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Equal Pay Statement

Dumfries and Galloway Constabulary is an equal opportunities employer and aims to ensure that all staff are not discriminated against irrespective of their gender, transgender status, marital or civil partnership status, colour, race, nationality, ethnic or national origins, disability, age, sexual orientation, religion or belief, working pattern, employment status, caring responsibilities or trade union/non trade union membership.

The force is committed to applying the Equal Pay Act and works to the principle of staff receiving equal pay for the same or broadly similar work, for work rated as equivalent and for work of equal value.

We therefore aim to eliminate any unlawful discrimination in our pay systems for police staff and police officers. In terms of the Equal Pay Act and for ease of reference the force recognises the following aspects as being relevant to our pay and benefits package:

1. Basic pay;
2. Bonus payments;
3. Overtime rates and allowances;
4. Severance and redundancy pay;
5. Access to and benefits under pension schemes;
6. Hours of work;
7. Sick pay;
8. Other benefits such as travel/subsistence allowance.

We will operate pay and reward systems that are transparent and free from discriminatory practices. This will take into account the fact that police officer pay systems are determined nationally whereas pay systems for police staff are negotiated and agreed nationally with role evaluation and implementation devolved locally.

We recognise that police pay and any additions to it and the distribution of these are areas of potential inequality. Associated bonus systems will be locally addressed taking into account national developments arising from reviews into such issues.

Equal pay between men and women is a statutory right and we have recognised a requirement to implement a robust, transparent and objective job evaluation process for police staff in order to address legislative requirements and realise our commitment in this area.

We are currently progressing such a process and has adopted the Hay Group methodology to ensure we meet our duty in this regard. It is important to the force that staff are involved in bridging any gender pay gap and we are therefore committed to working in partnership with Trade Unions and non-Trade Union members alike.

In support of our commitment to equal pay, we will:

1. Address job evaluation requirements in line with legislation through implementation of the Hay Group methodology for all police staff posts;
2. Review the current pay model and make recommendations to the force executive regarding appropriate pay models for police staff after completion of the job evaluation process and due consultation with recognised unions and staff associations;
3. Implement an equal pay review in line with the EHRC (Equality and Human Rights Commission) guidance;
4. Provide training and guidance to those involved in determining pay;
5. Review and monitor allocation of additions to police officer pay;
6. Carry out regular monitoring through the Force Impact Assessment process to ensure that practices and policies meet the requirements of the Equal Pay Act;
7. Develop and implement an Equal Pay Policy;
8. Review and report on Equal Pay Statement within three years from publishing.