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Home> About us> Governance and transparency> NHF pay data

NHF pay data

We’re voluntarily sharing our gender and ethnicity pay gap data in our efforts to be a fair, inclusive and transparent organisation.

Updated November 2026

Why are we publishing our data?

Under legislation introduced in April 2017, employers in the UK with more than 250 employees are required to publish their gender pay details annually.

Although we employ fewer than 250 staff, we voluntarily analyse and publish our gender pay gap data every year.

There is no legal requirement to publish an ethnicity pay gap report, but we have also chosen to share this data from 2023 onwards.
We strive to be a fair, inclusive, and transparent organisation. We also strive to promote diversity in all its forms and recognise there is more we can do in this area.

The 2017 legislation requires organisations to publish data in key areas, so all organisations are measured in the same way. We have reflected this as much as possible in our analysis.

What is our gender pay gap at the National Housing Federation?

In April 2026, the median gender pay difference at the National Housing Federation was 12.33%. This is a decrease compared with April 2025, when the median gender pay difference was 14%.

As an organisation of just 98 people, small changes can have a big impact on the gender pay gap. You can find more information further down this page about the steps we’re taking to close this gap.

What is the difference between the mean and the median?

The median is the middle number, if all people line up and the mid-point is selected. The mean is the average, if all the data is added together and then divided by the number of people in the dataset.

We’ve decided to lead with our median pay gap figure because this is the most commonly used when talking about the gender pay gap. However, no single metric will capture the full picture of what is happening at an organisation, so it is important to look at both.

Below you can see the NHF’s median and mean gender pay gaps from 2023 onwards. 

2026 2025 2024 2023
Median  12.33% 14% 3.9% 0.9%
Mean 19.4% 16.64% 13.61% 6.9%

What is our ethnicity pay gap at the National Housing Federation?

In April 2026, the median ethnicity pay difference at the National Housing Federation was 15.14%. This is a decrease compared with April 2025, when the median ethnicity pay difference was 20.35%.
The mean ethnicity pay difference was 11.78%, compared with 12% in April 2025.

As an organisation of just 98 people, small changes can have a big impact on the ethnicity pay gap. You can find more information further down this page about the steps we’re taking to close this gap.

There is no national data as there is no legal obligation to publish ethnicity pay gap data.

Below you can see the NHF’s median and mean ethnicity pay gap data from 2023 onwards.

  2026 2025 2024 2023
Median 15.14% 20.35% 20.85% 13%
Mean 11.78% 12% 23.43% 14.1%

What are we planning?

We will continue to publish our pay gap data annually, and we also know that analysing the numbers can only be part of our solution for achieving equality within the organisation.

We also strive to promote diversity in all its forms and recognise there is more we can do in this area.

Our current actovities:

  • Using the Rooney Rule to support a more diverse candidate pool.
  • Ensuring interview panels are as diverse as possible.
  • Providing mandatory unconscious bias training for all employees.
  • Delivering in-house interview training, with a focus on reducing unconscious bias in recruitment.
  • Maternity allowance and support – we are proud to offer a generous occupational maternity pay and shared parental pay scheme.
  • Disability Confident Employer status – the NHF has achieved level 2 of the Disability Confident Employer scheme.
  • Flexible working – we are promoting flexible working and have invested in our systems to make remote working much easier.
  • Housing Diversity Network – the NHF is a member of the Housing Diversity Network.
  • We have an established EDI Champions group – this group is developing solutions to improve diversity and equality at the Federation.

What we will do:

  • Develop a new three-year EDI strategy, setting clear priorities and longer-term actions to support a diverse and inclusive workforce.
  • Regularly review job descriptions and recruitment channels to ensure they appeal to the widest possible range of candidates.
  • Develop a longer-term objective to increase the representation of women and ethnic minority employees in senior and leadership roles.
  • Use employee survey and engagement data to understand whether workplace experiences and outcomes differ by gender or ethnicity.

Who to speak to

Contact our HR team