Equality, Diversity and Inclusion at LiveWest
We live in a world that is not always fair or equal, where privilege assists some and can hold others back. As a housing association with a social purpose, we are taking steps to be a positive example of equality, diversity and inclusion best practice within our communities and the housing industry.
We are committed to being fair and inclusive, supporting diversity and providing inclusion for all of our customers, colleagues and stakeholders.
We are all different and these differences contribute to our success.
It is well recognised that organisations focused on building a more inclusive culture attract and retain a wider diversity of talented colleagues. As a result, this provides a more inclusive service to our customers.
Having an inclusive culture empowers colleagues to think differently and to share their experiences and perspectives. This drives innovation, development and engagement.
This video helps explain what equality, diversity and inclusion means at LiveWest.
"LiveWest has been really supportive with me as a carer and my manager has been great, very supportive".
Equality, Diversity and Inclusion policy, strategy and annual report
Our Equality, Diversity and Inclusion policy.
Our Equality, Diversity and Inclusion strategy.
Our Equality, Diversity and Inclusion annual report.
Our anti-racism statement
We are committed to being an anti-racist organisation and to address inequalities not only within our own organisation, but to be a change-maker within the social housing sector.
Diversity and inclusion for our colleagues and customers has always been a focus for us. In 2020, along with most other employers in the UK, we couldn’t ignore the shift in global conversations about ethnicity. This led us to look at our own processes internally and address any unconscious bias towards our colleagues and customers from ethnic minority groups.
Awareness of ethnic discrimination has been brought to the mainstream and the housing sector must work together to end inequality and discrimination around race and ethnicity.
We want to be a pioneer in achieving this and have taken an honest look at the way we do things here. We know we can build on the foundations we have put down, which are set out in the six pillars of our Equality, Diversity and Inclusion strategy:
1. Growth - We recruit from a diverse pool of candidates and promote talent within the organisation, through career development and educational opportunities.
2. Accessibility - We make our services accessible to everyone.
3. Belonging - Colleagues and customers feel they are valued, and their voices are heard.
4. Individuality - We embrace and celebrate each other's differences.
5. Trust - We are honest and transparent with customers, colleagues, and partners. Relationships are based on mutual trust and respect.
6. Challenge - We are comfortable to challenge, including unconscious bias, and we do the right thing.
We have an opportunity to be a force for positive change and working together to counter racism and inequalities will help create strong communities and better places to live.
We are an inclusive employer
Equality, Diversity and Inclusion groups
Our Equality, Diversity and Inclusion governance group
We have an Equality, Diversity and Inclusion (EDI) group which consists of colleagues from across our organisation who are passionate about equality. They challenge what we do and how we do it, recommend equality, diversity and inclusion priorities and targets to our Executive team and Board, and are always pushing to deliver positive change.
Our colleague network groups
We have colleague network groups focussing on three areas - race, gender and sexuality, and disability. Having one EDI group doesn’t allow us to focus on all of these different areas in the way that we should or would like to.
True diversity means representation of different races, abilities, genders, orientations, backgrounds and experiences – everyone should have a voice.
Our colleague network groups help us deliver our ambition to be a more inclusive organisation.
They are a critical friend to the EDI group, helping them to understand more about different areas of diversity, and support them in delivering positive change across the organisation.
Find out more about the three areas of our colleague network below:
Race and Ethnicity Equality Network
Our Race and Ethnicity Equality Network (REEN) helps us to bridge the gap of racial inequality for colleagues and customers, helping us to embrace and understand racial equality and fairness. The group supports our organisation, encouraging the challenging of racism, through sharing stories and experiences, and providing a voice to our colleagues and customers.
Sexuality and Gender Equality group
Sexuality and Gender Equality (SAGE) are a group of colleagues who wish to improve the organisation’s and our colleagues’ understanding and awareness of the LGBTQ+ community. They are key in helping us promote and maintain equality, diversity and inclusion particularly around sexuality and gender.
Disability and Equality Awareness Network
The purpose of the Disability and Equality Awareness Network (DEAN) is to help raise awareness of disability, both visual and hidden, and encourage greater support within LiveWest for anyone affected. The key focus for DEAN is to help us become more aware about all disabilities, act as an ally for all colleagues and provide feedback and recommendations to our EDI group.
