Barratt Redrow plc – Annual report – 28 June 2026
Industry: real estate
Strategic Report (extract)
Our people (extract)
Diversity and inclusion
We are committed to building a diverse, respectful and inclusive workplace, where every colleague feels empowered to contribute and to be themselves.
Our diversity and inclusion strategy aims to promote equality of opportunity for both employees and applicants, and focuses on three key areas:
- Talent – increasing our representation through the attraction, recruitment and development of diverse skills and experience at all levels;
- Leadership – taking accountability for change and creating an inclusive environment where everyone can thrive; and
- Attitudes – supporting our people to understand and value difference with respect and kindness.
The Group is committed to giving full, fair and transparent consideration to applications for employment made by those with disabilities and ensuring continued employment of those who may become disabled during their employment. As an organisation the Group seeks to ensure that training, career development and promotion is fair in all circumstances.
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 voice the view of their division, helping to provide valuable insight into diversity issues on the ground and helping to identify improvements at a regional level.
Gender and ethnic diversity
We are committed to improving gender and ethnic diversity at every level, across the business. We ensure that recruitment shortlists are balanced for both gender and ethnicity as appropriate and provide inclusive hiring training for all recruiting managers.
We are compliant with the recommendations of the Parker Review, with two of our Board directors from ethnic minority backgrounds. Across the business, 9% of employees (FY25: 9%) and 3% of our senior leadership (FY25: 3%) are from ethnic minority backgrounds.
Gender data at 28 June 2026
Nomination and Governance Committee Report (extract 1 – page 91)
Diversity
The Committee considers diversity in its broadest sense, including gender, ethnicity, professional background, skills, experience, tenure and cognitive diversity. Diversity remains an important component of Board effectiveness and is embedded throughout succession planning and recruitment activities.
As at 28 June 2026, the Company met all three UK Listing Rule board diversity targets: at least 40% of the Board were women; at least one senior Board position was held by a woman; and at least one Director was from a minority ethnic background. Following Rebecca Napier’s appointment on 3 August 2026 66.7% of the Board are women and three senior Board positions are held by women.
The Committee’s focus is not limited to meeting external targets. During the year, it challenged whether succession and recruitment processes were producing sufficiently broad candidate pools and whether leadership pipelines below Board level supported the Group’s long-term diversity objectives. The Committee will continue to monitor progress through regular talent and succession updates, with particular focus on representation in senior leadership and future succession pools.
The Committee oversees the implementation of the Group’s Board Diversity Policy and reviews progress annually. The policy seeks to promote diversity in its broadest sense across the Board, Board Committees and senior leadership population, recognising that a wide range of perspectives, skills and experiences supports effective decision-making, succession planning and long-term business success. The Committee considers diversity of gender, ethnicity, skills, experience, tenure, professional background and wider diversity characteristics when reviewing Board and Committee composition.
Progress against the principal objectives of the policy during FY26 is summarised below.
The tables below set out the sex and ethnic diversity of the Board, senior management and direct reports to senior management as at the year end, reported in accordance with the UK Listing Rules and the UK Corporate Governance Code. The data was collated from our HR database which has been populated using information provided by each employee, including Non-Executive Directors.
1. Following the appointment of Rebecca Napier as Chief Financial Officer on 3 August 2026, three women and one man held senior Board positions.
2 The definition of senior management for this purpose means the Executive Committee.
3 Following Rebecca Napier’s appointment on 3 August 2026 and Micheal Passmore’s departure from the Executive Committee on 1 September 2026, senior management comprised four women (50%) and four men (50%).
1. The definition of senior management for this purpose means the Executive Committee.
