Equity, Diversity and Inclusion plan

Celebrating differences

Equity, Diversity and Inclusion (ED&I) is embedded throughout our organisation. It is an ongoing part of the work of our people at all levels, and tackling ED&I is a responsibility shared by all colleagues.

We are one of the Greater London Authority’s leading partners in its Affordable Homes Programme. Our ED&I action plan aligns with the Mayor of London’s vision of a more equal, diverse and inclusive London.

It shows how we are putting words into practice in promoting ED&I, having a sustainable and diverse supply chain, and working in partnership with local people.

Clare Miller, CEO of Clarion Housing Group

“I’m committed to continue to build a workplace where everyone feels valued, can be themselves and know they can reach their full potential.”

Clare Miller, Group Chief Executive

Objectives aligned to the Greater London Authority's ED&I Theme 1: Organisational equality, diversity and fairness

What we are doing

More than one in five of our staff are from ethnic minorities and women make up 55% of our workforce. We are a diverse employer and want to stay that way - so we monitor our progress against targets. We belong to a number of employer schemes promoting diversity. These range from schemes focused on people with disabilities or mental health issues to those supporting LGBTQ+ people.

We provide unconscious bias training to our managers. And we interview at least one minority candidate for all vacancies at director level or above. Future plans include interviewing at least one minority candidate for all management roles.

Measurement of our progress

Our ED&I metrics.

What we are doing

Regular surveys of our people provide demographic data and flag up concerns. Feedback from colleagues informs our approach to being an inclusive employer that values its people. We are working to close our gender and ethnicity pay gaps, which are 4.2% and 0.36% respectively. Those doing the same work are paid the same - irrespective of their gender, ethnicity, or any other characteristic.

We have staff networks that represent:

ethnic minorities
colleagues with disabilities or long-term health conditions
LGBT+ colleagues
those facing gender-related issues

Each network is in direct contact with our executive team. This gives colleagues a voice with our senior management. We promote our staff networks and run a calendar of events and activities to celebrate ED&I.

Measurement of our progress

Visibility of our staff networks. Awareness work for activities above and beyond key events. The views of our people on Clarion as a place to work.

What we are doing

Our people are all trained in ED&I, and complete a refresher course at least once a year. We are overhauling our processes around our mandatory ED&I training. This includes ensuring that real life experiences are included in our training so that it is engaging and relatable. All managers are trained in unconscious bias.

Measurement of our progress

The percentage of our people completing their ED&I training on time.

Objectives aligned to the Greater London Authority's ED&I Theme 2: Sustainable and diverse supply chains

What we are doing

We publish our tenders on gov.uk. New small suppliers do not have to go through the time and expense of completing tender forms. We are investing in a digital tool to assess and manage the demographics of our partners. This will help us make sure that under-represented suppliers know about future tenders. We also chair ProcureCo which connects public and social housing buyers with suppliers.

Measurement of our progress

Demographics of partners given contracts.

What we are doing

Environmental impacts are among the criteria we use to choose suppliers. We’re working with our supply chain to reduce waste and carbon emissions, use less energy and water, and increase recycling and the use of sustainable materials. We are creating policies on issues such as sustainable procurement. And we are developing ways of estimating the carbon emissions of our suppliers.

Measurement of our progress

New policies in place. Data to enable estimates of carbon emissions.

What we are doing

Social value is one of our selection criteria when we choose who to work with. During 2021/22, we worked with our supply chain to generate £10.8 million in social value - improving the economic, social and environmental wellbeing of residents and communities. We embed social value throughout our procurement processes and it is being written into our contracts with partners.

Measurement of our progress

The impact of social value on individuals and their communities.

What we are doing

Our charitable foundation, Clarion Futures, is the lead partner on the GLA's Love London Working programme. This has helped more than 7,000 people into employment to date. We also run a free national employment and training programme. This works with more than 300 employers to help people into work, training, and apprenticeships. We provide vocational training for priority job sectors such as construction, and health and social care.

Specialised support is offered for those who have been out of work for a long time, or have never had a job.

And we review our support packages to maximise the training and employment benefits for local people.

Measurement of our progress

The results of the Love London Working programme. This aims to support 1,200 people into work between April 2022 and December 2023, when the programme is due to end.

What we are doing

We are working to meet the goals outlined in our sustainable development roadmap, such as:

Building inclusive communities
Creating healthy places for our residents
Increasing biodiversity and minimising our environmental impact
Building net zero carbon homes

We are promoting ethical and responsible employment in our supply chain. This includes apprenticeship and training opportunities for local communities. A sustainable procurement strategy is being implemented.

Measurement of our progress

The social and environmental impacts of our work. The work and training opportunities provided by our partners.

What we are doing

We are looking at the workforces of our partners and pressing them to recruit from under-represented groups. In addition, we are strengthening our links with organisations promoting diversity in the housing sector.

Measurement of our progress

Data on the workforces of our partners. The number of targeted programmes promoting diversity. People from under-represented groups working in our supply chain.

Objectives aligned to the Greater London Authority's ED&I Theme 3: Working together with Londoners

What we are doing

We help residents take part in consultations and make informed choices. Residents can make site visits to see other regeneration projects. Homes are adapted for the needs of those with disabilities or health issues. Residents have a choice in how their homes look.

Measurement of our progress

Independent research on the impact of regeneration on residents. This includes following up to see how residents are doing in their new homes.

What we are doing

We work with residents to shape and influence services they receive, so we can continue to improve communities and provide quality homes. Our Resident Involvement strategy, which launched in 2021, offers transparent and consistent engagement opportunities, locally, regionally and nationally to ensure residents have their voice heard and that we are responding to their needs. We provide residents with training and support to enable them to scrutinise our services effectively. Residents have contributed to a wide range of service improvements such as fire safety, repairs and our zero carbon strategy. We also have resident representation on the Clarion Board. We continue to monitor the demographics of involved residents and we run programmes for residents aged 18-25, as well as those aged over 55.

Measurement of our progress

The demographics of involved residents. Tracking levels of feedback and the number of residents involved and influencing decisions. The percentage of recommendations from resident scrutiny committees that have been accepted and implemented.

Gender and ethnicity pay gaps

We’re committed to treating our people fairly. Read our gender and ethnicity pay gap reports. 

Wellbeing at work

Our people are our greatest asset and their wellbeing is our top priority.

Equity, Diversity and Inclusion plan

Celebrating differences

Objectives aligned to the Greater London Authority's ED&I Theme 1: Organisational equality, diversity and fairness

Supporting colleagues from under-represented groups in their careers

Ensuring that we recruit a diverse range of people

Tackling discrimination and bias

Transparent reporting of our efforts to promote ED&I

Education and training

Objectives aligned to the Greater London Authority's ED&I Theme 2: Sustainable and diverse supply chains

Helping small and medium enterprises and community groups to work with us

Encouraging suppliers to reduce their environmental impacts

Including social value in the criteria we use to choose our partners

Providing training and employment for local people

Create healthy, safe and secure homes in thriving communities

Encouraging partners to have diverse workforces

Objectives aligned to the Greater London Authority's ED&I Theme 3: Working together with Londoners

Responding to the needs of communities in regeneration programmes

Promoting the involvement of our residents in our work

Gender and ethnicity pay gaps

Wellbeing at work

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