NHF pay data

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

In April 2025, the median ethnicity pay difference at the National Housing Federation was 20.35%. This is a small decrease compared to April 2024 when the median ethnicity pay difference was 20.85%.

The mean ethnicity pay difference was 12% which is a significant decrease compared to the April 2024 figure of 23.43%. 

As an organisation of just 93 people, small changes 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 not 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.

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.

We have a number of ongoing initiatives, including:

• 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. 
• Establishment of a diversity and inclusion group – this group is developing solutions to improve diversity and equality at the Federation.
• Employee forum – responding to feedback that not all staff felt they had the opportunity to engage with the organisation in the way that Union members did, we established an employee forum, known as the Great Workplace Group.
• Employers Initiative on Domestic Abuse – we are part of a network of 200 employers who aim to raise the profile of domestic abuse and take action to prevent abuse and support staff. Since committing to the initiative, we have written and introduced a new policy, ‘domestic abuse – support for staff’, to help create a culture where staff feel able to disclose abuse in the knowledge that we will respond sympathetically and effectively.
• Rooney rule – we use the Rooney rule at the NHF. This means that at least one candidate from an ethnic minority background who meets the essential criteria will be shortlisted for interview for every job.

We are also working on:

• A new EDI strategy, in collaboration with our EDI and Wellbeing Champions, to help the NHF continue to create a diverse and inclusive workforce and environment.
• Introducing interview training to all employees involved in recruitment focusing on minimising unconscious bias.
• Exploring different targeted recruitment strategies, focused on recruiting more women and ethnic minorities, through partnerships with organisations that support diversity and inclusion.
• Improving our anonymous recruitment practices by asking candidates to submit an application form instead of a CV and covering letter, which will further minimise the potential for any bias or discrimination.