We've announced continued progress on gender, ethnicity and disability pay gaps

We have published our 2025 Gender, Ethnicity and Disability Pay Gap Report, highlighting continued progress in creating a fair and inclusive workplace.  

The report shows our mean gender pay gap is now – 0.77 per cent, meaning women on average earn slightly more than men across the organisation.  The median gender pay gap also remains in favour of women at – 1.69 per cent.  

The figures continue to compare favourably against national averages and reflect our ongoing focus on equality, diversity and inclusion across all areas of the business.  

Kate Hunter, our Director of People and Culture said: “We’re pleased to see our gender pay gap continue to compare positively against national averages but we recognise that creating a truly inclusive workplace requires continuous focus and action.  

“Pay gap reporting is an important part of helping us understand where progress is being made and where further work is needed.  We remain committed to creating an environment where everyone has equal opportunity to succeed and progress.”  

Although not currently a legal requirement, we continue to voluntarily report on ethnicity and disability pay gaps as part of our wider commitment to transparency and inclusion.  

The 2025 report shows:  

• A mean ethnicity pay gap of 3.85 per cent, with BME colleagues earning slightly less on average than white colleagues; 
• A median ethnicity pay gap of – 3.52 per cent, meaning the median BME colleague earns more than the median white colleague; 
• A mean disability pay gap of 6.23 per cent; 
• And a media disability pay gap of 1.79 per cent.  

The findings will continue to inform our long term equality, diversity and inclusion strategy, including targeted work around recruitment, progression, accessibility and colleague support.  

Initiatives highlighted within the report include:  

• A business wide Diversity Champion Programme; 
• Inclusive recruitment and progression practices; 
• Flexible and agile working arrangements; 
• Leadership development opportunities; 
• Enhanced wellbeing support; 
• And we recently achieving Disability Confident Leader status.  

Kate added: “Creating an inclusive culture is about much more than statistics.  It’s about ensuring colleagues feel valued, supported and able to thrive throughout their careers.  

“We know there is always more to do and we remain committed to learning, improving and embedding inclusion into everything we do as an organisation.”  

We own and manage more than 50,000 homes across the Midlands and employ colleagues across a wide range of customer service, housing, care, development and property maintenance roles.  

The full report is available on our website.   

Photo caption : Platform's 2025 Gender, Ethnicity and Disability Pay Gap Report highlights its recent achievement of Disability Confident Leader status.