We have included a summary of the Diversity Data that we submitted to the SRA this year so that people have a better understanding of the make-up of our people.
It is a requirement of the SRA to report Diversity data to them for all staff every 2 years. 91% of staff participated this year.
The below graph shows a breakdown of responses for:
- Age
- Sex
- Limited activities
- Religion
- Sexual orientation
- School
- Parent’s education and occupation of the main household earner
- Caring responsibilities
We recognise that our workforce is currently under-represented by particular groups. For example, all participants stated that their gender identity is the same as their sex registered at birth. In addition, most participants identify as heterosexual and the number of people with a disability and/or limited activities due to a disability or condition remains low.
We are committed to attracting, and employing, a diverse range of people. We make it clear on our adverts that working practices and job roles, where possible, will be adjusted to meet a variety of needs, including reasonable adjustments and access requirements. As standard, we ask interviewees about any caring responsibilities, personal challenges, and any adjustments so that we can better understand the support they will need from Maxwell Hodge, as their employer. We have a “what to expect at your interview” guide to help candidates prepare for their interview and for them to understand the type of questions asked and interview structure. This is available on our Careers page.
Hybrid working and other flexible working arrangements, such as part-time hours, are utilised throughout the company which is key for people to manage any disability or health condition as well as supporting people with their caring responsibilities. The different leave we have available, such as dependant’s leave is important, particularly for supporting employees with childcare responsibilities and for those that care for someone with long term physical or mental ill health. More than half of staff (30 people) have utilised dependant’s leave so far in 2025, so we are pleased that this paid leave continues to support staff since we introduced the policy in 2023.
We regularly review equality, diversity and inclusion, recruitment and retention and people and wellbeing overall to ensure that we continue to attract a range of candidates and retain key talent through supportive and inclusive practices.
