METROPOLITAN POLICE SERVICE: GENDER PAY GAP ANALYSIS 2018

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1 EXECUTIVE SUMMARY METROPOLITAN POLICE SERVICE: GENDER PAY GAP ANALYSIS 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 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 Although withdrawn for new joiners, some allowances continue to impact on longer serving officers and staff.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. officers. Gender recruitment campaign and part time recruitment offer for police 1

2 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 2

3 ABOUT THE AUDIT 7. The Gender Pay Gap Regulations 2017 requires all public bodies to report on their gender pay gap by 31 March 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. 3

4 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. 4

5 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 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 parttime 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 5

6 events such as becoming a parent or having to adopt broader caring responsibilities. are four projects underpinning this aim, which are explained in more detail below. There 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 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 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: 6

7 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) Male Female Mean Hourly Pay Rate (All)

8 Pay Gap % 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 Median Hourly Pay Rate Mean Hourly Pay Rate Male Female Pay Gap % 0.34% 3.36% 3.54% Mean Hourly Pay Rate 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) Superintendent (Detective & Uniform) Chief Inspector (Detective & Uniform) Inspector (Detective & Uniform) Police Sergeant (Detective & Uniform) 33 (79%) 9 (21%) -2.91% -3.17% 134 (75%) 44 (25%) 1.50% 4.15% 195 (76%) 61 (24%) 2.96% 1.99% 923 (79%) 242 (21%) -0.32% 0.96% 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 8

9 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 N/A to to to ,763 5, to ,114 11, to , to to to to 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 % 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 9

10 Variable Median Hourly Pay Rate (All) Male Female Pay Gap % % Mean Hourly Pay Rate (All) 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. Quartile Table 6: Quartiles for MPS police officers 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 10

11 33. The current average age for male officers in the MPS is years and for female officers is slightly lower at years. In 2017, the average age for male MPS police officers was years showing a slight increase in 2018 of 0.32 years. The average age for female MPS police officers in 2017 was 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 age category before evening out for and then reducing for 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 Age Profile Table 8: Age Profile for MPS Police Officers males Percentage of males females Less than 20 years 66 71% 27 29% years 4,022 69% 1,797 21% years 7,128 72% 2,770 28% years 6,913 76% 2,189 24% 50 + years 2,278 80% % Percentage of females 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 11

12 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 years, whereas for female officers it is years. In 2017, the average length of service for male police officers was years indicating a slight reduction of 0.68 years in In 2017, the average length of service for female police officers was years again indicating a very slight reduction of 0.1 years in

13 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 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) Length of Service Table 12: Police Officers by length of service and gender pay gap males Percentage of males females Percentage of females Mean Gender Pay Gap Median Gender Pay Gap Under % % 2.06% 0.09% 1-3 Years 1,965 71% % 2.77% 0.35% 3-10 years 6,141 72% 2,403 28% 1% 1.27% years 7, % 2, % 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 13

14 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

15 Pay Salary (from 1 Notes Point September 2018) 1 23,586 On completion of initial training, officers who entered at pay point 0 will move to pay point ,654 All members will move to pay point 2 after 12 months at pay point , , , , , 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 Pay females Pay Mean Gender Pay Gap Full-Time 20, , % Part Time , % Hours Worked Table 18: Gender pay gap by Hours Worked by MPS Police Officers (Median) Pay females Pay Mean Gender Pay Gap Full-Time 20, , % Part-Time , % 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. 15

16 Table 19: MPS Police Officer recruitment from 31 March March 2017 Period Total Female % of Total 2008/09 2, % 2009/10 1, % 2010/ % 2011/12 1, % 2012/ % 2013/14 2, % 2014/15 3, % 2015/16 1, % 2016/17 1, % 2017/18 1, % 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 Incremental Pay Steps Maximum Minimum between Minimum and Maximum Rank 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, ,509 12,966 Deputy Assistant Commissioner 1 149, ,142 0 Assistant Commissioner 1 194, ,523 0 Deputy Commissioner 1 230, ,190 0 Commissioner 1 278, ,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 16

17 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). Pay Point Table 22: Police Constables Pay Scales Appointed before 1 April 2013 Salary (from 1 September 2018) 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, , , , ,150 Pay Point Table 23: Police Constables Pay Scales Appointed after 1 April 2013 Salary (from 1 September 2018) 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 17

18 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 Male Female Pay Gap Allowance Mean % Median % Table 25: Rent/Housing Allowance by Rank Rank Men Women Mean Median Assistant % 0% Commissioner Deputy Assistant % 50.02% Commissioner Commander % 13.79% Chief Superintendent (Detective & Uniform) % 0% Superintendent (Detective & Uniform) Chief Inspector (Detective & Uniform) % % 0% 18

19 Inspector (Detective & Uniform) Police Sergeant (Detective & Uniform) Police Constable (Detective & Uniform) % 0% % 0% 1, % 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) Rent/Housing Allowance Pay Gap including Rent/Housing Allowance Pay Gap ignoring Rent/Housing Allowance Mean Median 6.91% 9.71% 6.41% 9.33% Table 27: Gender Pay Gap ignoring Rent/Housing Allowance 2017 vs 2018 (All MPS Police Officers and Police Staff) Rent/Housing Allowance Pay Gap including Rent/Housing Allowance Pay Gap ignoring Rent/Housing Allowance Mean Mean Median Median 7.16% 6.91% 12.48% 9.71% 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). 19

20 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 ,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 Pay Gap Mean % Median % Unsocial Hours Male Female Table 29: Allowance 2017 vs Pay Gap Male Female 2018 Pay Gap Mean 62.41* % % Median 49.17* % % 55. Further detailed supporting data is recorded in Tables 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) 20

21 Mean Mean Median Median 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 Female Pay Gap % 10.41% Gender 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) Mean Hourly Pay Rate (All) Mean Hourly Pay Rate (All) Median Hourly Pay Rate (All) Median Hourly Pay Rate (All) Male Female Pay Gap % 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) 21

22 Gender Gender Mean Hourly Pay Rate (All) Male Female Pay Gap % 0.24% Median Hourly Pay Rate (All) 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) Mean Hourly Pay Rate (All) Mean Hourly Pay Rate (All) Median Hourly Pay Rate (All) Male Female Pay Gap % 0.43% 2.69% 0.24% Median Hourly Pay Rate (All) 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) Rank Men Women Mean Median 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 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 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 per hour (median) and this increased to per hour in 2018 a difference of In 2018, women were paid per hour (median) and this increased to per hour in 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. 22

23 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, ,001 to 20, ,001 to 30,000 1, ,001 to 40,000 1,664 1,474 40,001 to 50, ,001 to 60, ,001 to 70, ,001 to 80, ,001 to 90, ,001 to 100, ,001 and over 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 23

24 Salary Interval Female Male less than 10,000 N/A 1 10,001 to 20, ,001 to 30, ,001 to 40, ,001 to 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. Variable Table 39: Bonus Pay for MPS Police Staff Median Hourly Pay Rate (All) Male Female Pay Gap % 43.38% Mean Hourly Pay Rate (All) Table 40: Bonus Pay for MPS Police Staff 2018 vs 2017 Variable Median Hourly Pay Rate (All) Mean Hourly Pay Rate (All) Median Hourly Pay Rate (All) Mean Hourly Pay Rate (All) 24

25 Male , Female , Pay Gap % % 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 Lower Quartile 1,482 (71%)) Lower Middle 1,260 (61%) Upper Middle 1,073 (52%) Upper 892 (43%) Female (Total number of Female staff) Male (Total number of Male staff) 592 (29%) 814 (39%) 1001 (48%) 1,181 (57%) Table 42: Pay Gap Quartiles for MPS Staff Quartile Mean Pay Gap Median Pay Gap 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 Lower 143 (47%) Lower Middle 97 (32%) Upper Middle 100 (33%) Upper 89 (29%) Female (Total number of Female staff) Male (Total number of Male staff) 161 (53%) 207 (68%) 204 (67%) 214 (71%) 25

26 Table 44: Pay Gap Quartiles for MPS PCSOs Quartile Mean Pay Gap Median Pay Gap 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 nonmanagerial 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 years and for female staff is only very slightly lower at years. In 2017, the average age for male staff was years showing a slight increase in age of 0.33 years in In 2017, the average age for female staff was 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 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 26

27 78. The average age for male PCSOs in the MPS is years and for female PCSOs is slightly lower at years. In 2017, the average age for male staff was years, which shows a slight increase in age of 0.93 years in In 2017, the average age for female staff was years again showing a slight increase of 1.39 years in 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 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. Age Profile Table 45: Age Profile for MPS Police Staff Percentage of males females Percentage of females Less than 20 years 16 55% 13 45% years % % years % 1,276 61% years % 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 27

28 Age Profile Table 48: Age Profile for MPS PCSOs Percentage of males females Less than 20 years years 49 56% 36 44% years % % years % % 50 + years % % Percentage of females 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 28

29 81. The gender pay gap mostly reflects the workforce composition; it is low for under 20 years and the age group but increases for 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 29

30 Length of Service 82. The average length of service for female police staff is higher than male police staff (15.72 years compared to years). 83. For PCSOs, female staff tend to have slightly less length of service than male staff (12.10 years compared to years). In 2017, the average length of service for female staff was years compared to years for male staff both figures slightly lower than for 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 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. Length of Service Table 52: Police Staff by length of service and gender pay gap Percentage of males females Percentage of females Mean Gender Pay Gap Median Gender Pay Gap Under % % 14.45% 11.29% 1-3 Years % % 6.98% 6.30% 3-10 years % % 8.46% 3.23% 30

31 10-20 years 1,466 41% 2,092 59% 10.06% 11.56% 20 + Years % 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 31

32 Length of Service Table 56: PCSOs by length of service and gender pay gap Percentage of males females Percentage of females Mean Gender Pay Gap Median Gender Pay Gap Under 1 0 0% 0 0% Years 0 0% 0 0% years % % 0.69% 0% years % % 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 32

33 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 33

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) Hours Worked Pay females Pay Mean Gender Pay Gap Full-Time 3, , % Part -Time , % Table 61: Gender pay gap by Hours Worked by MPS Police Staff (Median) (Excludes PCSOs) 34