METROPOLITAN POLICE SERVICE: ETHNICITY PAY GAP ANALYSIS 2018

EXECUTIVE SUMMARY METROPOLITAN POLICE SERVICE: ETHNICITY PAY GAP ANALYSIS 2018 1. This is our second formal report examining how pay systems, people processes and management decisions impact on average pay across MPS officers and staff of different ethnicities. The insight provided in this report is valuable and will be used inform future pay and HR processes. 2. Compared last year s analysis, the MPS has seen a slight reduction in our ethnicity pay gap. The median pay gap for police officers has reduced from 6.56% in 2017 5.24% in 2018. BAME PCSOs for a second year in succession already earn more than their white colleagues with figures showing a -4.25% median pay gap. However, the median pay gap for police staff has risen from 1.95% 3.15% 3. It is important stress that police officer and police staff pay is determined in accordance with roles, with no reference ethnicity. BAME and white officers and staff who undertake the same role, have the same length of service, and work the same hours, therefore receive the same pay. Nevertheless, when considering average pay across the workforce, differences are apparent. 4. This analysis highlights that many different facrs impact on ethnicity related pay. These include: Time-served pay systems: For both police officers and police staff, it can take a number of years move from the botm the p of the spine point. Movement is determined by time served that is, colleague s progress the next spine point after each year s service. Due changes in the success of our recruitment processes in attracting a more diverse workforce over the last four years, a higher proportion of BAME colleagues are progressing up that spine point. However, a higher proportion of white colleagues have longer service and so receive the higher pay awarded at the p of the spine point. This results in a difference average pay across the workforce as a whole. While this reflects the success of recent recruitment activities, the issue is exacerbated by the structure of our pay systems. Hisrical allowances. Although withdrawn for new joiners, some allowances continue impact on longer serving officers and staff. For example, white police officers are over 15 times more likely receive the hisric rent/housing allowance than their BAME counterparts, due low levels of recruitment of BAME officers prior 1994. Unsocial hours payments and shift disturbance allowance. More white staff work and thereby receive related additional pay. This additional remuneration inflates the apparent difference in pay between white and BAME staff in the MPS. 5. We remain determined having a more representative workforce at every level of the organisation. We have achieved significant increases in the numbers of BAME police officers that we have recruited over the last five years which has resulted in our overall BAME population increasing from 3,163 4,141 overall. 6. To support our work recruit and retain more BAME officers and staff, and reduce the pay gap, we continue implement a number of new initiatives. In summary, the main strands we will be focusing on are: Recruitment. Creating outreach programmes in local communities increase understanding of the role of a police officer and address barriers joining. Positive action 1

development within the recruitment process and newly designed selection processes which remove disproportionality. Retention and progression. Improved career development schemes and greater investment in development leadership capability and specialist skills that enable individuals progress successfully through the organisation. 7. The work outlined in our recent gender pay gap report will also have a positive impact in recruitment and progression specifically of more BAME women who currently represent over 6% of our workforce. 8. This analysis will be updated on an annual basis so that we can continue track progress. Whilst average pay gaps in the MPS are lower than seen across the economy as a whole, we are far from complacent and we are committed tackling the issues set out in this report. Clare Davies, OBE Direcr of Human Resources 2

ABOUT THE MPS POLICE OFFICERS AND POLICE STAFF 9. The MPS consists of two distinct groups of employees for the purpose of this audit; police officers and police staff (including 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 wards 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 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. 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 gender, ethnicity or any other protected characteristics. Job evaluation is a systematic way of comparing different jobs in an organisation establish their relative worth and position on pay scales. Length of service is a facr in pay due incremental pay scales. 10. 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 include them in the analysis. OVERALL STATISTICS 11. For the purpose of this report, there are 37,257 relevant employees. 6,349 are listed as BAME, that is, not White, British, White Irish, White other or Unknown. The Unknown category consists of 761 staff (2%) who have decided not declare their ethnicity. The 6,344 employees make up just over 17% of the tal MPS workforce. Out of the 17%, men make up 64% and women make up 36%. Table 1 shows the dataset used for this analysis. 12. A tal 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). 3

Those paid any Statury Sick Pay in the pay period that includes the snapshot date of 31 March 2018 (2,735). Those paid any Statury Maternity Pay in the pay period that includes the snapshot date (44). Those paid any Statury 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). Ethnicity Table 1: Ethnicity in MPS dataset (Officers, Staff, PCSOs) - 31 March 2018 Any other Asian background Any other Black background Any other group not specified Grand Total Assigned Category for Analysis Officer Staff PCSO 476 Asian 323 132 21 98 Black 63 30 5 333 Other Ethnic Group 205 102 26 Bangladeshi 311 Asian 184 73 54 Black - African 564 Black 251 226 87 Black - British 643 Black 293 297 53 Black - Caribbean 640 Black 298 299 43 Black Asian 9 Mixed 5 3 1 Chinese 163 Asian 120 41 2 Greek & Greek Cypriot 156 Other Ethnic Group 101 40 15 Indian 1,143 Asian 673 419 51 Mixed - Any other mixed background Mixed - White & Asian Mixed - White & Black African Mixed - White & Black Caribbean 390 Mixed 301 77 12 334 Mixed 270 48 16 98 Mixed 82 11 5 306 Mixed 238 61 7 UNKNOWN 770 Not included 240 514 16 Pakistani 496 Asian 335 119 42 Turkish & Turkish Cypriot 201 Other Ethnic Group 136 39 26 White - British 28,338 White 22,290 5,384 664 White - Irish 564 White 433 116 15 White - Other 1,274 White 933 284 57 4

HOW WE HAVE CALCULATED THE DATA 13. In order understand the ethnicity 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 in the two main occupational groups; Police Officers and Police Staff (the latter including PCSOs) and an in-depth analysis compares the two categories as well as key employee characteristics within each group. The ethnicity pay gap has been calculated using the mean and median as follows: The Mean is the difference between the average gross hourly earnings of white and BAME expressed as a percentage of the average gross hourly earnings of white 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 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 indicar for the ethnicity 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 the highest salary and the data divided in four equal groups; Lower Quartile, Lower Middle Quartile, Upper Middle Quartile, Upper Quartile. ASSESSMENT APPROACH TO ETHNICITY PAY GAP ANALYSIS 15. This report has used Human Resource (HR) and payroll data better understand and contextualise the ethnicity pay gap so that we can accurately design tailor-made recommendations address, reduce and ultimately eliminate the ethnicity pay gap. 16. In addition, the MPS has applied a Methodology whereby the ethnicity pay gaps are undertaken in terms of gender, where comparisons are made between BAME men with White British men, and BAME women with White British women. 17. Throughout this report, the ethnicity pay gap analysis will first compare the two groups White vs BAME, then will look at White Male vs BAME Male, followed by White Female vs BAME Female. Gender difference within ethnicity comparison is important as imbalance can be larger within certain BAME groups but contribute the ethnicity pay gap as a whole. Gender distinction will also be explained when the ethnic groups are broken down further. MPS MEASURES TO REDUCE ETHNICITY PAY GAPS Police Officers 18. The MPS is strongly committed addressing any facrs that impact negatively on pay equality. It is clear that a pay framework that rewards length of service and protects hisric allowances will have a negative impact on average pay, even though BAME and white officers in identical roles and with the same workforce hisry will receive the same pay. 19. However, there are differences in the make-up of the Met s workforce, with a lower proportion of BAME officers and staff in higher ranks and grades. Recruiting and retaining a more diverse workforce coupled with the eventual demise of grandfather rights hisric allowances should reduce this disparity although it is likely take many years 5

20. The MPS will continue press the case the Police Remuneration Review Body (PRRB) that Police Regulations are far o prescriptive on matters of pay and conditions and out of step with modern employment practices. We have challenged that in order compete in day s market and, cope with the financial pressures we now face, chief officers require flexibility and the normal discretions that are available chief executives in almost all other employments, whether private or public secr. 21. The MPS will continue introduce a number of new initiatives attract and retain more BAME officers and staff, and ensure they progress through the organisation. They should have a positive impact on closing the pay gap albeit higher levels of BAME recruits at junior levels of the organisation will initially have a negative impact as they will initially sit at the lower pay points. We will focus on the following strands. Police Staff Recruitment. Creating outreach programmes in local communities increase understanding of the role of a police officer and address barriers joining. Positive action development within the recruitment process and newly designed selection processes which remove disproportionality. Retention and progression. Improved career development schemes and greater investment in development leadership capability and specialist skills that enable individuals progress successfully through the organisation. 22. As with police officers, a pay framework with incremental progression based on time served and allowances that are predicated on base pay and hours work is contributing the ethnicity pay gap. 23. Police staff pay is not affected in the same way as police officers by hisric allowances albeit service related pay does have an impact on pay. However, length of service is linked pay progression and the size of promotion candidate pools. Recent improvements in recruiting a more diverse workforce will take time work through the organisation but will help reduce the ethnicity pay gap. We will continue monir this ensure that the expected positive impact is demonstrated. 24. Representation of BAME police staff in management roles needs improve. The MPS will commission further analysis in understanding what changes in recruitment and progression are required achieve proportionate representation. The current police officer Career Development Service is being extended police staff and a greater understanding being gained through market research in the barriers recruitment in leadership roles, particularly the most senior ones. ANALYSIS OF THE REPORT DATA SUMMARY FINDINGS 25. The MPS publishes a significant amount of workforce data that is available through the Mayor s Office for Policing and Crime (MOPAC) dashboard. The supporting data is captured in the tables below this summary and in the Annex. 26. The MPS ethnicity pay gap analysis overall shows the following information: 6

Police Officers 27. BAME police officers employed by the MPS receive on average 1.80 less per hour than their white counterparts. This equates a mean pay gap of 8.37%. This is an increase of 0.28 from 2017 ( 1.52 in 2017). 28. By using median as a measure, BAME police officers employed by the MPS receive on average 1.14 less per hour than their white counterparts. This equates a median pay gap of 5.24%. This is a decrease of 0.27 from 2017 ( 1.41 in 2017). Police Staff 29. BAME police staff employed by the MPS receive on average 1.69 less per hour than their white counterparts. This equates a mean pay gap of 8.40%. This is an increase of 0.01 from 2017 ( 1.68 in 2017). 30. By using median as a measure, BAME police staff employed by the MPS receive on average 0.56 less per hour than their white counterparts. This equates a median pay gap of 3.15%. This is an increase of 0.23 from 2017 ( 0.33 in 2017). PCSOs 31. BAME PCSOs employed by the MPS receive on average 0.16 more per hour than their white counterparts. This equates a mean pay gap of -0.98%. This is a decrease of 0.01 from 2017 ( 0.17 in 2017). 32. By using median as a measure, BAME PCSOs employed by the MPS receive on average 0.69 more per hour than their white counterparts. This equates a median pay gap of -4.25%. This is no change in the median pay gap from 2017 calculations in that BAME PCSOs earnt on average 0.69 more than their white counterparts. POLICE OFFICERS SUPPORTING DATA 33. This section of the report shows the data supporting the analysis of how ethnicity affects Police Officer pay. Of the 37,257* employees considered in this report, 6,349 are listed as BAME; 27,508 of the employees used for the purpose of this report are police officers. The 6,349 BAME staff make up nearly 17% of the tal workforce, 10.4% (3,874) of which are police officers. *This includes 761 whose ethnicity has not been declared. Data Tables Table 2: Overall Ethnicity Pay Gap for all MPS police officers as an aggregate figure (combination of information for full and part time staff) White 21.53 21.67 BAME 19.73 20.53 Pay Gap 1.80 1.14 Pay 7

Difference 8.37% 5.24% Table 3: Overall Ethnicity Pay Gap for all MPS police officers as an aggregate figure (combination of information for full and part time staff) 2018 vs 2017 Rate Mean Hourly Pay Rate Pay Rate White 21.01 21.53 21.45 21.67 BAME 19.49 19.73 20.05 20.53 Pay Gap 1.52 1.80 1.41 1.14 Difference 7.22% 8.37% 6.56% 5.24% Pay Rate Table 4: Overall Ethnicity Pay Gap for all MPS male police officers as an aggregate figure (combination of information for full and part time staff) White Male 21.77 21.76 BAME Male 19.77 20.61 Pay Gap 2.00 1.16 Difference 9.19% 5.32% Pay Table 5: Overall Ethnicity Pay Gap for all MPS male police officers as an aggregate figure (combination of information for full and part time staff) 2018 v 2017 Rate Mean Hourly Pay Rate Pay Rate White Male 21.23 21.77 21.53 21.76 White BAME 19.49 19.77 20.05 20.61 Pay Gap 1.73 2.00 1.48 1.16 Difference 8.17% 9.19% 6.89% 5.32% Pay Rate Table 6: Overall Ethnicity Pay Gap for all MPS female Police Officers as an aggregate figure (combination of information for full and part time staff) White Female 20.89 21.62 BAME Female 19.61 20.37 Pay Gap 1.28 1.25 Difference 6.12% 5.78% Pay Table 7: Overall Ethnicity Pay Gap for all MPS female Police Officers as an aggregate figure (combination of information for full and part time staff 2018 v 2017 Rate Rate Pay Rate White Female 21.41 20.89 20.41 21.62 BAME Female 20.06 19.61 19.49 20.37 Pay Gap 1.35 1.28 0.92 1.25 Pay Rate 8

Difference 6.28% 6.12% 4.52% 5.78% 34. Breaking down the ethnicity pay gap by men and women separately means that gaps can be seen without gender acting as a variable. The gap is smaller between women but this gap exists on p of a gender pay gap of 6.91% (mean) and 9.71% (median). 35. Further detailed data relating the BAME element for Police Officers is at the Annex at the end of this report. Table 8: Overall Ethnicity Pay Gap for all MPS police officers as an aggregate figure by rank (combination of information for full and part time staff) Job Level White BAME Mean Median Superintendent (Detective and Uniformed) 162 13 3.92% -2.32% Chief Inspecr (Detective and Uniformed) 245 11 2.03% 1.22% Inspecr (Detective and Uniformed) 1,065 95 2.76% 0.66% Sergeant (Detective and Uniformed) 3,785 376 2.49% 0.68% Constable (Detective and Uniformed) 18,326 3,376 5.78% 8.18% Table 9: Overall Ethnicity Pay Gap for all male MPS police officers as an aggregate figure by rank (combination of information for full and part time staff) Job Level White BAME Mean Median Superintendent (Detective and Uniformed) 120 10 7.06% 1.95% Chief Inspecr (Detective and Uniformed) 189 5 1.63% 2.15% Inspecr (Detective and Uniformed) 842 78 1.84% 0.55% Sergeant (Detective and Uniformed) 3,015 305 2.69% 0.89% Constable (Detective and Uniformed) 13,064 2,558 6.45% 9.26% Table 10: Overall Ethnicity Pay Gap for all female MPS police officers as an aggregate figure by rank (combination of information for full and part time staff) Job Level White BAME Mean Median Superintendent (Detective and Uniformed) 42 3-6.49% -6.77% Chief Inspecr (Detective and Uniformed) 56 6 0.44% 0.92% Inspecr (Detective and Uniformed) 223 17 6.84% 3.70% Sergeant (Detective and Uniformed) 770 71 1.83% 1.38% Constable (Detective and Uniformed) 5,262 818 4.01% 5.05% Salary Band Data 36. Table 11 provides the distribution of salaries across white and BAME police officers in the MPS in 10,000 increments, up 100,000, with those earning over 100k in one group. Table 11: 10,000 Salary Bands for police officers Salary Interval less than 10,000 White BAME Asian Black Mixed Other Unknown 4 2 N/A 1 1 N/A N/A 9

Salary Interval 10,001 20,000 20,001 30,000 30,001 40,000 40,001 50,000 50,001 60,000 60,001 70,000 70,001 80,000 80,001 90,000 90,001 100,000 100,000 and over White BAME Asian Black Mixed Other Unknown 94 10 3 4 3 N/A N/A 754 153 59 48 33 13 62 6277 1540 664 294 409 173 95 12713 1868 792 480 380 216 58 2350 197 76 46 50 25 11 1064 79 29 23 14 13 3 184 14 6 3 3 2 1 114 8 5 2 1 N/A 3 43 3 N/A 2 1 N/A 1 37 N/A N/A N/A N/A N/A 2 ANALYSIS OF DATA FOR POLICE OFFICERS 37. The MPS has analysed the ethnicity pay gap for police officers understand the root causes of the gap. Bonus Pay 38. The MPS pays a number of bonus payments (normally a maximum of 500) for those who have excelled in the performance of their duty or lump sum payments for retention initiatives. The proportion of white officers receiving a bonus payment is 1.23% (371 officers) compared 0.83% (53 officers) BAME officers. This translates a mean bonus pay gap of 4.85% and a median bonus ethnicity pay gap of 0% 39. In 2017, the proportion of white officers receiving a bonus payment was 0.37% (98 officers) compared 0.32% (13 officers) BAME officers. The mean bonus pay gap in 2017 was 2.04% and the median bonus ethnicity pay gap was the same as in 2018 (0%). 10

Table 12: Bonus Pay for MPS police officers Mean Bonus Payment (All) White 395.62 400 BAME 376.42 400 Pay Gap 19.20 0 Difference 4.85% 0% Median Bonus Payment (All) Table 13: Bonus Pay for MPS police officers 2018 v 2017 Mean Bonus Payment Median Bonus Payment Mean Bonus Payment White 227.73 250 395.62 400 Other 223.08 250 376.42 400 Pay Gap 4.65 0 19.20 0 Difference 10% 0% 4.85% 0% Median Bonus Payment Quartiles 40. As outlined in Paragraph 11, our pay data has been arranged in ascending order from the lowest the highest pay and the data divided in four equal quartiles. 41. The proportion of BAME Police Officers is lowest in the upper quartile. This lack of representation in the high earning group contributes notably the overall ethnicity pay gap. 42. There is a higher concentration of BAME officers in the lower and middle quartiles. This is because over 96% (3,752) of BAME 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 relatively small mean and median pay gap. Table 14: Quartiles for MPS police officers Lower Quartile 5,390 78% Lower Middle Quartile Upper Middle Quartile White (Total number of White staff) 5,906 86% 6,038 88% Upper Quartile 6,300 92% BAME (Total number of BAME staff) 1,487 22% 971 14% 839 12% 577 8% 11

Table 15: Pay Gap Quartiles for MPS police officers Mean Pay Gap Median Pay Gap Lower Quartile 1.56% 1.63% Lower Middle Quartile Upper Middle Quartile 0.64% 1.18% 0.26% 0.43% Upper Quartile 3.87% 2.04% 43. The higher mean pay gap in the Lower and Upper quartiles is a result of hisric recruitment activity which has led a higher concentration of BAME officers in the lower quartiles. The pay gap in the lower quartile is due the constable rank having the longest pay scale, progressed via annual increments and BAME officers having a lower average length of service in comparison white officers at the Constable rank. Age 44. The average age for white officers in the MPS is 39.14 years and for BAME officers 37.26 years. There is however a difference between the mean and median pay gap resulting from a small number of high earners influencing the mean result particularly those aged between 40-50. Due the number of BAME police officers in the 30 40 age profile (1,528) there is evidence suggest an imbalance in pay for employees that are close 40 years of age. This may reflect different age profiles on joining the police service between BAME and white officers Table 16: Age Profile for MPS Police Officers Age Profile White Officers Less than 20 years 65 77% 20-30 years 4,710 83% 30-40 years 8,305 85.5% 40-50 years 8,071 89% 50 + years 2,483 88% BAME officers 19 23% 986 17% 1,528 15.5% 1,001 11% 340 12% Mean Ethnicity Pay Gap Median Ethnicity Pay Gap 0.93% 0.99% 4.69% 2.07% 5.98% 3.69% 7.82% 2.84% 4.99% 2.12% 12

Table 17: Mean Ethnicity Pay Gap for Police Officers by Age Table 18: Median Ethnicity Pay Gap for Police Officers by Age 13

Table 19: Ethnicity Pay Gap by Age for MPS Police Officers by overall percentage Length of Service 45. On average BAME officers earn less. This is because a higher proportion of BAME officers are currently on lower pay points in each scale due having less length of service than their white colleagues. The average length of service for white officers is 12.84 years, whereas for BAME officers it is 9.29 years. In 2017, the average length of service for white officers was 13.3 years, whereas for BAME officers it was 9.3 years. 46. Base pay is determined by length of service. It takes 7 years reach the p of the Police Constable pay scale. The MPS has recruited a much higher proportion of BAME constables in the last four years and there are therefore within the botm half of the pay range. This has a significant impact on the ethnicity pay gap, with over 57% of white police constables having completed sufficient service reach the p of their pay rank compared under 42% of BAME officers. 47. This is evidenced in more detail in the section on incremental pay scales at Paragraph 43. The difference in pay for a Constable with 7 years service compared a new probationer is 15k. The salary range for Constables appointed the MPS after 1 April 2013 is shown in Table 28. Table 20: Police Constables Pay Scales Appointed after 1 April 2013 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 pay point 1. 2 24,654 All members will move 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 14

48. BAME officers make up a lower proportion of senior ranks than junior ranks. The average hourly rates of pay are highest for those officers with over ten years of service since they are more likely have secured promotion than those with less than 10 years service. Since BAME officers make up a much lower percentage of the workforce with more than 10 years service (due hisric recruitment patterns), has a direct impact on the ethnicity gap. 49. The ethnicity pay gap is highest for those with 20 or more years of service (mean 3.55%, median 3.10%). This gap is not caused directly by length of service, as this does not impact on pay once officers reach the p of the scale. It is most likely a reflection of decisions around working time (full and part time) and lower levels of BAME representation in more senior ranks (less than 6% of police officers at Chief Inspecr rank or higher are BAME - 27 officers). Table 21: Length of Service Profile for MPS Police Officers Age Profile White Officers Less than 1 year 601 74% 1 3 Years 2,076 75% 3-10 years 7,083 83% 10 20 years 9,238 88% 20 + years 4,636 93.5% BAME officers 208 26% 681 25% 1,408 17% 1,257 12% 320 6.5% Mean Ethnicity Pay Gap Median Ethnicity Pay Gap 3.15% 0.2% 4.58% 0.5% 1.78% 1.13% 1.62% 0.5% 3.55% 3.1% Table 22: Mean Ethnicity Pay Gap by Length of Service for MPS Police Officers by hourly rate of pay 15

Table 23: Median Ethnicity Pay Gap by Length of Service for MPS Police Officers by hourly rate of pay Table 24: Ethnicity Pay Gap by Length of Service for MPS Police Officers by overall percentage Recruitment 50. Table 25 below shows that in the 10-year period from 31 March 2007 31 March 2017, the MPS has recruited an additional 1,699 BAME police officers. This is a 41% increase in the overall number of BAME police officers. Although our recruitment strategy is achieving an increase in diversity, the statistics show the MPS ethnicity pay gap is impacted by BAME police officers having significantly less service than their white counterparts and therefore earning less per hour due both the impact of the 7-year constable pay scale and that length of service which is likely adversely influence progression through the formal police rank structure. 16

Table 25: MPS Police Officer recruitment from 31 March 2007 31 March 2017 Year Police Officers Total Female BAME 31/03/07 31,074 6,418 2,442 31/03/08 31,398 6,704 2,581 31/03/09 32,543 7,296 2,864 31/03/10 33,260 7,680 3,100 31/03/11 32,370 7,596 3,091 31/03/12 32,092 7,743 3,232 31/03/13 30,235 7,419 3,163 31/03/14 30,712 7,701 3,369 31/03/15 31,944 8,163 3,730 31/03/16 31,720 8,179 3,955 31/03/17 31,049 8,118 4,141 51. Table 26 provides further evidence support the progress the MPS have had in attracting BAME officers in the organisation. The percentage of BAME recruits (including transferees from other forces) has risen from 13.43% 25.36% in 10 years. Table 26: Police Officer recruitment from 31 March 2008 31 March 2017 Year Total BAME % of Total 2007/08 1,736 233 13.43% 2008/09 2,631 352 13.38% 2009/10 1,979 305 15.40% 2010/11 435 69 15.86% 2011/12 1,349 229 16.98% 2012/13 189 37 19.58% 2013/14 2,343 368 15.69% 2014/15 3,140 508 16.18% 2015/16 1,666 412 24.73% 2016/17 1,471 373 25.36% Career progression - BAME promotion senior police officer posts 52. Other than very limited direct entry routes, national Police Regulations stipulate that all officers advance through the rank structure starting at the Constable rank. Representation across the ranks will have a direct correlation with the recruitment profile at any given point in time. The average length of service reach the Chief Superintendent rank is 18.72 years (20.63 years for white police officers and 14.63 for BAME police officers). 20 years ago, BAME officers represented less than 2.75% of the workforce. Now, BAME officers represent over 14% of the officer workforce. Whilst BAME officers are progressing through the police ranks, it will inevitably take many years for the higher number of BAME constables seen day progress more senior ranks. 17

EFFECTS OF INDIVIDUAL ELEMENTS OF POLICE OFFICER PAY 53. Incremental pay and allowances are covered in this section. Incremental Pay 54. Table 27 below shows how incremental (length of service) pay influences the ethnicity pay gap. The statistics support the impact of length of service that currently skews the previously reported mean (8.37%) and median (5.24%) pay gaps between BAME and white officers. Table 27: Incremental Pay Steps as of 1 September 2018 Incremental Pay Steps Maximum Minimum Difference between Minimum and Maximum Rank Constable 7 39,150 23,586 15,564 Sergeant 4 43,998 40,488 3,510 Inspecr 4 56,622 52,356 4,266 Chief Inspecr 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 28: Percentage of MPS Police Officer at the p of the pay scale - 31 Ocber 2017 Percentage of BAME officers at the p of the pay scale Rank Chief Superintendent 50% 58% Superintendent 60% 42% Chief Inspecr 33.33% 50.29% Inspecr 44.3% 54.18% Sergeant 64.8% 76.17% Constable 41.93% 57.44% Percentage of white officers at the p of the pay scale 55. The report shows that one of the largest ethnicity pay gap for MPS police officers exists at Constable level due shorter average lengths of service currently held by BAME officers. Moreover, 87% (3,376) of all BAME Officers are Constables compared 77.5% (18,326) of all Police Officers at this rank, again reflecting higher levels of recruitment of BAME constables in the last 4 years. 18

Pay Point Table 29: 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 pay point 2 after 2 years service 3 31,245 4 32,229 5 33,267 6 36,189 7 39,150 Pay Point Table 30: 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 pay point 1. 24,654 24,654 All members will move 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 39,150 39,150 56. Due MPS efforts increase BAME representation in the last few years, there are a greater proportion of BAME Constables (26%) with under three years of service compared White Constables (14%). This in turn will affect the ethnicity gap due the significant difference in pay between the individual spine points as shown in the above table. Hisric Allowances Rent/Housing Allowances 57. Hisric allowances such as the rent/housing allowance are more likely be paid a larger proportion of white police officers than BAME police officers due the recruitment profile at the time such allowances were awarded. All police officers who joined the MPS before 1 September 1994 were entitled 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. 58. There are 3,615 police officers in receipt of the hisric housing allowance. Of these 3,380 are white, 217 are BME and 16 Unknown ethnicity. White staff are over 15 times more likely receive the hisric rent/housing allowance than their BAME counterparts, due low levels of recruitment of BAME officers prior 1994. 59. In 2017, 4,133 white and 262 BAME police officers were in receipt of the housing allowance. This year we have seen a reduction in police officers in receipt of the allowance of 518 white and 45 BAME. This is primarily due retirements from the MPS. 19

Table 31: Rent/Housing Allowance Rent/Housing White BAME Difference Pay Gap Allowance Mean 406.38 412.92-6.54 1.61% Median 427.23 427.23 0 0% Current Allowance Unsocial Hours 60. All police officers at the rank of Constable up and including Chief Inspecrs are entitled receive an additional unsocial hour s payment 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 (so the disparity in average pay due length of service and the 7-year constable pay scale also affects this pay element). Only those working unsocial hours receive this payment. Table 32: Unsocial Hours Allowance Unsocial Hours White BAME Difference Pay Gap Mean 61.84 58.65 3.18 5.15% Median 51.51 49.74 1.77 3.44% 61. Currently, there are 21,346 police officers in receipt of the unsocial hour s allowance. This is an increase of 3,166 police officers from 2017 (18,180 police officers received it in 2017). Of the 21,346, 18,039 are white, 3,138 are BAME and 170 are Unknown ethnicity. Only 21,176 police officers were considered for this analysis (170 Unknown were not considered). 62. This report shows that BAME police officers receive on average 5.15% (mean) less unsocial hours pay than white officers. In 2017, the mean pay gap was 9.08% and the median pay gap was 12.79%. 63. 20,370 full time members of staff (17,301 white and 3,069 BAME) and 807 part time members of staff (738 white and 69 BAME) received an unsocial hour s payment. Table 35 shows that BAME police officers working part time hours earned 19.44% (mean) and 27.27% (median) less unsocial hours pay than their white counterparts. The impact of police officers on full-time pay is less distinct with a 5.81% (mean) and 4.82% (median) pay gap. 64. Table 33 shows that BAME police staff aged between 20 30 years of age are the group that is most affected by the number of unsocial hours paid compared their white equivalents. There is also a larger gap for those officers aged 50+ with a 7.42% (mean) and 7.70% (median) pay gap. The population under 20 was not considered due the small number of police officers in the range. Table 33: Unsocial Hours Allowance by Age Age white police officers BAME police officers Mean % Difference Median % Difference Under 20 49 18 14.81% 20.37% 20 30 years 4,322 902 7.55% 11.67% 20

Age white police officers BAME police officers Mean % Difference Median % Difference 30 40 years 6,608 1,275 4.87% 3.81% 40 50 years 5,516 716 1.98% 2.09% 50+ 1,544 227 7.42% 7.70% Table 34: Unsocial Hours Allowance by Length of Service Age white police officers BAME officers Mean % Difference Median % Difference Under 1 430 150 5.58% 8.87% 1 3 years 1,983 647 6.71% 9.02% 3 10 years 6,127 1,216 6.21% 14.13% 10 20 years 6,723 912 2.86% 5.74% 20 + years 2,776 206-4.06% -13.69% Table 35: Unsocial Hours by Hours Worked white police officers BAME police officers Mean % Difference Median % Difference Full Time 17,301 3,069 5.81% 4.82% Part Time 738 69 19.44% 27.27% POLICE STAFF AND PCSOs SUPPORTING DATA 65. This section of the report deals with Police Staff of which PCSO s form a specific element. 66. There is a tal of 8,988* police staff who were considered in this report; 6,513 are white staff and 2,475 BAME staff. This equates 72.5% white police staff and 27.5% for BAME staff. *525 Unknown ethnicity not included. Data Tables Table 36: Overall Ethnicity Pay Gap for all MPS police staff as an aggregate figure (combination of information for full and part time staff) Ethnicity White 20.18 17.84 BAME 18.49 17.28 Pay Gap 1.69 0.56 Pay 21

Difference 8.40% 3.15% Table 37: Overall Ethnicity Pay Gap for all MPS police staff as an aggregate figure 2017 vs 2018 (combination of information for full and part time staff) (Excludes PCSOs) Ethnicity Mean Hourly Pay Mean Hourly Pay Pay White 19.09 20.18 17.14 17.84 BAME 17.41 18.49 16.81 17.28 Pay Gap 1.68 1.69 0.33 0.56 Difference 8.79% 8.40% 1.95% 3.15% Pay Table 38: Overall Ethnicity Pay Gap for all MPS PCSOs as an aggregate figure (combination of information for full and part time staff) Ethnicity White 16.36 16.14 BAME 16.52 16.83 Pay Gap - 0.16-0.69 Difference -0.98% -4.25% Pay Table 39: Overall Ethnicity Pay Gap for all MPS PCSOs as an aggregate figure 2017 vs 2018 (combination of information for full and part time staff) Ethnicity Pay White 16.03 16.36 15.83 16.14 BAME 16.20 16.52 16.52 16.83 Pay Gap - 0.17-0.16-0.69-0.69 Difference -1.07% -0.98% -4.34% -4.25% Pay Table 40: Overall Ethnicity Pay Gap for all MPS Police staff as an aggregate figure (combination of information for full and part time staff) (includes PCSOs) Ethnicity White 19.61 17.28 BAME 18.04 16.99 Pay Gap 1.57 0.29 Difference 7.99% 1.68% Pay Table 41: Overall Ethnicity Pay Gap for all MPS police staff as an aggregate figure 2017 vs 2018 (combination of information for full and part time staff) (includes PCSOs) Ethnicity Pay Pay 22

Ethnicity Pay White 20.38 19.61 18.29 17.28 BAME 17.85 18.04 16.98 16.99 Pay Gap 2.53 1.57 1.31 0.29 Difference 12.43% 7.99% 7.16% 1.68% Pay Table 42: Overall Ethnicity Pay Gap for MPS Asian police staff as an aggregate figure (combination of information for full and part time staff) (excludes PCSOs) White 20.03 17.83 Asian 18.43 17.15 Difference 1.60 0.68 Pay Gap 8.00% 3.83% Pay 67. Additional detailed data relating Police Staff composition and pay is at the Annex at the end of this report. 68. Breaking down the ethnicity pay gap by men and women separately means that gaps can be seen without gender acting as a variable. The gap is negligible between women, but this gap exists on p of the gender pay gap. The gap is high between white and BAME men. Table 43: Overall Ethnicity Pay Gap for all MPS male police staff as an aggregate figure (combination of information for full and part time staff) (includes PCSOs) White Male 20.76 18.33 BAME Male 18.16 16.99 Pay Gap 2.60 1.34 Difference 12.51% 7.29% Pay Table 44: Overall Ethnicity Pay Gap for all MPS female police staff as an aggregate figure (combination of information for full and part time staff) (includes PCSOs) White Female 18.62 16.99 BAME Female 17.95 16.99 Pay Gap 0.67 0 Difference 3.61% 0% Pay 23

Table 45: Overall Ethnicity 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 White BAME Mean Median Broad Bands 23 3-5.59% -27.45% 89.5% 11.5% Band A 160 15 16% -3.00% 91% 8.5% Band B 307 86% 49 14% 3.29% 6% Band C 537 83% Band D 1,776 77% Band E 3,478 68% Band F 303 70% Band G 28 82% 111 17% 524 23% 1,663 32% 138 (30%) 6 18% 7.41% 3.75% 3.66% 5.63% -0.75% -4.25% 1.63% 1.41% -1.63% -0.73% 69. Breaking down the ethnicity pay gap by Bands separately shows that the largest gaps appear in the managerial positions from Bands A D. There is a negative gap of -0.75% (mean) and -4.25% (median) in Band E which is the MPS largest pay band with over 56% of the tal MPS police staff population. Salary Band Data 70. This table provides the distribution of salaries across white and BAME police staff in the MPS in 10,000 increments, up 100,000, with those earning over 100k in one group. Salary Interval less than 10,000 10,001 20,000 20,001 30,000 30,001 40,000 40,001 50,000 Table 46: 10,000 Salary Bands for police staff (excluding PCSOs) White BAME Asian Black Mixed Other Unknown 16 6 2 2 1 1 3 392 96 44 32 8 12 72 1613 697 272 298 70 57 116 2117 879 332 381 80 86 142 946 239 88 108 26 17 78 24

Salary Interval 50,001 60,000 60,001 70,000 70,001 80,000 80,001 90,000 90,001 100,000 100,000 and over White BAME Asian Black Mixed Other Unknown 413 63 27 20 10 6 40 84 11 5 5 N/A 1 11 71 8 5 1 2 N/A 12 36 3 2 1 N/A N/A 5 15 1 N/A N/A 1 N/A 2 10 1 1 N/A N/A N/A 1 71. The table below provides the distribution of salaries across white and BAME PCSOs in the MPS in 10,000 increments, up 100,000, with those earning over 100k in one group. Table 47: 10,000 Salary Bands for PCSOs Salary Interval less than 10,000 10,001 20,000 20,001 30,000 30,001 40,000 40,001 50,000 50,001 60,000 60,001 70,000 White BAME Asian Black Mixed Other Unknown N/A 1 1 N/A N/A N/A N/A 40 9 4 1 3 1 1 129 55 21 22 8 4 1 564 401 144 165 30 62 14 3 N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A 25

Salary Interval 70,001 80,000 80,001 90,000 90,001 100,000 100,000 and over White BAME Asian Black Mixed Other Unknown N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A ANALYSIS OF DATA FOR POLICE STAFF 72. The MPS has analysed the ethnicity pay gap for police staff understand what the root causes are. Bonus Pay 73. The MPS pays a number of bonus payments (normally a maximum of 500) for those who have excelled in the performance of their duty or lump sum payments for retention initiatives. The proportion of white staff receiving a bonus payment is 0.20% (60 police staff) compared 0.25% of BAME staff (16 police staff). The mean bonus pay gap is -14.10% and the median bonus ethnicity pay gap is -30.89%. This is a decrease from 2017 when 2.91% (175 police staff) of white police staff and 2.38% (51 police staff) of BAME police staff received a bonus payment. Table 48: Bonus Pay for MPS Police Staff Pay Ethnicity White 641.47 454.98 BAME 731.94 595.52 Pay Gap 90.47-140.54 Difference -14.10% -30.89% Table 49: Bonus Pay for MPS Police Staff 2018 v 2017 Pay White 969.64 641.47 367.73 454.98 Black 1,360.47 731.94 367.73 595.52 Pay Gap - 390.83 90.47 0-140.54 Difference -40.31% -14.10% 0% -30.89% Pay 26

Quartiles 74. As outlined in Paragraph 14, our pay data has been arranged in ascending order from the lowest the highest pay and the data divided in four equal groups Table 50: Pay Quartiles for Police Staff (excluding PCSOs) Lower Quartile 1,372 70% Lower Middle Quartile Upper Middle Quartile White (Total number of White staff) 1,396 74% 1,387 71% Upper Quartile 1,621 83% BAME (Total number of BAME staff) 574 30% 550 26% 560 29% 325 17% Table 51: Pay Gap Quartiles for MPS Staff Mean Pay Gap Median Pay Gap Lower Quartile -0.31% 0% Lower Middle Quartile Upper Middle Quartile -0.23% -1.17% 1.03% 1% Upper Quartile 5.59% 5.18% Table 52: Pay Quartiles for PCSOs Lower Quartile 223 74% Lower Middle Quartile Upper Middle Quartile White (Total number of White staff) 192 64% 176 58.5% Upper Quartile 145 48% BAME (Total number of BAME staff) 78 26% 108 36% 125 41.5% 155 52% 27

Table 53: Pay Gap Quartiles for MPS PCSOs Mean Pay Gap Median Pay Gap Lower Quartile 0.56% 0.19% Lower Middle Quartile Upper Middle Quartile 0% 0% -0.69% 0% Upper Quartile 1.61% 0% 75. Looking at the quartile distribution for police staff shows that the pay gap is highest in the upper quartile (5.59% mean and 5.18% median). This is because the proportion of BAME representation (17%) is significantly lower than in any other quartiles (lower quartile 30%, lower middle quartile 26% and upper middle quartile 29%). 76. For PCSOs, a more balanced recruitment throughout the period has resulted in a smaller pay gap in both mean and median hourly pay (1.61% 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 the other groups. Age 77. The average age for white staff in the MPS is 45.92 years and for BAME staff is only very slightly lower at 44.22 years. For PCSOs the average age for white staff in the MPS is 45.25 years and for BAME staff it is slightly higher at 46.41 years. Table 54 shows that there is a (median) ethnicity pay gap in all of the age profiles in the MPS. There is also a high mean pay gap in the 40 50 age category (10.20%) and the 50+ category (9.34%) for police staff. Table 54: Age Profile for MPS Police Staff (Excludes PCSOs) Age Profile white police staff Less than 20 years 17 85% 20-30 years 488 72% 30-40 years 1,320 68% 40-50 years 1,720 74% 50 + years 2,168 78% BAME police staff 3 15% 186 28% 616 32% 595 26% 604 22% Mean Pay Gap Median Pay Gap -4.98% 12.66% 5.78% 4.4% 5.52% 2.49% 10.20% 8.62% 9.34% 2.63% 28

Age Profile Table 55: Age Profile for MPS PCSOs white police staff BAME police staff Mean Pay Gap Median Pay Gap Less than 20 years N/A N/A N/A N/A 20-30 years 72 12-1.28% -3.97% 86% 14% 30-40 years 203 131-0.77% -0.24% 61% 39% 40-50 years 198 149 0.19% 0% 57% 43% 50 + years 263 60% 174 40% -1.84% -5.27% Table 56: Age Profile for all MPS Police Staff (includes PCSOs) Age Profile white police staff Less than 20 years 17 85% 20-30 years 560 74% 30-40 years 1,523 67% 40-50 years 1,918 72% 50 + years 2,431 76% BAME police staff 3 15% 198 26% 747 33% 744 28% 778 24% Mean Pay Gap Median Pay Gap -4.98% 12.66% 4.89% 3.37% 5.36% 1.19% 10.51% 5.6% 9.12% 0.74% Table 57: Mean Pay Gap by Age for MPS Police Staff by hourly rate of pay (includes PCSOs) 29

Table 58: Median Pay Gap by Age for MPS Police Staff by hourly rate of pay (includes PCSOs) Table 59: Pay Gap by Age for MPS Staff by overall percentage (includes PCSOs) Length of Service 78. The average length of service for white police staff is higher than BAME police staff at 15.75 years compared 14.12 years. For PCSOs, the average length of service for BAME staff is slightly higher at 12.74 years compared 12.04 years. 79. For police staff, the BAME element have less length of service in their band than their white colleagues and this means that they tend earn less due the incremental (time-served) nature of the current pay scales. For example, by 31 Ocber 2017, over 57% of white police staff at the Band D level had reached the p of their pay band compared just under 42% of BAME staff. 80. The gender pay gap is higher (mean 14.29% and median 11.08%) for those police staff (excluding PCSOs) with under one year of service. This reflects recent recruitment at senior grades, which has seen more white staff recruited directly senior positions than BAME staff. For PCSOs the ethnicity pay gap is negligible. Data in the 1 3 years category has not been considered as it only impacts on three PCSOs. 30

Table 60: Police Staff by length of service and ethnicity pay gap (Excludes PCSOs) Length of Service white police staff Under 1 year 255 72% 1 3 years 290 70% 3 10 years 1,113 76% 10 20 years 2,356 70% 20 + years 1,699 81% BAME police staff 97 28% 124 30% 359 24% 1,029 30% 395 19% Mean Pay Gap Median Pay Gap 14.29% 11.08% 10.98% 2.43% 5.68% 0% 6.46% 3.14% 11% 3.45% Table 61: Mean Pay Gap by Age for MPS Police Staff by hourly rate of pay (Excludes PCSOs) Table 62: Median Pay Gap by Age for MPS Police Staff by hourly rate of pay (Excludes PCSOs) 31

Length of Service Table 63: PCSOs by length of service and ethnicity pay gap white police staff BAME police staff Mean Pay Gap Median Pay Gap Under 1 year N/A N/A N/A N/A 1 3 years 1 2 9.04% 9.04% 33% 67% 3 10 years 200 61-0.67% 0% 67% 23% 10 20 years 497 393-1.08% -5.27% 56% 44% 20 + years 38 49% 10 21% 1.45% 0% Table 64: Mean Pay Gap by Age for MPS PCSOs by hourly rate of pay 32

Table 65: Median Pay Gap by Age for MPS PCSOs by hourly rate of pay Table 66: Pay Gap by Age for MPS Staff by overall percentage (includes PCSOs) 81. The difference between mean and median pay gaps here could suggest that a small number of high earners are influencing the results. Recruitment 82. The table below shows that in the 10-year period from 31 March 2008 31 March 2017 that despite a significant drop in overall police staff numbers, the percentage of BAME staff working in the MPS has risen from 23.23% 25.07%. Table 67: Police Staff strength from 31 March 2008 31 March 2017 Year Total BAME 31/03/08 14,070 3,269 31/03/09 14,217 3,322 31/03/10 14,330 3,349 31/03/11 13,970 3,224 31/03/12 13,136 3,046 31/03/13 12,890 3,082 33

Year Total BAME 31/03/14 11,894 2,882 31/03/15 11,316 2,804 31/03/16 9,985 2,489 31/03/17 8,759 2,196 EFFECT OF INDIVUDAL ELEMENTS OF POLICE STAFF PAY 83. Incremental pay and allowances are discussed in this section. Incremental pay 84. 85. Table 68 below shows how incremental pay influences the ethnicity pay gap. Incremental pay has a significant impact on police staff pay primarily because of the reduced length of service of BAME staff compared white staff. Table 68: Incremental Pay Steps as of 1 September 2017 Incremental Pay Maximum Minimum Difference between Band Steps Min and Max Broad Band 1 No Maximum 220,000 125,000 95,000 Broad Band 2 No Maximum 150,000 80,000 70,000 Broad Band 3 4 110,000 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 Band F 4 22,638 19,829 2,809 Band G 1 19,317 18,596 721 Table 69: Percentage of MPS Police Staff at the p of the pay scale 31 Ocber 2017 Percentage of BAME staff at the p of the pay scale Band Band A 0% 45% Band B 37.5% 58.56% Band C 51.76% 68.27% Band D 73% 80.2% Band E 87.77% 88.50% Band F 92.47% 92.34% Percentage of white staff at the p of the pay scale 34