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We’ve published our ethnicity pay gap for the first time as we continue to make progress towards becoming a truly inclusive employer. 

Our annual Gender and Ethnicity Pay Report has shown that we have maintained a positive mean gender pay gap of 1.62%. We have also cut our median gender pay gap, with both males and females receiving the same hourly rate, from 0.94% to 0%. 

Organisations with over 250 employees have been required by law to report their gender pay gap since 2017, however there is currently no requirement to report ethnicity pay gap. 

Around 19% of businesses across the UK reported their ethnicity pay gap in 2021 and only half of those that did went on to publish figures, analysis by Business in the Community (BITC) shows. 

This years report shows a median ethnicity pay gap of 0% and a mean ethnicity pay gap of 3.9%. The mean pay gap is calculated by adding all employees’ rates of pay together and dividing that number by the total number of employees, while the median pay gap is measured by finding the midpoint in all employees’ hourly pay. The median is the most representative measure as it stops a small amount of very high or low salaries skewing the results. 

Nina Evison, Director of People and Culture at Yorkshire Housing said: 

“Yorkshire Housing are committed to building a fair, inclusive workplace. Gender and ethnicity pay gaps are an important measure to check how we are doing. 

“In the five years we have been publishing our gender pay gap we’ve made great progress towards better gender balance in the organisation with female colleagues making up 46% of our workforce and 58% of our Leadership Team. This year, for the first time, we’re also reporting our ethnicity pay gap. We’re sharing this data to set a benchmark against which we can hold ourselves to account and track our progress towards being a truly inclusive employer. We have already seen the positive difference diversity has brought to our Board membership, where 20% of Board Members are ethnically diverse and 60% are women. 

“We don’t pay people differently based on their ethnicity or gender. The pay gaps exist because different groups are represented unequally. From a gender perspective, we’ve made big strides forward. On ethnicity, we need to do more to attract and develop ethnically diverse leaders, and we’re jointly working with our peers across the Yorkshire and Humber region to find new ways to address this.  

“Fixing this lack of representation matters to us. It’s simply the right thing to do. We know that a workplace that more accurately reflects the communities we are here to serve is better for our people and our customers. 

“We’re really focused on improving our diversity and becoming a truly inclusive employer. We want to keep breaking down barriers to anyone having the career they choose, regardless of gender or any other characteristic. We’re making sure that everyone understands their role in this through our training and awareness programmes and by working with experts such as the Housing Diversity Network and Inclusive Employers.

You can read the full report here.

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