Thames Valley Police 2021 gender pay gap results revealed
MEN are paid £4 more an hour on average at Thames Valley Police than women, new figures reveal.
The gender pay gap within the force has increased despite efforts to reduce the difference.
According to new figures, the difference between the median normal salary of men and women in the authority has increased by 2.29% to 19.98%.
But one critic ‘welcomed’ a report outlining how the force was trying to figure out why its pay gap had grown despite the ‘disappointing’ numbers.
The Thames Valley Police report revealed:
- The median gender pay gap was 19.98%, compared to an average gender pay gap of 10.17%.
- The median amount paid per hour by male staff is £20.67 and the median amount paid by female staff is £16.54.
- Male and female staff received an equal median bonus in 2020/2021
The force’s comments were included in the report and identified the reasons for the growing gender pay gap, which is not the same as ‘equal pay‘.
It said: ‘Thames Valley Police believe their gender pay gap does not stem from men and women being paid differently for the same or equivalent work.
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“With the exception of pay differences based on seniority and performance, men and women are paid at the same grade for the same work.
“The gender pay gap is the result of the different pay structures, between the roles of police officer and police personnel in which men and women work within the organization and the salaries that these roles attract.
“We continue to be committed to working to take action to understand and close the gender pay gap by supporting and encouraging flexible, creative and innovative ways to attract, develop and retain women.
“However, being realistic, it will take a number of years before any initiatives are taken to have an impact on significantly closing the gap.”
Louise Timlin, of the Reading and Wokingham Women’s Equality Party, said understanding where the pay gap came from was key to addressing it.
She told this newspaper: “At first glance the numbers look disappointing as the median gender pay gap has increased from 2.29% to 19.98% from the previous year.
“However, I welcome the report that TVP has compiled that seeks to truly understand the data leading to these results. Understanding where the pay gap is coming from is key to putting in place measures to address it, and TVP clearly states in her report that she is “aware of the need to improve gender balance“.
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“TVP has identified that some of the higher paying positions, such as IT, tend to attract more male applicants, and that roles and specialties associated with higher bonuses are also predominantly filled by men.
“I urge TVP to think more about the reason for this. It is a well-known phenomenon that roles associated with women are often paid less than roles associated with men. I urge TVP to examine gender-dominated roles. women and whether there is a clear justification for paying them less.
“I note that TVP has a women’s leadership program that aims to encourage women to take the next step forward.
“As well as encouraging women to put themselves forward, I urge TVP to ensure they also have a fair and balanced promotion process that ensures women are promoted based on their accomplishments and potential. Addressing this issue will contribute to gender balance in each pay quartile.
“Now that the TVP Police have identified a number of issues that are contributing to their gender pay gap, I would like to see them develop a more robust action plan on how they intend to address these issues.”
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Matthew Barber, Thames Valley Police and Crime Commissioner, said: ‘The Gender Pay Gap Report shows that the situation has not changed dramatically since last year.
“The gap that exists in Thames Valley is not because men and women are paid differently for the same work, but is largely due to the difference in pay between police personnel, which I had dominated by a female workforce and police officers, the majority of them are men.
“The sharp increase in police recruitment provides an opportunity to redress this balance and we are seeing many more women joining the Force as police officers.
“These differences in personnel structures cannot be adjusted overnight, but in addition to increasing the recruitment of female police officers, programs are also in place to ensure there are no barriers to progression and that everyone has an equal opportunity to move up the ladder.
“This is particularly important not only in the higher ranks, but also for some of the middle ranks of the police where the officer volumes are much higher and where the chief officers of tomorrow will be trained.”