The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 came into effect on 31 March 2017, which requires public sector authorities with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. Lincolnshire Police employ around 1,600 people, and therefore the results of our calculations can be found below.
What is gender pay reporting?
It is important to understand that pay for both police officers and staff is determined nationally and to recognise that gender pay reporting is not the same as equal pay. Equal pay is ensuring equal pay for equal work; however gender pay reporting compares hourly rates of pay and any bonuses staff may receive by gender, seeking to expose any imbalance.
Based on the results, steps will be taken, where possible, to minimise or readdress any identified inequities going forward.
Our pay gap information
These figures are calculated using the standard methodologies laid out in legislation.
Published mean and median information (2021)
Mean hourly rate
Median hourly rate
Total employees - salary quartile bands (2021)
Published bonus information (2021)
Proportion receiving a bonus
Lincolnshire Police remain committed to ensuring fairness, inclusivity and the equal treatment of all employees regardless of protected characteristics, and therefore we are pleased to have a gender pay gap which is 0.22% lower than the national average of 15.4% (Office of National Statistics).
The Chief Officer team remain determined to tackle the under-representation of women through all grades and ranks and provide every opportunity for women to progress.
Throughout this period the organisation has employed 108 females, 43 of those as new constables, and promoted 15 through the ranks. This has resulted in a slight increase in the percentage of our female workforce. The Force remains committed to ensuring fairness and inclusivity within Lincolnshire Police, and acknowledge the many benefits this brings to our organisation.
 Bonuses are usually paid for ‘unpleasant tasks’, long service awards or for additional work or responsibilities. Chief Officers do not receive bonuses.