Ethnicity Pay Gap

What is the 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 as a whole.

Understanding our Ethnicity Pay Gap

The ethnicity pay is based on a snapshot of data taken as at 31 March 2024.

Figures as of 31 March 2024. 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 listed them separately from lowest to highest pay.

When compared to last year’s data (snapshot taken of as 31 March 2023), our ethnicity pay gap across the organisation has increased, with our mean ethnicity pay gap increasing from 2.3% to 3.7%, and our median ethnicity pay gap increasing from 8.0% to 10.9%.Pay quartiles involve sorting the individual hourly pay rates of each employee into order from highest to lowest. The top 25% of earners are then categorised in the top quartile, whilst the bottom 25% of earners 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.

How are we 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 on a quarterly basis to discuss and progress workforce diversity initiatives and will continue to provide support to positive action internally in order to encourage a greater numbers of ethnic minority communities both to join the organisation, and seek career progression.

There are significant cultural and societal changes required to address some of the causes of the ethnicity pay gap, and whilst this will take time, we are seeing positive improvements in these areas. We remain committed to our work to reduce the ethnicity pay gap further and to support our ‘Plan on a Page’ Vision, Strategy and Values.  We will do this by ensuring that 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 and will keep them safe by putting victims at the heart of everything we do and by delivering an outstanding service to the public and building confidence.