Gender
At Beyond Housing:
- 54.9% colleagues were male (439)
- 45.1% colleagues were female (361)
- 0% of colleagues identified as being gender diverse, which is why the rest of this report talks in binary terms about male and female.
There is only a very minor increase in the employment of males since the previous year.
Mean and median gender pay gap
- Our mean gender pay gap was 0.7
- The UK mean gender pay gap in 2025 was estimated to be 13.4¹.
This means that on average, male colleagues in Beyond Housing were paid 0.7% more than female colleagues. This is a change from our positive mean gender pay gap from 2024 which was -0.9%, but it still remains significantly lower than the estimate for colleagues in the whole of the UK.
- Our median gender pay gap was 4.1
- The UK median pay gap in 2022 was estimated to be 13.1 (slowly reducing)².
This means that the average male colleague in Beyond Housing was paid 4.1% more than the average female colleague. This is a reduction on our median pay gap of 2024 which was 6.4% and it remains significantly lower than the estimate for employees in the whole of the UK.
A median female colleague at Beyond Housing in April 2025 was a newly appointed Housing Administration Co-ordinator, or Holistic Support or Employability Advisor (at the bottom of their pay band but with future incremental progression within a pay band), a median male colleague was a Joiner on a fixed pay point but in receipt of a tool allowance and multiskilling allowance.
Bonuses
Mean and median gender bonus gap
- Our mean bonus pay gap was 5.8
- Our median bonus pay gap was 0.0.
This means the mean average bonus payment was 5.8% higher for male colleagues than for female colleagues. In real terms this was a difference of £8.30. This is a reduction on the previous year’s bonus pay gap which was 26.8%.
We have 2 bonus schemes in place:
- Long service award scheme – which recognises service every five years with a payment of £10 for each year of service. 55 male colleagues and 59 female colleagues received this bonus
- Colleague referral scheme – for roles where we have traditionally had some challenges with recruitment. Colleagues who refer someone to our vacancies are eligible to receive a bonus of £100 when the person starts work, and a further £200 when they have successfully complete their six months introductory period. An equal amount of male and female colleagues were paid this bonus. This scheme was discontinued in January 2026 following review of our level of recruitment difficulty.
Proportion of men and women receiving bonuses
- The proportion of male colleagues receiving any bonus was 19%
- The proportion of female colleagues receiving any bonus was 14%.
Last year 17% male and 17% female colleagues received a bonus.
Pay quartiles
| Men | Women | |
| Lower % | 39% (+) | 61% (-) |
| Lower middle % | 65% (+) | 35% (-) |
| Upper middle % | 57% (-) | 43% (+) |
| Upper % | 58% (+) | 42% (-) |
Commentary on gender pay gap
We are confident that our gender pay gap did not stem from paying men and women differently for the same or equivalent work. Rather, our gender pay gap was the result of the roles in which men and women choose to work in, and the salaries that these roles attract.
Over 50% of our male colleagues work in trade roles and can increase their pay with tool allowances, joining out-of-hours rotas or by multiskilling³. Just three of our female colleagues work in these occupations.
We are making attempts to change this but it will take time to take effect and as we encourage women into trade occupations through our apprenticeship scheme, this may initially have a negative effect on our gender pay gap – our lowest paid colleagues are our young apprentices in their first year. We currently employ two female trade apprentices (out of 39 apprentices overall).
1 The estimated mean gender pay gap for employees in the UK (Office for National Statistics (ONS) Annual Survey of Hours and Earnings (AHSE) published 23 October 2025).
2 The estimated median gender pay gap for employees in the UK (Office for National Statistics (ONS) Annual Survey of Hours and Earnings (AHSE) published 23 October 2025).
³ This data excludes charge hands, team leaders and operations managers, who are not entitled to these additional payments.
