Supporting people to progress in Housing

Board Member Slider 2

As a large and ambitious housing organisation with opportunities to develop in a range of roles across the Midlands, Midland Heart are committed to supporting their people to progress and reach the very top of the organisation.

Baljinder Kang, newly appointed executive director of HR and learning talks about how taking the DIB pledge demonstrates their commitment.

“We want our senior leadership team to reflect the people we work with across all of our geographies and we know that it is imperative that we cast our net as widely as possible to attract a diverse range of talented individuals to join our team.

“In the spirit of Karl George MBE, our former board member, we have worked with a wide range of organisations to ensure we are actively recruiting from a more diverse pool of candidates at all levels of our business. 

“Following a successful round of board recruitment in 2016 and through that process an additional appointment to our finance and new business committee, we are pleased with the progress we have made to date but know that there is much more to be done.

Leadership Workshop
Leadership workshop at our Bath Row office

“It is necessary for us all to address diversity at board level, not just in our own business but challenge the current norms around boardroom membership in the UK and bring about lasting change.

“We will be launching an innovative project that will support the future development of candidates that have the skills, drive and passion to join a committee or board structure and make a real difference.

“We welcome people from every walk of life, at every stage of their career and are actively addressing potential barriers to progression in the workplace.

“Working at Midland Heart is not all about housing, we have opportunities to develop in a range of roles, professions and careers.  Growing our talent is the back bone of our people strategy.

“By regularly reviewing our recruitment practices we hope to overcome barriers of discrimination, unfairness and inequality to ensure the most talented individuals can join our workforce and progress, carving out the career that is right for them.

“For us, this doesn’t end at junior or middle managers, but with real conversations about each individual’s future development to ensure the pipeline to leadership overcomes these barriers also. 

“Moreover, we are committed to uniting our business and indeed others like us to make a real difference in this area.”

15th November 2018 | 2018 | Press Releases