Valuing diversity. Our strategy for 2009 to 2011

Transcription

1 Valuing diversity Our strategy for 2009 to 2011

2 This Valuing Diversity strategy was adopted by the Board in early 2009 and follows the adoption in 2008 of our Equality policy. The strategy sets out what we will do as individuals and as an organisation to reinforce our commitment to valuing the diverse nature of our residents and staff, and ensuring we respect and meet the range of needs that they have. We recognise that the diversity of customers, staff and geographical coverage is a strength. We strive to make our services more accessible and tailored to our customers as well as enabling a culture of opportunity, awareness and fairness and to empower staff and customers.

3 This strategy is the result of the input of residents, staff, Board members and community partners. We will continue to seek their input to ensure that the strategy remains relevant and effective. We realise that we can only embed equality and diversity in the organisation through the understanding and co-operation of our staff, customers, partners, stakeholders and communities. To help achieve this we will: l Continue to develop and improve the understanding and ownership of equality and diversity within our leadership so that we can integrate the added value of Equality and Diversity across our business functions. l Continue to embed equality and diversity in the core strategic plans so it becomes part of standard operation. l Continue to educate and support our staff in our approach to equality and diversity. l Develop two-way communications with all customers, partners, stakeholders and communities on our standards, methods and practices. l Continuously improve our performance in relation to equality and diversity.

4 Turning strategy into action It is important that the strategy is turned into real actions. The ownership of this strategy lies with every member of staff and when the Board and managers make decisions they will consider the implications for equality and diversity We already have a Diversity Champion on the Board and on the Executive Team. We will add to this by appointing a Diversity Champion at employee level who will lead a Valuing Diversity Forum. This will be made up of customers and staff. The Forum will be responsible for the monitoring and delivery of the strategy ad action plan.

5 Valuing diversity Achievements since 2006 l A revised Equalities and Diversity policy l The creation of a customer profile database l An appraisal review of the Equality and Diversity arrangements l A gender action plan l A disability equality scheme and action plan and l Appointed an Equality and Diversity Champion on the Board, in the Executive Team and for staff l Training for all staff across the organisation and Partnering contractors. l Flexible working policy l Revised service standards l A review of our Aids and Adaptations policy l Analysis of 2005 Customer Satisfaction Survey with regard to the reasons for dissatisfaction amongst BME customers. l Recruitment process reviewed to ensure it is Equality and Diversity compliant l A review of our Complaints policy l Appointed QHS to provide independent external scrutiny of our customer services including equality and diversity l Implementation of the Customer First strategy l Texting protocol to ensure effective communication with the age group to encourage financial inclusion and prevent debt occurring l Substantially improved accessibility of website l Reviewed translation and communications with visually impaired customers to better target individual needs.

6 Our profile In % of new tenancies were given to customers from BME groups. As at 31st January 2009 there are 2942 households and 6427 household members living in Hastoe owned and managed property. Of the data collected on these household members we know that: l 2542 are between the ages of 16 and 44 l 347 considered themselves disabled At the same time, there were 119 members of staff on More information Hastoe Housing Association Limited Tel: Lo-call: Fax: info@hastoe.com Web: Hastoe s payroll, including Board members: l 7% of staff working for Hastoe are from BME groups l 1% of staff considers themselves disabled l 66% of staff are female and 34% of staff are male Hastoe aims to become an organisation that is known for providing surprisingly good services that recognise and support people s diverse needs and aspirations; a place of employment that is welcoming and inclusive to all; and, an association that invests in communities, builds cohesion and promotes equality and diversity in all that it does. Registered office: Marina House 17 Marina Place Hampton Wick Kingston upon Thames Surrey KT1 4BH Alternative formats of this document If you require this information in another language, large print or different format such as braille or audio tape please contact your local office. Printed on recycled paper Hastoe Ref: 00018/0409/LFT/V1