Gender pay gap 2023

Devon & Cornwall Police

Our service area covers some of the most beautiful, peaceful parts of the UK, but policing in Devon and Cornwall is as challenging as anywhere else.

Our Force is the fourth largest in the UK by area and is the largest in England. As well as having a huge rural and coastal beat, we also police many urban areas. Exeter and Plymouth are major cities and large towns like Penzance, Torquay, Barnstaple, St Austell, Exmouth and Truro have their own character and issues. The Isles of Scilly are also part of our Force area and as a group of small islands 80 miles from the mainland they have their own distinct feel.

Sex split of our police family

1. Overall the Force is made up of 54.5% male colleagues and 45.5% females. (The trend is going up)
2. The officer split is 64.5% male colleagues and 35.5% females. (The trend is going up)
3. The staff split is 38.3% Male colleagues and 61.7%.(This has not changed recently)

Our gender pay gap at Devon & Cornwall Police

Devon & Cornwall Police continues to make progress in various aspects of the gender pay gap. The trend over the last five years shows us moving in the right direction.

We continue to take a proactive and targeted recruitment approach. The results show an increase in women starting a career in the police service compared to previous years. Our degree holder entry routes continue to see greater diversity with the Detective Constable route being particularly attractive to women.

The volume and quality of the women joining our workforce helps us to build a strong pipeline of talent to nurture for future progression.

Gender pay isn’t just about women. During 2022/23 all our family leave policies will be reviewed through an inclusive lens. As an organisation we need to ensure our culture is inclusive, supports, encourages and gives confidence to men to apply for part time working, family friendly hours, shared parental leave and time off for dependents.

Our data shows us that most flexible working applications come from women. Where we do receive flexible working applications from men a higher percentage are rejected. During the next 12 months, this will be an area of focus through our leaders and our networks to start the discussion and normalise men playing a greater role in sharing family responsibilities and how we can better support those wishing to do so.