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The breakdown in gender demographics for police officers and police staff shows that we have a higher proportion of female police staff to males, but a much lower proportion of female officers to male officers.
Gender representation | Female | Male |
---|---|---|
Police officer | 390 | 770 |
Police staff | 694 | 405 |
Workforce | Female | Male |
---|---|---|
Police officer | 34% | 66% |
Police staff | 63% | 37% |
We have seen a slight improvement in the percentage of female constables compared to males, now standing at 33.48% in 2018/19. This positively increases at Sergeant, Inspector and Chief Inspector ranks to 38%, but overall at all ranks there is one third female officers to two thirds male officers.
Promotion processes are the same for male and female officers. the last round of tri-force promotions resulted in the following female promotions:
In Bedfordshire Police our Assistent Chief Constable is female, representing positive female representation at the most senior ranks.
Median: The mid-point in the range
Mean: The whole range expressed as an average
The median gender pay gap is 20.30%
The mean gender pay gap is 10.25%
When we split out the data for staff and officers we can see that:
The median pay gap for police staff is 10.14% and for police officers it is 0%.
The mean pay gap for staff is 10.82% and for officers it is 2.55%.
Employee quartiles (staff and officers combined) | Female | Male |
---|---|---|
Quartile one | 55.67% | 44.33% |
Quartile two | 55.93% | 44.07% |
Quartile three | 46.73% | 53.27% |
Quartile four | 33.63% | 66.37% |
We follow Home office national guidance for criteria for making police officer one-off bonuses. Payments of between £50 and £500 can be made when an officer has carried out work of an outstandingly demanding, unpleasant or important nature. For the Firearms Unit there is also
national agreement for bonus payments to be made as an agreed retention incentive. The bonus payments in this unit are higher and can be up to a total of £2,000 per officer annually. As the majority of Firearms Officers are male this has affected the bonus gender pay gap.
The NPCC has agreed pay guidance and eligibility criteria for police forces to use for making one off temporary payments to Superintendents whilst the pay reforms are underway. These are known as temporary targeted payments for Superintendent ranks and they are paid subject to local force decisions by Chief Officers. These were not paid to any Superintendents in 2018/19.
Police staff are eligible to receive honoraria payments for work that is over and above their normal duties and/or of particular importance or quality and payments require formal sign off to review the reason for such payments.
The median bonus gender pay gap is 0%
The mean bonus gender pay gap is 56.11%
Officers & staff | Number of recipients | % of males & females who received a bonus | Median payment | Mean payment |
---|---|---|---|---|
Female | 29 | 2.68% | £150 | £295.23 |
Male | 166 | 14.13% | £150 | £672.61 |
The officer bonus gap is 0%
The staff honoraria pay gap is - 100% in favour of females
In the introduction we referenced work that is already established and there is future activity we will be adding to this over the coming
year. This includes: