Pay gap reporting

Since March 2017, legislation (Gender Pay Reporting under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017) has required public sector employers to publish their gender pay gap annually. GMP is required to publish the gender pay gap across the entire workforce.

While we are not currently required by law to publish ethnicity pay gaps, GMP have decided to publish this data.

The below reports also include the separate data across our police staff and police officer workforces. Pay scales for police officers and police staff are agreed nationally. All staff roles are taken through GMP’s job evaluation scheme, which ensures consistency is applied in determining police staff grades and that the correct salary is paid for the responsibility undertaken in the role. Police officer salaries are set by the Home Office and are based on rank structure.

There are no differences in pay rates for different groups of staff or officers occupying equivalent roles and this is not an equal pay issue. GMP’s pay gaps do not stem from paying different groups of staff differently for the same or equivalent work. Rather, the pay gaps are the result of the ranks and roles in which these staff work within the organisation and the salaries that these roles attract.

Work to reduce GMP’s pay gap is underpinned by an action plan. This is framed around taking action to understand and close the pay gaps by supporting and encouraging flexible, creative and innovative ways to attract, develop and retain individuals from underrepresented groups. These action plans are included in the attached reports.