Chief Constable Kier Pritchard I am pleased publish our third Gender Pay Gap report for 2019. This is our annual report of gender equality information specific to Wiltshire Police staff and officers.

This publication forms part of our commitment as an organisation to become more diverse in our staffing. The only way we can ensure this happens is to show you, through open reporting, how we are doing, year-by-year.

We have also have a legal requirement, under the Equality Act 2010, to conduct an annual audit of our staff - how different genders make up our workforce and the pay received within our organisation. It's a snapshot of the pay gap between what men and women earn in Wiltshire Police, on 31 March 2019.

The report shows the percentage difference between mean (average) and median (mid-point) hourly earnings of men and woman in the workplace. This is a different concept to equal pay - it is unlawful to pay people unequally because they are a man or a woman.   Men and women are paid equally at every grade in Wiltshire Police. However if one gender dominates higher pay graded roles then this results in a gender pay gap.  

Traditionally, policing was a very male dominated profession. Despite the great strides Wiltshire Police has made in recent times, there is still an imbalance in the gender pay gap, albeit one that is shrinking thanks to the positive moves being made by all across the Force.

The median gender pay gap as at 31 March 2019 was 10.96%. This a promising reduction from 20.19% in our 2018 report and is testament to the hard work being carried out within the Force. Nationally the gender pay gap among all full pay relevant employees fell by 0.5%, so Wiltshire's decrease is significant.

We've come a long way in recent times and now employ equal numbers of men and women in staff and officer roles - 1,098 men and 1,042 women as at 31 March 2019. However, we acknowledge we still have some way to go, particularly around female career progression into more senior roles.

In our staff roles, women outweigh men by a ratio of 61:39 (women/men). By contrast, our officer numbers show a 34:66 ratio in favour of men (women/men).  It accounts for the difference in the mean and median pay for male and female officers and staff.  So while across the organisation there is an even balance of men and women, there are more male police officers and slightly more female civilian staff in senior positions.

Here's some of the advances we've made in the last 12 months:

  • The introduction of gender-neutral advertising for all roles - staff and officer
  • The Force's Positive Action Team have implemented several strategies aimed at attracting female staff and officers, as well as retaining them and removing barriers to promotion - either real or perceived
  • Assistant Chief Constable Maggie Blyth was appointed, providing not only a great female role model to officers but also for others interested in direct entry policing
  • We have reaffirmed our commitment to promoting the United Nation's HeforShe Campaign with Assistant Chief Constable Mark Cooper signing up as our Force champion

We have much more to do to see even more female colleagues at senior levels across the force. Although we have many females in senior roles, we could always do more and, as I have made clear, we are not complacent on these issues. Gender balance within our organisation has been, and continues to be, a priority for me and my senior team.

Kier Pritchard, Chief Constable

31 March 2020

Icon for pdf Gender Pay Gap Report 2018 [1.34MB]


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