Clarifying and demonstrating our dedication to inclusion. Making a tangible difference, ensuring that everyone feels valued and supported.

We’ve taken tangible steps forward. Employees can share their own career success stories via a dedicated space on our intranet so that we can encourage others to progress themselves too. A highlight was the launch of a powerful social mobility video featuring employees sharing their personal journeys.

We’re also enhancing our approach to diversity data. We are trying to gather a more comprehensive data set which will help us tailor our efforts more effectively.

We aim to support all of our employees, and we see empowering our managers as being critical to that. By providing them with the right tools and knowledge, they can foster an inclusive environment and get the best out of all their team members.

That’s why we launched a development programme for managers, including modules on Actively Supporting Your Team and Creating an Environment of Trust and Openness.

We’ve also continued to deliver specific Equality, Diversity, and Inclusion (‘EDI’) awareness training for managers and their teams. We’ve refreshed our e-learning resources and launched new manager toolkits to reinforce practical learning and provide support when needed.

Broadening our reach. By attracting diverse talent, we’re not just filling positions; we’re enriching our workplace with a variety of perspectives and experiences.

These values are at the heart of our workplace culture, where we want every employee to feel an integral part of the Howdens family. Our diversity priorities – Gender, Ethnicity and Disability – provide a framework for locally driven activities, led by our Executive Committee-sponsored employee working groups.

We encourage employees to join our generous pension scheme by holding sessions across our workplaces, attended by hundreds of employees. We also introduced a new workplace ISA and a Cycle to Work scheme. A retail discount platform provides savings for all employees.

We’ve partnered with Retail Trust for our Employee Assistance Programme which offers a range of support. We have launched a Mental Health toolkit for managers, and we promote events like ‘Walk this May’ to encourage walking for mental health benefits.

As well as our focus on the Menopause, mentioned above, we have hosted webinars on various health topics for everyone including ‘Know your numbers’ – blood pressure and resting heart rate checks – and CPR/Defibrillation sessions as part of National Heart Month.

We have continued promoting our health benefits, including discounted gym memberships, and we continue to train more Employee Wellbeing Representatives.