The Metropolitan Police Service has today, Friday, 25 November, published a report outlining the pay gap between male and female employees in efforts to better understand the figures and ensure we can continue to be an employer of choice in London.
The figures have revealed an overall gender pay difference of 11.6 per cent - which is below the national average of 19.2 per cent (and below the average in London which stands at 16.3 per cent*).
We are not complacent and we have already taken action to reduce the gap by removing long service increments which indirectly have a disproportionate impact on female staff.
Although an officer of the same rank and same level of service will get paid the same rate, there are disparities overall. Police officers’ pay is set nationally so there is limited opportunity for the Met to influence, albeit some of the difference is due to past allowances, such as the rent/housing allowance or rent free police accommodation which, was more likely to be paid to male officers rather than females due to the fact that historically the Met employed significantly more males than females. This will gradually erode as these payments no longer exist.
The figures broken down for police officers stand at a pay difference of 3.86 per cent, which give female police constables a median hourly pay rate of £21.30 in comparison to male police constables earning a median hourly pay rate of £22.16.
For Police Community Support Officers (PCSOs) the pay gap is 4.12 per cent, given that female PCSOs earn a median hourly pay rate of £15.88 in comparison to £16.57 for male PCSOs.
Police Staff colleagues experience a pay difference of 15.10 per cent, with female staff currently earning a median hourly pay rate of £17.20 in comparison to male staff employees earning a median hourly pay rate of £20.26. We know that this is part due to the impact of more female staff taking unpaid career breaks which prevents them from reaching the top of their pay grade as quickly as those who do not take carer breaks, and differences between the proportion of male and female staff working in central London where we pay a higher London weighting.
We will be talking to our trade unions as part of our next pay round to discuss ways of mitigating these factors further.
This is the first time that the Met will produce and publish such detailed information regarding gender pay differences and more analysis will be required to fully understand the data. We remain committed to ensuring the Met is fair and inclusive so that our staff can be proud of where they work and we ensure equal opportunity for all.