Contents

• Foreword
• Gender identity
• How the Gender Pay Gap is worked out
• Our gender pay gap as at 31 March 2024
• Our declaration
• What are we doing about the gap
• How the Ethnicity Pay Gap is worked out
• Our ethnicity pay gap as at 31 March 2024
• Pay quartiles
• Our ethnicity pay gap journey
• What are we doing about the gap?

Foreword

This report reflects our gender and ethnicity pay gap data as of March 2024, which we annually report in arrears.

We continue to strive for an inclusive, welcoming, and fair environment for all members of our team. These plans encompass various aspects of our operations, from recruitment and promotions to training and mentorship, all aimed at eliminating barriers and promoting equal opportunities. The ultimate goal is to ensure that every member of our organisation is provided with a fair and equal path to success to support the regulator in driving change in the social housing sector to deliver more and better social housing.

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Gender Identity

In accordance with the current requirements for reporting on the gender pay gap, our approach involves categorising gender into male and female within our data classification.

It is important to note that we define gender in accordance with the classifications provided by His Majesty’s Revenue and Customs (HMRC), which categorise individuals as male or female, in our data.

In the context of this report, we have employed the terms ‘gender,’ ‘male,’ and ‘female,’ understanding that they typically relate to biological sex. However, it’s important to acknowledge that for some individuals, these terms may not fully encapsulate their gender identity.

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How the Gender Pay Gap is worked out

In 2017, the government introduced a statutory requirement for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the

https://www.legislation.gov.uk/uksi/2017/353/contents/made" class="govuk-link">Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require the relevant organisations to annually publish their gender pay gap data on:

• Mean and median gender pay gap in hourly pay,

• Mean and median bonus gender pay gap,

• Proportion of men and women receiving a bonus payment; and

• Proportion of men and women in each pay quartile.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. Mean and median gender pay gap figures are based on a comparison of men and women’s hourly pay across the organisation irrespective of grade, which means that the gap shows the difference in the average pay between all men and women in the organisation’s workforce.

• The mean figure is the percentage difference between the mean average hourly rates of men and women’s pay.

• The median figure is the percentage difference between the midpoints in the ranges of men and women’s pay.

• The bonus gap refers to bonus payments paid to men and women employees during the 12 months period prior to the snapshot date.

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Our gender pay gap at 31 March 2024

Our figures at 31 March 2024,

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Contents

• Foreword

Gender pay gap

• Gender identity
• How the Gender Pay Gap is worked out
• Our gender pay gap at 31 March 2023
• Pay quartiles
• Our declaration
• What are we doing about the gap?

Ethnicity pay gap

• What do we mean by ethnicity?
• How the Ethnicity Pay Gap is worked out
• Our ethnicity pay gap at 31 March 2023
• Pay quartiles
• Our ethnicity pay gap journey
• What are we doing about the gap?

Foreword

This report reflects our gender and ethnicity pay gap data as of March 2023, which we annually report in arrears.

Although our staff count falls below the 250-employee threshold for mandatory gender pay gap reporting, we have voluntarily chosen to publish our findings for the fifth year, believing it aligns with best practices and promotes transparency in pay across the public sector.

We continue to strive for an inclusive, welcoming, and fair environment for all members of our team. These plans encompass various aspects of our operations, from recruitment and promotions to training and mentorship, all aimed at eliminating barriers and promoting equal opportunities. The ultimate goal is to ensure that every member of our organisation is provided with a fair and equal path to success to support the regulator in driving change in the social housing sector to deliver more and better social housing.

Gender Identity

In accordance with the current requirements for reporting on the gender pay gap, our approach involves categorising gender into male and female within our data classification.

It is important to note that we define gender in accordance with the classifications provided by His Majesty’s Revenue and Customs (HMRC), which categorise individuals as male or female, in our data.

In the context of this report, we have employed the terms ‘gender,’ ‘male,’ and ‘female,’ understanding that they typically relate to biological sex. However, it’s important to acknowledge that for some individuals, these terms may not fully encapsulate their gender identity.

How the Gender Pay Gap is worked out

In 2017, the government introduced a statutory requirement for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the https://www.legislation.gov.uk/uksi/2017/353/contents/made" class="govuk-link">Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require the relevant organisations to annually publish their gender pay gap data on:

• Mean and median gender pay gap in hourly pay,
• Mean and median bonus gender pay gap,
• Proportion of men and women receiving a bonus payment; and
• Proportion of men and women in each pay quartile.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. Mean and median gender pay gap figures are based on a comparison of men and women’s hourly pay across the organisation irrespective of grade, which means that the gap shows the difference in the average pay between all men and women in the organisation’s workforce.

• The mean figure is the percentage difference between the mean average hourly rates of men and women’s pay.

• The median figure is the percentage difference between the midpoints in the ranges of men and women’s pay.

• The bonus gap refers to bonus payments paid to men and women employees during the 12 months period prior to the snapshot date.

Our gender pay gap at 31 March 2023

Our figures at 31 March 2023

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Data table

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