L&Q publishes Equality, Diversity, and Inclusion report 2023/24

We’re pleased to present our 2023/24 Equality, Diversity and Inclusion (EDI) report, which highlights a year of progress while identifying areas for continued improvement.

The report provides insights into pay equity and workforce and resident diversity, reflecting our ongoing commitment to being an equitable and inclusive landlord and employer

This year’s report marks several key milestones, including an increase in ethnic minority representation in senior leadership to 19.8%, and a 33% rise in the number of colleagues with declared disabilities.

Leadership development programmes like the Aspiring Manager and Emerging Leaders courses have proven effective, with 44% ethnic minority participation and 71% female enrolment.

Significant strides have been taken in our resident involvement programme, with new frameworks improving engagement among under-represented groups.

We have also introduced targeted initiatives to address lower satisfaction levels among younger residents, particularly those aged 35-44.

In line with the new consumer standards, we introduced our Tenant Satisfaction Measures this year (TSMs), which provide valuable insights into resident perceptions of our services.

These metrics help us assess areas of strength and those needing improvement, ensuring we meet the needs of our diverse resident base.

The data from these measures will play a pivotal role in informing our future strategies and driving improvements in resident satisfaction.

As well as statutory gender pay gap reporting, we also voluntarily publish our ethnicity and disability pay gaps.

While the gender pay gap remains steady at 11.55%, there has been progress in reducing the ethnicity pay gap, particularly within L&Q Living.

The disability pay gap data provides a vital snapshot of our workforce, highlighting an area where improvement is needed.

With the introduction of metrics like the CEO pay ratio (now at 1:10.42) and detailed breakdowns of pay equity, we are setting a benchmark for transparency.

The report includes an action plan to address gaps in data collection, particularly around disability and ethnicity.

Looking ahead, we are committed to achieving 30% ethnic minority representation in leadership roles as part of our G15 Ethnicity Pledge.

We are also working to address the under-representation of women in leadership and increase the proportion of females at the highest levels of the organisation.

We will continue to improve resident satisfaction through data-driven initiatives and further investment in resident involvement.

Suki Sarai, Senior Manager in Equality, Diversity and Inclusion at L&Q, said:

“We exist to have a positive impact on people’s lives. This is demonstrated through our promotion of EDI and by having a workforce that is representative of the communities we serve.

This is the first time we’ve reported on the diversity of our entire resident base, as well as those involved in our decision-making processes. It’s a powerful step in ensuring that diverse voices are not just heard, but actively shape the services we provide.”

For more details, read the full report (PDF).