The CNC’s latest annual Gender Pay Gap Report has been published and shows continued progress in creating a more equal position on pay for female and males at all levels throughout the force.
In the previous recording year, ending March 2024, compared with the latest position as of end March 2025, the following progress has been made
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Mean hourly pay gap has reduced from 5.56% down to 2.95%. This provides the best representation of average pay of women compared to men at all levels within the CNC, demonstrating a greater equality in pay is being achieved.
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Median hourly pay gap has reduced from 6.92% to 1.06%. This is calculated on the midpoints of the ranges of hourly pay for women and men. The reduction again demonstrates a greater equality in pay is being achieved.
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When looking across the longer term, this year’s results are part of a longer continuing improvement in the inequality between female and male pay. In March 2018 the mean hourly pay gap was at 8.6% and has improved year-on-year to this year’s 2.95%.
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Our progress is even more significant when compared with other sectors. Nationally, the police service pay gap sits at 8.43%. The pubic sector more widely is 6.4%. And across all employing organisations including the private sector, the mean hourly pay gap remains as high as 13.8%.
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The CNC retains an ambitious target to eliminate the Gender Pay Gap entirely by 2035.
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The CNC moved to 36th in the Inclusive Employers national rankings 2024/2025, up from 52, reflecting the continued progress in removing barriers to delivering a more inclusive workplace where all can thrive.
The progress we have made is due to a range of proactive initiatives to remove barriers to individual progression and to continue supporting equality of opportunity across the CNC.
Many of these initiatives are captured in strategic initiatives such as the Cultural Action Plan, led by Assistant Chief Constable Kerry Smith. They include work in response to the Angiolini Inquiry and our VAWG Strategy. Through these, we have sought to identify – and mitigate – barriers to development, allowing female officers and staff to develop their careers and achieve higher ranks and grades.
A focus on driving inclusive leadership opportunities has helped females to develop and stretch in rank and grade. Our focus on building an inclusive culture has sought to give women and men an equal footing, encouraging career progression together with allyship and support from male colleagues.
The force makes effective use of the Equality Impact Assessment process, which ensures that significant decisions are carefully assessed so as not to unknowingly introduce side-effects and disparity.
And we continue to develop a supportive culture for all, with excellent access to wellbeing services and the ongoing development of supportive family leave policies, Equality & Diversity initiatives and support through our affinity networks.
Looking ahead, the Constabulary’s action plan includes further activity to continue to address the pay gap. This will include a new targeted attraction strategy to positively increase the number of women in the organisation. A range of policies, particularly associated with family leave and flexible working are being developed, and a new range of wellbeing support initiatives including for those experiencing menopause will be delivered. Also new support for carers and a range of new training in Equality, Diversity and Inclusion initiatives will be available to all in coming months.
ACC Smith said
“Once again, we have shown that the CNC is leading the way in developing an organisational culture that is rooted in equality of opportunity and pay and reward for all our officers and staff.
“Through our ongoing and ambitious action plan, we have implemented a wide range of initiatives that help level the playing field on pay, ensuring that females have the right opportunities, are supported through our policies, and that their potential as leaders is maximised. We will continue to implement measures that address that inequality.
“And as a majority male workforce, I commend the support and allyship that my male colleagues, at all ranks and roles right across the force, continue to provide, allowing women in the CNC to be their best, working shoulder-to-shoulder as we deliver on our Mission.”