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Transparency

Our approach to pay

Find out about our approach to pay, with information about our latest gender and ethnicity pay gap performance.

Image: Our approach to pay

We passionately believe that embedding equality in everything that we do enables our colleagues to be at their best, to realise their potential and to deliver outstanding service to our customers.

We are proud to have been voted amongst the top 10 best companies (super large employer) to work for in the Great Place To Work survey, 4th in the UK for a Great Place for Women to work and recognised as 18th in the Stonewall Top 100 employers (2020), reflecting the effort we put in to promote diversity. We very much welcome the legislative reporting requirement for organisations to publish details of their gender pay gap and support the drive for ethnicity pay gap reporting to become mandatory which is why we are publishing this information alongside our gender pay gap.

Our pay gap results show some progress; our bonus pay gap has reduced significantly, our gender pay remains below the most recent UK national average figures and we have a greater proportion of females to males in our organisation, unlike many other firms. This is the first year we’ve reported our ethnicity pay gap externally and we recognise there is some work to be done in this area; 17.54% of eligible colleagues had not declared their ethnicity and we need our colleague ethnicity data to be accurate so that we can make sure we’re investing the right resources in the right places to close that gap.

During the past year we have continued to have a Director who is accountable for diversity in the workplace, celebrated promotions through our targeted development programmes as well as continuing to have gender and ethnicity represented at shortlists for recruitment and promotions, we are also reporting earlier to allow us to take targeted action sooner to reduce any gaps. We’ve also taken some specific steps to help combat our ethnicity pay gap; we’ve recently signed up the Race to Work Charter, put additional learning and development in place for colleagues, launched new networking groups and promoted allyship with events in place to drive this forward. However, we recognise that there is much more we can and will do and we use our results to drive further improvements, helping us to reduce the gender and ethnicity pay gaps and develop all of our colleagues, regardless of how they identify.

As Chief Executive of Home Group I can confirm that the information contained in this statement is accurate.

Mark Henderson, Home Group CEO

So how are we doing?

Gender:

  • The UK gender pay gap is 17.3% (2019)
  • The Home Group gender pay gap (mean) is 15.7%
  • The Home Group gender pay gap (median) is 11.1%
  • We employ 2645 people; 64% are female and 36% are male

Ethnicity:

  • The Home Group ethnicity pay gap (mean) is 9.6%
  • The Home Group ethnicity pay gap (median) is 7.4%
  • We employ 2645 people; 73.5% identify as White 8.9% as multicultural and 17.5% did not declare their ethnicity

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