Swan Equality and Diversity. swan. Swan Housing Association Equality Scheme

Transcription

1 Swan Equality and Diversity swan Equality Scheme

2 Our vision is to deliver a truly inclusive customer service offer that improves lives as well as an employment offer which meets good practice.

3 Equality & Diversity 3 Contents Page 05. Foreword by Chair and Chief Executive 06. Our mission 07. Who are we? 08. Our vision and commitment to equality, diversity and inclusion 09. Our values 10. Our Equality and Diversity Policy Statement 12. Making our vision a reality and delivering more: Objectives and outcomes 12. Consultation and feedback 12. What we will achieve 13. Equality Scheme objectives 15. Monitoring and accountability 16. Appendix 1: Action Plan

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5 5 Foreword by Chair and Chief Executive Welcome to Swan s Equality Scheme By publishing this scheme we are proud to demonstrate our continuing commitment to equality, diversity and inclusion. At Swan we believe that Equality and Diversity should be embedded within all aspects of the business, and this belief is a continuous thread that runs all the way from our Board to our customer facing employees delivering on the ground. We are delighted that, as a result of our commitment and achievements, the Housing Diversity Network have awarded us their Diversity Network Accreditation for excellence in equality and diversity with 5 distinctions for good practice: Diverse leadership with high awareness and demonstrable commitment to equality and diversity from the Board, Executive and senior managers, with a proactive approach to emerging issues; Board diversity; Inclusive and positive organisational culture, where staff are engaged and feel supported and valued; We are also delighted to have been recognised as one of the Top 100 Not for Profit companies to work for in the UK by the Sunday Times, achieved Investors in People Gold accreditation and retained our Customer Service Excellence accreditation. With equality, diversity and inclusion there is always more that can be done and we are committed to doing just that. We know from experience that by working in close partnership with our employees, residents and stakeholders we can combine our skills, resources and energy to create a greater impact, make a bigger difference and deliver our social purpose. This Scheme will, alongside our People Strategy and other strategies, guide our strategic approach over the next four years and ensure that we continue to promote equality, diversity and inclusion through everything we do. On behalf of the Board and the Executive Team, we thank all residents, employees and partners who have helped us to achieve so much already and who will be helping us to deliver even more. Diversity Days, for bringing together staff and tenants, the range of topics covered, relevance and usefulness for staff in their dayto-day roles; Community development approach and range of creative activities and projects to deliver good outcomes for vulnerable groups. Valerie Owen OBE, Chair, Swan Housing Association John Synnuck, Chief Executive Swan Housing Association

6 6 Equality & Diversity Our mission is to deliver effective services, enterprising solutions and exemplary homes and communities. We are clear that our continued commitment to equality, diversity and inclusion is critical to achieving this mission.

7 7 Who are we? We provide general needs housing services, services to our leaseholders, NHS keyworker accommodation, supported housing and care. We also offer new build houses and apartments for sale in developments across East London and Essex and manage properties on behalf of other housing providers. We invest in our communities and carry out large-scale regeneration activities to develop sustainable communities.

8 8 Equality & Diversity Our vision and commitment to equality, diversity and inclusion Our vision is to deliver a truly inclusive customer service offer that improves lives as well as an employment offer which meets good practice. As set out in Swan s Corporate Strategy, we have exciting growth plans and a desire to be a leader in regenerating communities. Our ambition is not just to grow our business but also to tell our story and increase our work with partners to maximise the difference we can make so we can achieve our mission. We have a long history of bringing about inclusive regeneration and are working with partners including the Greater London Authority and Homes England on a number of key projects including projects with London Borough of Tower Hamlets, London Borough of Barking and Dagenham, Basildon Borough Council and the London Borough of Redbridge. Our commercial activities have delivered over 55m of gift aid to date which has been reinvested in our services and in providing new affordable housing. By 2027, we want to have an additional 10,000 homes and generate 250m of gift aid to reinvest in services and affordable housing. I am innovative Our ongoing commitment to equality, diversity and inclusion will enable us to deliver our Social Purpose by being a successful, innovative and growing housing organisation that continues to put our diverse residents and customers at the heart of everything we do. Our four values (right) will be used to recruit, retain, develop and reward our people so they live our values every day and use them to guide their work. We are passionate about customer service and having the best people to deliver it is crucial. We want to have engaged employees who are well trained, appropriately rewarded and feel they can take decisions to deliver great services for us, our customers and our partners. Our commitment to equality, diversity and inclusion will help us to recruit and retain the best people and to ensure that they are trained to meet the needs of our diverse range of residents and customers.

9 9 By living our four values, we will promote equality, diversity and inclusion through everything we do. I am enterprising I want to make a difference I believe in our social purpose

10 10 Equality & Diversity Our Equality and Diversity Policy Statement We value diversity and we are committed to promoting equality, diversity, community cohesion and inclusion including social, digital and financial inclusion. We welcome the requirements placed upon us to comply with various legal and regulatory requirements that relate to equality, diversity and inclusion and aim to do more. Through our activities as an employer, a landlord, a service provider, a partner and in procurement we seek to eliminate discrimination, harassment and victimisation and advance equality of opportunity, foster good relations, tackle prejudice and promote understanding. We will work with our residents, customers and partners with the aim of improving equality, diversity and inclusion outcomes for everyone regardless of: age; disability; gender identity; gender expression; marriage and civil partnership; pregnancy, maternity and paternity; race, colour, nationality, ethnic or national origins; religion or belief; sex; and sexual orientation. For further detail around how we will deliver this please refer to our Equality and Diversity Policy.

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12 12 Equality & Diversity Making our vision a reality and delivering more: Objectives and outcomes Consultation and feedback As set out in our Equality and Diversity Policy Statement we are committed to working with residents, customers, partners and employees to tackle the equality, diversity and inclusion issues that matter to them and to achieving shared objectives. Before writing this Equality Scheme we invited Swan residents and employees to tell us about the equality, diversity and inclusion issues that matter most to them. We wanted to ensure that our Scheme and Action Plan were based on real priorities, rather than simply consulting on a document that had already been written. We sought feedback from Swan residents through The Communicator (our newsletter for residents), our website, Facebook, the Essex and London Resident Consultative Committees (RCCs) and consultation at SwanFest 2017 our annual residents day. We sought feedback from Swan employees through CygNET (our intranet), our Diversity Action Forum (DAF), our Employee Representative Committee (ERC), SwanProud (our LGBT+ Employee Network) and through our Housing Diversity Manager s other engagement with colleagues including through the roll out of refresher equality and diversity training. The main feedback received from both residents and employees was that we should keep doing what we are doing including delivering, and involving residents in, our annual Diversity Day. The following suggestions were also made: The London RCC asked us to consider whether there is anything more we can do to help safeguard older residents who may be targeted through scams. The Essex RCC asked if we could help them get more involved with work to raise awareness of and tackle hate crime in the wider community; (An initial Hate Crime Ambassadors training session was delivered in October 2017 to address this request). Some of our employees have indicated that they would welcome the opportunity to attend further equality and diversity training including cultural awareness training. These requests have been addressed or will be addressed through the implementation of the Equality Scheme action plan. What we will achieve Success in the delivery of this strategy will provide us with a continued ability to have strong Equality and Diversity delivery, to continue to enhance the lives of our customers, to build a strong workforce and to be innovative and aspirational in our delivery.

13 13 Equality Scheme objectives This Equality Scheme focuses on achieving the following 5 key objectives over the four year period A Strategic Action Plan that shows how these objectives relate to the four strategic themes of our Corporate Strategy (customer, commercial, innovation, growth) and how we will achieve them is set out at Appendix 1. Additional actions that will help to achieve the objectives may be added to the action plan during the life of the Scheme. In order to achieve our objectives we plan to: Promote Diversity in Leadership Continue to ensure that we create an environment that is transparent and strives to deliver against external best practice Be innovative, aspirational and meet best practice Understand where our strengths lie and help others by sharing our knowledge and expertise Develop our workforce to deliver our values and embed these in all that we do Develop a culture of inclusivity where our staff and residents thrive, by delivering a programme of training and events that help to raise awareness and knowledge around equality and diversity Utilise our Diversity Action Forum to add value and further embed Equality and Diversity into all roles Support our customers to ensure equality outcomes in times of change Understand our customers and their needs and adapt our services to meet those needs Provide training and support for our customers in relation to digital Tackle the matters that are important to our customers such as social isolation and fuel poverty Identify where we have areas of improvement and develop ways forward to address these Measure equality outcomes and publish what we do Ensure that we can evidence the impact that we have by reporting and publishing our Annual Report and summary of our Equality Analysis results

14 14 Equality & Diversity

15 15 Monitoring and Accountability Our overall approach to equality, diversity and inclusion is led and overseen by the Executive Team, the Operations Committee and the Board to ensure that equality, diversity and inclusion is fully embedded across the organisation. Responsibility for ensuring that the Equality Scheme Action Plan is completed rests with the lead officers as set out in the action plan and their teams. This Scheme and performance against the Action Plan will be regularly monitored by the Executive Team and scrutinised by the Operations Committee and the Board. In addition, an annual equality and diversity report will be produced and published on our website to show outcomes and progress.

16 16 Equality & Diversity Appendix 1 Equality Scheme Action Plan Corporate Strategy objectives and values Equality Scheme objective Action / Target Expected Outcome Lead Target date 1 Commercial / Innovation difference Promote Diversity in Leadership Publish Swan s gender pay gap data annually in line with legislative requirements, along with appropriate narrative as well as details about the actions that are being taken to reduce or eliminate the gender pay gap Swan s gender pay gap is reduced year on year Executive Team April 2018 and annually 2 Commercial / Innovation difference Promote Diversity in Leadership Meet the 10 Chartered Institute of Housing Leading Diversity by 2020 challenges. Challenges met, implemented and embedded across the organisation Executive Team March Commercial / Innovation difference Promote Diversity in Leadership Develop and deliver a training programme for Board, Committees and Executive Team to support the promotion of Diversity in Leadership Programme developed, delivered and promoted Board and Executive Team March 2019

17 Equality & Diversity Corporate Strategy objectives and values Equality Scheme objective Customer / Commercial Innovative/ difference/ Social purpose Be innovative, aspirational and meet best practice Customer / Commercial / Innovation Be innovative, aspirational and meet best practice difference/ Social purpose Customer difference/ Social purpose Be innovative, aspirational and meet best practice Action / Target Expected Outcome Lead Target date Retain our Housing Diversity Network Accreditation by seeking re-accreditation and look to increase the areas in which we obtain distinctions Diversity Network Accreditation retained Executive Director - Operations June 2019 Use the Stonewall Workplace Index to assess our progress on LGBT equality and identify opportunities to do more. Develop a workplan if gaps are identified Assessment completed. Any areas for improvement identified and developed into a workplan Executive Director - Operations September 2018 Use the DAHA (Domestic Abuse Housing Alliance) online toolkit to assess Swan s current response to domestic abuse and identify opportunities to do more Swan s current response to domestic abuse is assessed and opportunities to do more are identified Assistant Director, Neighbourhood Services March 2019

18 18 Equality & Diversity Appendix 1 Equality Scheme Action Plan Corporate Strategy objectives and values Equality Scheme objective Action / Target Expected Outcome Lead Target date 7 Customer / Commercial difference/ Social purpose Be innovative, aspirational and meet best practice Retain our Disability Confident Employer Status and become a Disability Confident leader Swan becomes a Disability Confident leader and employs more disabled people Head of Human Resources October Commercial / Customer / Innovation difference Measure equality outcomes and publish what we do Develop an equality analysis programme and undertake equality analysis of all key service areas undergoing change. Publish a summary of the results annually All potentially negative equality impacts are identified and addressed Relevant Head of Service / Manager and Housing Diversity Manager Annually: Timetable for equality analysis to be agreed each April 9 Commercial / Customer difference/ Social purpose Measure equality outcomes and publish what we do Produce an Annual Equality report Annual report published. Provides an overview of Swan s performance in relation to equality, diversity and inclusion Executive Director - Operations September 2018 and then Annually

19 Equality & Diversity Corporate Strategy objectives and values Equality Scheme objective Commercial / Customer / Innovation difference/ Social purpose Develop our workforce to deliver our values and embed these in all that we do Customer / Commercial / Growth difference/ Social purpose Develop our workforce to deliver our values and embed these in all that we do Customer / Commercial / Innovation difference/ Social purpose Develop our workforce to deliver our values and embed these in all that we do Action / Target Expected Outcome Lead Target date All new employees and involved residents to be provided with equality, diversity and inclusion and cultural awareness training as part of their induction programme. All Swan employees and involved residents are adequately trained. All new employees attend and 100% attendance maintained Executive Team Ongoing Provide employees with opportunities to engage directly with our customer base in a voluntary capacity, to enable them to build closer links to our customers Increased employee and customer satisfaction Head of Resident Involvement and Community Development Annually Agree an action plan for project work to be undertaken by the Diversity Action Forum Equality, Diversity and Inclusion issues that matter most to residents, customers and employees identified and tackled. Annual work plan delivered and outcomes measured Executive Director - Operations Annually: Action plan to be agreed by May and actions to be completed by the following March

20 20 Equality & Diversity Appendix 1 Equality Scheme Action Plan Corporate Strategy objectives and values Equality Scheme objective Action / Target Expected Outcome Lead Target date 13 Customer / Commercial Innovative/ difference/ Social purpose Develop our workforce to deliver our values and embed these in all that we do Develop and deliver a programme of interactive information events for employees that raise awareness of various equality, diversity and inclusion matters. Continue to publish articles / blog posts on the intranet that relate to various equality, diversity and inclusion related awareness days / weeks / months that include positive diversity messages. Ongoing increasing attendance and engagement and increased awareness of equality, diversity and inclusion issues Executive Director Operations and Executive Director People and Communications Executive Team March 2019 Ongoing Encourage others to do the same 14 Customer / Innovation difference Support our customers to ensure equality outcomes in times of change Increase the profile information we hold about our customers to include items such as communication preference to enable us to shape services to meet their needs effectively Improved data collection levels. Increased customer satisfaction relating to communication Assistant Director of Neighbourhoods March Customer / Innovation difference/ Social purpose Support our customers to ensure equality outcomes in times of change Provide support & training for residents wishing to improve their digital capabilities in order to help access services and benefits including universal credit. Use information gained to develop and deliver future service offers Training in place and being delivered Head of Resident Involvement and Community Development Dec 2018

21 Equality & Diversity Corporate Strategy objectives and values Equality Scheme objective Customer difference/ Social purpose Support our customers to ensure equality outcomes in times of change Customer / Commercial / Growth difference/ Social purpose Support our customers to ensure equality outcomes in times of change Customer difference Support our customers to ensure equality outcomes in times of change Action / Target Expected Outcome Lead Target date Develop and work with specialist partners to deliver an Older Persons winter warmth and safety programme that identifies and addresses loneliness and helps safeguard residents from scams High risk residents referred to local support agencies and residents assisted to access relevant benefits and services. Assistant Director Neighbourhood Services and Head of Resident Involvement and Community Development October - Annually Support the local communities in which Swan operates by developing employment opportunities within Swan and offer training and guidance for accessing these roles. Monitor and report on numbers engaged Understanding of total number of residents employed and the positive impacts on the business and our communities Head of HR and Head of Resident Involvement and Community Development March 2022 Provide our customers with Hate Crime Training opportunities Training delivered Housing Diversity March 2020 Manager

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