Disability Confident

Disability Confident

We’re accredited as a Disability Confident Employer, which demonstrates our commitment to providing equal opportunities for people with disabilities. Disability Confident Employers are recognised as going the extra mile to make sure disabled people get a fair chance.

As a Disability Confident Employer, we’re committed to providing equal opportunities for anyone who wants to work with us, and we champion diversity and inclusion. Any applicants with a disability who meet the essential requirements of the job are guaranteed an interview.  We welcome applications from disabled candidates – if you need relevant and accessible support to apply for our roles, please contact us.

We make every effort to eliminate discrimination, direct and indirect, from our recruitment and selection process. We’ll make reasonable adjustments to reduce any potential barriers faced by applicants to give equal access to employment opportunities. Find out more about our recruitment process.

Women's Trade Network

Women's Trade Network

We’re part of the Women’s Trade Network, a consortium of organisations working to promote gender equality in trade roles through access to training and employment opportunities.

Real living wage

Real living wage

We’re accredited by the Living Wage Foundation as being a living wage employer. This means that everyone working at CHP earns a real living wage.

Pay-gap reporting

We’re committed to closing the gender pay gap. We believe our people should be paid fairly for the job they do and be given opportunities for career progression. You can find out more in the Gender Pay Gap Report we produce each year.

We also published our first Ethnicity Pay Gap Report in March 2023.

Equity, diversity, and inclusion in the workplace

We understand that a diverse and reflective workforce generates better ideas, and is integral to delivering inclusive services. Therefore, we want our workforce to be as representative of the communities we serve as possible. We’re committed to providing our employees and customers with a grounded understanding of equity, diversity, and inclusion (EDI) through training and promoting awareness around relevant issues.

Diversity, equity and inclusion definitions

Equity

Equity means ensuring that everybody has an equal chance to achieve the same outcome.

Diversity

Diversity is about celebrating and valuing our differences as well as our similarities. Diversity should be part of everything we do.
Inclusion Inclusion means that all people, regardless of their abilities or additional needs, have the right to be treated with dignity and respect.

We welcome and celebrate the diverse contribution of our employees. We believe every voice is unique and that every employee should be given the chance to thrive. We want to promote inclusion and belonging and to build a culture where all employees feel valued and are trusted to deliver their role.

Removing barriers

We strive for a workplace that’s free from discrimination. We’re committed to making sure there are no barriers to recruitment or professional development, and to listening to ways in which we can improve our employee experience.

The Equality Act 2010 protects people with protected characteristics from unlawful discrimination, harassment and victimisation. It also protects any person who is perceived as having any of these characteristics or is associated with any person who does. There are nine protected characteristics:

  • age;
  • pregnancy and maternity;
  • disability;
  • marriage and civil partnership;
  • religion/belief;
  • race;
  • sex;
  • sexual orientation;
  • gender reassignment.

We’re committed to tackling inequality in its widest sense and challenging discrimination based on extended social and cultural characteristics including:

  • domestic circumstances or carer responsibilities;
  • appearance;
  • language or accent;
  • learning styles;
  • neurodiversity, i.e. diversity of brains, minds, thinking styles;
  • socio-economic background, including employment status, class, education and income;
  • political belief or trade union activity;
  • spent convictions;
  • any other matter that causes a person to be treated with injustice.

Fostering change

We have EDI Workplace Champions that represent all areas of the organisation and all employees. It’s made up of employee volunteers with specific experience, expertise or passion for EDI. The Group aims to raise awareness and knowledge of EDI issues and best practice in service delivery, challenging the organisation when necessary and implementing changes.

Recent changes include pronouns and phonetic spelling in email signatures and promoting events such as Black History Month. The Group has also been building partnerships with organisations such as HouseProud, Dementia Alliance and the Sunflower Scheme, to increase inclusiveness for employees and customers.

In 2022, we developed our new Equity, Diversity, and Inclusion (EDI) Policy, supported by an action plan, which we put together in partnership with Housing Diversity Network. We listened to employees and customers to develop the action plan, making sure it reflected their priorities. Our Equity, Diversity, and Inclusion Report outlines the progress we’ve made on the five themes of the action plan. It covers the period January 2022 up to December 2023.