Ensuring opportunity for all

Doing the best we can for our people underpins everything we do at RLB

RLB’s diversity, equity and inclusion strategy is based on KPIs and a comprehensive diversity, equity and inclusion road map to drive improvements that will make a positive difference to our colleagues and ensure they have all the support they need to succeed.

What we did in 2023/24

Set annual objectives to improve our business in relation to the nine protected characteristics: gender, gender reassignment, age, race, sexual orientation, religion or belief, disability, marriage and civil partnership, and pregnancy and maternity.
Embed gender-neutral job descriptions and delivered training for all our hiring managers on accessible recruitment best practice.
Improved our online recruitment experience for candidates by introducing accessibility tools such as Recite Me, ensuring we remain a Disability Confident employer.
Developed additional people metrics dashboards to provide greater transparency and better access to data.
Launched a confidential 24/7 support line for our colleagues through Unum’s Employee Assistance Programme.
Improved our training provision with new modules for all employees on allyship, menopause and neurodiversity awareness, microaggression and sexual harassment prevention.
Ensured our senior leadership is visible and active in all initiatives and activities designed to promote diversity, equity and inclusion at RLB.
Enhanced our family-friendly policies, increased paternity leave, introduced a flexible bank holiday scheme, and provided more support for employees with caring responsibilities.
Rolled out our Leadership Development and People Management 101 training programmes.
Created a new employee community, RLB ABLE, to support employees with visible and non-visible disabilities and raise awareness of disability issues.
Launched our Candidate Charter, a set of principles to ensure we are fair, legal and ethical in our resource planning and recruitment procedures, with specific regard to actively promoting diversity, equity and inclusion within the workplace.

What we are doing in 2025

In line with UN SDG 5: Gender Equality, developing a Helping Women Flourish programme and adopting industry best practice to become an employer of choice for women in the built environment sector.
Introducing robust succession planning and career development pathways for all roles to provide transparent career opportunities and support professional development.
Updating our Partnership Charter to reflect our refreshed global values and new diversity, equity and inclusion strategy.
Offering increased support for colleagues going through menopause and expanding our induction programme to include training modules on menopause awareness.
Providing ongoing compulsory training for all employees on creating a work environment free from sexual harassment.
Targeting recruitment of part-time workers, women returners and retirees by partnering with 55/Redefined and Career Returners.
Establishing our partnership with Building and Beyond, a community support group focusing on supporting BAME female students who are embarking on the journey within the built environment.
Continuing our mentoring and reverse mentoring programmes to help colleagues achieve their potential and advance their career development.
Promoting the sharing of best practice on diversity, equity and inclusion within RLB and across the wider industry.
Introducing a new strategy whereby our preference is to backfill vacancies through promotion of internal talent rather than defaulting to external recruitment.
Attending more specialised recruitment and careers fairs, targeting, for example, Armed Forces veterans and NEETs (candidates not in education, employment or training).

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