Ethnicity pay gap
The ethnicity pay gap highlights the difference between the average hourly pay rates of white and ethnic minority officers/staff across the organisation. The ethnicity pay gap aims to demonstrate the difference across the organisation.
Our ethnicity pay gap
The ethnicity pay is based on a snapshot of data taken as of 31 March 2024.
| Hourly rate | Mean (Average) | Median (Middle) |
|---|---|---|
| The hourly rate for ethnic minority officers/staff when compared to that for white officers/staff is… | 3.7% lower | 10.9% lower |
The mean ethnicity pay gap is the difference in the average hourly pay for ethnic minority officers/staff compared to white officers/staff. The median ethnicity pay gap is the difference between the ‘middle’ hourly pay rate for ethnic minority officers/staff compared to white officers/staff if you list them separately from lowest to highest pay.
Compared to last year’s data (snapshot taken as of 31 March 2023), our ethnicity pay gap across the organisation has increased, with our mean ethnicity pay gap increasing from 2.3 per cent to 3.7 per cent. Our median ethnicity pay gap increased from 8.0 per cent to 10.9 per cent.
| Quartile | Ethnic Minorities | White |
|---|---|---|
| Top quartile | 4.6% | 95.4% |
| Upper middle quartile | 4.5% | 95.1% |
| Lower middle quartile | 5.2% | 94.8% |
| Lower quartile | 6.9% | 93.1% |
Pay quartiles involve sorting the individual hourly pay rates of each employee into order from highest to lowest. The top 25 per cent of earners are then categorised in the top quartile, while the bottom 25 per cent are placed into the lower quartile.
This allows us to see the ethnicity split across the highest and lowest earners in the organisation more clearly.
| Police officers | Police staff | PCSOs | PCROs |
|---|---|---|---|
| 11.4 lower | 3.0% lower | 0.6% lower | 6.9% lower |
| Job type | Ethnic minority | White |
|---|---|---|
| Police officers | 5.9% | 94.1% |
| Police staff | 4.1% | 95.9% |
| PCSOs | 5.2% | 94.8% |
| PCROs | 7.4% | 92.6% |
Addressing the ethnicity pay gap
Our ethnicity pay gap demonstrates that we have more work to do with regards to improving representation for our ethnic minority officers and staff across different ranks and roles. It also highlights the continuing need to identify the barriers that may prevent ethnic minority colleagues from progressing throughout their careers and provide bespoke support to help them overcome these as an organisation.
Our strategy to reduce the ethnicity pay gap will continue to focus on the key areas discussed in previous years: recruitment, progression, training, development and evidence-based on our data analysis.
Our Culture and Inclusion Board meets quarterly to discuss and progress workforce diversity initiatives and will continue to provide support to positive action internally to encourage greater numbers of ethnic minority communities to join the organisation, and seek career progression.
Significant cultural and societal changes are required to address some causes of the ethnicity pay gap. While this will take time, we see positive improvements in these areas. We remain committed to further reducing the ethnicity pay gap and supporting our ‘Plan on a Page’ Vision, Strategy and Values.
We will do this by ensuring everyone can be themselves at work and by attracting, retaining, and developing our people to maximise their potential. We aim to represent the communities we serve. We will keep them safe by putting victims at the heart of everything we do, delivering an outstanding service to the public, and building confidence.