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Gender Pay Gap 2022
What is the gender pay gap?
We are required by law to publish our gender pay gap figures each year. This requirement comes from the Equality Act 2010.
The gender pay gap is a measure of difference between men and women’s average earnings across an organisation. It is expressed as a percentage of men’s earnings. These figures take into consideration both part-time and full-time employees.
Having a gender pay gap does not mean we have inequalities of pay between males and females who are doing the same work.
Gender pay gap reporting helps us assess the proportion of males and females at all levels of seniority within an organisation.
The median pay gap figure is the one most often referenced in gender pay gap reporting as this is the one most representative of the experience of the average worker within an organisation. It is not affected by extreme values, such as the changes in earnings of small numbers of very high earners.
The mean pay gap figure, along with the quartile information, can be more useful to show pay gaps occurring because of the spread of representation of males and females. These figures can help us focus our efforts to close the gaps especially when we separate staff and officer payments, as it can make it easier to see where we need to focus our efforts.
Glossary of Terms
Gender pay gap
A comparison between mean and median hourly pay for all women and men within the force. Both full time and part time employees.
Median gender pay gap
This is the difference between the median (middle) value of hourly pay rates (when ordered from lowest to highest) for all men in an organisation, and the median value of hourly pay rates for all women, expressed as a percentage of the median hourly rate for men.
Mean gender pay gap
This is the difference between the mean (average) hourly pay rate for all men in an organisation, and the mean hourly pay rate for all women, expressed as a percentage of the mean hourly rate for men.
Median bonus pay gap
This is the difference between the median (middle) values of bonuses (when ordered from lowest to highest) for all men in an organisation and the median value of bonuses for all women, as a percentage of the median bonus for men.
Mean bonus pay gap
This is the difference between the mean (average) value of bonuses for all men in an organisation and the mean value of bonuses for all women, expressed as a percentage of the mean bonus for men.
25% (quartile) pay distribution
The proportion of men and women in each 25% (quartile) of an employer’s pay structure.
Bonuses
This refers to specific payments applied to roles due to skill set. Particularly for officers the figures reflect that we need to increase the number of females in specialist roles, particularly firearms.
Our results
The report shows the overall gender pay gap figures of the following:
The figures are based on a data snapshot taken on 31 March 2022. Last year’s report is accessible here.
A view to the future
Targeted action to reduce the gender pay gap.
Since the publication of the 2021 gender pay gap report Surrey Police has taken steps to make improvements and reduce the gender pay gap, using the toolkits developed by the Government Equalities Commission, along with any insights and shared learning from other police forces, which include:
Inclusion is of high importance to Surrey Police. All equalities information, including for gender, is monitored on a regular basis through various meetings at which improvement actions are agreed and reviewed.