Gender Pay Gap Report 2024
Foreword – Chief Constable BJ Harrington
As Chief Constable I’m very proud of the force I lead – we have made great strides to ensure our people are representative of the communities we serve.
We continue to employ a huge number of women amongst our officers and staff and have continued to drive up representation in senior roles in both areas – but there is always work to do.
Between April 2023 and March 2024, the reporting period, covered by our latest Gender Pay Gap Report, the number of women police officers employed reached 1,392 and 1,607 police staff.
Whilst this is a very marginal percentage point reduction for officers on the previous year, it shows we are continuing to attract and retain women in our workforce.
Although it falls out of our reporting period, I appointed Rachel Nolan as our Deputy Chief Constable in January 2025. She helps me in leading a very capable Chief Officer Team which is now almost evenly split between men and women. However, there is more work to be done in the force’s senior leadership space around gender progression.
Overall, during the reporting period the number of women employed at Chief Inspector fell by just over three per cent and fell by more than 1 per cent at Supt and above.
There is work to be done to fully understand this pattern, but our Positive Action Team continue to do excellent work to support colleagues through promotion processes.
In the police staff sphere, across the force, we have seen a very marginal reduction – less than half a per cent – of women employed in police staff roles.
Of note the number of women employed in senior staff grades has increased in the period by more than three per cent. This is excellent progress which we must ensure we replicate in all areas of our force.
Our report reflects that the combined gender pay gap across officer and staff has reduced by more than three per cent since last year. This remains on a positive trajectory, and we know that the gap will remain owing to the greater proportion of male officers who have lengthier service and the higher proportion of women employed in lower grades in police staff commands.
Whilst our challenge to be fully representative across all ranks and grades remains significant, our progress, and more importantly our commitment to progress, remains strong.
Our HR and leadership teams continue to focus their efforts on recruitment, retention, and progression through a variety of initiatives, including but not limited to recruitment events, retention ambassadors, open days within specialist commands and working hard to remove any real or perceived barriers within the promotion process.
At Essex Police, we value difference. We know we’re strongest when we work together. And we want a workforce that represents our communities.
Ben-Julian Harrington - Chief Constable, Essex Police
Under UK gender pay gap legislation, organisations with 250 or more employees are required to report annually on their gender pay gap. This includes the following key measures:
- Mean Gender Pay Gap: This is the difference between the average hourly earnings of males and females. It is calculated by adding up all the hourly pay rates for males and dividing by the number of males, and doing the same for females, then comparing the two averages.
- Median Gender Pay Gap: This is the difference between the median hourly earnings of males and females. The median is the middle value when all hourly pay rates are listed from lowest to highest. This measure is less affected by extreme values and provides a better indication of typical earnings.
In addition to these, organisations must also report on:
- Mean and Median Gender Bonus Gaps: The difference in average and median bonus payments received by males and females.
- Bonus Proportions: The proportion of males and females who received a bonus.
- Quartile Pay Bands: The proportion of males and females in each quartile of the pay distribution.
This report highlights the Essex Police position as per these requirements. Data is for the period April 2023 to March 2024 with data taken as at 31st March 2024.
Workforce breakdown by gender
The below table shows the gender breakdown (headcount and percentage of our total workforce) by gender (employee group) for those included in the gender pay gap analysis as at 31st March 2024. The table includes information for our officers and for our staff. It should be noted figures contained within this section will differ slightly to other force published data as not all individuals are included in the gender pay gap analysis (such as those on maternity leave and long term sick who may not be in receipt of ordinary level of pay).
| Employee group | Police | Police Staff | Total |
| Male | 2,373 | 784 | 3,157 |
| Female | 1,392 | 1,607 | 2,999 |
| Total | 3,765 | 2,391 | 6,156 |
| Percent male | 63.03% | 32.79% | 51.28% |
| Percent female | 36.97% | 67.21% | 48.72% |
The table demonstrates that there are 1,392 female officers, which equates to 36.97% of our total officer headcount. This is a reduction when compared to the position as at 31st March 2023 (1,418 / 37.05%).
For staff, the proportion is much higher at 67.21% (1,607 out of 2,391) and is marginal percentage point reduction when compared to the position as at 31st March 2023 (1,662 / 67.45%).
Police officers by rank
The following table shows the rank breakdown by gender for officers as at 31st March 2024 by headcount and percentage. Officers who are temporarily promoted and staff temporarily covering more senior roles at the time of the snapshot data are counted against the temporary rank or grade being held:
| Rank | Male | Female | Total | Percent male | Percent female | Previous report percent female | Change to last report |
| Senior ranks (Superintendents and above) | 35 | 9 | 44 | 79.55% | 20.45% | 22.22% | -1.77% |
| Chief Inspector | 41 | 12 | 53 | 77.36% | 22.64% | 26.00% | -3.36% |
| Inspector | 118 | 55 | 173 | 68.21% | 31.79% | 31.8% | -0.01% |
| Sergeant | 342 | 137 | 479 | 71.40% | 28.60% | 28.41% | 0.19% |
| Constable | 1,837 | 1,179 | 3,016 | 60.91% | 39.09% | 39.17% | -0.08% |
| Grand total | 2,373 | 1,392 | 3,765 | 63.03% | 36.97% | 37.05% | -0.08% |
The table demonstrates that when compared to last year, the proportion of female officers has reduced in the rank of Chief Inspector (from 26.00% to 22.64%), Chief Officers (from 22.22% to 20.45%) and Constable (from 39.17% to 36.09%). However, Inspectors have remained stable with Sergeants increasing from 28.41% to 28.60%.
Police staff by grade
The following table shows the grade breakdown by gender for police staff as at 31st March 2024 by headcount and percentage.
| Rank | Male | Female | Total | Percent male | Percent female | Previous report percent female | Change to last report |
| Senior Staff (SPS1 and above) | 15 | 17 | 32 | 46.88% | 53.13% | 50.00% | 3.13% |
| PO6 | 3 | 1 | 4 | 75.00% | 25.00% | 33.33% | -8.33% |
| PO5 | 14 | 16 | 30 | 46.67% | 53.33% | 54.54% | -1.21% |
| PO4 | 15 | 27 | 42 | 35.71% | 64.29% | 48.78% | 15.51% |
| PO3 | 35 | 23 | 58 | 60.34% | 39.66% | 45.76% | -6.10% |
| PO2 | 44 | 37 | 81 | 54.32% | 45.68% | 50.56% | -4.88% |
| PO1 | 58 | 52 | 110 | 52.73% | 47.27% | 52.52% | -5.25% |
| SO2 | 55 | 82 | 137 | 40.15% | 59.85% | 57.89% | 1.96% |
| SO1 | 102 | 149 | 251 | 40.64% | 59.36% | 59.16% | 0.20% |
| Scale 6 | 87 | 167 | 254 | 34.25% | 65.75% | 66.66% | -0.91% |
| Scale 5 | 84 | 268 | 352 | 23.86% | 76.14% | 72.97% | 3.17% |
| Scale 4 | 164 | 440 | 604 | 27.15% | 72.85% | 70.88% | 1.97% |
| Scale 3 | 60 | 246 | 306 | 19.61% | 80.39% | 82.84% | -2.45% |
| Scale 2 | 10 | 17 | 27 | 37.04% | 62.96% | 62.96% | 0.00% |
| Police Community Support Officer | 38 | 65 | 103 | 36.89% | 63.11% | 65.38% | -2.27% |
| Grand total | 784 | 1,607 | 2,391 | 32.79% | 67.21% | 67.45% | -0.24% |
The table demonstrates there has been fluctuations in the proportion of female staff across the majority of grades with the overall force proportion reducing marginally from 67.45% as at 31st March 2023 to 67.21% as at 31st March 2024. With regards to specific grades a decrease of 73 staff since last year’s report. Of note, there are a higher proportion of female staff in senior grades (53.13% compared to 50.00% previously).
The gender pay gap - mean and median
The combined mean and median figures encompass both police officers and police staff, who are distinct groups. Their pay, grading/rank structures, and gender compositions vary significantly.
Police officers follow national pay scales, which are generally higher than the average salaries for police staff. Essex Police has a higher proportion of police staff who are female than it does for officers. In addition, in both cases pay rates rise incrementally. As a general rule individuals within a specific rank or grade with a longer length of service will be paid at a higher rate.
As at 31st March 2024 the combined officer and staff mean gender pay gap is 11.7%. This has reduced by 3.2% percentage points compared to last year’s report, which identified it to be 14.9%.
Whilst it has reduced, the gender pay gap remains in favour of males. When looking at police officers and staff separately, the average pay gap is 6.5% for officers and 9.4% for staff, both favouring males. Despite the reduction, males still earn more on average than females in both categories.
For officers, this is primarily because there is a higher overall average length of service for males compared to females across the majority of our ranks. For example, as at 31st March 2024, a total of 38.0% of females were at the highest police constable scale point compared to 42.7% males.
As a result, this means that we have a higher number of male officers on higher scale points compared to females. This rank represents the largest proportion of our officers and thus has a greater proportionate impact on the pay gap.
With regards to staff, the gap exists primarily due to the fact that we have a much higher proportion of females in lower graded roles (70.8% in scales 2-6) compared to males (49.8%). Higher numbers of our staff work in roles within these grades, thus higher a higher impact on the pay gap.
The following table shows the combined median gender pay gap for officers and staff for the last 5 reporting periods.
| Date | Median compbined gender pay gap |
| 31 March 2024 | 18.8% |
| 31 March 2023 | 20.7% |
| 31 March 2022 | 12.2% |
| 31 March 2021 | 22.1% |
| 31 March 2020 | 22.9% |
The table demonstrates that the median combined gender pay gap for officers and staff as at 31st March 2024 was 18.8%. This represents a reduction of 1.9 percentage points when compared to 31st March 2023 (20.7%) and is also lower than both 2021 and 2020. Whilst this is a positive reduction, as above, the gender pay gap remains in favour of males.
The median gender pay gap for officers is 10.2% whilst within the staff grouping it is 8.9%.
The gender pay gap is influenced by several factors, including differences in rank and scale points, promotion and career progression, and experience. Higher ranks and advanced scale points typically come with longer levels of service and result in higher pay. Males generally have longer service.
Pay quartiles officers and staff combined
The table demonstrates the differences in pay for males and females when the pay points are grouped into quartiles with the higher pay bands (paid at the higher ranks and grades) within the upper quartiles.
| Quartile | Police male | Police female | Police staff male | Police staff female | Combined male | Combined female |
| Upper quartile 2024 | 72.88% | 27.12% | 49.21% | 50.79% | 69.01% | 30.99% |
| Upper quartile 2023 | 68.28% | 31.72% | 48.47% | 51.53% | 66.30% | 33.70% |
| Upper middle quartile 2024 | 59.00% | 40.10% | 43.61% | 56.39% | 54.52% | 45.48% |
| Upper middle quartile 2023 | 65.25% | 34.75% | 32.01% | 67.99% | 59.01% | 40.99% |
| Lower middle quartile 2024 | 58.99% | 41.01% | 31.64% | 68.36% | 45.68% | 54.32% |
| Lower middle quartile 2023 | 63.52% | 36.48% | 26.95% | 73.05% | 52.95% | 47.05% |
| Lower quartile 2024 | 53.50% | 46.50% | 22.81% | 77.19% | 35.93% | 64.07% |
| Lower quartlie 2024 | 55.40% | 44.60% | 22.87% | 77.13% | 28.12% | 71.88% |
The table indicates that we have more males in senior positions compared to females within the combined workforce. However, it also highlights a positive trend, the percentage of females in all quartiles is increasing compared to last year's figures. This suggests the overall representation of females across the different quartiles is improving and can be attributed to our drive to recruit female officers who are now progressing through scales. This will however take time to be fully realised. We have higher number of officers in the lower quartile pay ranges, and as such the higher proportions of females in the upper quartiles have a lesser effect on the pay gap.
Bonus pay gap
The following table shows the mean and median of all bonuses paid during the last reporting period of the 2023/24 financial year. The bonuses paid include firearms payments, detective payments and honorarium payments awarded by a central remuneration panel who review submissions against relevant criteria.
| Gender | Number of recipients | Percent receiving bonus payment | Median payment | Mean payment |
| Male | 499 | 14.22% | £1,200 | £1,341.83 |
| Female | 380 | 12.67% | £1,200 | £1,042.77 |
The combined mean bonus pay gap for officers and staff is 22.3% in favour of males, while the median gap is 0%. In comparison, the bonus pay gap for the 2022/23 financial year showed a mean pay gap of 11.28% in favour of females, with the median gap also at 0%. The mean pay gap therefore shows a significant rise. This gap will be influenced by the fact there are less females in roles likely to attract a bonus payment.
As was noted with the salary bandings, the bonus payments are paid at set rates corresponding to the specified criteria, however it is the gender split of individuals in receipt of the bonus payments which influences the mean bonus pay gap. The median bonus pay gap of 0% indicates that bonus payments are distributed according to predetermined criteria and set rates.
Areas of focus and actions
We will continue to work to increase the proportion of female officers and staff in the organisation. As has been detailed however new recruits commence at the lower pay points and therefore this has the potential to widen the pay gap. The challenge to be fully representative across all ranks and grades however remains significant.
Our focus therefore remains more broadly on the recruitment, retention and progression of female police officers and staff to continue to reduce the gender pay gap. In particular an increase in female representation in the roles which attract a bonus payment such as the Detective and Firearms bonus payments, will support in reducing the mean bonus pay gap.
Our Human Resources department will continue to engage and work with the local internal support networks such as the Women’s Forum Support Association and the HeForShe campaign and will participate in initiatives to support female progression.
We will continue to focus on encouraging females and under-represented groups through talent spotting and enhanced support to join accelerated promotion pathways. Our Positive Action Team has continued briefing events to encourage and support a diverse range of applicants for all promotion processes, both internally and externally. Wider talent spotting and support locally also continues. Department specific work in areas that are under-represented, including those attracting bonus payments will continue.
It is crucial we support candidates and remove any barriers for those aspiring to senior ranks within the service. Engagement with the workforce around female officer progression, noting particularly the decrease in progression of females at the Chief Inspector rank, has identified a number of themes, with barriers such as imposter syndrome, flexibility and the type of promotion assessment required identified in this outreach work. To support these findings our Positive Action Team have implemented a number of measures including female only progression workshops, with flexibility to attend evening workshops, utilising relatable and inspirational female leaders who are willing to share their own experiences, facilitating female mentors for female candidates, where requested
and providing bespoke one to one support sessions.
To support retention, we have a cadre of ‘Retention Ambassadors’ who are experienced officers and staff from across a wide variety of departments. Retention Ambassadors volunteer to provide support, advice and guidance for officers, staff, special constables and volunteers to positively impact their experience of working for the organisation and to support them in continuing to do so. We will continue to learn lessons from exit interviews.
We recognise that the challenge to be fully representative across all ranks and grades remains. Our continued focus on the recruitment, support and development of the workforce will seek to close the gaps presented in this report.