1 April 2024 to 31 March 2025

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 requires Kent Police to publish explicit gender related pay information in order to determine if a pay gap exists between male and female workers within the workforce.

This information must be published on the force’s website and the government’s online reporting service by 31 March each year. This report covers the period 1 April 2024 to 31 March 2025 and provides a review and analysis of the data reported.  

Pay information has been reviewed and analysed for both police officers and police staff in relation to gender. In line with the regulations the analysis is focused on the mean hourly pay, median hourly pay, the mean and median rates for bonus payments, the proportions of the different groups receiving a bonus payment and the proportions of different groups in each pay quartile.  

When reviewing each job individually, within both police officer and police staff pay grading/rank structure, individuals from each of the groups analysed are paid the same pay for doing the same role, with any differences accounted for by the length of service in the role. The framework for police officer pay is set nationally. For police staff, all roles are subject to a Hay job evaluation process ensuring parity across job types.

For clarity, the mean hourly pay is the average hourly earnings. It is calculated by adding together all of the hourly rates and then dividing by the number of employees. The median hourly pay is found by arranging the hourly rates of pay from largest to smallest and selecting the hourly rate that is in the middle (or the average of the two if there is an even number of hourly rates).

The gender pay report also includes bonus payments – for clarity, police staff are not paid bonuses, but they can be paid an honorarium. For the purposes of the gender pay gap report bonus payments include both bonus payments (officers) and honoraria (staff).