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Nottinghamshire Police recognises that our people are our most valuable asset. They are the constant and critical success factor in respect of our past achievements and will be our future successes. To deliver Our Vision, we need to ensure that our people are effectively supported, developed, motivated and representative to meet the changing needs of society.
Our aim is to develop and deliver a diverse, flexible, talented and modern workforce that people want to be a part of in support of the organisational objectives to earn the trust and confidence of our communities and to develop a workforce fit for the future.
Nottinghamshire Police supports the fair treatment and reward of all staff, irrespective of gender. Our pay approach is based on the principles of consistency, fairness and transparency, supporting the fair treatment and reward of all staff, irrespective of gender.
We are committed to being a diverse and inclusive organisation and understanding and improving our gender pay balance.
This report fulfils Nottinghamshire Police’s reporting requirements, analyses the figures in more detail and sets out what we are doing to close the gender pay gap in the organisation.
Chief Constable Kate Meynell transferred on promotion to Nottinghamshire Police in December 2022, to take up the highest position within our force.
On arrival she spent time meeting staff and teams across the organisation, as well as external partners and members of our community.
The Chief Constable said: “while policing, both locally and nationally, has been confronted over the last few years with several unanticipated challenges, which continue to impact on service delivery and our relationships with the public, the conversations I had left me in no doubt that ours is an organisation filled with committed, and talented professionals motivated by serving the communities of our county.”
The Chief Constable has a clear, optimistic vision for the future of Nottinghamshire Police. We stand among the most successful forces in meeting our Uplift targets and have installed much of that extra resource working from local police bases across the county. Across Nottinghamshire we have engaged with the communities we serve to better understand local concerns and continue to take proportionate action to tackle issues that matter to them.
The Chief Constable has also introduced our Proud to Serve Pledge, which explains her vision for the future of Nottinghamshire Police.
Our Duty is to fight crime, protect vulnerable people and ensure our communities feel safe and listened to.
Our Commitment is to serve with pride, compassion and integrity, both in how we deal with members of the public, but also how we behave towards one another.
Our Priorities are:
Finally, Our Vision is to deliver an outstanding service we can all be proud of.
Our Proud to Serve Pledge is underpinned by the national Code of Ethics for policing and our PROUD values. Everyone who works for the force must be PROUD to serve, and these values stand for:
Being Professional
Having Respect for all
Working together as One team
Demonstrating Utmost integrity, trust and honesty
Doing it differently and never being afraid to try something new.
These values are incorporated into all our people processes. They are an integral part of how we recruit, promote and assess the performance and development requirements of our people. We will recognise and reward people who display the right behaviours.
We aim to create an exceptional place to work where diversity is embraced, success is celebrated, innovation is encouraged, and our people are PROUD to serve in a force that is renowned for quality.
In 2017, the government introduced legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Nottinghamshire Police is covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017.
These regulations underpin the Public Sector Equality Duty and require relevant organisations to publish their gender pay gap by 30 March 2018 (and then annually), including: the mean and median gender gaps in hourly pay; the mean and median gender gaps in bonus pay; the proportion of men and women who received bonuses; and the proportions of male and female employees in each pay quartile.
The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate that there may be issues to deal with and the individual calculations may help to identify what those issues are.
The gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.
All figures provided within the report are based on the organisation’s data taken from as of 31 March 2023.
Police officers and police staff employed by Nottinghamshire Police.
Police officers represent 61% and police staff represent 39% of our total workforce. Whilst we have seen a small reduction (1.1%) of police staff as the percentage of the total workforce, we have seen an overall increase in police officer and police staff numbers in our workforce from last year. Police officers continue to be the largest proportion of the workforce.
The gender profile of Nottinghamshire Police is as follows:
We have seen growth in the percentage of female police officers to 35.1%, which is an increase of 0.3%.
We have seen an increase of female police staff by 0.9%.
We have seen an increase in the combined figure for female police officers and police staff by 0.2%, to 45.9%.
We have seen a positive change in the pay gap. There has been a reduction in the mean gender pay gap by 1.6% from 9.8% last year to 8.2% this year. There has also been a reduction in the median gender pay gap by 6.3%, from 15.8% from last year to 9.5% this year.
We have also detailed below our median and mean gender pay gaps since Nottinghamshire Police started reporting.
Mean/Median | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|---|---|
Mean gender pay gap by hourly rate | 11.5% | 11.1% | 10.2% | 10.6% | 9.8% | 8.2% |
Median gender pay gap by hourly rate | 17.6% | 19.1% | 19.1% | 21.7% | 15.8% | 9.5% |
Nottinghamshire Police uses the national police officer ranks ranging from constable to chief constable. Each rank has a specific pay scale. Police officers move through the pay scale within a rank based on length of service, regardless of gender.
Following the assessment period, forces are introducing Pay Progression Standards for police officers with effect from 1 April 2023. This is based on guidance from the College of Policing in line with the National Police Chiefs’ Council, designed to strengthen the link between performance and pay progression to ensure we have a highly capable workforce that focuses on support and professional development.
There has been a reduction in the mean gender pay gap for police officers by 1%. We have also seen a widening of the median pay gap for officers by 10.4%.
Pay quartiles - police officers
Female
Male
The quartile information shows that there have been reductions in all quartiles of
female officers, ranging from 0.3% to 2.1%, except in the lower middle quartile.
Nottinghamshire Police uses local police staff grades determined following formal job evaluations. Each grade has a specific pay scale. Police staff move through the pay scale within a grade based on length of service, regardless of gender. There are a small number of police staff who are on career grade schemes, who progress across grades linked to attainments such as qualifications.
We have seen a positive reduction in the mean pay gap for police staff by 0.9% and a slight increase in the median by 0.3%.
Pay quartiles - police staff
Female
Male
We have seen positive increases in all quartiles except in the upper middle quartile. The increases in the quartiles are 0.3% (lowest) to 3.4% (lower middle and highest).
This means that both the mean and median bonus gender pay gap has widened in favour of women. However, we have seen a reduction in the mean bonus pay gap for women from (-) 6.7% to (-) 1.9%.
We have seen a reduction in female officers receiving a bonus payment. We have also detailed below our median and mean bonus gender pay gaps since Nottinghamshire Police started reporting.
Mean/Median | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|---|---|
Mean gender pay gap | 1.6% | (-) 0.2% | (-) 2.6% | 6.3% | (-) 6.7% | (-) 1.9 |
Median gender pay gap by | 0% | 0% | 0% | 0% | 0% | (-) 6.7% |
Overall, the mean bonus gender pay gap report since 2019 have widened in favour of women except for the period 2021. In relation to the median bonus gender pay gap report it has been static except this year (2023), where is has widened in favour of women.
The Police Officer Bonus Payment Procedure provides details of the bonus payment scheme within Nottinghamshire Police and the circumstances in which the bonus payment will be awarded. The objective is to ensure a consistent and fair approach to bonus payments.
Police officers are eligible to be considered for a bonus under the Police Officer Bonus Payment Scheme, as per the May 2002 Police Negotiating Board Pay Agreement.
Following on from last year, women continue to receive a higher bonus (mean) in comparison to men this year showing a slight reduction from (-) 9.2% to (-) 6.3% in their favour. The median bonus gender pay gap has also got a downward trend in favour of women.
This is reflected in the mean bonus payment as women were paid £336.94, whereas men were paid £317.05. For the mean pay gap there has been a reduction for both men and women. We have also seen in the median bonus payment, where women have this year and last year been paid £400 and men this year median pay is £375, which is a reduction from last year median pay of £400.
As mentioned, we have seen an increase of females receiving a bonus payment, which is reflected in the ratio of females to males receiving a bonus payment.
We have seen an increase in the number of females receiving bonus payments. We have identified as part of our analysis, that targeted variable payments and some honorarium payments may not have been included but will review for the next gender pay gap report.
We have seen an increase by 17.5% from 9.1% last year to 26.6% for the mean bonus gender pay gap for police staff. This has resulted in the gap widening.
In terms of the median bonus gender pay gap we have seen a reduction by 30% from 50% last year to 20% this year. We have also seen an increase in the proportion of both female and male staff receiving a bonus payment.
Police staff in certain roles, are eligible to be considered for a bonus payment for undertaking formal tutoring. The Police Staff Honoraria Procedure also provides opportunities for consideration of an honoraria payment for police staff undertaking some higher-level duties or demonstrating exceptional performance over a prolonged period.
Nottinghamshire Police is committed to addressing the gender pay gap and aims to undertake further initiatives and actions to reduce this including:
We will continue to embed our Diversity, Equality and Inclusion Strategy which includes: