All four health trusts and both police forces covering Greater Lincolnshire show significant gender pay gaps, doubling and even trebling the national average in some instances.
Issues surrounding fairness of pay for women have been widely reported in previous years, particularly in a time when organisations are trying to show inclusivity and equality throughout their workforce.
From 2017, the government introduced a rule that meant employers with a headcount of 250 or more must comply with regulations on gender pay gap reporting and make the data publicly available.
According to the Office For National Statistics, the gender pay gap in the UK for 2021 stands at 7.9% for full time workers, when looking at median gross hourly earnings.
Lincolnshire Police in particular came under criticism on International Women’s Day (Tuesday, March 8) when it lit up its headquarters in the purple colours that highlighted the cause for female recognition.
In this organisation, women's median hourly pay is 15.2% lower than men's. https://t.co/6bmBBzcP3L
A tweet posted to show police HQ illuminated in purple was quoted by an account called Gender Pay Gap Bot, which exposed the force for paying women less than men, despite the showing of solidarity on IWD.
We analysed all four health trusts, both Lincolnshire and Humberside Police forces, as well as the district, borough, city and county councils in Greater Lincolnshire. The results were alarming, with just two district councils having a pay gap higher in the favour of women. This is what was found.
Northern Lincolnshire and Goole Hospitals NHS Trust (NLaG) – 27.6% lower for women
Diana, Princess of Wales Hospital in Grimsby (left), and Scunthorpe General Hospital (right). | Photo: NLaG
The NHS trust covering hospitals in Goole, Grimsby and Scunthorpe recorded the largest gender pay gap of all health trusts in the Greater Lincolnshire region, over three times the national average, in fact.
According to 2020/21 data, NLaG’s median hourly pay is a staggering 27.6% lower for women, which equates to 72p for every £1 that men earn in the trust. The 2021/22 data must be published on the government website by the end of March.
Christine Brereton, director of people at Northern Lincolnshire and Goole NHS Foundation Trust (NLaG), said: “The mean hourly pay rate within the gender pay gap has decreased in the 2021 figure that will be published later this month. There is a large number of roles across the NHS and we have male and females at different stages on the pay scales, this in part contributes to the gender pay gap and mean hourly rate.
“We are committed to reducing the pay gap further and will consider ways in which we can address this as part of overall Equality and Diversity plans to look at how we can improve this.
“We are seeking to embrace the priority within the NHS People Plan to offer greater flexibility in the way we employ people, thereby addressing one of the barriers which may prevent the progression of female staff.”
United Lincolnshire Hospitals NHS Trust (ULHT) – 14.6% lower for women
Boston Pilgrim Hospital and Lincoln County Hospital.
ULHT runs Lincoln County Hospital, Pilgrim Hospital in Boston, Grantham and District Hospital, as well as County Hospital Louth, and was found to have a gender pay gap of 14.6%.
This means that for every £1 that men earn while working at the trust, women will earn 85p. ULHT says that broader national discussions are needed across the NHS board to address this pay gap.
Deputy chief executive of United Lincolnshire Hospitals NHS Trust, Dr Karen Dunderdale, said: “In line with other NHS organisations nationally, ULHT employs significantly more women than men, with women representing approximately 80% of our workforce. We recognise that within the NHS structure, women are more likely to be in lower paid roles and are more likely to work part time.
“In our most recent gender pay gap report from March 2021, we reported a female median hourly rate which is 14.58% lower when compared with male employees. This represents a 2.17% reduction from 2020 and the trust is committed to continuing this progress to address gender inequality.
“Locally, through the Lincolnshire Talent Academy, we are working with young people at the earliest opportunity to address and remove stereotypes which might exist in relation to NHS careers. Within the trust, a broader talent management strategy, encouraging the progression of under-represented groups and offering greater flexibility in contracts, is also contributing positively to addressing the gender pay gap.
“We also continue to work closely with our established and successful women’s network, of which I am very proud to be executive sponsor, to seek further support and encourage their ideas.
“Representatives from ULHT also participate in broader national discussions, influencing the development of wider NHS working practices which can also impact this important issue.”
Lincolnshire Community Health Services NHS Trust (LCHS) – 16.4% lower for women
Johnson Community Hospital, Spalding. | Photo: LCHS
Lincolnshire’s primary community healthcare provider also recorded a large pay gap relating to gender, despite the fact that the CEO and deputy chief executive are both female.
LCHS has a median hourly pay that is 16.4% lower for women, working out at 84p per £1 for male earnings, and the trust says a recent recruitment drive may well have caused this gap.
Ceri Lennon, director of people and innovation at Lincolnshire Community Health Services NHS Trust (LCHS), said: “LCHS is committed to narrowing gender pay gap and we are an equal opportunities employer. We have a female CEO and deputy CEO. Within the higher pay bands (such as 8a and 8c) we have more females than males and on average females are paid more in these roles.
“Our reported gender pay gap has slightly widened since the last year and there are several reasons for this. Our organisation was hosting a senior male staff member who was on secondment to another NHS trust.
“We have also recruited more GPs and other medics for our urgent treatment centres, many of whom are male. LCHS is also hosting several senior roles working for the wider Lincolnshire NHS system and these feature some males.
“We continue our work in line with our people strategy and the people plan by providing and promoting flexible working opportunities to help people juggle home/work life balance and childcare responsibilities. We also continue to review recruitment and promotion practices to ensure that they remain robust and fair to all.”
Lincolnshire Partnership NHS Trust (LPFT) – 19.1% lower for women
Carholme Court on the Lincoln St George’s Hospital site. | Photo: LPFT
LPFT provides care, treatment and specialist services for some 755,000 people across Lincolnshire and the East Midlands, forming as a result of a merge of health and social care services formerly provided by Lincolnshire Healthcare NHS Trust and Lincolnshire County Council.
Employing around 2,700 members of staff, LPFT’s gender pay gap has seen a median hourly pay rate that is 19.1% higher for men than for women. The trust says that this is a result of men holding more senior positions in the organisation.
Jane Marshall, director of strategy, people and partnerships at Lincolnshire Partnership NHS Trust (LPFT), comments: “LPFT prides itself on having an inclusive and diverse workforce attracting the best talent from across the country.
“The issue of a gender pay gap is one which is seen across the UK, and it comes down to men holding more of the senior positions than women.
“In our trust, our board of directors receives a full report each year on the gender pay gap and that report shows that there is a difference between hourly pay rates for men and women.
“We recognise this is an issue, so that’s why we’re doing all we can to boost inclusion and equality. In fact, at LPFT, our CEO and 50% of our board are female – and we are looking at ways to increase our representation of women at senior level.
“Our women’s and allies staff network are working on the gender pay gap report and action plans with sponsorship from our board. We’re proud to support things like the International Women’s Day #breakthebias campaign to start a conversation around inclusion, and no matter what gender or how you identify, we will encourage you to upskill, develop and keep progressing.”
Lincolnshire Police – 15.2% lower for women
Lincolnshire Police HQ. | Photo: Steve Smailes
The aforementioned Lincolnshire Police has already had its gender pay gap exposed on social media, and it works out at being an earning of 85p for women for every £1 earned by men.
A senior officer for the force told The Lincolnite they are actively seeking to provide opportunities for female members of staff, including coaching and mentoring for development within the force.
Detective Chief Superintendent Andrew Cox said: “We are committed to equality, to supporting and recognising the incredible work undertaken by women each and every day within Lincolnshire Police.
“We want to give every female member of staff the best opportunity to develop their careers without any restriction in whatever way they wish to do so. To achieve this, one example includes established available enhanced coaching and mentoring opportunities for female officers and staff, seeking lateral development or promotion.”
Humberside Police – 14.4% lower for women
Clough Road police station in Hull. | Photo: Humberside Police
As for the Humberside force, which covers North and North East Lincolnshire, their figures were slightly better than in Lincolnshire, but only by less than 1%.
A median hourly pay gap of 14.4% in 2020/21 highlights an issue, but in actual fact, Humberside Police say their figures are among the best for all forces in the country.
A spokesperson for Humberside Police said: “Since the previous figures were released in 2018/2019, the pay gap closed by an encouraging 8.1%, but we know there is still work to do in this area.
“While we were ranked eighth highest out of 43 police forces in England and Wales, we have been working hard to make Humberside Police a more equal and representative place for all.”
Greater Lincolnshire Councils
Lincolnshire County Council offices in Lincoln. | Photo: Daniel Jaines
At council level, the figures are much more balanced, and even in some cases sway towards women having a greater average pay than men.
This is the case at both East and West Lindsey District Councils, where the gender pay gap is 10.6% and 16.1% higher respectively in the favour of women.
On the other end of the spectrum is Boston Borough Council, reporting a 7% gap that relates to 93p earnings for women for every £1 that men earn.
North and South Kesteven District Council, along with North Lincolnshire Council, have equal median hourly pay for men and women, though North Lincolnshire and North Kesteven’s reports are from 2020/21.
Lincolnshire County Council’s pay gap stands at 3.3% lower for women, while City of Lincoln Council’s is 1.5% lower and North East Lincolnshire Council’s is 2% higher for female employees.
The only of the district councils that was not required to provide the data is South Holland District Council, due to having a headcount below 250.
A West Lindsey District Council spokesperson said: “We are always looking for ways that we as an organisation can make ourselves more inclusive. Our flexible work structures try to offer our staff greater work-balance, allowing our 279 staff members the flexibility to make their careers work for them.
“Though the statistics mentioned capture a specific snapshot in time, we continue to monitor and look for ways to improve to be the fairest, most diverse organisation that we can be.”
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Everest Xpress has been tantalising taste buds in Lincoln for over a decade with its Nepalese cuisine and the business recently added a restaurant to its successful (relocated) takeaway.
The family-owned business now operates from the unit formerly occupied by The Bombay Restaurant on The Strait in Lincoln. It is run by Kamal Basyal, Suresh Bashyal, Saraswati Dahal, and Kamal Bandari.
The takeaway had previously been located on Lincoln High Street for 10 years from June 2012 and built up a regular loyal customer base.
The Everest Xpress team: Back row – chef team Anna Pompova, Prem Kharel and Rahul Anasi; front row – chef Suresh Bashyal and food quality control manager Sharad Dahal. | Photo: Steve Smailes for The Lincolnite
Chicken Nepal curry. | Photo: Steve Smailes for The Lincolnite
Everest Xpress new restaurant and takeaway is located on The Strait in Lincoln. | Photo: Steve Smailes for The Lincolnite
After that premises was taken over by Taco Bell, the family bought the unit on The Strait in February 2021 and renovated it, which created four new jobs to add to the existing staff team. The takeaway side of the business opened at the new premies in March 2021 before the restaurant welcomed its first customers on April 14 this year.
The Lincolnite were invited for food tasting at the new restaurant and it certainly exceeded expectation with an array of delicious flavours. Nepalese curry is less oily and Everest Xpress also uses a range of Nepalese herbs and spices, including one called Timur (Sichuan in English).
Take a look inside. | Photo: Steve Smailes for The Lincolnite
The top floor of the restaurant. | Photo: Steve Smailes for The Lincolnite
Hariyali Lamb. | Photo: Steve Smailes for The Lincolnite
The same favourites are on the menu, as well as some newer additions including Katmandu Chicken Masala, Honey Chilli Chicken, and Vegetable Malabar.
Sharad Dahal, food quality control manager, told The Lincolnite: “We are getting more passing customers, including from outside of Lincoln, and their feedback is really good and the restaurant is going well. Our regular customers are also returning and we appreciate their support.
“Thank you to the customers for their support for 10 years on the High Street and we are excited to welcome them, and new customers, to the restaurant.”
Boneless chicken tikka pieces from the grill. | Photo: Steve Smailes for The Lincolnite
Sikh kebab with mint sauce. | Photo: Steve Smailes for The Lincolnite
Saag aloo. | Photo: Steve Smailes for The Lincolnite
Inside the restaurant. | Photo: Steve Smailes for The Lincolnite
Owner Kamal Basyal said: “We are now open as a fully licensed restaurant and have been receiving very good feedback from our existing, as well as new, customers.”
Everest Xpress is open Tuesday to Thursday (5pm-10pm), Friday and Saturday (5pm-11pm), and Sunday (5pm-10pm).
A bid to get Lincolnshire County Council leaders to support a Windfall tax on oil and energy companies to tackle the cost of living crisis failed on Friday.
A motion put forward by Labour Group leader Rob Parker was supported across the Lib Dems and Independents.
However, Conservative members felt the government should be left to make its own decisions around how it helps residents. One councillor even said no-one had complained to him about problems.
Councillor Parker told members the measure – a one-off tax imposed by a government a on an unexpectedly large profit – was “essential to making sure that people who are currently finding it difficult, don’t find it even harder to make ends meet”.
“It is right and proper that what one might call obscene levels of profit should be used for public good,” he said.
Following discussion he said: “People in Lincolnshire have no idea what the conservative county council is going to do… the best we’ve got out of this is ‘let’s leave it to the government because we can trust them’.”
He added that it “tells a story” that only three Conservatives spoke against the motion as opposed to the seven who spoke for it.
Independent Councillor Phil Dilks said: “Many are already working all hours and they’re struggling to put food on the table.
“Now slapped with energy bills, many of them doubled, they certainly can’t pay… the chancellor tells us, it’s going to get even worse.”
“As food banks wonder if they’ll be able to operate next week, North Sea oil and gas are raking in billions.
“BP is making more money than they know what to do with… the windfall tax is surely the fairest way restoring the balance.”
Another supporter was Liberal Democrat Stephen Bunney who said: “The cost of living crisis is not going to disappear, in the near future it’s likely to get worse as the international situation continues to be far from stable.”
“The measures so far announced by the Chancellor are to be welcomed do not go far enough to tackle fuel poverty,” he added.
“This will give … breathing space to work on the monetary and fiscal policies that are required.”
Conservative council leader Martin Hill acknowledged the perfect storm of the pandemic and the war in Ukraine, and accepted there was a cost of living crisis.
However, he said there had already been “a massive amount of money given to tax payers” including £22bn for tax rebates or energy bill discounts, the rise in the NI payment threshold, universal credits, national living wage rises and child welfare spending.
“We need to remind ourselves that the government is not saying it’s going to do nothing.
“The Chancellor of the Exchequer and the Prime Minister have been very clear that in addition to the massive support which is currently being given out, they will give further support in terms of what needs to happen in the future,” he said.
“We should accept the government is going to do what it has to do. Which is why I will not be supporting this motion,” he added.
Councillor Anton Dani appeared to doubt there was even a problem.
“In Boston, when I go to surgeries or any charities, I haven’t met yet somebody who will complain to me as a councillor or as a representative of a council that’s a deprived place… I haven’t met anyone who complained to me that they have problems and struggling,” he said.
He said the Government had “done a great job” over the past two years and that “if you look at the economy” there were still cars being sold and that the prices were still up.
“My fellow councillors have a good cause to talk about it, but let’s not exaggerate and make it a drama,” he said.
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