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We’ve introduced a greater focus on inclusion for all new starters and throughout our training programme, including mandatory D&I training for all staff including senior leaders and board members; unconscious bias training; and new trans e-learning developed with LGBTQ+ staff.
Through our Culturally Diverse, LGBTQ+ and DisAbility at Work (Mental and Physical) groups people come together to discuss issues, raise awareness, educate and help influence our policies, systems and ways of working.
Our 2020 Gender Pay Gap figures show a 0.8% median pay gap between men and women. The mean average is 3.3% difference in women and men’s pay (almost exclusively coming from our executive team).
For the third year, we’ve also led the supported housing sector in publishing Cultural Diversity pay gap and CEO multiplier data.
In 2020, the median pay gap between our white and culturally diverse populations remains low at 5.0%. According to the Bank of England’s research in 2019, BAME averages sit at 10%. Our commitment to inclusion is reflected in how we recruit and develop staff.
We’re working with our LGBTQ+ colleagues and customers to create a Gender Diversity Policy and adapt ways of working accordingly.
Our Women in Leadership Award and Rising Star Awards both offer an annual award of £5,000 in career development funding, training and mentoring opportunities.
We publish staff blogs, highlight key events and celebrations and regularly ask staff how we’re doing through staff surveys and feedback. We’ve also produced a new diversity and inclusion film, showcasing our people, their experiences and views, which staff viewed at our 2020 Staff Celebration.