We’ve maintained a below‑zero gender pay gap for 2025, with the latest figures showing women continue to thrive across our organisation.
That means there’s no difference in the average hourly pay of women and men across our organisation. In fact, with strong female representation in senior roles, women’s average pay is slightly higher than men’s.
Only a very small number of organisations globally have achieved and sustained a below‑zero gender pay gap. Since first reaching this position in 2023, we’ve continued to maintain it - something that takes ongoing commitment, challenge and action. We’re proud of the progress we’ve made, and we don’t take it for granted.
As Sarah Hutchinson, our Director of People and Culture, says: “Our gender pay gap data shows our ongoing commitment to building a genuinely inclusive workplace.
"One where everyone has the same opportunity to thrive and succeed. It’s something we can all be proud of, whether you’re leading in a senior role or breaking the mould in areas like construction, property maintenance, finance or tech. Together, we’re challenging expectations and shaping a more inclusive future at Yorkshire Housing.”
Our commitment goes beyond pay
Equal pay is essential but building an inclusive organisation takes more than numbers on a page.
- Support flexible working so colleagues can balance careers and caring responsibilities
- Strengthen our policies to make sure everyone feels safe and respected
- Improve progression pathways into management, specialist and senior leadership roles
- Encourage more women into traditionally male-dominated areas like construction, property maintenance, finance and tech
- Support colleague networks that create space to connect, challenge and lead change
We want everyone at Yorkshire Housing to feel they can thrive here, whoever they are and whatever role they do.
Looking at our ethnicity pay gap
We voluntarily publish our ethnicity pay gap because transparency matters. Our 2025 data shows that our ethnicity pay gap has increased compared to last year. It also shows that colleagues from ethnically diverse backgrounds are underrepresented in higher-paid roles and that’s not where we want to be.
Publishing this data is about being open about where we need to do better. The gap highlights the importance of progression, particularly into management, specialist and senior leadership roles.
We’re focusing on:
- Developing and supporting ethnically diverse talent
- Strengthening recruitment and promotion practices
- Listening to colleague networks and lived experience
- Making sure our leadership better reflects the communities we serve
Munir Majid, is our Diversity and Inclusion Lead, and said: “Being transparent about our data is about more than reporting. It’s about being honest with ourselves about where we’re making progress and holding a mirror up to where we need to do more.
"While our ethnicity pay gap isn’t where we want it to be, talking openly about it helps us focus our efforts where they matter most, particularly around colleague development and progression into management, specialist and senior leadership roles.”
So, what’s next?
We’ll keep building on the progress we’ve made, keep being honest about where we fall short and keep working with colleagues, customers and partners to create a Yorkshire Housing that’s inclusive, fair and representative of the communities we serve.
You can read our full Gender and Ethnicity Pay Gap Report below.