Equality, Diversity and Inclusion

Curo’s approach to equality, diversity and inclusion (EDI) is a major part of our plans to build a workplace that better reflects the diverse make-up of the communities we serve.

“Strength lies in differences, not in similarities.”

Stephen Covey

Why is EDI critical to us?

Our purpose

‘Homes For Good’ means we need to deliver great service to all our customers, to ensure there is equity for those we serve, irrespective of who they are or their circumstances. It’s not about providing the same service, it’s about everyone getting the same outcome, ie all customers can all use all of the services we provide.

Our vision

To inspire pride in all our homes, we must take account of the needs of all the customers we serve and the colleagues we work alongside, not just frame plans and actions from our own lived perspective.

Our values

If we truly live our CROFT values – Caring, Respectful, Open, Fair and Trusting – and let them drive our behaviour, we’ll see each individual and do the right thing for them. Our customers need to trust us to do this.

Our governance code

The code the Board has signed up to expects us to embrace EDI. This means our services and our culture should promote equity and inclusion while also overtly removing discrimination.

The law and regulation

The legal and regulatory environment we work in expect us to meet minimum standards in relation to anti-discriminatory practices.

The Chair’s Challenge

The National Housing Federation’s Chair’s Challenge is a voluntary scheme for chairs which commits them to work towards greater EDI in the sector’s independent boards. Signatories make a public pledge to take housing associations’ boards on a journey to understand how diverse and inclusive they are, and then develop a vision for the future.

“The Chair’s Challenge is a recognition that we can’t change the sector without changing the leadership,” says Victor da Cunha, Curo’s Chief Executive. “It commits us to take action and holds us to account publicly.”

Curo’s Chair of Board Jane Tabor has signed up to the Chair’s Challenge.

Embedding EDI in training

Training plays a pivotal role in driving EDI initiatives. Curo is committed to embedding EDI training across our learning and development programmes. We provide managers with training to integrate EDI principles into their decision-making processes, including service development and policy writing.

Curo’s induction programme for new colleagues features a section on identifying and reporting modern slavery. And we’ve introduced organisation-wide allyship training to promote understanding of how to support underrepresented groups.

Our learning and development team have worked with the Housing Diversity Network to create training on how the Equality Act 2010 translates to our day-to-day lives. The training is compulsory for all colleagues across Curo and is designed to help us recognise our responsibilities so that we can provide consistency for our customers when they access our services. 

Colleagues can also access the annual, externally supported Housing Diversity Network mentoring programme. This gives mentors the opportunity to share their expertise and experience in areas such as engaging with change, building resilience, increasing self-awareness and sharing learning with other housing associations.  

EDI Action Plan

Our Equality, Diversity and Inclusion Action Plan holds us to account, with measurable outcomes to help us achieve our aim of becoming a beacon of inclusivity.

These are the outcomes we’ll achieve through the EDI Action Plan:

Our customers

• The data that we have for our customers will be 100% accurate. We’ll turn this into insights so we know who they are and what service adjustments or preferences they have.
• Customer information will drive service design, business planning and financial plans.
• Customers will be able to access and receive information and services in line with their needs or preferences.
• We’ll improve our performance and satisfaction levels for all the customers we serve.
• Customers will feel we have treated them fairly.
• We’ll build homes and refurbish existing ones taking customers’ needs into account.

Our people

• The data that we have for our colleagues will be 100% accurate. We’ll turn this into insights so we know who they are and what work adjustments they need and preferences they have.
• Colleague information will drive our People Plan; improving recruitment and retention and creating an inclusive culture where all colleagues have a strong sense of belonging.
• Colleagues will feel they have been treated fairly.
• We’ll reduce pay gaps and increase the diversity of leaders and the Board.
• We’ll assess engagement and recognise the differences of our colleagues.

Our offices and tech

• We’ll fully adapt our offices to meet the needs of our customers and the colleagues.
• Our offices and tech will make it easier for us to attract and retain a diverse workforce.

Download our Inclusion and Belonging Strategy below.

This is our initial draft and we are evolving this work as we learn and grow

Accreditations & Memberships

SHARP

SHARP, otherwise known as the Social Housing Anti-Racism pledge is working towards a zero tolerance regarding racism. Curo have signed up and in real terms, this means we have pledged towards a social housing sector that has Zero tolerance towards racism.

HouseProud/Stonewall

The HouseProud Pledge is a social housing LGBTQ+ pledge that asks us to demonstrate our commitment to LGBTQ+ resident equality and support. We have signed this pledge and are committed to listening closely to residents and undertaking a training programme with our colleagues.

We are fully committed to developing an inclusive culture, allowing colleagues to bring their whole self to work and customers to feel safe to share their lives with us and feel heard.

Housing Diversity Network

Housing Diversity Network is a social enterprise, membership organisation that is dedicated to supporting housing sector organisations in their journey to address inequality, maximising the potential of their workforce, and catering to the diverse needs of the communities they serve.