Ethnicity
We ask all our new starters to declare their ethnicity when they apply for a role with us. Completion of the monitoring form is voluntary and we offer the option of ‘prefer not to say’ for those who do complete the form. The number of colleagues who have not declared their ethnicity or who prefer not to say reduced following campaigns in 2023 and 2024 to encourage colleagues to provide the data, however completion of all equalities data was optional within the recruitment system, leading to gaps in our data for new starters. This has now been made mandatory as part of the application process. This data is not shared with recruiting managers. Further campaigns targeting those where we have data gaps will be undertaken in 2025.
| 2024 | 2023 | |||
| Ethnicity | Number | Percentage | Number | Percentage |
| Asian | 0 | 0.0% | 2 | 0.3% |
| Pakistani | 1 | 0.1% | 1 | 0.1% |
| Black Afro Caribbean | 1 | 0.1% | 1 | 0.1% |
| Black other | 1 | 0.1% | 1 | 0.1% |
| Other | 3 | 0.4% | 3 | 0.4% |
| Mixed | 4 | 0.5% | 3 | 0.4% |
| White | 720 | 95.0% | 686 | 95.0% |
| Unknown/prefer not to say | 28 | 3.7% | 25 | 3.5% |
| 758 | 722 | |||
Mean and median ethnicity pay gap
Calculating the pay gap between those who declare themselves to be an ethnic minority vs those who declare themselves to be white or choose not to declare:
- Our mean ethnicity pay gap was 8.5
This means that on average, colleagues in Beyond Housing who declare they are an ethnic minority are paid 8.5% less than other colleagues. This has reduced from the previous year rate of 9.9.
- Our median ethnicity pay gap was 8.3
This means the average colleague who declares they are an ethnic minority are paid 8.3% less than other colleagues. This has reduced from the previous year rate of 12.5.
Pay quartiles
| Ethnic minorities | White/unknown | |
| Lower % | 2% (=) | 98% (=) |
| Lower middle % | 1% (-) | 99% (+) |
| Upper middle % | 1% (=) | 99% (=) |
| Upper % | 2% (+) | 98% (-) |
Commentary on ethnicity pay gap
The proportion of colleagues who have declared their ethnicity as a minority group has increased in the upper quartile but decreased in the lower middle quartile. However, this data covers just 10 colleagues so tends vary with any movement of individuals. Distribution across the quartiles remains fairly even at 1-2% of each quartile.
