We remain committed to putting people at the heart of everything we do, recognising that our success depends on both our residents and our employees. We deeply value the dedication, skills and expertise of our employees, whose commitment enables us to deliver high-quality services, drive innovation and make a meaningful difference in our communities every day.

By investing in and supporting our workforce, we can ensure residents continue to receive effective, efficient and responsive services. We will continue to enhance the flexibility, accessibility and value of our services and ways of working, ensuring they meet the changing needs of residents and employees alike. Through ongoing reviews and collaboration, we will deliver better outcomes that strengthen our communities and create lasting value for everyone we serve.

You said

You wanted clearer and more useful resident communications.

We listened

Improved Resident News and website content with practical advice, support information, real-life case studies, FAQs and more community stories.

Semi-detached brick houses with brown concrete slat room and dark front doors.

Social rent

2025/26

6,804

2024/25: 6,812

Front elevation of two semi-detached brick houses with red roof and two solar pannels on the roof.

Affordable rent

2025/26

1,121

2024/25: 1,035

A row of staggered, brightly coloured container homes with glazed front doors and a planted garden border to the left of the image.

Intermediate / subsidised rent

2025/26

10

2024/25: 10

Lawn and garden space with a conservatory in the background and flatted blocks of residential properites surrounding the garden.

Independent living homes

2025/26

652

2024/25: 645

Close up of the front doors on two new build brick semi-detached houses.

Shared ownership homes

2025/26

550

2024/25: 479

Black barn style property with steps fro the first floor and a gable proch on the front door.

Leasehold homes

2025/26

690

2024/25: 689

Front of a local corner shop with a red sign with flats over the top and a tree in the forground.

Shops

2025/26

29

2024/25: 29

A block of garages with navy blue garage doors and flat roofs.

Garages

2025/26

1,860

2024/25: 1,860

icon-placeholder-black.png

Enquiries dealt with by the Contact Centre

2025/26

100,321

2024/25: 98,189

 

 

An older woman sitting in her home, smiling with a smart phone in her hands like she is on a phone call on speaker mode.

We have continued to see growing demand for our services, with the Contact Centre handling 100,321 enquiries during 2025/26, an increase of 2.2% compared with the previous year. Despite no increase in the number of homes we manage, enquiry volumes have continued to rise, reflecting ongoing engagement from residents and the importance of accessible support channels. We remain committed to promoting digital contact options, letting residents choose the way they want to get in touch, a way that best meets their needs while helping our teams respond more efficiently and effectively to enquiries.

ARR - Median gender pay gap

Median gender pay gap

2025/26

6.5%

2024/25: 5.0%

ARR - UK average referenced in client copy

UK average

2025/26

12.8%

Context only

ARR - South East average referenced in client copy

ARR - South East average

2025/26

17.8%

Context only

A man and two women standing behind a table with a blue Fairhive tablecloth on and brightly coloured roller banners behind them.

Our median gender pay gap increased from 5.0% to 6.5%* during 2025/26. This change was primarily driven by pay changes implemented during the year, including a restructure that introduced new multi-skilled operative roles, resulting in a higher proportion of significant pay increases being awarded in traditionally male-dominated areas of the business. In addition, our gender pay gap continues to be influenced by the occupational mix of our workforce. While the gap has widened slightly, our median gender pay gap remains significantly lower than the UK average of 12.8% and the South East average of 17.8%, demonstrating the positive impact of our ongoing commitment to fair pay, diversity and inclusion. For more information on gender pay gap reporting visit our website at fairhive.co.uk/gender-pay-gap-reports.

*This figure shows the difference between the average hourly rate paid to men and women. The lower the figure the smaller the difference men and women are paid.

Scene in an office meeting room with a bif wooden table in the fore-ground and a group of over twenty people standing looking towards the camera smiling.

Inclusion Network sessions

2025/26

3

2024/25: 4

A blonde woman in a polo and work trousers with a lanyard on reaching into the side of a Fairhive van to open a toolbox.

Employee attendance

2025/26

82

2024/25: 67; +22%

We are committed to fostering an inclusive culture where everyone feels they belong. Our Inclusion Networks bring employees together to raise awareness, share experiences and celebrate the diversity that strengthens our organisation. In 2025/26, we held three sessions covering LGBTQ+, Mental Health and ADHD awareness, attracting an overall attendance of 82 employees, an increase of 22% on the previous year. The rise in participation reflects the continuing importance of these conversations and our collective commitment to building a workplace where everyone feels respected, supported and empowered to thrive.