Our commitment to diversity

We are a diverse organisation. Diversity, for us, is about respecting the physical and cultural differences of all of our residents and employees, recognising the positive contribution that a diverse workforce can bring; and ensuring that all people that come into contact with us experience the same high standards of behaviour and service.

Origin Housing is a Disability Confident employer, which means we are positive about disabled people and have made commitments to employ, retain and develop the abilities of disabled staff. We have worked with Stonewall to set up an advice line for lesbian, gay, bisexual and transgender colleagues and customers.

We are committed to equality, diversity and inclusion and seek to embed this in all aspects of what we do.

During Summer 2019 we were proud to be the first Housing Association to take part in the “Change 100” programme with Leonard Cheshire, offering four summer internships to students and graduates living with a disability, and arranging training for our managers to raise their awareness of supporting employees with a disability. We are positive about employing individuals with a disability and display the “disability confident employer” symbol on our website, to indicate that we will interview all applicants with a disability who meet the minimum criteria for a job vacancy.

In light of recent events and in response to the renewed focus on police brutality and structural racism affecting black communities in the UK, we have:

  • Set up a Black Lives Matter group forum so that staff can share resources and reading on the Black Lives Matter movement and anti-racism more broadly.
  • Formed the Diverse Origin Professionals Network (DOP Network), which include staff from black and ethnic minorities who meet once a month. Broadly, the aims of the network are to play a key role in:
    • Advocating for strategic and systemic changes that contribute in making Origin a more progressive, diverse and inclusive organisation
    • Empowering members with supportive tools, events, initiatives and networks to inspire them to inclusively reach their professional potential
  • Held listening sessions run by the chair of the Diverse Origin Professionals Network (DOP Network) with attendance by an Executive Director. Employees could share their personal and professional lived experiences, ask questions and make suggestions for a more progressive workplace.  Our longer term goals are to broaden these conversations to help address other inequalities ensuring there is a clear link to our Equality and Diversity Strategy.
We have also:
  • Launched our Executive Director led mentoring aimed at a diverse staff talent pool in November 2020.
  • Reviewed our existing strategy on Diversity, Equality and Inclusion
  • Committed to monitoring diversity representation at Senior Management, Executive Director and Board Level
  • Throughout the calendar year we celebrate diversity events, including Black History Month and Pride.