Gender Pay Gap Report

From April 2017, the UK Government introduced gender pay gap reporting for all companies employing more than 250 people. This report and the figures relate to pay information as at 5 April 2025.

The association is required to report on two measures:

1. The median hourly rate, which is calculated by ranking all employees from the highest paid to the lowest paid, taking the hourly wage of the person in the middle.
2. The mean hourly rate, which is the average hourly wage across the entire association.

It’s important to note gender pay gap is different to the principle of equal pay. Men and women at Hedyn receive equal pay for performing equal work. Our pay methodology uses a recognised job evaluation process and benchmarked rate for all roles regardless of gender.

Tai Hedyn Limiyed (Hedyn) was formed from the merger between Melin and Newport City Homes on 1 April 2025. As a social housing landlord, we support residents and communities living in over 15,000 properties across south-east Wales.

We believe in creating a workforce that is truly diverse and gender-balanced to fully reflect the customers and communities we serve. This will ensure we can not only better understand and respond to their needs but also achieve our vision to help build connected communities where everyone can live well.

Workforce diversity allows for new ways of working from a wider talent pool, which is both necessary and the right thing to do as a progressive housing association that provides essential services across south-east Wales.

We recognise we are in an influential position and should lead by example to create an inclusive culture where everyone’s contribution is valued, and they can reach their full potential.

Women earn £1 for every £1 that men earn, which means a 0% gap when comparing median hourly wages. This compares positively against the 2024 Office of National Statistics (ONS) median gender pay gap of 13.1% for the UK and 8.9% for Wales.

Women’s mean hourly wage is 4.04% higher than men’s. Nobody is paid a bonus, so we have a 0% mean and median gender bonus gap.

43% of our workforce are women, and 57% men. This graph summarises the distribution of men and women in pay quartiles:

We lead with a strong commitment to equity, diversity, and inclusion—fostering a culture where every individual feels valued, respected, and empowered. We ensure fair and equitable pay for all colleagues and actively work to remove barriers to progression, creating opportunities for everyone to thrive. It’s only by achieving a fairer and more equal workplace that we’ll truly represent the customers and communities we serve and remain an employer of choice for years to come.

These results help us better understand the levels of gender equality across the association at different pay points. We use this information to target areas for improvement and review our colleague offer as we strive to become a fully inclusive and diverse workforce.

We are proud of our work to date, and we will continue to improve until there are no barriers to women and men undertaking any job role.

The data contained in this report is accurate and has been calculated in accordance with the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Paula Kennedy, Chief Executive Officer.