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Inclusive leadership - with a strong focus on equality and diversity- is a common feature of the most successful and resilient organisations. This section explores how your organisation ensures the effective leadership of equality, diversity and inclusion and how far they are embedded in the values, culture and behaviour of the organisation.
1. My organisation has Equality, Diversity and Inclusion (EDI) as a core value
2. My organisation has a senior lead or champion on EDI and leaders actively promote EDI
3. My organisation celebrates a diverse range of events throughout the year
4. My organisation's external communications reflects EDI principles
5. My organisation's internal communications reflects EDI principles
6. My organisation seeks to learn and take action from failures and successes in EDI
1. 7. Board members are trained in the legal framework and business case for EDI
8. My organisation has a diverse range of skills and experiences at Board or Committee level and meets the requirements of our adopted Governance Code Neutral
9. My organisation has an EDI subcommittee or group
10. My organisation has adopted explicit anti-discriminatory ways of working throughout the organisation
11. My organisation has an up to date and comprehensive EDI strategy and/or policy
12. The EDI strategy/policy is closely aligned to overall business strategy and complementary strategies and policies (e.g. Customer Service, etc.)
13. My organisation has relevant targets to measure EDI performance that are monitored regularly
14. My organisation seeks to tackle inequality in its widest sense such as addressing other issues such as poverty and unemployment
All organisations must comply with relevant legislation, including relevant legislation and Codes of Guidance. This section enables you to assess whether you are compliant with the key Equality, Diversity and Inclusion legal requirements for most organisations. The report you receive will clarify the criteria for each area, the benefits of compliance, and the value of adopting good practice measures beyond the compliance minimum.
15. My organisation regularly reviews compliance with legislation such as the requirements of the Equality Act 2010
16. My organisation has specific measures in place to ensure that we meet the Public Sector Equality Duty
17. My organisation has specific measures in place to ensure that we meet the standards of the Regulator for Social Housing including the Tenancy Standard
18. My organisation conducts EDI impact assessments or analyses to inform its decision-making or policy reviews
19. My organisation is confident that it adheres to the requirements of the Modern Slavery Act
20. My organisation has specific measures in place to ensure that we address the Gender Pay Gap
21. My organisation has specific measures in place to ensure that we address the Ethnicity Pay Gap
22. My organisation has publicly signed up to an EDI charter or framework
23. My organisation has had an independent external assessment of its EDI policies and performance in the last three years
Having a diverse workforce ensures that you are recruiting the best people for the job, that you make better decisions, are more innovative and have greater sensitivity to the needs of your customers and communities. This section will help you assess how effective you are in recruiting the best talent, and supporting and developing your people.
24. My organisation collects diversity related data on our executive management team
25. My organisation’s executive management team reflects the communities in which we operate in terms of its diversity
26. My organisation has a programme to develop diverse talent
27. My organisation provides effective EDI training to managers especially around managing a diverse workforce
28. My organisation collects diversity related data about our board members
29. My organisation’s board reflects the communities within which we operate in terms of its diversity
30. My organisation has built in diversity into board succession planning
31. My organisation has up to date and comprehensive diversity-related data on our workforce
32. My organisation annually reviews how we can increase the diversity of our workforce
33. My organisation’s workforce reflects the communities within which we operate in terms of its diversity
34. My organisation has diversity targets and publishes our performance against these
35. My organisation monitors disciplinary and grievance data by protected characteristic
36. My organisation offers flexible working arrangements
37. My organisation provides EDI training to all staff, and this includes induction and refresher training
38. My organisation checks job and person specifications, selection criteria and advert wording to ensure they do not include any content that is potentially discriminatory or unreasonably excludes certain groups without justification.
39. My organisation has schemes to address imbalances in the workforce (e.g. to attract more women into construction)
40. My organisation has targets to recruit employees from under-represented communities.
41. My organisation uses objective/non-discriminatory recruitment processes (e.g. name blanking)
42. Employees involved in recruitment in my organisation complete mandatory training (including unconscious bias training) to ensure that recruitment is fair.
43. Recruitment is monitored at all stages (application, shortlist, appointment) in relation to diversity.
44. My organisation has succession/talent management strategies in place which take account of inclusion and diversity.
45. My organisation offers mentoring and coaching opportunities for all staff which aim to increase diversity and inclusion.
46. Participants in training and other development opportunities are monitored in relation to diversity/protected characteristics.
47. Managers are skilled in leading and supporting diverse teams.
48. My organisation has measures in place to ensure that employees from across and within all protected characteristics contribute to our organisational plans and strategies.
Successful organisations go beyond the legal requirement to offer equal access to services; they anticipate and deliver what their customers want and need and recognise that this also enables efficient service delivery. They recognise that different customers require different services and access them in different ways; and actively strive to reduce the inequalities people experience in society. This section will help you assess how you identify the needs of your communities and use this information to deliver the right services in the right ways.
49. My organisation has up to date and comprehensive diversity related data on our customers
50. My organisation publishes this information.
51. This information feeds into design or improvement of services
52. This information is used to identify underrepresented and vulnerable groups to promote greater inclusion.
53. My organisation has customer engagement structures which enable the diversity of our communities to be represented
54. My organisation’s service strategies, policies & procedures contain specific measures to ensure accessibility and inclusion for each protected characteristic group.
55. We have digital delivery channels which are designed to be non-discriminatory.
56. My organisation receives (proportionately) similar numbers of complaints from each protected characteristic group.
57. The levels of customer satisfaction across the different protected characteristics are similar.
58. We have up-to-date data on community demographics.
59. My organisation has developed and implements policies to tackle anti-social behaviour including harassment and hate crime.
Inclusive communities build bonds of friendship and respect between people. They provide opportunities to reduce exclusion and inequality, and to give people a stronger voice. Evidence shows that a focus on these issues can improve wellbeing and life chances, reducing the negative financial and social impacts associated with disadvantage; and strengthening confidence and self- efficacy within communities. It can also reduce costs associated with for example tenancy failure and anti-social behaviour. This section will help you to assess how you contribute to the wider community you work in and the impact you have.
60. My organisation has programmes to address inequality in the widest sense, eg to tackle poverty, ill-health, low benefit take-up etc
61. My organisation takes a broad and inclusive approach and is active in working to improve the communities that it serves beyond its own tenant-base
62. My organisation has active partnerships with others to deliver community improvements in areas that matter to customers most.
63. My organisation has recognised the disparities in our communities in terms of health, housing and employment for example, and seeks to address them.
64. As a criterion for doing business, my organisation assesses the EDI policies and practices of consultants and suppliers
65. My organisation assesses the EDI practices of contractors in our procurement and commissioning practices.
66. We proactively develop partnerships to achieve EDI outcomes.
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