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.
Breakdown of workforce
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.
Senior officer progress
Promotion processes are the same for male and female officers. the last round of tri-force promotions resulted in the following female promotions:
Chief Superintendent: One
Chief Inspector: Two
In Bedfordshire Police our Assistent Chief Constable is female, representing positive female representation at the most senior ranks.
The Gender Pay Gap
Median: The mid-point in the range
Mean: The whole range expressed as an average
Police Staff and Police Officers combined (includes all staff and officer levels)
The median gender pay gap is 20.30% The mean gender pay gap is 10.25%
Police Staff and Police Officers separated
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)
The Bonus Gender Pay Gap
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.
Staff and officers combined
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
The officer bonus gap is 0%
The staff honoraria pay gap is - 100% in favour of females
Summary and key activities
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:
Better understanding of reasons for under representation in certain units and how we can encourage and support more female officers in these units. These include; Local Policing, Incident Response, the Dog Unit and Armed Policing Unit.
A woman’s tri-force network conference is taking place in March 2020 and is a jointly funded event. It will have a focus on #Each for Equal. The conference will be in support of the International Women’s Day and the agenda will look at challenging stereotypes, fighting bias and broadening perceptions to help create a gender equal world.
To review BCH pay polices for one off and discretionary payments to ensure they is sufficient governance to review these and ensure they are fairly applied.
Dedicated positive action leads in each local force that work closely with the recruitment team focussed on attracting and retaining a more diverse workforce.