS Police Staff)


Mean Median

Pay Gap including Shift Disturbance Allowance

11.27% 9.99%

Pay Gap ignoring Shift Disturbance Allowance

8.01% 5.74%

101. Location Allowance. Police staff and PCSOs receive a location allowance that is intended to

compensate for the increase cost of travelling into central London (excludes Broad Bands). Location allowance is paid based on where an individual works within two given zones. Staff receive £2,930 for working in Zone 1 or £1,331 for working in Zone 2.

102. Out of a total of 9,413 employees (police staff and PCSOs), 9,404 receive the location

allowance. This year’s gender pay gap report shows that female police staff and PCSOs receive on average 10.81% (mean) and 16.67% (median) less location allowance than their male colleagues. This is caused by two factors:

A higher proportion of male staff work in central London and thereby qualify for the higher

allowance linked to higher costs. A higher proportion of female workers work part-time hours.

103. In 2017, out of a total of 9,979 employees (police staff and PCSOs), 9,876 received the location allowance. The 2017 gender pay gap report shows that female police staff and PCSOs

40

received on average 9.69% (mean) and 11.1% (median) less location allowance than their male colleagues.

Table 76: Location Allowance

Location Allowance


Mean £224.22 £199.99 10.81% Median £268 £223.33 16.67%

Table 77: Location Allowance 2018 vs 2017

Location Allowance

Male (2017)

Female (2017)

% Difference

Male (2018)

Female (2018)

% Difference

Mean £240.10 £216.83 9.69% £224.22 £199.99 10.81% Median £283.83 £252.30 11.11% £268 £223.33 16.67%

Table 78: Location Allowance MPS Staff (excluding PCSOs)

Location Allowance


Mean £230.04 £202.52 11.96% Median £268 £238.22 11.11%

Table 79: Location Allowance PCSOs

Location Allowance


Mean £198.15 £172.42 12.99% Median £134.75 £134.75 0%

104. Further detailed supporting data is recorded at Tables 102-107 in the Annex to this report and


105. Effect of Location Allowance on the Gender Pay Gap. Table 98 shows that if Location Allowance was ignored, the mean gender pay gap for the whole MPS would decrease from 11.27% to 8.93%.

Table 80: Gender Pay Gap ignoring Location Allowance (All MPS Police Staff)

Location Allowance

Mean Median

Pay Gap including Location Allowance

11.27% 9.99%

Pay Gap ignoring Location Allowance

8.93% 3.42%

106. Premium Payments. Premium Pay can be claimed by police staff, with a contractual entitlement, if hours are worked on a weekend or public holiday. 2,120 staff received

41

Premium Pay during the snapshot-reporting month. 1,140 were women (54%) compared to 980 men (46%) – equivalent to their overall proportion across the workforce. However, on average woman received less Premium Pay than men.

107. 1,719 full-time members of staff (930 men and 789 women) and 401 part-time members of staff (50 men and 351 women) received premium payments. Table 103 shows that female police staff aged over 50 years of age are the group that are most affected by the amount of premium pay compared to their male equivalents. The table also shows that from the ages 20 – 50, more females completed weekend working but by aged 50+, the position had reversed.

108. The snapshot report showed that female police staff receive on average 16.35% (mean) and

20.97% (median) less Premium Pay than their male colleagues. The job level profile of employees who receive Premium Pay indicate that Bands A - D are male dominated; 1,833 out of 3,551 (52%) whereas the lower pay bands are more heavily female dominated; 2,946 out of 4,648 (63%). As Premium Payments are linked to base salary, this will result in higher mean and median average payments to male employees at present.

109. In comparison in 2017, 2,209 staff received Premium Pay during the snapshot-reporting

month. 1,208 were women (55%) compared to 1,001 men. In 2017, the report showed that female police staff receive on average 13.6% (mean) and 15.6% (median) less Premium Pay than their male colleagues.

Table 81: Premium Pay

Premium Pay Male Female % Difference

Mean £470.51 £393.60 16.35% Median £417.88 £330.62 20.97%

Table 82: Premium Pay 2018 vs 2017

Premium Pay

Male (2017)

Female (2017)

% Difference

Male (2018)

Female (2018)

% Difference

Mean £456.31 £394.04 13.60% £470.51 £393.60 16.35% Median £419.65 £354.09 15.60% £417.88 £330.62 20.97%

110. Further detailed supporting data is recorded in Tables 108-112 at the Annex to this report and


111. Effect of Premium Payments on the Gender Pay Gap. Table 83 shows that if Premium

Payments were ignored, the mean gender pay gap for the whole MPS would decrease from 11.27% to 8.65%.

Table 83: Gender Pay Gap ignoring Premium Payments (All MPS Police Staff)

Premium Payments Mean Median Pay Gap including Premium Payments 11.27% 9.99%

Pay Gap ignoring Premium Payments 8.65% 2.64%

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112. Flexibility Allowance. Some groups of police staff are entitled to receive a flexibility allowance. 308 female police staff and 260 male police staff currently receive this allowance (compared to 273 female and 270 male respectively in 2017).

113. The allowance is predominantly paid to police staff that work as 999 Call Handlers and is given

in lieu of Premium Payments. The only other group that receive the allowance is Specialist Technical Staff, who are predominately male. Each group receives a similar level of allowance when they work in the same area.

114. This year’s gender pay-gap report showed that female police staff receive on average 29.07%

(mean) and 7.40% (median) less Flexibility Pay than their male colleagues. In 2017, female police staff received on average 24.24% (mean) and 4.67% (median) less flexibility allowance than their male colleagues.

115. This is due to different roles and specialisms that attract this allowance, which have different

male and female representation. Specifically, Technical Staff receive the payment for being on-call for extended periods and it is a mostly male dominated role at present.

Table 84: Flexibility Allowance

Flexibility Allowance


Mean £246.57 £174.88 29.07% Median £210.29 £194.73 7.40%

Table 85: Flexibility Allowance 2018 vs 2017

Flexibility Allowance

Male (2017)

Female (2017)

% Difference

Male (2018)

Female (2018)

% Difference

Mean £245.08 £185.67 24.24% £246.57 £174.88 29.07% Median £204.58 £195.03 4.67% £210.29 £194.73 7.40% 116. Further detailed supporting data is recorded in Tables 113-115 at the Annex to this report and

covers variations of the allowance with respect to pay bands, age and length of service.

117. Effect of Flexibility Allowance on the Gender Pay Gap. Table 112 shows that if Flexibility Allowance was ignored, the mean gender pay gap for the whole MPS would decrease from 11.27% to 8.51%.

Table 86: Gender Pay Gap ignoring Flexibility Allowance (All MPS Police Staff)

Premium Payments Mean Median Pay Gap including Premium Payments 11.27% 9.99%

Pay Gap ignoring Premium Payments 8.51% 2.66%

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OVERALL GENDER PAY GAP - COMBINED WORKFORCE SUMMARY

118. Police officer and police staff pay is determined in accordance with roles, with no reference to

gender. Female and male officers and staff who undertake the same role, have the same length of service, and work the same hours, will receive the same pay.

119. Police officers on average will earn more than police staff given the unique nature of the

police officer role. Police officers and police staff undertake fundamentally different roles. Different expectations of employment are placed on police officers who are not employees. The unique status of their role is reflected in their terms and conditions. The approach of examining the gender pay gap separately for police officers and police staff is therefore appropriate.

120. Nevertheless, if the entire workforce is considered together, the MPS’ gender pay gap

analysis, when all pay and allowances are considered for the whole workforce (police officers, police staff and PCSOs), shows on average, that female staff employed by the MPS receive £1.49 less per hour than the average male member of staff (£1.48 per hour in 2017). This equates to a mean pay gap of 7.01% compared to 7.16% in 2017.

121. The associated median value for female staff employed by the MPS shows they receive £2.10

less per hour than their male counterparts (compared to £2.67 less per hour in 2017). This equates to a median pay gap of 9.71% (12.48% less in 2017). Much of the difference is a consequence of having fewer female officers and staff represented in more senior ranks and grades. There are also a number of other personal factors that influence full and part-time working decisions and these also impact on average pay calculations.

Table 87: Overall Gender Pay Gap for all MPS staff as an aggregate figure (combination of information for full and part-time staff) (Mean)

Variable MPS Police Officers Police Staff PCSOs Female £19.78 £20.69 £18.67 £16.38 Male £21.27 £21.45 £21.36 £16.45 Pay Gap £1.49 £0.76 £2.63 £0.07 Difference 7.011% 3.54% 12.36% 0.43%

Table 88: Overall Gender Pay Gap for all MPS staff as an aggregate figure 2018 vs 2017 (combination of information for full and part-time staff) (Mean)

Variable MPS (2017)

MPS (2018)

Police Officers (2017)


Police Staff (2017)

Police Staff (2018)

PCSOs (2017)

PCSOs (2018)

Female £19.23 £19.78 £20.31 £20.69 £17.81 £18.67 £16.01 £16.38

Male £20.71 £21.27 £21.01 £21.45 £19.99 £21.36 £16.15 £16.45

Pay Gap £1.48 £1.49 £0.71 £0.76 £2.18 £2.63 £0.14 £0.07

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Variable MPS (2017)

MPS (2018)



Police Staff (2017)

Police Staff (2018)

PCSOs (2017)

PCSOs (2018)

Difference 7.16% 7.011% 3.36% 3.54% 10.93% 12.36% 0.89% 0.43%

Table 89: Overall Gender Pay Gap for all MPS staff as an aggregate figure (combined information for full and part-time staff) (Median)

Variable MPS Police Officers Police Staff PCSOs Female £19.52 £21.62 £17.15 £16.14 Male £21.62 £21.69 £19.14 £16.18 Pay Gap £2.10 £0.07 £1.99 £0.04 Difference 9.71% 0.34% 10.41% 0.24%

Table 90: Overall Gender Pay Gap for all MPS staff as an aggregate figure 2018 vs 2017 (combined

information for full and part-time staff) (Median)

Variable MPS (2017)

MPS (2018)



Police Staff (2017)

Police Staff (2018)

PCSOs (2017)

PCSOs (2018)

Female £18.75 £19.52 £21.33 £21.62 £16.68 £17.15 £15.83 £16.14

Male £21.42 £21.62 £21.48 £21.69 £17.91 £19.14 £16.27 £16.18

Pay Gap £2.67 £2.10 £0.15 £0.07 £1.23 £1.99 £0.44 £0.04

Difference 12.48% 9.71% 0.7% 0.34% 6.85% 10.41% 2.69% 0.24%

45

ANNEX TO MPS METROPOLITAN POLICE SERVICE: GENDER PAY GAP ANALYSIS 2018

SUPPORTING DATA

POLICE OFFICER SUPPORTING DATA Allowance Data

Table 91: Allowance by Rank (Mean)

Rank Number of Males

Monthly Payment

Number of Females

Monthly Payment

% Difference

Constable 13,117 £62.14 4,329 £47.97 22.81%

Sergeant 2,581 £76.54 524 £63.30 17.29%

Inspector 560 £75.50 127 £59.92 20.63%

Chief Inspector

85 £24.55 22 £20.88 14.6%

Table 92: Allowance by Rank (Median)

Rank Number of Males

Monthly Payment

Number of Females

Monthly Payment

% Difference

Constable 13,117 £55.18 4,329 £36.80 33.31%

Sergeant 2,581 £62.01 524 £43.41 30%

Inspector 560 £49.20 127 £39.90 18.90%

Chief Inspector

85 £11.28 22 £8.46 25%

Table 93: Allowance by Age

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 20 55 21 -29.81% -65.01%

20 – 30 years 3,740 1,572 9.38% 9.12%

30 – 40 years 6,057 1.874 26.76% 41.94%

40 – 50 years 5,006 1,244 31.71% 48.10%

50 + years 1,486 292 28.65% 39.56%

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Table 94: Allowance by Length of Service

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 1 18 24 50.20% 32.99%

1 – 3 years 34 20 12.30% 9.30%

3 – 10 years 138 111 23.68% 19.19%

10 – 20 years 531 688 16.36% 23.73%

20 + years 259 297 15.43% 17.04%

Table 95: by Hours Worked

Type Number of Males

Number of Females

Mean % Difference

Median % Difference

Full-Time 16,187 4,229 18.18% 20.41%

Part-Time 157 774 30.58% 41.18%

POLICE STAFF SUPPORTING DATA

Shift Disturbance Allowance Data

Table 96: Shift Disturbance Allowance Pay by Band – All MPS Staff (Mean)


Monthly Payment

Number of Females

Monthly Payment

% Difference

A 0 0 0 0 0

B 16 £373.26 4 £365.32 2.13%

C 56 £382.23 49 £385.88 -0.95%

D 487 £374.55 482 £364.38 2.72%

E 1,746 £322.05 1,686 £367.01 17.46%

F 65 £269.63 36 £194.02 28.04%

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Table 97: Shift Disturbance Allowance Pay by Band – All MPS Staff (Mean)


Monthly Payment

Number of Females

Monthly Payment

% Difference

A 0 0 0 0 0

B 16 £381.20 4 £381.20 0%

C 56 £381.20 49 £381.20 0%

D 487 £381.20 482 £349.43 8.33%

E 1,746 £262.86 1,686 £262.86 0%

F 37 £240.8 56 £222.72 7.51%

Table 98: Shift Disturbance Allowance by Hours Worked – MPS Staff (excluding PCSOs)

Full or Part-Time Number of Males

Number of Females

Mean % Difference

Median % Difference

Full-Time 1,518 1,340 2.64% 2.30%

Part-Time 90 504 9.63% 12.40%

Table 99: Shift Disturbance Allowance by Hours Worked – PCSOs


Number of Females

Mean % Difference

Median % Difference

Full-Time 738 303 -0.18% 0%

Part-Time 40 110 7.30% 10.16%

Table 100: Shift Disturbance Allowance by Age – All MPS Staff

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 20 9 8 32.11% 47.71%

20 – 30 years 263 311 8.02% 2.91%

30 – 40 years 637 101 10.03% 14.29%

40 – 50 years 700 672 2.94% 4.44%

50 + years 777 562 -1.22% 0%

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Table 101: Shift Disturbance Allowance by Length of Service – All MPS Staff

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 1 83 114 16.02% 25.61%

1 – 3 years 109 84 -1.89% 0%

3 – 10 years 593 558 1.72% 0%

10 – 20 years 1,314 1,159 4.36% -2.05%

20 + years 287 342 7.60% 20.93%

Location Allowance Data

Table 102: Location Allowance by Band – All MPS Staff (Mean)


Monthly Payment

Number of Females

Monthly Payment

% Difference

A 113 £265.85 52 £263.44 0.91%

B 193 £258.72 155 £255.11 1.40%

C 346 £255.76 313 £241.83 5.45%

D 1,175 £232.50 1,197 £215.08 7.49%

E 2,303 £210.12 3,070 £188.66 10.21%

F 173 £232.79 278 £176.36 24.24%

G 12 £139.87 24 £131.63 5.89%

Table 103: Location Allowance by Band – All MPS Staff (Mean)


Monthly Payment

Number of Females

Monthly Payment

% Difference

A 113 £268 52 £268 0%

B 193 £268 155 £268 0%

C 346 £268 313 £268 0%

D 1,175 £268 1,197 £268 0%

E 2,303 £268 3,070 £159.50 40.49%

F 173 £268 278 £134.75 49.72%

G 12 £134.75 24 £119.78 11.11%

49

Table 104: Location Allowance by Hours Worked – MPS Staff (excluding PCSOs)


Number of Females

Mean % Difference

Median % Difference

Full-Time 3,358 3,383 3.89% 0%

Part-Time 170 1,278 14.10% 25%

Table 105: Location Allowance by Hours Worked – PCSOs


Number of Females

Mean % Difference

Median % Difference

Full-Time 743 307 6.02% 0%

Part-Time 44 121 12.08% 10.86

Table 106: Location Allowance by Age – All MPS Staff

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 20 16 13 17.21% 33.09%

20 – 30 years 388 480 5.72% 0%

30 – 40 years 1,021 1,392 11.10% 19.44%

40 – 50 years 1,220 1,552 14.12% 16.67%

50 + years 1,670 1,651 8.9% 9.72%

Table 107: Location Allowance by Length of Service – All MPS Staff

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 1 249 260 2.03% 0%

1 – 3 years 244 200 -1.20% 0

3 – 10 years 955 891 7.17% 11.3%

10 – 20 years 2,072 2,386 12.44% 22.22%

20 + years 795 1,352 15.9% 13.19%

50

Premium Pay Allowance Data

Table 108: Premium Pay by Band (Mean)


Monthly Payment

Number of Females

Monthly Payment

% Difference

A 14 £1,550.41 1 £139.41 91.01%

B 23 £555.33 6 £501.78 9.64%

C 69 £500.31 50 £503.36 -0.61%

D 449 £453.19 401 £443.63 2.11%

E 388 £444.64 625 £367.01 17.46%

F 37 £435.05 56 £233.02 46.44%

Table 109: Premium Pay by Band (Median)


Monthly Payment

Number of Females

Monthly Payment

% Difference

A 14 £1,505.60 1 £139.41 90.74%

B 23 £376.40 6 £522.78 -38.89%

C 69 £366.16 50 £409.81 -11.92%

D 449 £401.89 401 £417.36 -3.85%

E 388 £419.16 625 £310.04 26.03%

F 37 £383.20 56 £205.55 46.36%

Table 110: Premium Pay by Hours Worked


Number of Females

Mean % Difference

Median % Difference

Full-Time 930 789 16.67% 21.87%

Part-Time 50 351 20.51% 22.95%

51

Table 111: Premium Pay by Age

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 20 N/A N/A N/A N/A

20 – 30 years 51 68 11.85% 16.52%

30 – 40 years 243 371 10.02% 23.08%

40 – 50 years 333 389 18.07% 15.26%

50 + years 352 313 20.42% 28.03%

Table 112: Premium Pay by Length of Service

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 1 18 24 50.20% 32.99%

1 – 3 years 34 20 12.30% 9.30%

3 – 10 years 138 111 23.68% 19.19%

10 – 20 years 531 688 16.36% 23.73%

20 + years 259 297 15.43% 17.04%

Flexibility Allowance Data

Table 113: Flexibility Allowance by Hours Worked


Number of Females

Mean % Difference

Median % Difference

Full-Time 241 233 25.60% 0%

Part-Time 19 75 19.30% 19.88%

52

Table 114: Flexibility Allowance by Age

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 20 3 8 11.07% 29.03%

20 – 30 years 84 116 11.85% 2.90%

30 – 40 years 76 98 25.08% 4.63%

40 – 50 years 41 49 36.68% 0%

50 + years 56 39 40% 37.03%

Table 115: Flexibility Allowance by Length of Service

Age Number of Males

Number of Female

Mean % Difference

Median % Difference

Under 1 32 69 -7.03% 0%

1 – 3 years 15 15 5.53% 0%

3 – 10 years 135 169 14.17% 0%

10 – 20 years 53 52 45.7% 31.07%

20 + years 25 3 35.32% 47.16%

gender pay gap - 2018 final - metropolitan police service · 2. compared to last year’s analysis,...

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