We know that a diverse team means a stronger business, is better for our customers and makes us a more attractive employer, which is why we are committed to diversity and inclusion.
We value everyone for who they are and the unique contribution they bring to customers, colleagues and the communities we create. Everyone at Barratt is treated with dignity and respect and we actively ensure our opportunities are available to the widest possible pool of people to reflect our diverse society.
Laying foundations for future success
We realise that to appeal to everyone, we need to continue to foster an environment that attracts, and more importantly, retains people of different backgrounds. We want people to be themselves, to grow and develop with us and to enjoy coming to work.
We’ve taken steps towards becoming a more inclusive business, and these include:
- Providing training and tools to lead the way. We offer inclusive leadership courses, where our leaders learn about building cultures, understanding their unconscious biases and how to get the best out of people. By December 2018 all of our Directors and middle managers will have attended this course.
- Supporting our future female leaders. We have recently launched new career development programmes aimed at supporting our future female leaders, all at different stages of their careers.
- Reviewing our approach to flexible working. We have reviewed our policy and the way we work so many of the roles in our offices now offer more flexibility.
- Updating and improving our family friendly policies. We have made industry-leading reforms to our Maternity/Adoptive and Joint Parental Leave policies, following which we’ve already seen a significant increase in the number of people who have returned from leave. We have also increased our paternity pay and offer parenting and careers webinars to help support people with different responsibilities.
- Taking local actions. All of our divisions have plans for local action, which means there are a range of different activities taking place across the business. These include offering work experience placements via MENCAP or sponsoring local PRIDE events.
- Thinking about how we measure success. We have set ourselves stretching but achievable targets for 2021 that go well beyond anything we measure now, and we’re collecting more data than ever before.
Building without barriers
Ultimately, attracting and retaining a workforce that is made up of different perspectives, different opinions and different backgrounds requires a culture where everyone feels welcomed. We want to build without barriers, so our people feel not just accepted but proud of what makes them different, because they know it helps our business. We want to feel like a true community of people committed to working towards the same goal: to lead the future of housebuilding.