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Gender Pay Gap
Report 2024/2025
Foreword from Victoria Pilkington, COO
At Precious Homes, we are proud of our commitment to transparency, inclusion, and continuous improvement. Our gender pay gap reporting reflects not only where we are, but also where we are going. We continue to champion a culture where all our colleagues – regardless of gender – have equal opportunity to thrive and grow. This year’s report shows areas of balance as well as opportunities for further equity, and we are taking proactive steps to address these with accountability and purpose. Thank you to all our teams for the incredible work they do every day.
Summary of 2024/2025 Gender Pay Gap Results
Our data, collected from both Precious Homes Limited and Precious Homes Support, reflects the ongoing efforts we are making to ensure equitable pay practices. We continue to focus on career development, supportive leadership, and inclusive recruitment to help bridge any gaps and celebrate progress.
Precious Homes Limited
- Mean Gender Pay Gap: -6.7%
- Median Gender Pay Gap: -0.1%
- Mean Bonus Gender Pay Gap: -14.6%
- Median Bonus Gender Pay Gap: -175.0%
Precious Homes Ltd – Gender Distribution by Pay Quartile
Upper Quartile
Upper Middle Quartile
Lower Middle Quartile
Lower Quartile
Proportion of Males who were paid a Bonus: 3.3%
Proportion of Females who were paid a Bonus: 3.5%
Precious Homes Support
- Mean Gender Pay Gap: -1.4%
- Median Gender Pay Gap: -0.7%
- Mean Bonus Gender Pay Gap: -73.9%
- Median Bonus Gender Pay Gap: -66.7%
Precious Homes Support – Gender Distribution by Pay Quartile
Upper Quartile
Upper Middle Quartile
Lower Middle Quartile
Lower Quartile
Proportion of Males who were paid a Bonus: 3.1%
Proportion of Females who were paid a Bonus: 0.6%
The organisation has a greater proportion of female employees in senior and higher paid roles, which influences overall pay averages. The largest proportion of the workforce is aligned to roles with standardised rates of pay, where pay is set consistently by role and grade.
Bonus differences reflect the nature of bonus arrangements across roles. Bonuses paid to female employees primarily relate to performance based work bonuses in central roles, while bonuses paid to male employees are largely attributable to one off “refer a friend” payments. These structural factors influence the reported pay and bonus gaps, with pay frameworks applied consistently regardless of gender.