As of April 2021, the organisation had an ethnicity pay gap of 2%. Unlike with the gender pay gap, there is currently no legislative requirement for organisations to release their ethnicity pay gap. This makes it difficult to understand how the NHF compares to other organisations nationally, but this data will form the basis upon which the NHF will strive to make improvements.
This data is released alongside our annual gender pay gap data which this year is 13%. This is a deterioration from the last time the NHF published its pay gap in 2019, when the organisation had a 0.4% pay gap in favour of women. It is a slightly smaller gap than the projected national gender pay gap, which according to the latest government data is 15.5%.
The NHF is much smaller than the organisations with 250-plus employees that are required to publish their pay data. This means that small changes in personnel can have a major impact on its pay gap. However, it is of course disappointing to see a change in the wrong direction and the NHF will be consciously taking action to close this gap again as swiftly as possible.
The NHF reports also highlights that while 18% of its staff are from Black, Asian and minority ethnic groups - which is a higher proportion than the UK population - it falls below its own target of 30%, which better reflects the diversity of London where the majority of employees are based.
The reports’ release is coinciding with work the NHF is doing on an ‘EDI data tool’, which allows its members to measure Equality, Diversity and Inclusion within their own workforces, and compare them to the populations they operate in.
“As an organisation we’re committed to being transparent about our own progress on equality, diversity and inclusion. Though we’re not legally obliged to publish this data, we’ve chosen to do so because we believe that change is best achieved when we hold ourselves publicly accountable.
“It’s clear we have work to do to better represent the diverse communities our staff live in. And we are also taking the reversal of our gender pay gap seriously, and take action to close the gap as swiftly as possible. It’s only by collecting this data, and analysing where we are as an organisation now, that we can make targeted improvements.
“There’s a real appetite amongst housing associations to do this too, and we've had a really positive reaction to our EDI data tool with a number of our members committing to volunteering their data as part of a national study. I’d encourage all housing associations to do this so we can build a national picture of the diversity of staff in the sector.”