Gender pay gap
Organisations employing 250 or more people are now required to publish certain calculations each year, to show the size of the pay gap between male and female employees. This is known as the gender pay gap.
The calculations are:
- The mean gender pay gap
- The media gender pay gap
- The mean bonus gender pay gap
- The median bonus gender pay gap
- The proportion of males receiving a bonus payment
- The proportion of females receiving a bonus payment
- The proportion of males and females in each quartile pay band
It is important to remember that the gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of different value. It is unlawful to pay people unequally because they are a man or a woman.
In contrast, the gender pay gap shows the difference in the average pay between all men and all women in a workforce. A high gender pay gap can indicate that the organisation has a number of challenges to deal with. Some of these may be societal (eg an expectation that women will take on child-rearing responsibilities, that may result in a need to work part-time, which is generally lower-paid) and some may be specific to the organisation itself.
We publish figures for people employed by the Chief Constable of North Yorkshire Police, which includes officers, Police Community Support Officers, and some police staff. The Police, Fire & Crime Commissioner also publishes the gender pay gap for the police staff that she employs, and that work within North Yorkshire Police on the same terms and conditions.
You can read the Chief Constable’s gender pay gap figures on the Government website.
Below is the narrative that was published to coincide with the publication of the first gender pay gap figures (snapshot taken March 2017, published March 2018). There is no narrative document for the snapshot taken March 2018 and published March 2019.