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Platform Housing publishes gender and ethnicity pay gap report

Companies with 250 employees or more have to report their gender pay gap every year, as outlined by the government.
Platform 18.07.23-37

One of the UK’s largest social landlords has published its annual gender and ethnicity pay gap report.

Platform Housing Group has announced its 2023 findings with highlights including:

  • Females in the Group on average earnt 4.2 per cent more than their male counterparts, an increase of 0.9 per cent on the previous year;
  • The median female earnt 3.2 per cent more than their median male counterpart; this reverses the 2.6 per cent gap from 2022.

Although unlike the gender pay gap there is no current legal requirement to monitor or disclose data on ethnicity pay gaps, Platform Housing Group actively monitors this alongside its gender pay gap.  The findings included:

  • The median BME employee earnt 0.5 per cent more than his or her white employee counterpart; this reverses the 4.4 per cent gap from 2022.

Chris Phillips, HR Director at Platform Housing Group said: “We are pleased to share that Platform Housing Group’s gender pay gap continues to compare favourably with the whole UK economy and the housing sector.  Not only do we have no pay gap to report, our figures show that we are actually paying our female colleagues more.  We remain committed to provide an inclusive environment that supports people to work and develop successfully.”

The Group delivers a programme of long term initiatives that promote and embed equality, diversity and inclusion into the way it leads and works.  These include:

  • A standard pay structure and job evaluation methodology to ensure equal and consistent pay:
  • The implementation of a robust Diversity and Inclusion Strategy;
  • An approach to resourcing and recruitment which includes undertaking regular reviews of recruitment practices and internal promotions to ensure the Group is not indirectly attracting specific genders for certain roles as well as encouraging under-represented groups to apply for roles;
  • A learning and development ethos that is committed to making sure that colleagues have an equal and fair chance of progression.

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