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Annual EDI Performance 2025

Annual EDI Performance 2025

Background

bdht launched a new EDI strategy  in November 2024 with the aim to reduce inequalities, promote respect, and create an equitable culture. The strategy had three core objectives:

    1. EDI in Governance & Partnerships
    2. Inclusive Services, Homes & Communities
    3. Be an Inclusive Employer

It’s been a year since we launched our strategy, and we’re already seeing positive changes. We’ve delivered some great projects that are making a real difference, and we’re proud of what’s been achieved so far. But this is just the beginning, there’s still more to do to reach our goals.

To be the best landlord we can be, create vibrant communities, and be a fantastic place to work, we’re committed to making our services and workplace inclusive for everyone.

Key Achievements

Governance & Leadership

This year, we’ve taken big steps to make Equality, Diversity, and Inclusion (EDI) part of everything we do. We have achieved the following during 2025:

    • EDI Board and EMT Champions appointed.
    • All Board and EMT members completed EDI governance training.
    • EDI Policy reviewed and approved.
    • New EDI Group launched and active, delivering awareness initiatives, in 2025 this has included a new neurodiversity café and a spotlight on mental health.

Inclusive Services, Homes & Communities

We’re committed to making sure every customer feels respected and supported. In 2025, we’ve made significant progress and achieved the following:

    • Equality Impact Assessments (EIAs) now applied to 100% of customer policies.
    • Customer satisfaction on fairness and respect: 79.2%
    • Customer census launched; impairment data now included.
    • Customer diversity data collection improved to 81%
    • Annual Access to Services review completed; action plan in place to address barriers, this has included
      • A translated letters to al customer where English isn’t there first language to highlight our translation services and promote our complaint service.
      • All teams have had mental health training
      • Launched the Mybdht app to improved digital access

Be an Inclusive Employer

This year has been full of progress and success. Here are some of the key achievements that highlight how we’ve made a real difference for our employees:

    • Gender Pay Gap reduced to 9% (from 10% in 2024).
    • Recruitment advertising expanded to diverse platforms such as  disabilityjob.co.uk, bmejobs.co.uk, neurodiversityjobs.co.uk, lgbtjobs.co.uk.
    • EDI training completed for all staff.
    • Apprenticeship/graduate scheme implemented.
    • 86.5% of employees feel they can “be themselves” at bdht.
    • Employee diversity data collection increased to 67%

Challenges & Next Steps

Looking ahead, we’re committed to creating an even more inclusive and respectful experience for everyone. Our priorities include improving access to our services, collecting better diversity data, and closing the gender pay gap. The following areas will be what we focus on over the next few years:

  • Customer satisfaction on fairness and respect still below target.
  • Employee demographic data collection needs further improvement.
  • Customer data collection.
  • Gender Pay Gap modelling.
  • Continued focus on mental health and neurodiversity.
  • Increase number employees who feel they can “be themselves” at bdht.
  • Improve access to our service by developing our reporting on this area.

By 2027, our goals are clear: 95% of customers sharing diversity information, every employee feeling they can truly be themselves, and reducing the gender pay gap to just 7%.