Corporate report

UK armed forces equal pay audit 2023 to 2024

Published 27 March 2025

UK Armed Forces Equal Pay Audit 2023/24

Responsible statistician: People Cost-Modelling Head of Branch

Analysis-People-Cost-Modelling@mod.gov.uk

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Section 1 - Key Findings

1.1 Gender

• Focusing on gender, the evidence shows there are some differences exceeding ±3%^{[footnote 1]} between the average salaries for male and female personnel in the Regular Armed Forces, accounting for rank and pay scale. However, once Time in Rank (TIR) is accounted for, observed notable differentials in the average salaries for male and female personnel decrease in all instances and, in all cases bar one, differences are below the ±5% threshold for action.
• Supplement 3 in the OR-2s in the Royal Air Force (RAF) show a difference of 8.4%. This drops to 6.0% after accounting for TIR. Upon further investigation, all individual trades are below the ±5%^{[footnote 2]} threshold.

1.2 Ethnicity

• For ethnicity, there are some pay differentials exceeding ±3% for the average salaries of white (including white minority) and ethnic minority (excluding white minorities) personnel when rank and pay scale are considered. Once TIR is accounted for, the observed notable differentials in the average salaries for white (including white minorities) and ethnic minority (excluding white minorities) personnel decrease in all cases and all differences are below the ±5% threshold for action.

1.3 Definitions

Salary refers to the annual rates of main pay (i.e. Base Pay plus X-Factor and pay supplements) and reflects the amount an individual received in 2023/24 provided they remained a full-time member of the Armed Forces for the entire year and didn’t change position or promote.

X-Factor is an additional payment of 14.5% added to the base salary of Regular Service Personnel, reflecting the differences between conditions of service experienced by members of the Armed Forces over a full career and conditions in civilian life.

Pay supplements are a key feature of the current pay structure for those in the Other Ranks. Whilst rank remains the key determinant of pay, each trade has been allocated to one of four Supplement groups primarily based upon Job Evaluation (JE) evidence. Those in trades allocated to Supplement 4 have the highest JE scores and so receive more pay than those in Supplement 3. Similarly, those paid from Supplement 3 receives more than those in Supplement 2, and those in Supplement 1 are paid the least.

Salary differential percentages show the percentage difference in salaries comparing female to males and ethnic minorities to white. A positive salary differential shows female/ethnic minority personnel receive a lower average salary than their male/white counterparts. A negative salary differential shows female/ethnic minority personnel receive a higher average salary than their male/white counterparts.

UK Regular Forces include both trained and untrained personnel, including Gurkhas, and exclude Full Time Reserve Service (FTRS) personnel and mobilised reservists.

Ethnic minority (excluding white minorities) is the terminology used in the UK to describe people of non-white descent. White minorities include Gypsy, Roma and Irish Traveller groups. In the current analysis white minorities are grouped within White. Hereafter in this report for readability we will refer to Ethnic Minority and White as the two primary groupings, with the understanding that white minorities are found within the White grouping and not within the Ethnic minority grouping.

Time in Rank (TIR) is the amount of time in years the individual has been in a specific NATO rank and captures the difference between the flow date (the date the individual commenced working at their latest rank) and the 1st November 2023.

1.4 Introduction

The Equal Pay Audit (EPA) assesses the equality of pay for all Regular Service Personnel and Gurkhas across the three services: the Royal Navy (RN), the Army and the Royal Air Force (RAF). The Royal Navy includes the Royal Marines. A basis for measuring pay inequalities in the Armed Forces requires a comparison of salaries for staff undertaking similar roles. Therefore, we have compared the pay of personnel in the same service with the same NATO rank on the same pay scale and supplement. It is anticipated that this approach will split the population into groups of people doing broadly equivalent work.

It primarily focuses on the differences in the average salaries based on gender and ethnicity. The Equality and Human Rights Commission (EHRC) recommends further analysis for any pay differentials exceeding ±3% and action be taken for any above ±5%. Our analysis concentrates on the differences present for gender and ethnicity once TIR has been accounted for. We have taken TIR into account because personnel tend to increment pay spines (receiving higher pay) as their TIR increases, provided they are not already on the top increment for their rank. In this report, we refer to any difference above ±3% or ±5% after TIR has been accounted for, as notable.

Analysis produced in this report has some exclusions which are explained below. The population used in this report contains only Regular Service Personnel and Gurkhas who have received main pay and X-Factor as recorded on the JPA system during October 2023. The exclusions applied in the analysis are:

a) Non-Regular populations such as Full Time Reserves (FTRS) and Volunteer Reserves are excluded. b) Specialised pay scales for specific specialist groups (e.g. medical, aviators, divers etc), and Other Ranks serving in trades allocated to Supplement 4, have been excluded due to low numbers. c) Allowances and other Recruitment and Retention payments are excluded. d) Personnel for whom no main pay has been recorded on the JPA system during October2023 are excluded. e) Personnel above NATO rank OF-6 have been excluded from gender comparisons due to low numbers of female personnel at these ranks. f) Groups containing 5 or fewer personnel have their headcounts and average salaries suppressed and subsequently no pay differential is calculated. Headcount figures have been rounded to the nearest 10 in Tables with Rank breakdowns (figures ending in 5 have been rounded to the nearest 20 to avoid the systematic bias of always rounding upwards).

For the ethnicity analysis: g) Personnel who have “No Value” or “Declined to Declare” as their ethnicity have been excluded from the analysis.

This is the seventh Armed Forces Equal Pay Audit report which has been written by Personnel Statistics and Analysis. The last report was for 2022/23. Results from this audit can be compared to the previous edition as there are no changes to the pay structure but because of the large reforms between the 2010 and 2017 we cannot directly compare the results of this report to audits prior to 2017.

1.5 Symbols and conventions

Symbols

Symbol	Description
*	not applicable
[c]	not available, or figures suppressed due to small numbers
0	Zero

1.6 Data Quality and Sources

Data Sources

Data on Armed Forces personnel and salaries are obtained from the Joint Personnel Administration (JPA) system, which is updated continuously as a live system. The data used in this report is a snapshot of this data taken as of 1 October 2023 for strengths and 1 November for pay.

Section 2 - Analysis on average annual basic salary by gender

2.1 Summary

As of 1 October 2023, women represent 10.5% of the overall UK Regular and Gurkha Armed Forces on the Main Pay Scale. Across the individual services, the proportion of women in the RN and Army are broadly similar with 10.1% and 9.0% respectively, while the RAF has the highest proportion of women at 15.0%. There has been a slight increase in all three services since the last publication from 9.7% for the RN, 8.9% for the Army, and 14.7% for the RAF.

Overall, there is little difference between male and female basic average salary with males paid 0.2% more on average. The RN is the only service which has a pay differential greater than 3% between male and female personnel, with female personnel earning 4.5% less on average. There has been a no percentage point change in this differential since the 22/23 edition of this Audit. The RAF differential has fallen by 0.7 percentage points and the Army has fallen by 0.4 percentage points.

Gurkhas are in the Army and are all male personnel. They are distributed primarily in the Other Ranks where they are predominantly OR-2s. The presence of Gurkhas within the Army increases the proportion of males within this service and also potentially reduces their average salary compared to if only Regulars are included in the analysis.

Table 1: UK Regular and Gurkha Personnel and their average salaries by service and gender as at 1 Oct 23

	Headcount	Proportion	Average Basic Salary	Basic Salary Difference
All Service	134,970		£39,735	0.2%
Male	120,750	89.5%	£39,743
Female	14,210	10.5%	£39,667
Royal Navy	30,090		£40,797	4.5%
Male	27,060	89.9%	£40,981
Female	3,030	10.1%	£39,156
Army	75,520		£38,510	0%
Male	68,730	91.0%	£38,508
Female	6,790	9.0%	£38,525
Royal Air Force	29,360		£41,799	0%
Male	24,970	85.0%	£41,802
Female	4,390	15.0%	£41,784

2.2 Comparison of average salaries

Table 2 shows the pay differentials that are evident in the Officers and Other Ranks (ORs) sub-groups for each service.

Officers and Other Ranks are split into 7 and 8 NATO-equivalent ranks, respectively, that represent the different levels of seniority and responsibility. The differences in average salary here, reflect the variations present in the distribution of men and women across the Armed Forces without accounting for differences across rank. A more useful comparison of equal pay can be made by looking at individual ranks separately, and for ORs this can be broken down further into the different Supplements.

It is apparent there is a pattern amongst Officers, with notable pay differentials overall and within each service. The consistent positive pay differential implies that, across the services, male Officers are being paid more than female Officers. The RN has the most prominent pay differential for Officers at 8%, the Army and RAF have differentials of 5% and 4%, respectively.

All the figures in Table 2 are broadly similar to those from the last edition for Officers, with the exception of RN Officers, where the differential decreased by 1.5 percentage points to 8.0%, and RAF Other Ranks has decreased by 0.6 percentage points to 5.2%, in favour of males.

For the Other Ranks, in the whole Armed Forces the overall pay differential is below the 3% threshold but does exceed 3% in the RAF and RN. Both services show positive notable pay differentials between males and females, consistent with male Other Ranks being paid more than female counterparts.

Table 2: UK Regular and Gurkha personnel on the main pay scale average salaries by subgroup, gender and Service as at 1 Oct 23

Officers	Headcount	Proportion	Average Basic Salary	Basic Salary Difference
All Service	23,000		£61,449	5.4%
Male	19,950	86.8%	£61,894
Female	3,050	13.2%	£58,535
Royal Navy	5,840		£61,970	8%
Male	5,180	88.6%	£62,541
Female	660	11.4%	£57,522
Army	10,520		£61,519	5%
Male	9,360	89.0%	£61,863
Female	1,160	11.0%	£58,748
Royal Air Force	6,640		£60,881	4%
Male	5,420	81.6%	£61,331
Female	1,220	18.4%	£58,885

Other Ranks	Headcount	Proportion	Average Basic Salary	Basic Salary Difference
All Service	23,000		£61,449	5.4%
Male	19,950	86.8%	£61,894
Female	3,050	13.2%	£58,535
Royal Navy	5,840		£61,970	8%
Male	5,180	88.6%	£62,541
Female	660	11.4%	£57,522
Army	10,520		£61,519	5%
Male	9,360	89.0%	£61,863
Female	1,160	11.0%	£58,748
Royal Air Force	6,640		£60,881	4%
Male	5,420	81.6%	£61,331
Female	1,220	18.4%	£58,885

2.3 Officers

Graph 1: UK Regular and Gurkha Officers on the main pay scale average salaries percentage difference by gender, rank and Service as at 1 Oct 23

Gender pay differentials.

In Graph 1, Navy OF-6 female representation is below 5 so the pay difference has been supressed and not reported. Appendix 5.6 contains the data table showing the underlying data behind Graph 1. From Graph 1, it can be seen there are no notable pay differentials above 3% across the services and ranks.

2.4 Other Ranks (ORs)

a. Navy ORs

Graph 2: UK Regular Royal Navy Other Ranks percentage difference by rank and supplement as at 1 Oct 23

Gender pay differentials in Supplement 1

In Graph 2, some populations have been suppressed due to representation below 5. Appendix 5.6 contains data tables showing the underlying data behind Graph 2 and which percentage differences haven’t been reported.

There are two notable pay differentials within the Royal Navy Other Ranks, both within supplement 1. OR-6s have a pay differential of 3.2% and OR-7s have a pay differential of -3.4%.

Consistent with previous audits, where there is a difference exceeding ±3%, this audit will control for the effect of time in a current job/rank (TIR) on average salaries. Time in current rank is not readily available on the JPA system, therefore making statistical adjustments for the whole population is not practical. Instead, an estimate for TIR using start date has been applied in further analysis where notable differentials are observed.

To take TIR into account, adjusted averages were derived using the estimated marginal means from ANCOVA analysis which removes the effect of TIR on basic salary. These results are presented in tables 3 and 4 and provide a more representative comparison of the average basic salary of males and females at the same rank.

Adjusting for TIR in the Navy OR-6 - Supplement 1

Table 3: Comparison of average salaries of UK Regular ORs (OR-6) in the Navy before/after accounting for TIR as at 1 Oct 23

Rank	Gender	Headcount	Ave. Salary	% diff F/M	Adjusted Ave. Salary	% diff F/M
OR-6	Male	60	£42,295	3.2%	£42,174	0.6%
	Female	10	£40,935		£41,904

When TIR is taken into account, the absolute pay differential between females and male decreased from 3.2% to 0.6%. This demonstrates equality of pay once TIR has been accounted for.

Adjusting for TIR in the Navy OR-7 - Supplement 1

Table 4: Comparison of average salaries of UK Regular ORs (OR-7) in the Navy before/after accounting for TIR as at 1 Oct 23

Rank	Gender	Headcount	Ave. Salary	% diff F/M	Adjusted Ave. Salary	% diff F/M
OR-7	Male	20	£46,025	-3.4%	£46,314	-0.3%
	Female	10	£47,597		£46,440

When TIR is taken into account, the absolute pay differential between females and male decreased from -3.4% to -0.3%. This demonstrates equality of pay once TIR has been accounted for.

b. Army ORs

Graph 3: UK Regular and Gurkha Army ORs salary percentage difference by rank and supplement as at 1 Oct 23

Gender pay differentials in Army

Appendix 5.6 contains data tables showing the underlying data behind Graph 3. In graph 3 there is one notable pay differential in OR-2 supplement 3 which exceeds the ±3% threshold.

Adjusting for TIR in the Army OR-2 - Supplement 3

Table 5: Comparison of average salaries of UK Regular ORs (OR-2) in the Army before/after accounting for TIR as at 1 Oct 23

Rank	Gender	Headcount	Ave. Salary	% diff F/M	Adjusted Ave. Salary	% diff F/M
OR-2	Male	3,420	£24,815	3.2%	£27,737	0.4%
	Female	430	£24,022		£24,635

When TIR is taken into account, the absolute pay differential between females and male decreased from 3.2% to 0.4%. This demonstrates equality of pay once TIR has been accounted for.

c. Royal Air Force ORs

Graph 4: UK Regular Royal Air Force ORs salary percentage difference by rank and supplement as at 1 Oct 23

Gender pay differentials at OR-2 Supplement 2

In Graph 4, some populations have been suppressed due to representation below 5. Appendix 5.6 contains data tables showing the underlying data behind Graph 4 and which percentage differences haven’t been reported. Graph 4 shows the pay differential in the RAF. There are two cases above the ±3% threshold - OR-2s in supplements 2 and 3.

Adjusting for TIR in the RAF OR-2 - Supplement 2

Table 6: Comparison of average salaries of UK Regular OR-2s in the RAF before/after accounting for TIR as at 1 Oct 23

Rank	Gender	Headcount	Ave. Salary	% diff F/M	Adjusted Ave. Salary	% diff F/M
OR-2	Male	2,940	£29,267	3.2%	£29,188	4.5%
	Female	420	£27,330		£27,881

When TIR is considered, the pay differential between females and males for OR-2s in the RAF drops from 6.6% to 4.5%, which is below the 5% threshold for further action. This does not show equality of pay once TIR has been accounted for within the RAF OR-2 Supplement 2. The presence of a material pay differential in the RAF is suggestive of male and female personnel receiving different average salaries at the same rank.

Adjusting for TIR in the RAF OR-2 – Supplement 3

Table 7: Comparison of average salaries of UK Regular ORs (OR-2) in the RAF before/after accounting for TIR as at 1 Oct 23

Rank	Gender	Headcount	Ave. Salary	% diff F/M	Adjusted Ave. Salary	% diff F/M
OR-2	Male	2,950	£30,391	8.4%	£28,161	6.0%
	Female	310	£27,832		£26,702

When TIR is considered, the pay differential remains notable with a decrease between males and females from 8.4% to 6.0%, which is still above the ±5% threshold for action. This does not show equality of pay once TIR has been accounted for within the RAF OR-2 Supplement 3.

Further analysis on RAF OR-2 – Supplement 3

Adjusting for TIR showed a differential higher than the ±5% threshold for action. However, upon further breakdown by trade, it was found for one trade the unadjusted salary differential was above 5% at 6.2%. For all other trades the unadjusted salary differentials are less than 5%. Once this individual trade is adjusted for TIR, this then decreases below the ±3% threshold. This relates to the trade found in previous reports which was above the ±5% threshold which reflected a prior abnormal intake.

Section 3 – Analysis on average annual basic salary by ethnicity

3.1 Summary

From Table 8, ethnic minorities (excluding white minorities) comprise 13.5% of the UK Regular and Gurkha Armed Forces personnel on the Main Pay Scale. This is a 0.8 percentage point increase from the last publication. The RN and RAF have seen a rise in proportions of ethnic minority (excluding white minorities) personnel with an increase of 0.3 percentage point and 0.2 percentage points, respectively. The Army has the largest proportion of ethnic minority (excluding white minorities) personnel at 20.4% which is a 1.3 percentage point increase from the previous publication.

Across all services, the pay differential between white and ethnic minority (excluding white minorities) personnel is 15.2% which exceeds the 3% threshold. This is an 0.1 percentage point decrease from the last publication. Pay differentials are present in all the individual services with the RAF having the largest differential of 16.9%. A positive pay differential indicates that on average white personnel receive a higher salary than ethnic minority (excluding white minorities) personnel, before taking account of differences between ranks.

Gurkhas, who are found within the Army, are made entirely of ethnic minority (excluding white minorities) personnel and are predominantly distributed at OR-2. The presence of Gurkhas within Army has the effect of increasing the representation of ethnic minorities (excluding white minorities) within this service and potentially also reducing the average basic salary for ethnic minority (excluding white minorities) personnel compared to if only Regulars are included in the analysis.

Table 8: UK Regular and Gurkha Personnel and their average salaries by service and ethnicity as at 1 Oct 23

	Headcount	Proportion	Average Basic Salary	Basic Salary Difference*
All Service	134,970		£39,735
White	116,110	86.5%	£40,520	15.2%
Ethnic Minority	18,130	13.5%	£34,349
Unknown	720		£48,815
Royal Navy	30,090		£40,797
White	28,250	94.6%	£41,187	15.6%
Ethnic Minority	1,620	5.4%	£34,772
Unknown	220		£35,148
Army	75,520		£38,510
White	60,030	79.6%	£39,588	13.4%
Ethnic Minority	15,370	20.4%	£34,272
Unknown	110		£42,305
Royal Air Force	29,360		£41,799
White	27,830	96.1%	£41,855	16.9%
Ethnic Minority	1,140	3.9%	£34,790
Unknown	390		£58,260

*Unknown ethnicity is not included in the calculation

3.2 Comparison of average salaries

From Table 9, the pay differentials between white and ethnic minority personnel for Officers and ORs subgroups within each service, can be seen.

There are notable pay differentials for white and ethnic minority Officers which exceeds the ±3% threshold. After breaking down to individual services, the Army Other Ranks is the area with the smallest pay differential at 4.0%. The Officer figures have all fallen compared to the previous edition, apart from Royal Navy Officers. All OR figures have risen, apart from Royal Navy Other Ranks which has decreased by 0.4 percent point. The largest increase is found in Royal Navy Officers which has increased by 2.8 percentage points.

Table 9: UK Regular and Gurkha personnel average salaries by subgroup, ethnicity and service as at 1 Oct 23

Officers	Headcount	Proportion	Average Basic Salary	Basic Salary Difference*
All Service	23,000		£61,449
White	22,070	96.8%	£61,506	10.2%
Ethnic Minority	730	3.2%	£55,209
Unknown	190		£78,473
Royal Navy	5,840		£61,970
White	5,680	97.6%	£62,178	13.4%
Ethnic Minority	140	2.4%	£53,854
Unknown	20		£59,234
Army	10,520		£61,519
White	10,110	96.3%	£61,612	6.0%
Ethnic Minority	380	3.7%	£57,911
Unknown	20		£81,504
Royal Air Force	6,640		£60,881
White	6,280	96.8%	£60,726	15.9%
Ethnic Minority	210	3.2%	£51,099
Unknown	150		£80,995

*Unknown ethnicity is not included in the calculation

Other Ranks	Headcount	Proportion	Average Basic Salary	Basic Salary Difference*
All Service	111,440		£35,235
White	93,550	84.3%	£35,549	5.9%
Ethnic Minority	17,370	15.7%	£33,467
Unknown	520		£37,847
Royal Navy	24,090		£35,657
White	22,420	93.8%	£35,864	8.1%
Ethnic Minority	1,480	6.2%	£32,965
Unknown	190		£32,176
Army	64,700		£34,739
White	49,650	76.8%	£35,068	4.0%
Ethnic Minority	14,960	23.2%	£33,662
Unknown	90		£32,413
Royal Air Force	22,650		£36,204
White	21,480	95.9%	£36,331	14.3%
Ethnic Minority	930	4.1%	£31,131
Unknown	240		£44,319

*Unknown ethnicity is not included in the calculation

3.3 Officers

Graph 5: UK Regular and Gurkha Officers salary differences by rank and service as at 1 Oct 23

Ethnicity pay differentials in Officers

In Graph 5, some populations have been suppressed due to representation below 5. Appendix 5.6 contains the data table showing the underlying data behind Graph 5 and which percentage differences haven’t been reported.

A negative pay differential implies that ethnic minority (excluding white minorities) personnel are paid more than white personnel. As seen in Graph 5, there are notable pay differentials present for OF-2s in the RAF (4.5%) and OF-1s in the RAF (3.3%).

Adjusting for TIR in the RAF OF-2

Table 10: Comparison of average salaries of UK Regular Officers (OF-2) in the RAF before/after accounting for TIR as at 1 Oct 23

Rank	Ethnicity	Headcount	Ave. Salary	% diff Ethnic minority/ White	Adjusted Ave. Salary	% diff Ethnic minority/ White
OF-2	White	2,690	£50,872	4.5%	£50,838	2.7%
	Ethnic Minority	100	£48,603		£49,477

When TIR is taken into account, the absolute pay differential between ethnic minority (excluding white minorities) and white OF-2s in the RAF reduces from 4.5% to 2.7%, which is below the ±3% threshold. This shows equality of pay once TIR has been accounted for.

Adjusting for TIR in the RAF OF-1

Table 11: Comparison of average salaries of UK Regular Officers (OF-1) in the RAF before/after accounting for TIR as at 1 Oct 23

Rank	Ethnicity	Headcount	Ave. Salary	% diff Ethnic minority/ White	Adjusted Ave. Salary	% diff Ethnic minority/ White
OF-1	White	800	£39,073	3.3%	£39,068	3.1%
	Ethnic Minority	50	£37,784		£37,846

When TIR is taken into account, the absolute pay differential between ethnic minority (excluding white minorities) and white OF-1s in the RAF reduces from 3.3% to 3.1%, above the ±3% threshold, but below the ±5% threshold for taking action. This does not show equality of pay once TIR has been accounted for.

3.4 Other Ranks (ORs)

a. Royal Navy ORs

Graph 6: UK Regular Royal Navy ORs salary differences by rank and supplement as at 1 Oct 23

Ethnicity pay differentials in Royal Navy

In Graph 6, some populations have been suppressed due to representation below 5. Appendix 5.6 contains data tables showing the underlying data behind Graph 6 and which percentage differences haven’t been reported.

In the above graph there are no notable pay differentials exceeding the ±3% threshold. This is indicative of no pay inequality within the Royal Navy Other Ranks.

b. Army ORs

Graph 7: UK Regular and Gurkha Army ORs salary difference by rank and supplement as at 1 Oct 23

Ethnicity pay differentials in Army

In Graph 7, some populations have been suppressed due to representation below 5. Appendix 5.6 contains data tables showing the underlying data behind Graph 7 and which percentage differences haven’t been reported.

Looking at graph 7 there are slight pay differentials seen across all supplements, with the OR-2s at supplement 3 exceeding the ±3% threshold at -4.4% difference.

Adjusting for TIR in the Army OR-2 – Supplement 3

Table 12: Comparison of average salaries of UK Regular ORs (OR-2) in the Army before/after accounting for TIR as at 1 Oct 23

Rank	Ethnicity	Headcount	Ave. Salary	% diff Ethnic minority/ White	Adjusted Ave. Salary	% diff Ethnic minority/ White
OR-2	White	3,250	£24,560	-4.4%	£24,692	-0.9%
	Ethnic Minority	590	£25,641		£24,904

When TIR is taken into account, the absolute pay differential between ethnic minority (excluding white minorities) and white OR-2s in the Army reduces from -4.4% to -0.9%, below the ±3% threshold. This shows equality of pay once TIR has been accounted for.

c. RAF ORs

Graph 8: UK Regular RAF ORs salary differences by rank and supplement as at 1 Oct 23

Ethnicity pay differentials at OR-2

In Graph 8, some populations have been suppressed due to representation below 5. Appendix 5.6 contains data tables showing the underlying data behind Graph 8 and which percentage differences haven’t been reported.

In graph 8 there are notable pay differentials exceeding the ±3% threshold within supplement 1. These pay differences are in OR-1s (3%), OR-2s (3.5%) and OR-7s (-3,2%).

Adjusting for TIR in the RAF OR-1 – Supplement 1

Table 13: Comparison of average salaries of UK Regular ORs (OR-1) in the RAF before/after accounting for TIR as at 1 Oct 23

Rank	Ethnicity	Headcount	Ave. Salary	% diff Ethnic minority/ White	Adjusted Ave. Salary	% diff Ethnic minority/ White
OR-1	White	150	£19,975	3.0%	£19,973	2.9%
	Ethnic Minority	20	£19,374		£19,386

When TIR is taken into account, the absolute pay differential between ethnic minority (excluding white minorities) and white OR-1s in the RAF reduces from 3.0% to 2.9%, below the ±3% threshold. This shows equality of pay once TIR has been accounted for.

Adjusting for TIR in the RAF OR-2 – Supplement 1

Table 14: Comparison of average salaries of UK Regular ORs (OR-2) in the RAF before/after accounting for TIR as at 1 Oct 23

Rank	Ethnicity	Headcount	Ave. Salary	% diff Ethnic minority/ White	Adjusted Ave. Salary	% diff Ethnic minority/ White
OR-2	White	2,200	£27,232	3.5%	£27,154	0.7%
	Ethnic Minority	260	£26,292		£26,598

When TIR is taken into account, the absolute pay differential between ethnic minority (excluding white minorities) and white OR-2s in the RAF reduces from 3.5% to 0.7%, which is below the ±3% threshold. This shows equality of pay once TIR has been accounted for.

Adjusting for TIR in the RAF OR-7 – Supplement 1

Table 15: Comparison of average salaries of UK Regular ORs (OR-7) in the RAF before/after accounting for TIR as at 1 Oct 23

Rank	Ethnicity	Headcount	Ave. Salary	% diff Ethnic minority/ White	Adjusted Ave. Salary	% diff Ethnic minority/ White
OR-7	White	370	£46,544	-3.2%	£46,551	-2.5%
	Ethnic Minority	10	£48,032		£47,699

When TIR is taken into account, the absolute pay differential between ethnic minority (excluding white minorities) and white OR-7s in the RAF reduces from -3.2% to -2.5%, below the ±3% threshold. This shows equality of pay once TIR has been accounted for.

Section 4 – Conclusion

Conclusion

Measuring pay inequalities in the Armed Forces requires a comparison of salaries of staff undertaking similar roles. Therefore, the pay of personnel in the same service, with the same NATO rank, on the same pay scale was compared, under the assumption that this approach splits the population into groups of people doing broadly equivalent work.

Personnel can increment in pay spines as their time in rank increases so long as they are not already at the top increment of the spine for their rank. Although the number of spine points have been shortened as result of pay reforms, TIR still impacts the average salary. The effect of TIR on the average salaries of personnel was investigated in further analysis when significant differentials were observed. Overall, the amount of time spent in rank was found to be a contributing factor to pay differentials and once adjusted for lead to a decrease in pay differentials.

Gender

Initial analysis that accounted for service, rank and pay scale shows that for the most groupings, there are only small differences (less than 3%) in average pay when comparing across genders. However, some groups have pay differentials exceeding the ±3% threshold between male and female personnel. The differences were largely observed in the lower ranks, with the largest differential being 8.4% for the RAF at OR-2 within Supplement 3. This drops to 6.0% after accounting for TIR. Further analysis shows that the adjusted salary differentials for the individual trades on that rank are all below the ±5% threshold.

After adjustments for TIR, three pay differentials are below the ±3% threshold and all differentials bar one are below ±5%, although further investigation suggests that this is not the case at the level of individual trades. Only one differential above ±5% is present after TIR adjustment, the OR-2 on Supplement 3 in the RAF, where female personnel receive an annual salary lower than their male counterparts.

Ethnicity

Similarly, analysis that considered service, rank and pay scale found few pay differentials deemed notable between white and ethnic minority (excluding white minorities) personnel in the Armed Forces. Consistent with observations for gender, differentials were found primarily at the lower ranks and the largest difference was 5.0% for the RN OF-1s. After the adjustment for TIR, this differential dropped to 4.3%, still above the ±3% threshold, in favour of White personnel.

This analysis suggests that once service, rank, and TIR are accounted for there is equality of basic pay for Regulars and Gurkhas on the main pay scale irrespective of ethnicity or gender in all but two cases. In addition, for these two cases it has been shown through further analysis that the underlying differential are also below the ±5% threshold where, based on guidance from the Equality and Human Rights Commission (ECHR), action to close the differential is not needed.

Section 5 - Appendices

5.1 Data Quality issues

Time in Rank (TIR)

A person’s TIR is calculated as the difference between the situation date and their latest intake date on JPA or their substantive promotion date, depending on how the person entered their current rank. If the person does not have an intake date or has not been promoted since 2007, then their length of service has been taken as the difference between their entry date and the situation date of publication.

5.2 Armed Forces Salary structure

Military salary consists of 3 main components: Base pay (Core Pay plus Trade Supplement Pay (for ORs only)), X-Factor and specialist pay scales (i.e Medical and Dentist pay spines). Base pay is the standard salary military personnel receive and is paid in accordance with the salary paid to civilians doing jobs with a similar job evaluated weight. The X-Factor is an additional percentage added to the base salary of Armed Forces Personnel, reflecting the differences between conditions of service experienced by members of the Armed Forces over a full career and conditions in civilian life.^{[footnote 3]}

Armed Forces personnel can be paid differently depending on their trade or profession. Most personnel are on the Main pay scale. Officers have a single Main pay scale but ORs are split into different supplements on the Main pay scale according to their trade and rank. Accounting for professional skills and career structures, there are Armed Forces personnel on specialist pay scales. Whilst they are considered, at various levels, equivalent to their main scale counterparts, with equivalent ranks, they are paid differently in recognition of their specialism.

5.3 Methodology

Guidance from the Equality and Human Rights Commission (EHRC) suggests an audit should make comparisons on the pay of workers undertaking the same type of work. The EHRC advocates when a pay differential is less than ±3%, no action is necessary.^{[footnote 4]} Where the difference is greater than ±3%, there is a need to undertake further analysis. For pay differentials exceeding ±5%, action is needed to address the issue and close the differential. In this audit, pay differentials which exceed ±3% when looking at individual ranks within pay were subject to further analysis to provide explanations. This further analysis included looking at factors such as TIR and pay supplements within their rank.

A basis for measuring pay inequalities in the Armed Forces requires a comparison of salaries for staff undertaking similar roles. Therefore, we compared the pay of personnel in the same service, with the same NATO rank and on the same pay scale. It is anticipated this approach will split the population into groups of people doing broadly equivalent work.

This audit focuses on Officers and ORs on the Main pay scale. FTRS personnel are excluded due to different levels of X-Factor applied to their base pay rate according to the different balances of positive and negative factors of Service life which apply to this group. Part-time personnel including Volunteer Reservist personnel are excluded due to data quality issues.

5.4 NATO Rank codes and UK Service ranks

Officers

NATO Code	Royal Navy	Royal Marines	Army	Royal Air Force
OF-10	Admiral of the Fleet	-	Field Marshal	Marshal of the RAF
OF-9	Admiral	General	General	Air Chief Marshal
OF-8	Vice Admiral	Lieutenant General	Lieutenant General	Air Marshal
OF-7	Rear Admiral	Major General	Major General	Air Vice-Marshal
OF-6	Commodore	Brigadier	Brigadier	Air Commodore
OF-5	Captain	Colonel	Colonel	Group Captain
OF-4	Commander	Lieutenant Colonel	Lieutenant Colonel	Wing Commander
OF-3	Lieutenant Commander	Major	Major	Squadron Leader
OF-2	Lieutenant	Captain	Captain	Flight Lieutenant
OF-1	Sub-Lieutenant	Lieutenant/2nd Lieutenant	Lieutenant/2nd Lieutenant	Flying Officer/Pilot Officer
OF-D	Midshipman	-	Officer Designate	Officer Designate

Other Ranks

NATO Code	Royal Navy	Royal Marines	Army	Royal Air Force
OR-9	Warrant Officer Class 1	Warrant Officer Class 1	Warrant Officer Class 1	Warrant Officer
OR-8	Warrant Officer Class 2	Warrant Officer Class 1	Warrant Officer Class 1	-
OR-7	Chief Petty Officer	Colour Sergeant	Staff Sergeant	Flight Sergeant/Chief Technician
OR-6	Petty Officer	Sergeant	Sergeant	Sergeant
OR-4	Leading Rate	Corporal	Corporal	Corporal
OR-3	-	Lance Corporal	Lance Corporal	Lance Corporal
OR-2	Able Rating	Marine	Private (Classes 1 to 3)	Junior Technician/Leading Aircraftman/Senior Aircraftman
OR-1	-	-	Private (Class 4)/Junior	Aircraftman

5.5 Links to relevant MOD statistical publications

UK Defence Statistics (compendium publication containing a wide range of statistics)

Quarterly Service Personnel Statistics

Bi-annual Diversity Statistics

5.6 Data tables

a. Gender Data tables

Data Table 1: UK Regular and Gurkha Officers on the main pay scale average salaries by gender, rank and Service as at 1 Oct 23

Rank	Gender	Royal Navy Headcount	Royal Navy Ave. Salary	RN % diff F/M	Army Headcount	Army Ave. Salary	Army % diff F/M	RAF Headcount	RAF Ave. Salary	RAF % diff F/M
Officers		5,840	£61,970		10,520	£61,519		6,640	£60,881
OF-6	Male	80	£121,673	*	130	£121,845	0.0%	70	£121,400	-0.2%
	Female	[c]	[c]		10	£121,851		10	£121,650
OF-5	Male	260	£103,057	0.7%	400	£104,357	0.8%	240	£104,889	1.6%
	Female	20	£102,285		30	£103,558		50	£103,173
OF-4	Male	870	£88,594	1.3%	1,320	£88,982	1.0%	800	£89,900	1.1%
	Female	80	£87,424		120	£88,115		160	£88,873
OF-3	Male	1,380	£65,632	1.3%	3,290	£66,287	0.0%	1,210	£64,723	0.1%
	Female	180	£64,810		400	£66,305		320	£64,682
OF-2	Male	1,680	£51,058	1.3%	2,300	£49,908	-0.3%	2,350	£50,953	1.7%
	Female	220	£50,372		310	£50,082		470	£50,098
OF-1	Male	650	£39,408	0.2%	1,450	£38,571	0.0%	660	£39,083	1.0%
	Female	120	£39,312		200	£38,556		190	£38,673
OF(D)	Male	260	£31,298	0.0%	460	£31,484	0.6%	90	£31,378	0.4%
	Female	40	£31,305		80	£31,288		40	£31,246

Data Table 2: UK Regular and Gurkha Other Ranks (Supplement 1) average salaries by gender, rank and Service as at 1 Oct 23

Rank	Gender	Royal Navy Headcount	Royal Navy Ave. Salary	RN % diff F/M	Army Headcount	Army Ave. Salary	Army % diff F/M	RAF Headcount	RAF Ave. Salary	RAF % diff F/M
Other Ranks		210	£40,357		11,990	£35,359		5,940	£34,729
OR-9	Male	10	£57,852	*	210	£56,844	-0.3%	180	£57,313	0.1%
	Female	0	£0		60	£57,008		50	£57,236
OR-8	Male	[c]	[c]	*	580	£50,056	-0.4%	0	£0
	Female	0	£0		140	£50,257		0	£0
OR-7	Male	20	£46,025	-3.4%	980	£45,928	0.0%	270	£46,625	0.5%
	Female	10	£47,597		170	£45,931		110	£46,380
OR-6	Male	60	£42,295	3.2%	1,360	£41,828	-0.7%	740	£42,366	0.0%
	Female	10	£40,935		240	£42,136		240	£42,347
OR-4	Male	80	£37,245	-0.5%	2,020	£37,163	0.0%	1,310	£37,133	0.1%
	Female	20	£37,424		340	£37,156		390	£37,086
OR-3	Male	0	£0		1,700	£32,914	0.9%	0	£0
	Female	0	£0		300	£32,626		0	£0
OR-2	Male	10	£23,847	*	3,180	£25,497	1.8%	1,940	£27,262	2.3%
	Female	[c]	[c]		690	£25,031		520	£26,641
OR-1	Male	0	£0		0	£0		140	£19,767	-2.2%
	Female	0	£0		0	£0		40	£20,211

Data Table 3: UK Regular and Gurkha ORs (Supplement 2) average salaries by gender, rank and Service as at 1 Oct 23

Rank	Gender	Royal Navy Headcount	Royal Navy Ave. Salary	RN % diff F/M	Army Headcount	Army Ave. Salary	Army % diff F/M	RAF Headcount	RAF Ave. Salary	RAF % diff F/M
Other Ranks		11,820	£33,817		38,880	£33,484		8,160	£35,616
OR-9	Male	190	£57,592	0.1%	360	£56,669	-0.3%	200	£57,187	-0.2%
	Female	10	£57,551		20	£56,833		30	£57,286
OR-8	Male	240	£52,614	0.4%	1,420	£52,145	0.5%	0	£0
	Female	20	£52,392		60	£51,886		0	£0
OR-7	Male	830	£48,575	0.9%	2,170	£47,714	0.4%	480	£48,546	0.4%
	Female	80	£48,152		80	£47,535		70	£48,358
OR-6	Male	1,370	£43,724	-0.5%	3,640	£43,228	0.5%	1,100	£44,044	0.7%
	Female	180	£43,954		160	£43,002		170	£43,736
OR-4	Male	2,140	£38,112	0.2%	6,720	£38,176	0.5%	1,880	£38,408	1.2%
	Female	360	£38,028		350	£38,001		260	£37,942
OR-3	Male	580	£32,988	-2.8%	6,460	£33,661	1.1%	170	£33,369	*
	Female	30	£33,914		430	£33,303		0	£0
OR-2	Male	5,030	£25,332	-1.8%	16,020	£25,298	1.7%	2,940	£29,267	6.6%
	Female	750	£25,791		990	£24,858		420	£27,330
OR-1	Male	0	£0		0	£0		360	£21,557	-0.1%
	Female	0	£0		0	£0		70	£21,586

Data Table 4: UK Regular and Gurkha ORs (Supplement 3) average salaries by gender, rank and Service as at 1 Oct 23

Rank	Gender	Royal Navy Headcount	Royal Navy Ave. Salary	RN % diff F/M	Army Headcount	Army Ave. Salary	Army % diff F/M	RAF Headcount	RAF Ave. Salary	RAF % diff F/M
Other Ranks		12,060	£37,378		13,830	£37,728		8,540	£37,792
OR-9	Male	360	£58,078	0.3%	470	£56,751	0.1%	220	£57,343	0.6%
	Female	10	£57,876		50	£56,682		30	£57,018
OR-8	Male	250	£54,932	0.6%	1,120	£54,051	-0.1%	0	£0
	Female	20	£54,625		80	£54,081		0	£0
OR-7	Male	1,390	£51,351	1.0%	1,420	£49,497	0.1%	1,010	£50,660	0.3%
	Female	90	£50,828		120	£49,453		80	£50,507
OR-6	Male	1,920	£45,273	1.0%	1,390	£44,775	0.8%	1,710	£45,154	0.3%
	Female	140	£44,821		190	£44,418		160	£45,040
OR-4	Male	3,050	£38,909	-0.2%	1,890	£38,949	0.1%	1,530	£39,031	0.8%
	Female	230	£38,990		270	£38,916		150	£38,718
OR-3	Male	80	£33,692	*	2,550	£33,926	0.5%	0	£0
	Female	0	£0		430	£33,752		0	£0
OR-2	Male	4,110	£25,530	2.0%	3,410	£24,815	3.2%	2,530	£30,391	8.4%
	Female	410	£25,020		430	£24,022		310	£27,832
OR-1	Male	0	£0		0	£0		740	£22,005	0.1%
	Female	0	£0		0	£0		70	£21,989

b. Ethnicity data tables

Data Table 5: UK Regular and Gurkha Officers average salaries by ethnicity, rank and service as at 1 Oct 23

Rank	Gender	Royal Navy Headcount	Royal Navy Ave. Salary	RN % diff Ethnic minority/ White	Army Headcount	Army Ave. Salary	Army % diff Ethnic minority/ White	RAF Headcount	RAF Ave. Salary	RAF % diff Ethnic minority/ White
Officers		5,840	£61,970		10,520	£61,519		6,640	£60,881
OF-6	White	90	£121,616	*	140	£121,861	*	70	£121,467	*
	Ethnic Minority	[c]	[c]		0	£0		[c]	[c]
	Unknown	0	£0		[c]	[c]		[c]	[c]
OF-5	White	280	£103,002	*	420	£104,252	-1.9%	260	£104,639	*
	Ethnic Minority	[c]	[c]		10	£106,273		[c]	[c]
	Unknown	0	£0		[c]	[c]		20	£104,814
OF-4	White	930	£88,505	0.2%	1,400	£88,935	2.2%	890	£89,750	-1.3%
	Ethnic Minority	10	£88,335		40	£87,001		10	£90,877
	Unknown	10	£87,868		10	£91,972		60	£89,204
OF-3	White	1,530	£65,564	1.8%	3,540	£66,267	-0.8%	1,450	£64,635	-0.1%
	Ethnic Minority	30	£64,365		150	£66,779		20	£64,683
	Unknown	10	£64,385		[c]	[c]		40	£67,274
OF-2	White	1,860	£50,970	-0.6%	2,520	£49,923	-0.2%	2,690	£50,872	4.5%
	Ethnic Minority	40	£51,289		90	£50,017		100	£48,603
	Unknown	[c]	[c]		[c]	[c]		20	£54,059
OF-1	White	730	£39,419	1.5%	1,570	£38,570	0.0%	800	£39,073	3.3%
	Ethnic Minority	40	£38,844		70	£38,575		50	£37,784
	Unknown	[c]	[c]		[c]	[c]		0	£0
OF(D)	White	270	£31,298	0.0%	520	£31,498	1.3%	120	£31,340	0.1%
	Ethnic Minority	20	£31,305		30	£31,096		10	£31,305
	Unknown	10	£31,305		[c]	[c]		0	£0

Data table 6: UK Regular and Gurkha ORs (Supplement 1) average salaries by ethnicity, rank and service as at 1 Oct 23

Rank	Gender	Royal Navy Headcount	Royal Navy Ave. Salary	RN % diff Ethnic minority/ White	Army Headcount	Army Ave. Salary	Army % diff Ethnic minority/ White	RAF Headcount	RAF Ave. Salary	RAF % diff Ethnic minority/ White
Other Ranks	All	210	£40,357		11,990	£35,359		5,940	£34,729
OR-9	White	10	£57,852	*	210	£56,950	0.6%	210	£57,306	0.5%
OR-9	Ethnic Minority	0	£0		60	£56,616		10	£57,019
OR-9	Unknown	0	£0		0	£0		10	£57,319
OR-8	White	[c]	[c]	*	530	£50,192	0.7%	0	£0
OR-8	Ethnic Minority	0	£0		200	£49,844		0	£0
OR-8	Unknown	0			0			0
OR-7	White	30	£46,339	*	750	£45,869	-0.4%	370	£46,544	-3.2%
OR-7	Ethnic Minority	0	£0		400	£46,043		10	£48,032
OR-7	Unknown	0	£0		[c]	[c]		10	£45,091
OR-6	White	60	£42,162	*	920	£41,764	-0.6%	950	£42,332	-1.4%
OR-6	Ethnic Minority	[c]	[c]		680	£42,030		20	£42,923
OR-6	Unknown	0	£0		[c]	[c]		10	£43,569
OR-4	White	90	£37,255	*	1,300	£37,186	0.2%	1,630	£37,129	0.7%
OR-4	Ethnic Minority	[c]	[c]		1,060	£37,128		60	£36,869
OR-4	Unknown	0	£0		[c]	[c]		[c]	[c]
OR-3	White	0	£0		1,040	£32,931	0.4%	0	£0
OR-3	Ethnic Minority	0	£0		950	£32,808		0	£0
OR-3	Unknown	0	£0		10	£32,646		0	£0
OR-2	White	10	£23,158	*	2,150	£25,242	-1.5%	2,200	£27,232	3.5%
OR-2	Ethnic Minority	0	£0		1,700	£25,630		260	£26,292
OR-2	Unknown	0	£0		10	£25,689		10	£25,785
OR-1	White	0	£0		0	£0		150	£19,975	3.0%
OR-1	Ethnic Minority	0	£0		0	£0		20	£19,374
OR-1	Unknown	0	£0		0	£0		[c]	[c]

Data Table 7: UK Regular and Gurkha ORs (Supplement 2) average salaries by ethnicity, rank and service as at 1 Oct 23

Rank	Gender	Royal Navy Headcount	Royal Navy Ave. Salary	RN % diff Ethnic minority/ White	Army Headcount	Army Ave. Salary	Army % diff Ethnic minority/ White	RAF Headcount	RAF Ave. Salary	RAF % diff Ethnic minority/ White
Other Ranks	All	11,820	£33,817		38,880	£33,484		8,160	£35,616
OR-9	White	190	£57,597	*	350	£56,673	-0.2%	220	£57,189	*
OR-9	Ethnic Minority	[c]	[c]		30	£56,775		[c]	[c]
OR-9	Unknown	[c]	[c]		[c]	[c]		10	£57,460
OR-8	White	250	£52,612	*	1,280	£52,179	0.6%	0	£0
OR-8	Ethnic Minority	[c]	[c]		200	£51,852		0	£0
OR-8	Unknown	10	£52,379		0	£0		0	£0
OR-7	White	870	£48,571	1.3%	1,860	£47,727	0.2%	530	£48,522	2.2%
OR-7	Ethnic Minority	30	£47,939		390	£47,615		10	£47,460
OR-7	Unknown	10	£47,658		[c]	[c]		20	£48,819
OR-6	White	1,440	£43,724	-1.0%	3,060	£43,225	0.1%	1,220	£43,965	-1.2%
OR-6	Ethnic Minority	100	£44,176		740	£43,190		20	£44,485
OR-6	Unknown	10	£43,475		[c]	[c]		30	£45,219
OR-4	White	2,240	£38,081	-0.5%	5,630	£38,124	-0.6%	2,070	£38,371	1.9%
OR-4	Ethnic Minority	240	£38,268		1,440	£38,339		60	£37,653
OR-4	Unknown	10	£38,234		10	£37,934		10	£38,617
OR-3	White	590	£33,039	0.4%	5,530	£33,594	-0.7%	160	£33,336	-1.7%
OR-3	Ethnic Minority	20	£32,904		1,350	£33,824		10	£33,913
OR-3	Unknown	[c]	[c]		10	£33,605		[c]	[c]
OR-2	White	5,120	£25,381	-0.6%	12,900	£25,217	-0.9%	3,180	£29,057	2.2%
OR-2	Ethnic Minority	600	£25,528		4,080	£25,450		180	£28,427
OR-2	Unknown	60	£24,868		20	£24,599		[c]	[c]
OR-1	White	0	£0		0	£0		400	£21,597	0.3%
OR-1	Ethnic Minority	0	£0		0	£0		20	£21,528
OR-1	Unknown	0	£0		0	£0		10	£19,889

Data Table 8: UK Regular and Gurkha ORs (Supplement 3) average salaries by ethnicity, rank and Service as at 1 Oct 23

Rank	Gender	Royal Navy Headcount	Royal Navy Ave. Salary	RN % diff Ethnic minority/ White	Army Headcount	Army Ave. Salary	Army % diff Ethnic minority/ White	RAF Headcount	RAF Ave. Salary	RAF % diff Ethnic minority/ White
Other Ranks	All	12,060	£37,378		13,830	£37,728		8,540	£37,792
OR-9	White	360	£58,072	*	480	£56,755	0.2%	230	£57,327	*
OR-9	Ethnic Minority	[c]	[c]		40	£56,618		[c]	[c]
OR-9	Unknown	0	£0		0	£0		10	£57,335
OR-8	White	260	£54,931	1.0%	1,070	£54,058	0.1%	0	£0
OR-8	Ethnic Minority	10	£54,404		130	£53,994		0	£0
OR-8	Unknown	0	£0		[c]	[c]		0	£0
OR-7	White	1,420	£51,339	1.1%	1,340	£49,477	-0.2%	1,030	£50,626	0.1%
OR-7	Ethnic Minority	50	£50,759		200	£49,588		10	£50,560
OR-7	Unknown	[c]	[c]		[c]	[c]		50	£51,157
OR-6	White	1,990	£45,228	-0.9%	1,420	£44,731	0.0%	1,810	£45,124	1.5%
OR-6	Ethnic Minority	70	£45,624		170	£44,745		20	£44,467
OR-6	Unknown	10	£45,001		[c]	[c]		30	£46,698
OR-4	White	3,130	£38,916	0.0%	1,910	£38,932	-0.3%	1,640	£39,005	1.1%
OR-4	Ethnic Minority	130	£38,906		250	£39,030		30	£38,592
OR-4	Unknown	20	£38,682		[c]	[c]		10	£40,242
OR-3	White	80	£33,655	*	2,660	£33,871	-0.8%	0	£0
OR-3	Ethnic Minority	[c]	[c]		310	£34,149		0	£0
OR-3	Unknown	0	£0		[c]	[c]		0	£0
OR-2	White	4,270	£25,499	0.4%	3,250	£24,560	-4.4%	2,710	£30,124	0.9%
OR-2	Ethnic Minority	200	£25,408		590	£25,641		120	£29,858
OR-2	Unknown	60	£24,594		10	£24,881		10	£29,921
OR-1	White	0	£0		0	£0		750	£21,993	-1.5%
OR-1	Ethnic Minority	0	£0		0	£0		50	£22,316
OR-1	Unknown	0	£0		0	£0		10	£20,748

1. A difference of 3% or more between the average salaries of females/males and ethnic minority/White are deemed material throughout this report. ↩

2. For pay differentials exceeding 5%, action is needed to address the issue and close the differential. ↩

3. Salary rates below NATO rank OF-7 are recommended by the Armed Forces Pay Review Body (AFPRB) and approved by the Prime Minister each year. AFPRB reports are published annually and can be found at http://www.ome.uk.com/AFPRB_Reports.aspx. Salaries for senior military officers (NATO rank OF-7 and above) and Senior Civil Servants are recommended by the Senior Salaries Review Body (SSRB) and approved by the Prime Minister each year. SSRB reports are published annually and can be found at http://www.ome.uk.com/SSRB_Reports.aspx. ↩

4. Equal pay audit step 4: causes of gender pay differences. EHRC (equalityhumanrights.com) ↩