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| Equality and Diversity - Gender |
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We are actively working to put gender equality at the heart of all our relevant policies, decision-making processes, activities
and services. Our Gender Equality Scheme (GES) tells the communities of Tayside how we will promote equality between men and women
including transgender people.
We know that women and men can be disadvantaged in employment and access to public services by policies and practices that do not recognise gender differences. For example, women tend to have more caring responsibilities and as a result their working lives have different patterns. In addition, women have more limited access to resources and greater vulnerability to domestic violence and sexual assault. Men on the other hand, are more likely to be the victims of homicide and other types of violence. We also know that many men now have greater caring responsibilities yet workplaces often do not recognise or support the needs of men to play an active role in family life. Both men and women suffer from stereotyping of their gender roles and needs. We aim to work in a way that recognises these differences and provide men and women an equal chance to access our services and employment opportunities. Internally, gender equality is further promoted by the Women's Development Forum, chaired by the Equal Opportunities and Policy Adviser. The membership of this staff support group, although mainly women, is also open to male police officers, support staff, staff associations and trade unions. Version 1.1 - Updated July 2007, minor formatting changes • Gender Equality Scheme 2007 - 2010 (PDF, 587KB) • Gender Equality Scheme 2007 - 2010 (DOC, 659KB) • Gender Equality Scheme 2007 - 2010 Summary (PDF, 191KB) • Gender Equality Scheme 2007 - 2010 Summary (DOC, 215KB) • Gender Equality Scheme 2007 - 2010 "Plain English" Summary (PDF, 97KB) • Gender Equality Scheme 2007 - 2010 "Plain English" Summary (DOC, 66KB) • Gender Equality Scheme 2007 - 2010 Symbol Assisted Summary (PDF, 169KB) • Gender Equality Scheme 2007 - 2010 Symbol Assisted Summary (DOC, 273KB) • Gender Equality Scheme Joint Consultation Report - May 2007 (PDF, 126KB) • Gender Equality Scheme Joint Consultation Report - May 2007 (DOC, 349KB) • Gender Equality Scheme Annual Report 2008 (PDF, 167KB) • Gender Equality Scheme Annual Report 2008 (DOC, 150KB) • Gender Equality Scheme Annual Report 2008 - Appendix A (PDF, 21KB) • Gender Equality Scheme Annual Report 2008 - Appendix A (XLS, 64KB) For copies of any Tayside Police publication in large print, a community language or another format please contact the Force Diversity Adviser by telephoning 01382 596742 or click here to email us 
The Tayside Joint Police Board have also published their own Gender Equality Scheme, which can be downloaded from their publications page. TAYSIDE POLICE EQUAL PAY STATEMENT Tayside Police supports the principle of equal pay for all staff. Our aim is to work towards equal pay for men and women and to eliminate any unfair or unjust employment practices which impact upon pay. Equal pay for like work or work rated as equivalent or of equal value between men and women is a legal right. In addition, the force remains committed to paying staff fairly and equitably for the duties they perform, taking into account levels of skill, knowledge and experience required to carry out these duties. We understand that the reasons for equal pay gaps are complex and need to be addressed at a number of different levels. It is important that staff have confidence in the process of eliminating gender bias and we are therefore committed to working in partnership with our recognised Trade Unions and Staff Associations to take action to ensure that we provide equal pay. For police staff, a new analytical job evaluation scheme is being introduced during the financial year 2007-2008. The primary reason for introducing the new scheme is to ensure that any historical anomalies are removed and that grading and pay structures are fair. As part of this process, Hay consultants are carrying out an Equal Pay review. In relation to police officers, base pay is set by the Police Negotiating Board (PNB) at a UK national level. However, a number of additional discretionary payments are made at a local force level, such as Special Priority Payments, Competence Related Threshold Payments, Bonus Payments and overtime. Some of these payments are already monitored by gender and ethnic origin, however further work is required. A detailed report by the PNB published in October 2005 identified some significant areas where there is a national pay gap between men and women police officers, mainly in relation to discretionary elements of pay. Further research is being carried out nationally and additional work is required at a local level. Our objective is to
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