The Civil Nuclear Constabulary (CNC) has announced a significant reduction in its gender pay gap, reaching a record low mean hourly pay gap of 2.95% as of March 2025. This marks a substantial improvement from the 5.56% reported in the previous year, ending March 2024, and demonstrates consistent progress from 8.6% in March 2018. The median hourly pay gap also saw a dramatic decrease, falling from 6.92% to 1.06% over the same period.
This achievement places the CNC notably ahead of national averages across various sectors. The current mean pay gap for the broader police service in the UK stands at 8.43%, while the public sector as a whole reports 6.4%. Across all employing organisations, including the private sector, the mean hourly pay gap remains considerably higher at 13.8%, highlighting the CNC's exceptional progress in fostering pay equality.
The force attributes this success to a series of proactive initiatives designed to remove barriers to individual progression and promote equal opportunities. These include strategic programmes such as the Cultural Action Plan, led by Assistant Chief Constable Kerry Smith, which incorporates work responding to the Angiolini Inquiry and the organisation's Violence Against Women and Girls (VAWG) Strategy. Such efforts aim to identify and mitigate obstacles that could hinder career development for female officers and staff, enabling them to achieve higher ranks and grades.
A strong focus on driving inclusive leadership opportunities has also played a crucial role, helping women to develop and advance within the organisation. The CNC has also prioritised building an inclusive culture that ensures both men and women have an equal footing, encouraging career progression supported by male colleagues. Furthermore, the effective use of the Equality Impact Assessment process ensures that all significant decisions are carefully evaluated to avoid inadvertently introducing disparities.
Looking ahead, the Constabulary's action plan outlines further measures to continue addressing the pay gap. These initiatives include a new targeted attraction strategy to increase the number of women within the organisation, the development of enhanced policies related to family leave and flexible working, and new wellbeing support services, including those for individuals experiencing menopause. Additional support for carers and comprehensive training in Equality, Diversity, and Inclusion initiatives are also set to be rolled out in the coming months.
Assistant Chief Constable Kerry Smith commented on the progress, stating, “Once again, we have shown that the CNC is leading the way in developing an organisational culture that is rooted in equality of opportunity and pay and reward for all our officers and staff.” She added that the ongoing and ambitious action plan has implemented a wide range of initiatives that help level the playing field on pay, ensuring women have the right opportunities and are supported through the organisation's policies.