Inclusion
and diversity
Inclusion
Together, we are building a fairer tomorrow.
We are building a future that is inclusive. Where everyone sees themselves represented and feels that they belong.
We know that we can’t improve if we don’t measure and we are putting in place targets that will bring balanced representation to the built environment sector.
We can be a powerful force for good
As a family-owned business, we know that it’s our people who make us successful. And just like a family, we strive to make everyone feel welcome, included and connected at Wates.
Our goal is to be an organisation where everyone loves to work; where we look out for each other, and a safe space where everyone can be themselves.
#watestogether
We are a fair place to work, where talent thrives
Everyone at Wates is empowered to play their part in building a business where they feel that they belong, whatever their role.
Just as a home is built brick by brick, a workplace where everyone belongs is built by one small act of inclusion at a time.
With each process we review, policy we improve and programme we implement, we’re building a stronger foundation for a fairer and more equitable organisation.
To ensure everyone has the opportunity to thrive, our culture is founded on the following principles:
Fair Treatment:
Everyone is treated with fairness and respect. If someone finds themselves being treated unfairly, they will feel able to speak up, will be listened to, and appropriate action taken.
Fair Opportunity:
Everyone has fair access to development and progression opportunities to build a meaningful career of choice. There is equity in pay for all.
Fair Hiring:
We hire the best person for the job from a diverse pool of candidates. We actively challenge and ultimately eliminate perceptions that prevent any prospective talent from joining our business.
We are committed to building an organisation which is more representative of the communities we serve, offering equality of opportunities to diverse talent and an inclusive work environment where this talent thrives.
The bold targets we have set ourselves will take time to achieve, but we are moving in the right direction, and we are committed to achieving sustainable change.
Nikunj Upadhyay
Inclusion and Diversity Director, Wates
Our goal is to be an organisation where everyone loves to work.
Supporting colleagues through the menopause
For too long there has been a culture of silence around menopause and we are determined to change this. We are raising awareness of its impact on working life both within our business and in the industry more widely.
Our Menopause Handbook provides colleagues with relevant information and acts as a signpost to the support available for colleagues and managers.
We are proud to sponsor the Fawcett Society’s landmark study
We’re proud to have sponsored the largest ever survey of menopausal women by the Fawcett Society.
Over 4,000 women aged 45-55 were surveyed for the research, with some striking findings: 8 in 10 menopausal women say their workplace has no basic support to help with menopause symptoms, and an estimated 330,000 women have left their jobs early due to menopause symptoms.
At Wates, we have already taken several steps to support our employees. This year, we developed detailed guidance explaining the menopause and its impact on the workplace; the different roles and responsibilities for employees, line managers and HR; helpful advice on managing menopause at work; and support on talking to your GP.
Activating allyship
We recognise that microaggressions impact our sense of belonging. allyship can be a powerful counter to these everyday subtle acts of exclusion.
Our survey of over 5,000 employees is one of the first studies into allyship in the UK workplace but reveals that, while most think they are supportive of colleagues from underrepresented groups, this is still not translating into action when it comes to tackling discrimination.
Only one third (37%) of respondents had taken the time to educate themselves on the experience of minorities, falling to 33% among C-level executives. At the same time, 70% admitted they had never publicly given credit for ideas to a minority colleague and 79% had never advocated for new opportunities for those in a minority group
Get in touch
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