Equality and diversity

Overview

We are committed to fostering equity, valuing diversity, and building an inclusive environment. We believe in putting customers first and treating everyone fairly and with respect. 

We want to provide equal and accessible housing services for all, and will provide language interpreters and make reasonable adjustments if you need them.   

If you'd like to update the information Derby Homes holds on you and your household, you can complete the About you: Household survey.

Definitions

Although equality, equity, diversity and inclusion are often used interchangeably, they have different meanings.  

Equality is the absence of discrimination based on a person’s protected characteristic.

Equity is ensuring people are treated fairly and reasonably.

Diversity is the recognition and value of differences between people.

Inclusion refers to an individual’s experience within the workplace and in wider society.

It is important to recognise that while equity, diversity and inclusion are different, they need to be progressed together as one cannot exist without the other.

Our equality and diversity aims

Our Equity Diversity and Inclusion Strategy sets out our commitment to equity, diversity, and inclusion in line with legislative standards, the Housing Ombudsman’s “Relationship of Equals” report, and the Regulator’s Consumer Standards.

Our aims are:

• Improving outcomes: To improve outcomes for individual customers
• Improving access: To improve access to services for individual customers
• Improving the workplace: To create an inclusive workplace that attracts a diverse range of candidates
• Improve the quality and range of equality information held and used by us, in particular, equality monitoring around our services

Equality Impact Assessments

Equality Impact Assessments (EIAs) are a tool used to help organisations consider the effects of their policies and procedures, and to meet their responsibilities under the Equality Act.

We complete EIAs for all new or reviewed policies, procedures, or programmes. This ensures that any negative or differential impact on people with protected characteristics is mitigated.

If an EIA shows that a current policy, procedure, or practice is having an adverse impact, or if we could allow a greater opportunity to be promoted, we will ensure that the policy procedure or practice is revised.

All of our board and committee reports contain an equality impact consideration. This requires the report author to summarise the equality impact.

Gender pay gap

We are committed to treating our staff fairly, with equal opportunities and reward for all employees, regardless of gender. 
We publish gender pay gap details every year. It shows the difference between the average pay of men and women working for us. 
The gender pay gap is different from equal pay. Equal pay is covered by the Equality Act 2010, and requires employers to pay men and women the same for work of equal value. 

Gender pay gap data 2025/26

Proportion of women in each pay quartile

Bonus pay

No bonus paid.

Previous year's data can be found here:

Open Data‌