Our colleagues

We want our colleagues to be engaged and committed and to feel empowered to make a difference to customers’ lives. We do this by investing in them, creating an inclusive culture, and providing a workplace environment that allows people to work effectively and collaboratively.

Equity, diversity and inclusion are central to our social purpose and integral to how we act as an employer, a provider of affordable homes in sustainable communities and a business partner.

We launched our first inclusion strategy in February 2024. Through this two-year strategy, we intend to build a culture of inclusive leadership and to support talented, ethnically-diverse middle managers to progress their careers. We also aim to provide opportunities for under-represented groups in our workforce, particularly lower-paid women and ethnically diverse colleagues, to succeed at Hyde.

We’ll also ensure robust governance of diversity and inclusion, and we’ll start to consider how we can build an inclusion approach that meets the needs of our customers, by gaining a deeper understanding of their needs.

Highlights

Colleague engagement was 78% (2022/23: 72%)
Median gender pay gap was 1.8% (2022/23: 4.9%)
Median ethnicity pay gap was 5.6% (2022/23: 4.1%)

Engagement

Our employee engagement score, which includes job satisfaction, motivation levels and intention to stay, was 78% in March 2024, up 6% from the previous year. This is pleasing, considering the amount of change during the year, with the creation of new neighbourhood and customer service teams, relocation of colleagues and office closures.
Our offices

As part of our broader office strategy we relocated 131 colleagues from Lewisham to our London Bridge headquarters over Christmas 2023, to create a working environment encouraging collaboration. Most of our London-based operations teams now sit together, making us more efficient and productive. We also opened new offices at the Old Laundry in Stockwell and at Cannon Wharf in Deptford this year.
Our diverse colleagues
Overall, our colleagues are diverse. We continue to focus on having more female and ethnically diverse senior leaders. In March 2024:
- 50.5% (2022/23: 52.8%) of colleagues were female and 50.9% (2022/23: 53.85%) of our first line and middle managers were female
- 43.2% (2022/23: 42.86%) of our senior leadership group (heads of service, directors and executive directors) were female
- 29.9% (2022/23: 30.5%) of colleagues identified as ethnically diverse , compared with the G15 average of 35%; 19.5% (2022/23: 24.18%) of our first line and middle managers identified as ethnically diverse, compared to the G15 average of 28%
- 9.5% (2022/23: 14.29%) of our senior leadership group identified as ethnically diverse, compared with G15 average of 13%
- 7.7% (2022/23: 7.66%) of colleagues have told us they have a disability
- 4.6% (2022/23: 3.4%) of colleagues identify as LGBTQ+
- On average, colleagues are 43.8 years old (2022/23: 44.5), 8.5% of colleagues are 25 and under (2022/23: 7.4%), and 21.4% (2022/23: 22.7%) are over 55.