We know the HRA is working at its best when our people feel they belong and are valued for who they are, and that they see this borne out in their daily experience of the organisation.
Eliminating discrimination
To support this, we proactively consider equality and integrate an anti-discriminatory approach into all areas of our work. This means we believe it’s not enough to focus on individual attitudes or behaviours. We use an Equality Impact Assessment process to scrutinise our policies, practices and services to make sure any systemic discrimination is identified and dismantled, and barriers to accessing services, employment and career progression are removed.
We pride ourselves on offering the flexibility needed to enable people to thrive in their role, regardless of other circumstances or commitments.
Respecting and learning from each other
We expect high standards of dignity and respect to be upheld for our staff, potential staff, members, partners, service users and anyone else who interacts with the organisation.
Each of us has our part to play to make that happen. That’s why our staff and our wider community complete mandatory EDI training as part of their induction, and staff have regular opportunities to have their voices heard, through our Staff Voices representatives and EDI staff-led interest groups.
Our Respect at the HRA video below summarises these standards and reflects our shared principles.
From words to action: our equality objectives
Guided by the voices of our EDI staff-led interest groups and a range of data sources, we have drawn our 2020-2023 EDI strategy to a close and developed a new set of EDI workforce priorities for 2023-2025. On our looking back, planning forward webpage, you can read more about our progress over the last few years and what’s in store next. This work is carefully developed to make sure that our aspirations for change translate into action; that they are transparent, accountable and with a lasting impact. Our equality objectives for 2023 onwards are:
- We want to increase the relative likelihood of ethnic minority job applicants being appointed after interview. Our baseline is that white interviewees are, in 2023, 1.8x more likely to be appointed that ethnic minority interviewees. We aim to get rid of the gap between ethnic minority and white applicants by 2028
- We want the percentage of ethnic minority staff in Bands 8 and above to reflect the proportion of ethnic minority staff within the wider organisation, by 2025. In 2023, we have 13% ethnic minority staff in Bands 8 and above, compared with 17% across the whole organisation
- We want to increase the proportion of men in Band 6 roles from a baseline of 18% in 2023 to 25% by 2027
Find out more
- Our equality data helps shape our priorities and practices and is published annually. You can also read about the demographic of our Community members
- Compare the HRA's gender pay gap information with other organisations. Our 2022-2023 pay gap is 10% median and 6% mean. On the Agenda for Change pay framework, all post-holders receive equal pay for work of equal value. Any pay increases are aligned with length of service only, and no bonuses are paid. Our pay gap is influenced in part by a greater over-representation of women in the lower pay quarter than in the highest. We have started exploring ways to increase the representation of men in Bands 4-6
- We have adopted the Halo code, which celebrates black hair worn in all styles, as part of our black employees’ racial, ethnic, religious or cultural identities
- We are proud to be a Disability Confident Leader and have a comprehensive approach to recruiting and supporting disabled staff to bring their best to the HRA
- All of our web information should be accessible, but if you spot something that isn’t accessible, please let us know
- If you’d like to hear more about EDI at the HRA, please get in touch