Gender pay gap
Gender Pay reporting legislation requires employers with 250 or more employees to publish statutory calculations each year, showing what the pay gap is between male and females within their organisation.
West Yorkshire Police feel it is important to share information on our gender pay gap, along with action we are taking to address this, and we are ever conscious of our need to improve gender diversity and create an inclusive environment where all individuals feel equally valued.
The gender pay gap figures show the difference between mean (average) and median (mid-point) earnings of men and women in the workplace.
Gender pay gap reporting is different to that of equal pay. It is unlawful to pay people unequally because of their gender, and at West Yorkshire Police male and female works are paid equally throughout the pay scales. Police Officer salaries are set out by rank, which are approved by the Home Secretary following a recommendation from the Police Remuneration Review Body. Police staff salaries within West Yorkshire Police are graded using the Hay job evaluation scheme, which is an analytical methodology to determine the size of a job within an organisation. However, a gender pay gap can occur if one gender dominates the higher pay graded roles, or the roles which require individuals to work unsocial hours (which receive additional payments to compensate for the unsocial hours).
In order to comply with our legal obligations, West Yorkshire Police will publish our figures annually on our website. The report for 2019 shows figures taken on the determined snap shot date of 31 March 2018. West Yorkshire Police’s full Gender Pay Gap Report for 2019, along with an overview of the action being taken to address our gap, can be accessed through the link below.
Gender Pay Gap Report
Click here to access West Yorkshire Police’s full Gender Pay Gap Report for 2019, incorporating an overview of the action being taken to address our gap. (PDF)