Barratt Developments PLC – Annual report – 30 June 2020
Industry: real estate
Strategic Report (extract)
Diversity and inclusion
We seek to build without barriers and we have continued to implement our diversity and inclusion strategy to achieve this.
The diversity policy relating to the appointment of PLC Directors is set out on page 103.
We aim to create an atmosphere that provides equal opportunities for all. Selection for employment and promotion is based on merit, following an objective assessment of ability and experience, after giving full and fair consideration to all applications. We are also committed to ensuring that our workplaces are free from discrimination and that everyone is treated with dignity and respect. We strive to ensure that our policies and practices provide equal opportunities in respect of issues such as training, career development and promotion for all existing or potential employees irrespective of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, nationality, religion or belief, sex, and sexual orientation.
All new employees receive mandatory diversity and inclusion training as part of their induction and we have continued to deliver our Building Without Barriers workshop to newly appointed or promoted leaders.
We have improved across all our diversity metrics, with most significant progress being made in female and BAME leadership representation. At 30 June 2020, 7% of employees were from BAME backgrounds (2019: 6%) and 2.1% of senior leadership positions were held by BAME employees, (2019: 1.8%). We still have some way to go in this area, and in the last year we have looked in more detail at how we can improve. We held focus groups to hear colleagues’ perspectives on what it’s like
to work at Barratt, and to understand what we should do differently. We used this information to help create our BAME Strategy, which we launched at the start of the year. We have recently signed up to the Business in the Community Race at Work Charter, which supports the actions set out in our BAME strategy and our aim to ensure that ethnic minority employees are represented at all levels in our business.
We have continued our focus on female leadership development with our Catalyst diversity mentoring programme. This year over 60 delegates were nominated and have been enrolled on the programme.
We have also matched 120 people as part of our reciprocal mentoring programme. We launched our first employee network, which is focused on gender equality, and the committee of the network have taken a number of initial actions. At 30 June 2020, women held 14% (2019: 15%) of senior manager roles within the Group.
The requirement to publish a Gender Pay Gap report in 2020 was suspended by HMRC due to COVID-19. However, as a business, we agreed that it was important to keep stakeholders informed of our gender pay position. Accordingly, we will be publishing our report in September 2020.
We have revisited our policies and changed the language in our family friendly policies to make them gender neutral. We have also introduced paid leave for carers and those undergoing assisted fertility.
In 2020, for the first time we made a submission to the Stonewall Equality Index and we are reviewing the feedback from our submission to ensure we continue to develop actions which demonstrate our commitment to the LGBT+ community.
Every effort is made to retain and support employees who become disabled while working within the Group. We completed an initial disability access audit of all our divisional offices. Our intention in the coming 12 months is to seek to remove physical barriers for disabled colleagues or applicants.
We have redefined our Agile and Flexible Working policy to give line managers greater freedom to respond to requests, and to monitor and ensure the effectiveness of those with different working arrangements.