2025 Inclusion Pay Gap Report
We are proud to be able to publish our 2025 Inclusion Pay Gap Report, which covers the gender and ethnicity pay gap percentage difference in average hourly pay between men and women and ethnicities, regardless of their roles.
The report covers the period 1 April 2024 to 31 March 2025 and shows the police officer mean pay gap decreased from 7.14 per cent to 6.81 per cent, with the most significant gaps seen at the constable and chief superintendent levels.
The police staff gender pay gap slightly dropped from 6.01 per cent to 5.98 per cent, which is predominately related to pay scale increments.
Although the ethnicity pay gap in mean hourly rate has widened from 5.45 per cent to 8.56 per cent, this increase can be attributed to Black, Asian and Minority Ethnic staff who are new to the organisation and started on the entry pay scale for their rank or grade. This is standard practice for all new joiners.
Assistant Chief Officer Jo Mosley, Director of People and Enabling Services, said: “I am pleased to see an improvement in the gender pay gap again this past year. Even though the ethnicity pay gap has increased, it is encouraging that more people from diverse backgrounds have chosen a career in policing and are already making a difference to the Force and our communities.
“At Dorset Police, we aim to create opportunities for people from all backgrounds to join us and thrive in their roles. Having a culture that supports everyone is good for our organisation and the communities we serve and we are wholly committed to achieving it.
“Recruitment drives, such as the Neighbourhood Policing Guarantee and our current Join Us. Love Dorset. campaign, has meant we have made good progress in attracting more women and people from diverse backgrounds into careers in policing over the last five years. Even so, we must make changes within our organisation to ensure we better support all officers and staff and work towards levelling the pay gap.
“We have worked hard to embed inclusion into everything we do, ensuring that we focus on delivering a balanced and inclusive organisation. We have examined the impact of menopause, inclusive and equal family leave, and support for other underrepresented groups, including Black, Asian and Minority Ethnic individuals, while looking at staff and officer progression.
“As part of our Police Race Action Plan, we aim to become an inclusive organisation and have committed to support the development of Black officers and staff, end racism in the workplace and ensure our systems, processes and work environment encourage Black people to apply for roles within policing.
“I look forward to the coming year as more women and people from diverse communities join, and we continue to support them as they develop their careers with Dorset Police.”