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 a Disability Confident Employer.

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.


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, 228Kb].