Gender pay gap

Organisations employing 250 or more people are 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 men receiving a bonus payment
• The proportion of women receiving a bonus payment
• The proportion of men and women in each pay quarter.

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 (e.g. 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 the figures for people employed by the Chief Constable of North Yorkshire Police, including Officers, PCSOs and Police Staff. In previous reports, the Police, Fire and Crime Commissioner published the gender pay gap for Police Staff who were employed by the Commissioner but worked within NYP on the same terms and conditions. From 2020–21, the NYP report includes all Police Staff as they are now employed by the Chief Constable of North Yorkshire Police.

Below are the reports published for North Yorkshire Police each year since 2018. The snapshot date for the first report was March 2017 and this retrospective view is the same for each subsequent report.

The Gov.uk website has more information about the gender pay gap and the reports from other organisations.