Equality, Diversity and Inclusion
Our commitment to fair and transparent recruitment processes
Equality, Diversity and Inclusion (ED&I) is central to the way we work. We aim to reflect the diverse communities that we operate in. We are proud our colleagues are from different backgrounds, and we value and celebrate their differences.
It is our promise to always do our utmost to develop our inclusive culture where individuals, teams and the organisation overall are strengthened by this diversity.
We aim to eliminate discrimination, advance equality of opportunity, and foster good relations between different groups. To do this, we promote equality of opportunity in everything we do by providing ED&I competency training for all staff and enhancing inclusive leadership competencies.
Disability confident employer
As part of our commitment to being a disability confident employer, we are dedicated to the career development and employment of those with a disability. We guarantee disabled applicants who meet the minimum criteria for the role, will be taken to the next stage of the selection process.
We provide reasonable adjustments wherever possible; therefore, we encourage candidates to contact Tile Hill as soon as possible so they can provide the appropriate support.
Carer friendly
We understand carers need additional support and since 2020 we have adopted a hybrid working model and updated our flexible working policy to reflect this.
LGBTQ+
We support the LGBTQ+ community and each year we celebrate Pride Month at Wandle, spreading awareness about the history and its importance. Here is us at Croydon Pride in 2025! We have signed the Housing Pledge and have an established LGBTQ+ staff network, Wandle Proud.
Our Staff Networks
Our staff networks provide a voice, support and awareness for our colleagues, so we can continue to build an inclusive organisation. They are:
Domestic Abuse Champions
At Wandle we have Domestic Abuse Champions who are trained to offer support in a confidential and safe space.
Their core responsibilities are:
Act as a point of contact for domestic abuse disclosures within Wandle.
Recognise signs of abuse and respond appropriately, including signposting to support services.
Promote awareness of domestic abuse issues among colleagues.
Encourage early disclosure and facilitate safe conversations.
Share resources and referral pathways to ensure victims get timely help.
Attend training and networking events to stay informed and connected.
The ED&I Steering Group
At Wandle, we are committed to fostering an inclusive culture and a diverse workforce where everyone feels a sense of belonging.
The primary aim of the ED&I Steering Group is to support the organisation in fostering an inclusive culture for our colleagues and customers. Members support the organisation to educate, champion, and embed change within Wandle and ensure this commitment is reflected in all our interactions with our customers.
To support the actions of our ED&I Steering Group, in 2024, Wandle commissioned an external review of our ED&I data to help identify our strengths and development areas. The ED&I Steering Group has categorised the report’s recommendations into three key themes, which have been used to develop an action plan to help us tackle some of the areas for development.
Data Expansion: Broaden the range of EDI data recorded.
Representation Improvement: Enhance female and BAME representation in executive and senior management.
Policy Updates: Align policies and procedures with legislative changes and best practices.
Mental Health First Aiders
Like traditional first aiders who provide immediate assistance for physical injuries, MHFAiders (Mental Health First Aiders) provide support and signpost someone experiencing poor mental health to the support available to them. MHFAiders also play a vital role in reducing stigma and promoting positive mental health in the workplace.
Mental Health First Aiders are trained to:
Spot the early signs and symptoms of mental ill health
Start a supportive conversation with a colleague who may be experiencing a mental health issue or emotional distress
Listen to the person non-judgementally
Assess the risk of suicide or self-harm
Encourage the person to access appropriate professional support or self-help strategies. This might include encouraging access to internal support systems such as EAPs or in-house counselling services
Escalate to the appropriate emergency services, if necessary
Maintain confidentiality as appropriate
Protect themselves while performing their role
Wandle Proud
Wandle Proud is our LGBTQ+ colleague network which provides a safe space for colleagues to share their views and provides a platform to focus on achieving the LGBTQ+ Housing Pledge commitments.
The Wellbeing Group
Wandle's Wellbeing Group is to enable and support staff to remain physically and mentally healthy for their personal and professional benefit.
To achieve this, Wandle aims for continuous improvement in its health, safety and wellbeing management and meeting its obligations under current legislation and industry best practice. The Wellbeing Group reports to the Health, Safety and Wellbeing Committee.
The Sounding Board
The Sounding Board is Wandle’s colleague engagement group, consisting of representatives from various teams across Wandle who champion employee engagement to enhance our workplace culture.
The primary aim of this group is to act as a platform for employees to voice their opinions, share feedback, and discuss concerns with management. It serves as a forum for open communication, helping to ensure that staff perspectives are considered in decision-making processes and in fostering an inclusive culture for our colleagues. It is comprised of people with passion and knowledge of diversity from all areas of the business.