Introduction | Becoming truly customer-driven | Our social impact | Safe, energy-efficient homes | The right homes | Financial sustainability | Value for money | Our people

We want to have engaged and committed staff, who feel empowered to make a difference to customers’ lives, along with a physical and virtual workplace environment which empowers them, enables agile working and is adapted to generational change in our workforce.


  • Median gender pay gap was 4.7%(2021/22: 4.9%)
  • Median ethnicity pay gap was 4.1% (2021/22: 3.5%)
  • We retained Investors in People (IiP) Gold for the 11th year running.
  • Investing in our people

    We were delighted to retain our Investors in People Gold accreditation this year, for the 11th consecutive year. We also retained the “We invest in wellbeing” Gold award.

    The assessor noted that our commitment to staff is genuine and is applied with greater levels of maturity, and that we performed very well during challenging times, giving excellent support to staff, which kept morale and productivity high.

  • Impact of the cost of living

    Our staff are experiencing challenging times due to cost-of-living pressures. We reviewed salaries in July 2022 to ensure no one is paid less than £20,000 and that everyone is paid the real living wage. We also adjusted pay to make sure we paid competitively.

  • Diversity and inclusion

    Creating and sustaining an inclusive culture continues to be a key focus. This year, we appointed a new Diversity and Inclusion Lead, who’ll support the Board and Hyde’s Leadership Team in driving inclusion.

    We were an initial signatory to the 2020 G15 Ethnicity Pledge, which commits us to increase the proportion of ethnically diverse Board members and senior leaders and to creating career pathways for ethnically diverse colleagues. This year we led the annual review of the pledge.

  • Our workforce

    Our workforce is diverse, and we continue to focus on how we can encourage even greater diversity at all levels of the organisation. In March 2023:

    • 8% (2021/22: 54%) of our workforce was female and 53.9% (2021/22: 52%) of our first line and middle managers were female
    • 30% (2021/22: 30%) of our workforce identified as ethnically diverse; 24.2% (2021/22: 21.4%) of our first line and middle managers identified as ethnically diverse
    • 7% (2021/22: 6.5%) of our workforce considered themselves to have a disability
    • 1% (2021/22: 44%) of our senior leadership group (Heads of Service, Directors and Executive Directors) was female and 14.5% (2021/22: 11.7%) identified as ethnically diverse.