south wales police gender pay gap report...south waes poice gender pay gap report 20194 police staff...

SOUTH WALES POLICEGENDER PAY GAP REPORT2019

SOUTH WALES POLICE GENDER PAY GAP REPORT 2019

2

Introduction

Deputy Chief Constable Jeremy VaughanThis is South Wales Police’s third annual gender pay report. As specified by the Equality Act (Specific Duties and Public Authorities) Regulations 2017, all public sector employers with 250 or more employees are required to publish information about gender pay gaps.

As an organisation we have made great improvements in encouraging women to realise their potential in the workplace and this report shows pleasing progress. We are working hard to encourage women through the promotion process by providing targeted support for the promotion process as well as delving into the barriers women are experiencing in stepping forward for opportunities. We continue to review the application of flexible working policies in the workplace to ensure everyone has the ability to support their professional and personal lives and are continuing to encourage a more agile workforce through our use of technology. Our Health and Wellbeing agenda also ensures support for carers and working families which can often be a perceived barrier to developing through the ranks, along with greater support for those on maternity and wider natal care.

We recognise however that Gender Equality cannot be achieved by women alone. We have also signed up to the He for She agenda and we have a cohort of male allies who act as visible champions for gender quality alongside our female members. As part of this agenda, we are working to increase the number of male menopause champions, promoting under-represented roles to female members, raising awareness of sexual harassment in the workplace and encouraging greater support for fathers and male carers in the workplace to shift the perspective of women as primary care givers. We are passionate about ensuring women are not only supported but actively sponsored by our male colleagues, to ensure fair participation in emerging opportunities. Visible support from our male allies has enabled us to send a powerful message to the organisation that gender equality is a matter for us all. We know a gender equal workforce is proven to be more innovative, more productive and more engaged which benefits each and every one of us.

We are encouraged by the positive trends demonstrated in this reports and, are expecting continued improvements for March 2020 given the ongoing drive and commitment of the Chief Officer team under the leadership of Chief Constable Matt Jukes.


3

We are required by law to carry out Gender Pay Reporting under the Equality Act 2010, as are all employers with 250 or more employees. This will be published on our own website and www.gov.uk. We are required to report in six different ways: the mean and median gender pay gaps; the mean and median gender bonus gaps (the proportion of men and women who received bonuses), and the number of men and women according to quartile pay bands.

Gender pay reporting is a different requirement to carrying out an equal pay audit. It is not a review of equal pay for equal work, it instead compares hourly rates of pay and any bonuses staff may receive by gender, seeking to expose any imbalance.

In March 2018 South Wales Police employed 1951 staff, 2958 officers and 425 PCSOs. Officers and staff are employed on different terms and conditions of service. Both salary scales are negotiated nationally.

It serves 1.3 million people, covering 42% of the population of Wales. The force area spans seven local authorities – Bridgend, Cardiff, Merthyr Tydfil, Neath Port Talbot, Rhondda Cynon Taf, Swansea and the Vale of Glamorgan.

Pay gap summary for bonus paymentsBonuses for officers are for ‘exceptionally unpleasant tasks’ and police regulations allow between

£50 and £500 to be paid. Police staff bonuses are for additional work or responsibilities and the minimum amount is usually £50. Chief Officers do not receive bonuses. The numbers receiving bonuses are very small and as such a small change in one payment will result in a large percentage change for the force.

What is median and mean?If all of our staff and officers were lined up in a female line and a male line in order of pay from highest to lowest, the median compares the pay of the female in the middle of their line and the pay of the male in the middle of their line.

The mean gender pay gap shows the difference in the average hourly rate of pay between male and female.


4

Police Staff

As at March 2019 South Wales Police employed 2433 Police Staff (inclusive of PCSOs). 960 were male and 1472 were female. This equates to 60.54% of our staff being female and represents a 0.4% increase from 2018 and a 0.65% increase from 2017.

PERCENTAGE DIFFERENCE IN MEAN PAY

7.68%PERCENTAGE DIFFERENCE IN

MEDIAN PAY

4.09%

Difference between men and women Mean Median

Gender Pay Gap 7.68% 4.09%

Gender Bonus Pay Gap 0% 0%

Proportion of male and female employees in quartile bands

Quartile 1

Male Female

Quartile 2 Quartile 3 Quartile 4

73.26%

26.74%

55.23%

44.77%

53.85%

46.15%

53.94%

46.06%

The proportion of males and females receiving a bonus

0% 0%


5

Police Officers

As of March 2019 South Wales Police employed 3030 Police Officers. 2063 were male and 967 were female. This equates to 32.1% of our officers being female and represents a 0.91% increase from 2018 and a 1.74% increase from 2017.



MEDIAN PAY

0.17%



Gender Bonus Pay Gap 5.26% 0%


Quartile 1

Male Female


36.80%

63.20%

33.65%

66.35%

33.52%

66.48%

19.56%

80.44%


0.83% 0.88%


6

Police Staff and Police Officers



MEDIAN PAY

21.71%



Gender Bonus Pay Gap 5.26% 0%


Quartile 1

Male Female


59.60%

40.35%

49.66%

50.34%

39.14%

60.86%

26.80%

73.20%


0.33% 0.66%


7

Female Recruitment

In 1998 there were 110 recruits, 32 of which were female.

In 2008 there were 69 recruits, 23 of which were female.

At the end of March 2019, 67 recruits were female, representing 43% of all recruits.

1998

2008

2017

29%

33%

38%

2018 39%

2019 43%


8

Conclusion and recommendations

The figures set out above were calculated using standard methodologies under the Equality Act.

The information presented was collated on the 31/03/19 – and took into consideration all the data for South Wales Police on that day or in the month in advance of this date.

South Wales Police is committed to promoting equality and to ensuring that diversity is seen and valued within our employee make-up.

Our female officer representation has been increasing year on year for some time.

In 1998, 29% of the recruits were female, whilst this has increased by 14% to 43% of all new recruits by March 2019. Whilst this is a really positive indicator, these numbers are taking their time to impact on overall percentage numbers of officers which now stands at 32.1% of all officers being female. We are still striving to improve these figures with a view to achieving gender balance.

We will continue to work closely with representatives from our Police Federation, Trade Unions, Gender Equality Network, other staff associations and bodies such as He for She to understand any barriers in our policies and processes and will continue to monitor and review our Gender Delivery Plan which sets out our approach to working toward achieving a more positive gender balance in South Wales Police. It looks to address the key areas we believe will make a difference in our aim to recruit, retain and develop female officers and PCSOs. Specifically we are exploring how we attract and progress more women at every level of our organisation including the senior leadership team and continue to actively encourage flexible working for both male and female colleagues. It is pleasing to see that this plan is making a difference and we will continue towards further improvements.

From the recommendations of our Gender Delivery plan, the dedication of our staff and officers, the continued commitment and encouragement of our Chief Officers, Police and Crime Commissioner, Senior Management Team and other key stakeholders, we hope that we strive to make progress and continue to address and reduce the gender balance of our workforce. Data available currently is already encouraging for the 2020 Gender Pay Gap Report.

south wales police gender pay gap report...south waes poice gender pay gap report 20194 police staff...

Documents