Barratt Redrow plc – Annual report – 29 June 2025
Industry: real estate
Strategic Report (extract)
Our people (extract)
Diversity and inclusion
We are committed to developing an inclusive environment.
Our diversity and inclusion strategy
Our diversity and inclusion strategy aims to promote equality of opportunity for employees and applicants alike, and ensures we have a culture where everyone feels safe to be themselves. Our strategy focuses on three areas:
Note:
R Reported and denotes a Barratt Developments PLC Group (Barratt Group) reported metric based on the standalone performance of the Barratt Group in the comparable reporting period.
Each of our regions has a Diversity and Inclusion Committee, supported by the Group Diversity and Inclusion team. The Committees meet quarterly and are chaired by one of the constituent Divisional Managing Directors with each division sending its own volunteer representative, all of whom have received training. The representatives act as a voice for the employees they represent and help deliver our aim of being an inclusive employer, as well as helping the Group team identify actions needed at a regional level.
Gender and ethnic diversity
We remain committed to improving our gender and ethnicity diversity. We ensure we have gender balanced and diverse recruitment shortlists and provide inclusive hiring training for all recruiting managers. We ensure we have gender balanced and diverse recruitment shortlists. We provide inclusive hiring training for all recruiting managers and only use specified, preferred recruiters who have committed to providing balanced and diverse shortlists. Gender is reported on quarterly for each function and level across the Group.
Catalyst and Spotlight
Our “Catalyst” programme aims to address some of the barriers faced by women as they progress into senior management and leadership positions. Our “Spotlight” programme supports colleagues from ethnic minority backgrounds and provides them with a network throughout the business, exposure to senior leaders and valuable learning and insight through expert trainers.
Colleagues can apply for these programmes through a self-nomination process and both programmes deliver a range of in-person and virtual events. Alumni from these programmes have provided overwhelmingly positive feedback. The timing of the Catalyst programme in FY25 allowed us to welcome colleagues from across the enlarged Group, and we look forward to doing the same for our Spotlight programme in FY26.
As at 29 June 2025, women held 23% (FY24: 20%) of senior manager roles within the Group. The gender diversity statistics for our employee population are shown on page 45. 9% (FY24: 8%) of employees and 3% (FY24: 3%) of senior leadership were from ethnic minority backgrounds. Further information regarding the diversity (including ethnicity) of our PLC Directors and Executive Committee members can be found in the Nomination and Governance Committee Report on page 106.
Nomination and Governance Committee Report (extract 1 – page 102)
Diversity and inclusion
We fully understand the importance and benefits of a diverse Board. As at 29 June 2025 we have 41.7% female representation on the Board and two Directors from ethnic minority backgrounds (as defined by the Parker Review). Following the retirement of Jock Lennox, this will increase to 55.5% and with Nicky taking on the role of Senior Independent Director we will have two women in senior Board positions as defined by the FTSE Women Leaders Review.
Our Annual Statement on Diversity required by the UK Listing Rules, together with accompanying numerical data, is set out on pages 105 and 106. Further information on the Company’s progress on diversity and inclusion initiatives can be found on pages 43 to 45.
Nomination and Governance Committee Report (extract 2 – page 105)
Diversity and inclusion
Board diversity
During the year, the Board reviewed its policy on diversity and inclusion. The objective of the policy is to ensure that diversity is reflected within the composition of the Board, its Committees and throughout the business in its broadest sense, including gender, ethnicity, age, disability, religious belief, sexuality, social class, education, experience and ways of thinking. The policy aims for continuous improvement at Board and senior management level on all these elements of diversity and to identify the most suitable candidate to join the Board and its Committees having regard to the individual’s skills, experience and knowledge. It also seeks to ensure that, in managing any senior appointment and in succession planning more broadly, the Committee has regard to the recommendations of the Parker and McGregor-Smith Reviews on ethnicity and race and the benefits of diversity, including gender, ethnicity, social background and cognitive and personal strengths. Diversity is considered as part of the Committee’s annual review of the Board and its Committee composition.
Progress on diversity and inclusion can be found on pages 44 and 45. The main objectives of our policy, how they are implemented and progress towards them are set out on pages 105 to 107
A copy of our Board Diversity Policy can be found at: http://www.barrattredrow.co.uk/about-us/policies-and-documents
I am pleased to confirm that, as at 29 June 2025, all three diversity and inclusion targets set out in the UK Listing Rules, have been met.
The following tables detail the diversity profile of the Board and the Executive Committee as at 29 June 2025. This data was collated from our HR database which has been populated using information provided by each individual employee, including Non-Executive Directors. Diversity information for employees below the Executive Committee can be found on page 45.
Reporting table on gender representation as at 29 June 2025
1 Following Matthew Pratt and Steven Boyes stepping down from the Board with effect from the close of business on 30 June 2025 and 6 September 2025 respectively, 50% of the Board will be women. When Jock Lennox steps down from the Board following the conclusion of the 2025 AGM 55.5% of the Board will be women.
2 Following Jock Lennox stepping down from the Board and the appointment of Nicky Dulieu as SID there will be two men and two women in senior Board positions.
Reporting table on ethnicity representation as at 29 June 2025
Diversity and inclusion throughout the business
Together with the Board, we recognise the importance of a diverse workforce at all levels of seniority. Promoting diversity at senior management level, and more generally across the workforce, remains a key focus for David Thomas, our Chief Executive. David, together with the Group HR Director, will continue to support the Group Head of Diversity and Inclusion to drive the agenda forward in this area. The Group’s aim is for its employee profile to mirror that of the communities in which it operates and provide an inclusive culture, where everyone can thrive. Further information on the Group’s progress on diversity and inclusion can be found on pages 44 and 45. The main objectives, how they are implemented and progress towards them are set out below.
Accounts examples 