Gender Pay Gap 2026

What is the Pay Gap?

The gender pay gap is the percentage difference between the average earnings of men and women across the same organisation. UK organisations with 250 or more employees must publish their gender pay gap data annually. Although we do not hit the requirement for publication we think it is the right thing to do.

How are the calculations made?

Calculations follow a government-prescribed methodology, using six key data sets. Since we do not offer bonuses, data for three sets are not applicable. Our pay gap figures for this report are calculated based on the snapshot date of 05 April 2026.

Interpreting the results

Results that show a positive percentage gap generally indicate that men are paid more than women; if there is a negative percentage gap, women are paid more than men. A zero percentage gap indicates no gender pay gap.

Differentiating pay gap and equal pay

Pay gaps are often confused with equal pay, but the two are quite different. Pay gap is the difference between the average pay of, say, men compared to the average pay of women within an organisation, across all levels of the business. Equal pay is the legal requirement for men and women to be paid the same for performing the same work or work of equal value.

Our Results

*Mean hourly pay gap is the difference in average hourly rates of pay between men and women.

**Median hourly pay gap is calculated by ordering the hourly rate for each male from the lowest to highest and separately the hourly rates of pay for each female and comparing the middle value of each.

The regulations require that we split our relevant paid colleagues into four equal quartiles. 

Changes over the years

What does this mean for PPHT and our people?

The 2026 results show that the Trust’s gender pay gap is close to zero again.

The mean hourly pay gap is 0.2% and the median hourly pay gap is 1.6%, with representation broadly balanced across the pay quartiles.

Women account for 51.2% of the lower quartile, 50.0% of the lower-middle quartile, 47.5% of the upper-middle quartile and 48.8% of the highest quartile. 

Removing any unconscious bias from our recruitment processes.

• We have introduced anonymous CVs and gender balanced recruitment panels to remove unconscious bias from the recruitment process. 

We have introduced agile working and employee friendly policies. 

• Agile working allows is to accommodate colleagues through various life events, such as parenthood; caring responsibilities, menopause and gender transition. 

What more can we do?

Whilst our results are positive, we recognise the importance of continuing our progress. Our focus for the coming year will therefore be on the following areas: 

• The In-House Maintenance Team makes up 30% of the Trust’s workforce and due to their trade skills will sit in the upper middle quartile, although this is traditionally a male-dominated area we are dedicated to reshaping the landscape.  We have one female apprentice in the team and hope to increase this over the next few years.

  Unlocking the potential...

  Peaks & Plains Housing Trust is full of potential, and it is imperative that we nurture it through contemporary work practices.  By reviewing and implementing further mechanisms we strive to remain modern, relevant and responsive to the evolving needs of our organisation and its people