Gender pay data

What is our gender bonus gap?

At the National Housing Federation, the majority of our bonus payments are accounted for by the ‘commercial bonus’ which is paid equally to every individual member of staff. Part time staff, those who joined part way through the year, and those with absences of more than four weeks, receive a pro rata amount.

There has been an increase in the gender bonus gap compared to last year. In 2018 the median bonus gap difference was 0% and the mean 19%. This year we have seen more new female members of staff joining the Federation, who are therefore not eligible for the full commercial bonus until next year, as well as more female staff on parental leave and more female staff working part time. These are the reasons why this year the median gender bonus gap in 11% and the mean 54.2%.

A small number of other bonuses are paid to staff that have demonstrated exceptional performance. This has not had a significant impact on the gender bonus gap.

Proportion of staff who receive a bonus payment:

Proportion of employees in each pay quartile

Part of the reporting process requires organisations to divide employees into four equal quarters. For the National Housing Federation this means there are around 29 staff per quartile.

This is represented in the table below. The gender split is similar to our overall split of male and female colleagues. 67% of our staff are female.

Female employees

Male employees

What time period does this data cover?

All of this analysis is based on a snapshot of staff pay in April 2019.

We have based the bonus calculations on payments made between April 2018 and April 2019.

What are we planning?

We are really pleased that this year we have no gender pay gap. However, we are aware that we are a small organisation and it only takes a relatively small number of changes to affect the results significantly from year to year.

We will continue to publish our gender pay gap data annually, and we also know that analysing the numbers can only be part of our solution for achieving gender 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.
• Flexible working – we are promoting flexible working and have invested in our systems to make remote working much easier.
• Establishment of a diversity and inclusion group – this recently formed 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 recently signed up to this initiative, 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.
• Diversity statement – we reviewed, modernised and updated our diversity statement to clarify our ambitions to create a diverse and inclusive culture and workforce.
• Rooney rule – we are trialling the Rooney rule for 12 months to see if it has a positive impact on the number of people from a BME background working at the Federation.