Equality, diversity and inclusion (EDI)

Last updated on 11 Apr 2024

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.

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:

  1. 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
  2. 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
  3. We want to increase the proportion of men in Band 6 roles from a baseline of 18% in 2023 to 25% by 2027

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