We want everyone to thrive. We know that a diverse and inclusive organisation empowers teams to perform better. Our diversity of backgrounds, experiences, perspectives and ideas provides a richer platform for us to do things differently and challenge the status quo.
Our equality, diversity and inclusion report outlines where we have publicly committed to working on five objectives through 2025.
The report not only sets out how we will ensure a more diverse and inclusive workforce, it also celebrates the work we’ve done to create an environment where people are encouraged to be themselves.
Each objective is sponsored by an executive director who plays a key role in promoting, advocating and shaping the work.
Objective 1: creating a more inclusive colleague experience.
We’ve improved the experience that our colleagues and candidates have with us by ensuring the employee cycle is inclusive, from recruitment and onboarding to our HR policies and ongoing workplace practices.
Objective 2: work together to create acceptance and build an inclusive culture.
We work together to share individual experiences and raise awareness and acceptance. We also demonstrate inclusive behaviours and lead by example, embracing the work of employee network groups, allies and individual role models.
Objective 3: leadership commitment and action.
We’ve created a culture where the principles of equality, diversity and inclusion are visible and actively championed at a senior level and where our leaders are informed, empowered and confident in modelling inclusive behaviours.
Objective 4: work with our partners and suppliers to help create a more inclusive industry.
We lead by example by setting expectations on those who want to work with us and enabling the sharing of best practice with our partners.
Objective 5: deliver homes for the communities we serve.
We promote and actively contribute to the delivery of housing that meets the needs of people with protected characteristics. Since the publication of our equality, diversity and inclusivity report, we are revisiting the strategy after undertaking a National Equality Standards assessment in 2022. The recommendations influenced our approach with alignment to our people and culture strategy.
Going forward, we will explore expanding our inclusive work options to include the potential for job share and part time working at senior levels. We will look to pilot and report on the success of these changes to improve transparency and accountability and ensure that we create the right conditions for all our talent to thrive and develop.
Our latest gender pay gap report has been published. Going forward, we will widen our approach to include a focus on ethnicity pay gap, which we consider an important element in creating a truly inclusive culture.