Equality and Diversity strategy
We are delighted to launch the IOPC EDI Strategy 2022-25, and underpinning EDI policy – which outlines our commitment to the development of a more empowered and inclusive workplace - and improved services for all. Read the documents here.
Recruitment
Our recruitment and selection procedures ensure that we recruit the best person for the job. Our job descriptions identify the key skills, experience and qualifications needed for each role. During recruitment, we do not consider any factors that are not directly relevant to a person’s ability to do the job. We select new staff without bias and access to opportunities is based purely on merit.
We are committed to ensuring we have as broad a workforce as possible. Around a third of our investigative staff have a police background – bringing valuable expertise and insight.
You can find out more about information about the backgrounds of our staff in our staff diversity information.
Find out more about working for us.
Gender pay gap information
Gender pay gap 2022
The figures set out below were calculated using the standard methodologies set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
In April 2022:
- the mean gender pay gap is 9.6%
- the median gender pay gap is 0.0%
- the IOPC does not pay bonuses and therefore there is no mean gender bonus gap
- the IOPC does not pay bonuses and therefore there is no median gender bonus gap
The IOPC does not pay bonuses therefore the percentage of:
- male employees receiving a bonus is 0.0%
- female employees receiving a bonus is 0.0%
The percentage of males and females in each pay quartile band is:
Band | Males | Females | Description |
A | 26.0% (64) | 74.0% (182) | Includes all employees whose standard hourly rate places them at or below the lower quartile |
B | 38.4% (94) | 61.6% (151) | Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median |
C | 44.1% (108) | 55.9% (137) | Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile |
D | 46.9% (115) | 53.1% (130) | Includes all employees whose standard rate places them above the upper quartile |
You can read our gender pay gap report 2022 or view our data tables.
Gender pay gap 2021
The figures set out below were calculated using the standard methodologies set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
In April 2021:
- the mean gender pay gap was 8.4%
- the median gender pay gap was 0.0%
- the IOPC did not pay bonuses so there was no mean gender bonus gap
- the IOPC did not pay bonuses so there was no median gender bonus gap
The IOPC did not pay bonuses, therefore the percentage of:
- male employees receiving a bonus was 0.0%
- female employees receiving a bonus was 0.0%
The percentage of males and females in each pay quartile band was:
Band | Description | Males | Females |
A | Includes all employees whose standard hourly rate placed them at or below the lower quartile | 27.6% | 72.4% |
B | Includes all employees whose standard hourly rate placed them above the lower quartile but at or below the median | 36.9% | 63.1% |
C | Includes all employees whose standard hourly rate placed them above the median but at or below the upper quartile | 44.6% | 55.4% |
D | Includes all employees whose standard hourly rate placed them above the upper quartile | 45.6% | 54.4% |
You can read our gender pay gap report 2021 or view our data tables.
Gender pay gap 2020
The figures set out below are from 2020, the third reporting period since the creation of the IOPC on 8 January 2018. They have been calculated using the standard methodologies set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
In April 2020:
- the mean gender pay gap was 8.7%
- the median gender pay gap was 2%
- the mean gender bonus gap was 0%
- the median gender bonus gap was 0%
The IOPC did not pay bonuses, therefore the percentage of:
- male employees receiving a bonus was 0%
- female employees receiving a bonus was 0%
The percentage of males and females in each pay quartile band were:
Band | Description | Males | Females |
A | Includes all employees whose standard hourly rate places them at or below the lower quartile | 30.3% | 69.7% |
B | Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median | 43.3% | 56.7% |
C | Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile | 37.3% | 62.7% |
D | Includes all employees whose standard rate places them above the upper quartile | 46.6% | 53.4% |
You can read our gender pay gap report 2020 or view our data tables.
Gender pay gap 2019
The figures set out below are from 2019, the second reporting period available since the creation of the IOPC on 8 January 2018. They have been calculated using the standard methodologies set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Signed: Michael Lockwood, Director General
In April 2019:
- the mean gender pay gap was 8.3%
- the median gender pay gap was 1.9%
- the mean gender bonus gap was 0%
- the median gender bonus gap was 0%
The percentage of:
- male employees who received a bonus was 0%
- female employees who received a bonus was 0%
The pay quartiles percentages (and number of employees in each band) were:
Band | Description | Males | Females |
A | Includes all employees whose standard hourly rate places them at or below the lower quartile | 32.5% (78) | 67.5% (162) |
B | Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median | 41.1% (99) | 58.9% (142) |
C | Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile | 40.8% (98) | 59.2% (142) |
D | Includes all employees whose standard rate places them above the upper quartile | 44.4% (107) | 55.6% (134) |
Gender pay gap 2018
The figures set out below are from 2018, the first reporting period available since the creation of the IOPC on 8 January 2018. They have been calculated using the standard methodologies set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
In April 2018:
- the mean gender pay gap was 8.8%
- the median gender pay gap was 2.0%
- the mean gender bonus gap was 0%
- the median gender bonus gap was 0%
The percentage of:
- male employees who received a bonus was 0%
- female employees who received a bonus was 0%
The pay quartiles percentages (number of employees in each band) were:
Band | Males | Females | Description |
A | 33.1% (82) | 66.9% (166) | Includes all employees whose standard hourly rate places them at or below the lower quartile |
B | 39.9% (99) | 60.1% (149) | Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median |
C | 39.9% (99) | 60.1% (149) | Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile |
D | 48.2% (120) | 51.5% (129) | Includes all employees whose standard rate places them above the upper quartile |
Ethnicity pay gap
You can read our Ethnicity pay gap report 2022 or view our data tables for March 2022 and September 2022.
You can read our Ethnicity pay gap report 2021 or view our data tables.
Ethnicity pay gap report 2020 and data tables.
Staff diversity information
Read our staff diversity information 2020/21. You can also view this information in Excel format.
Read our staff diversity information 2019/20.
Read our staff diversity information 2018/19.
Corporate training
We are committed to training our people to ensure that they are fully aware of all relevant policies and why they are important to our work. Our corporate induction and dignity at work training are mandatory for all staff. All managers must have attended our 'managing a diverse workforce' training, in addition to a nine-day management training course specifically designed for us.
Our investigators also have bespoke training that covers areas such as liaising with families, domestic abuse and mental health. All our investigators and casework managers must attend tailored training on the Equality Act 2010.
Employee support
We provide a range of support for our people to enable them to speak confidentially and receive support in connection with issues or concerns they may be having at work or at home.
We also encourage staff to raise issues in confidence either formally or informally through a variety of routes.
Employee Assistance Programme
This is our confidential information and counselling service.
Staff Council
Our Staff Council is made up of staff representatives from across our organisation. It meets regularly with the Director General and senior management to share feedback and discuss issues affecting our staff.
Apprenticeships
Please read our Annual apprenticeship report here.
Staff networks
We have six staff networks, which cover the nine protected characteristics set out in the Equality Act 2010, as well as Welsh speakers. The networks play a vital role in supporting our people and are involved in all aspects of our work.
To find out more about equality and diversity at the IOPC, please email us at [email protected].