Equity, diversity and inclusion

Hastoe takes its duty to promote equity, diversity and inclusion very seriously. We recognise that as a service provider, good equity practices will make our services available to the widest possible range of customers. We also understand our responsibilities as an employer and as a procurer of contracts and services.

Hastoe fully supports the aim of the Equality and Human Rights Commission to champion equality and human rights for all, working to eliminate discrimination, reduce inequality, protect human rights and to build good relations, ensuring that everyone has a fair chance to participate in society.

At Hastoe, we want to treat all of our customers fairly and according to their needs. One of our aims in relation to Equity, Diversity and Inclusion is to improve our knowledge of customer diversity to enable us to offer services that are inclusive.

The law provides protection against discrimination based on age, disability, gender reassignment, marital status, pregnancy and maternity, sex, sexual orientation, race, or religion. Nor will we discriminate against our customers based on any other unjustifiable criteria. Please let us know if you feel that we have treated you unfairly or unlawfully.

If you would like independent advice you can contact the Equality and Human Rights Commission, an organisation set up by the Government to eliminate discrimination, reduce inequality, build good relations and protect human rights.

Hastoe's EDI Policy: September 2024

Hastoe Housing Association is committed to fostering an inclusive and diverse environment for all our employees, Board members and customers. As a housing association, we understand our unique role and responsibility in promoting equity, eliminating discrimination, and encouraging an environment where everyone can thrive. This policy is designed to comply with the Equality Act 2010 and outlines our commitment to equity, diversity, and inclusion (EDI) in all aspects of our operations, working alongside Hastoe’s values.

Purpose

The aims of this Policy are to:

  • Treat all employees, customers, and stakeholders with dignity and respect.
  • Provide equitable access to opportunities in employment and housing without discrimination.
  • Promote an inclusive culture that values diversity.

Related Hastoe Group Policies and Procedures and UK Legislation

There are links to most employee and customer facing policies and procedures.

The key legislation and/or regulations relevant to this Policy are:

  • Equality Act 2010
  • Modern Slavery Act 2015
  • Gender Pay Gap Reporting
  • Corporate Governance Code

Equality Act 2010

This is the primary piece of legislation governing discrimination law in the UK. It consolidates previous anti-discrimination laws into a single Act. The Act makes it unlawful to discriminate against employees, job applicants, and others because of protected characteristics, which include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Gender Pay Gap Reporting

Employers with 250 or more employees are required to publish annual gender pay gap reports. This requirement is designed to increase transparency around pay disparities between men and women. Although not a legal requirement, it is Hastoe’s policy to undertake Gender Pay Gap Reporting.

Corporate Governance Code

While not legally binding, the UK Corporate Governance Code, encourages boards to promote diversity of gender, social and ethnic backgrounds, cognitive and personal strengths.

Modern Slavery Act 2015

Companies with a turnover of £36 million or more must publish an annual statement setting out the steps they have taken to ensure modern slavery is not taking place in their business or supply chains. This can overlap with broader EDI concerns.
While these laws and regulations do not explicitly mandate an EDI policy, they create a framework that strongly encourages companies to adopt such policies to ensure compliance and promote best practices. Furthermore, having an EDI policy is often seen as a good business practice and can be important for corporate reputation, employee morale, and attracting diverse talent.

Scope

This Policy applies to all employees, workers, Board members, and those providing services to the Hastoe Group. This includes temporary agency workers, contractors and consultants. This Policy is non-contractual and does not form part of any employee’s contract of employment.

Key Principles

Equity

  • We will ensure that all employees and applicants for roles have equitable access to employment opportunities.
    We will ensure that customers have equitable access to housing services.
  • We actively encourage participation and engagement in relevant opportunities to allow the whole of the Hastoe Group to benefit from our talent.
  • We will provide fair treatment to all, irrespective of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Diversity

  • We value the unique contributions that each individual brings to our organisation and community.
  • We endeavour to attract, develop and retain people into the Hastoe Group, with different perspectives, experience and backgrounds to support our purpose, vision and values.
  • We will actively seek to understand and value the diverse backgrounds and perspectives of our customers.

Inclusion

  • We strive to create a welcoming environment where everyone feels respected and valued.
  • We will promote inclusive practices in all our activities, ensuring that barriers to participation are identified and removed.
  • Through development and support, we develop our leaders to inspire colleagues at all levels to foster inclusion. They look to promote an inclusive mindset in their relationships and decision-making and be aware of bias.

Roles and Responsibilities

  • All employees and Board members are expected to adhere to this policy and contribute to an inclusive and respectful work environment.
  • Managers have a responsibility to lead by example, promoting EDI within their teams and ensuring compliance with this policy.
  • Any behaviour that contravenes this policy, such as discrimination, harassment, or victimisation, will not be tolerated and will be dealt with appropriately.
  • We expect all customers to treat our staff and other customers with respect and dignity.
  • We are committed to addressing any complaints of discrimination or unfair treatment swiftly and fairly.

Implementation and Monitoring

  • Implementation of this policy will be through the actions contained within our Business strategy.
  • We will provide regular training to our employees to raise awareness and understanding of EDI principles and practices.
  • We will regularly review our policies, practices, and services to ensure they reflect our commitment to EDI.
  • We will collect and analyse data to monitor our progress and identify areas for improvement.
  • We will engage with our employees, customers, and stakeholders to gather feedback and ensure our EDI efforts meet their needs.

Reporting and Accountability

  • Employees and customers are encouraged to report any concerns related to EDI without fear of reprisal.
  • Reports can be made through our designated reporting channels; the complaints policy for residents and the relevant HR policy or procedure for employees, depending on the issue. Any employees who wish to report an issue should speak to their line manager in the first instance, or, where this may not be appropriate, a member of the HR team who will provide the necessary advice to the employee. All concerns will be taken seriously and investigated promptly.
  • The Executive team is accountable for ensuring the effective implementation of this policy and for making necessary adjustments to meet our EDI objectives.

Review

This Policy supersedes all previous policies of its kind. It will be reviewed periodically to ensure that it continues to meet the needs of Hastoe Group and is in line with current legislation and at least every 2 years.

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