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Equality, diversity and inclusion

How we are advancing equality of opportunity and promoting diversity and inclusion. This page includes our Gender Pay Gap Report.

Equality of opportunity and promoting diversity and inclusion

North Lincolnshire Council is committed to advancing equality of opportunity and promoting diversity and inclusion. We will ensure diverse needs are reasonably met and people are treated fairly with dignity and respect.

Our work on equality, diversity and inclusion is aligned with the North Lincolnshire Equality Pledge developed to:

  • celebrate North Lincolnshire’s diverse community, striving to ensure that we promote equality, inclusion and acceptance of everyone regardless of individual circumstances.
  • recognise prejudice, bias and discrimination and seek to gain understanding of those who we perceive as being different from ourselves – employees feel safe valued and supported.
  • speak out on all forms of discrimination reaching out to support those who are a target of discrimination in any form.

North Lincolnshire Council is:

We are committed to employing and supporting the specific needs of disabled people and people with long terms health conditions. We have earned the Disability Confident Employer status, meaning we have made a number of commitments to disabled people and people with long term health conditions, in relation to:

  • recruitment.
  • employment.
  • training.
  • retention.
  • treatment.

We guarantee an interview to disabled people who want one if they meet the essential requirements of the job.

We make reasonable adjustments for disabled people both during the recruitment process and in the job itself.

Our reasonable adjustments guidance and toolkits are designed to support employees starting, remaining or returning to work, who are disabled or have acquired long term health conditions, including older employees.

Our reasonable adjustments guidance also makes provision for employees who require reasonable adjustment for reason of menopause. In the majority this will be female applicants and employees, but could also include some trans men or people who identify as being non-binary gender.

We have signed up to be a Stonewall Diversity Champion and we use The Workplace Equality Index, the definitive bench marking tool for employers to measure their progress on lesbian, gay, bi and trans (binary and non-binary gender) LGBT inclusion in the workplace. We take part in this benchmarking because we want to advance equality of opportunity for all. We know that people perform better when they can be themselves.

Participating employers demonstrated their work in 10 areas of employment policy and practice. Staff from across the organisation can also complete an anonymous survey about their experiences of diversity and inclusion at work.

By signing the Time to Change Employer Pledge we are one of more than 900 employers to demonstrate our commitment to change how we think and act about mental health in the workplace and make sure that employees who are facing these problems feel supported.

Employers with 250 or more employees are required to publish statutory gender pay gap information on an annual basis. The gender pay gap is a measure of any disparity in pay between the average earnings of male and females.

We are required to publish:

  • average gender pay gap figures (mean and median).
  • the proportion of men and women in each quartile of the pay structure.
  • the gender pay gaps for any bonuses paid out during the year.

You can download and read our Gender Pay Gap Report [PDF, 128Kb].