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 our values of equality of opportunity, integrity, self-responsibility, and excellence and are united in promoting equity, diversity, and inclusion.

To support our approach, our equity, diversity and inclusion commitment is ambitious and inclusive to enable, enhance and continuously improve our current position. It is aligned to the public sector equality duty (Equality Act 2010) which requires the council to demonstrate, in relation to the nine protected characteristics, how we are:

  1. Eliminating unlawful discrimination and harassment
  2. Advancing equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it.
  3. Fostering good relations between different groups

Equality Objectives

The council has equality objectives to help drive equality and inclusion across all areas of the council’s work, as well as demonstrate compliance with the Public Sector Equality Duty under the Equality Act 2010.

  1. Enabling the council to meet its priorities and achieve outcomes in an equitable and inclusive way.
  2. All employees feel safe and are enabled to Be Yourself at Work.
  3. Our workforce better reflects the diversity of North Lincolnshire’s residents.

Our priority areas to achieve this are:

  • Self-assessment against LGA Equality Framework.
  • Review data collection and analysis.
  • Revisit our approach to equality analysis.
  • Review public engagement framework.
  • Promote zero tolerance on bullying and harassment.
  • Keep employees safe from disrespect and all kinds of discrimination/hate incidents.
  • Support and develop the Be Yourself at Work engagement model.
  • Roll out of Ally to All programme.
  • Enable a more representatively diverse organisation.

The council’s Equity, Diversity and Inclusion Strategic Framework [PDF, 311Kb] sets out how we will work towards our equality objectives.

Equality, Diversity and Inclusion Strategy

We continue to be ambitious for the people and place of North Lincolnshire- our published values support equality of opportunity, self responsibility, integrity and excellence. Our Equality, Diversity and Inclusion Strategy supports us to deliver on our values and the Council priorities whilst furthering our ambition for a fairer society and stronger economy.

The annual Employment Monitoring Report 2023-24[PDF, 590Kb] provides a statistical overview of North Lincolnshire Council staff, as required by the specific duties of the Equality Act 2010.

The annual Employment Monitoring Report 2022-23 [PDF, 417Kb] provides a statistical overview of North Lincolnshire Council staff, as required by the specific duties of the Equality Act 2010.


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 2023 [PDF, 211Kb].

Previous Reports