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With effect from 30 March 2018 all public, private and voluntary sector organisations with 250 employees or more are required to publish their gender pay gap position. This report is based on hourly pay rates as at the snapshot date 31 March 2018, and bonuses paid between 1 April 2017 and 31 March 2018.

The gender pay gap is different to the concept of equal pay. Equal pay refers to the requirements of employers, in line with the Equality Act 2010, whereby men and women in the same employment performing equal work must receive equal remuneration. This is a principle the Force has always observed. Gender pay gap, on the other hand, is a measure of the difference between men’s and women’s average earnings based on hourly rate of pay. It is expressed as a percentage of men’s earnings. 

With effect from 30 March 2018 all public, private and voluntary sector organisations with 250 employees or more are required to publish their gender pay gap position.  The first Northumbria Police report (as of snapshot date 31 March 2017) can be found below.

This data is refreshed annually; this report being the second to be published, showing the position a year on.

This report is based on hourly pay rates as at 31 March 2018 and bonuses paid between 1 April 2017 and 31 March 2018.

The mean pay gap for Northumbria Police is 12.2% when measuring all hourly rates combined and the median value of the same is 13.9%. Both of these measures show an improved position compared to March 2017, showing progress towards closing the gap.

Gender pay gap report

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