Diversity Summary Statement

Click here to download the full Equality and diversity strategy document

What does Diversity mean at Origin?

Diversity, for us, is about respecting the physical and cultural differences that all of our individual tenants, residents and staff have, and ensuring that all people that come into contact with us have access to the same high standards of behaviour and service.

What does our Diversity Strategy aim to achieve?

Origin’s Diversity Strategy is our vehicle for ensuring that the above statement is achievable, that:

Our services and premises are accessible to all groups in the community who wish to use them and that their preferences in how they communicate with us are respected as far as possible;
All barriers to inclusion and engagement are removed from policy, practice, governance and decision making across the Group and that mutual respect is promoted;
All tenants, customers, stakeholders and staff reflect the social mix of people in the communities in which they are operating; that they will be held responsible for their own behaviour and actions in relation to the Diversity Strategy, that they should challenge the behaviour and actions of others in relation to the Diversity Strategy and that they should show commitment to this strategy and its implementation.

What specifically do we want to improve?

A better understanding of our customers in terms of their cultural and communication needs so that this can directly feed into the development of services;
An increased level of satisfaction with repairs from our BME tenants;
An increase in the representativeness of tenant and service user forums;
An increase in representation of certain ethnic groups across the workforce;
An increase in representation of older employees and those with a disability across the workforce.

How will we achieve change?

Working to deliver one comprehensive action plan that maps the Diversity KLOE (Key Lines of Enquiry) with other KLOEs, strategies (customer service, tenant involvement etc) and takes account of new legislation and best practice in the sector;
Regularly monitoring our performance against our service delivery targets and staff profile, undertaking gap analysis and taking the necessary action to close any gaps;
Auditing all premises (for access), all policies (for discrimination), all methods of engagement and consultation with our customers (for changes in preferences and needs) and any necessary action being taken;
Targets for the recipients of services and the staff profile will be monitored on a quarterly basis and a gap analysis and corrective action will be undertaken.

Who is responsible for Diversity?

Boards and the Executive Team will ensure that the Diversity strategy is integrated with other strategies in the business plan and that it is delivered;
The HR Director will lead on the review of policy, training (including induction) and leadership development to ensure compliance and promote and help embed our values;
The Diversity Leadership Group will monitor and report on progress against targets and measures of success and will action change. Members of the Group are seen as champions of Diversity;
All staff, board members and other stakeholders must be responsible for their own behaviour and actions, challenge those of others and show commitment to the strategy and its implementation.

What are the timescales for action?

The spirit of Diversity will be maintained and developed in all aspects of working life at Origin on a continuous basis. However, there will be a number of reviews along the way:

This Diversity Summary Statement will be widely publicised internally and externally with all our stakeholder groups;
Posters to reinforce our values and position on diversity will be produced and visible in all of Origin’s workplaces;

Targets will be monitored quarterly, reported at SMT and action plans will be developed as a result of any gaps or slippage occurring;
New legislation and guidance will be incorporated into our Diversity Action Plan within three months of publication;
An annual update report will be presented to the Origin Board;
The Diversity Strategy will be reviewed after three years.

Click here to download the full Equality and diversity strategy document