We’re creating a culture that anyone can thrive in, pursuing whatever career they want. A place where everyone, regardless of gender, age, race, sexuality, disability, religion, background or any other characteristic, can progress and feel proud to be a part of.
Our Employee Networks play a key role in developing our inclusive culture, encouraging and supporting employees to bring their whole self to work.
Our Gender Equality Network, helping to create an environment for all colleagues to thrive regardless of their gender. They aim to inspire through empowering all colleagues to reach their full potential and promote the housebuilding industry as a career choice for all.
A sub-group of Under One Roof, our gender equality network. SheBuilds is open to everyone but focuses primarily on providing peer-to-peer support, networking opportunities, and signposting to support for women working on site and on tools.
Our disability network which aims to raise awareness of disability in the workplace; influence policy decisions; connect disabled people (and allies) across all divisions and functions; and help to develop positive attitudes towards disability.
Our employee network for colleagues from ethnically diverse backgrounds and their allies. It seeks to celebrate diversity in the form of heritage, culture, race and religion. It is purposed as a space for colleagues to connect, share experiences and have conversations on matters that shape their experiences.
A space for LGBT+ employees and allies to connect and discuss relevant issues and topics. Offering peer-to-peer support, awareness raising; promoting a better understanding of LGBT+ inclusion and making LGBT+ experiences more visible in the wider organisation.
We recognise the importance for creating a welcoming space to support all families and carers within our workplace. Offering support for each other, sharing knowledge, top tips and useful policies and recognise and celebrate key dates through the year. We also want to create a safe space for conversation, questions, and discussions.
There will always be more we can do, but over the last few years we’ve pushed ahead with a number of industry-leading initiatives to champion diversity and inclusion across the business.
Back in 2018, we launched Catalyst, our ground-breaking 12-month career support programme to help female colleagues navigate a successful career in a FTSE-100 business.
We created our Spotlight Programme to give colleagues from ethnic minority backgrounds the support they need to realise their full potential with us. It recognises there can be differing challenges for those outside of the majority, as we work towards better reflecting the communities in which we build.
Since 2020, we’ve recognised the many benefits that an effective hybrid working culture brings. And we continue to offer it to new and existing colleagues, enabling them to divide their time between the office, our construction sites and showrooms, and home wherever their roles allow.
We’ve recently made a number of industry-leading reforms to our Maternity, Adoptive and Joint Parental Leave policies, introducing paid support for carers and those undergoing assisted fertility treatment.
Over the last three years, we’ve worked with charities like Leonard Cheshire, the Shaw Trust and Whizz Kidz to offer work experience placements to people with disabilities, helping them to live, learn and work as independently as they choose. We’re also immensely proud of our relationship with the Business Disability Forum, whom we work with to understand the barriers our disabled colleagues face.