Everyone at SNG is passionate about EDI and we want to be recognised as a fair and inclusive employer and landlord.
We’re aiming to build a diverse workforce which reflects the communities we work in, and we offer a range of services, and invest in those communities, to help people and their neighbourhoods be the best they can be.
Our EDI Strategy [pdf, 2MB] 
builds on the foundations created by our two predecessor organisations and sets out how we’ll continue to drive equality, diversity, and inclusion across everything we do.
Our key priorities are:
- Improving Workforce Representation
- Building an Inclusive Culture
- Enhancing Customer and Community Impact
The strategy is guided by external insights and benchmarking to ensure meaningful and measurable progress.
We are an accredited Investors in People (Gold) organisation and share some of our other accreditations on this page.
We also have an active employee EDI Forum and employee-led networks which help us to identify and implement initiatives and changes to support an inclusive and diverse workplace, as well as service improvements for customers.
We run EDI training programmes and activities to support SNG colleagues and customers, including regular internal ‘Let’s talk about...’ education and awareness sessions. Our careers pages also say more about how we’re developing a positive and inclusive culture.
Leadership 2025
We've committed to adopt the Mayor of London's Five Point commitment to recruit ethnic minorities:
- Report annually on key diversity statistics
- Set aspirational diversity targets
- Interview more diverse pools of candidates
- Develop the leadership pipeline – we are working with other G15 organisations on this
- Lead by example.
Racial Equality Network - FRESH (Focus on Racial Equality and Shared Heritage)
FRESH brings together colleagues from across the business who are passionate about making a difference.
It aims to promote, educate, and support racial equality within the workplace - helping to make SNG a truly inclusive place to work. Working alongside internal and external EDI groups, we aim to raise awareness of intersectionality and the value of a diverse organisational culture.
FRESH was formed by merging two active employee networks dedicated to racial equality. The network is open to everyone - because inclusion starts with all of us.
Their achievements include:
- Being open and frank about racial equality – including discussion sessions so people have a platform to talk about racism at work and evaluate how we’re doing.
- Adopting the Halo Code – making it clear that no black or mixed heritage employee with afro-textured hair should have to change their natural or protective hairstyle to thrive at work.
- Proactively raising awareness and increasing people’s understanding of issues – we share articles and blogs from colleagues about their experiences, so more people are aware of racial concerns and experiences that affect or influence black people and people of other races. We also actively celebrate Black History Month, paying tribute to African and Caribbean cultures and histories.
A Disability Confident employer
We are proud to have signed up to the Government's Disability Confident employer scheme and achieved level 3 accreditation – enabling us to act as a ‘champion within our local and business communities’. This scheme supports employers to make the most of the talents disabled people can bring to the workplace.
We are also a member of the Business Disability Forum - the leading business membership organisation in disability inclusion.
Disability and Carers Network
This employee-led group is for everyone interested in health and wellbeing at work, employees who have a disability or long-term condition, and carers of people with disabilities (as well as allies).
The group aims to promote being your authentic self in the workplace; create a safe and empathetic space; raise awareness of disability and chronic conditions through awareness days and colleague stories; champion a neuro-inclusive culture; promote the use of reasonable adjustments (for both colleagues and customers); give a voice to the SNG disabled community; and liaise with other key groups and individuals.
HouseProud Pledge
SNG is proud to have been awarded the Houseproud Pledge which demonstrates our commitment to:
- having formal arrangements in place to consult with LGBTQ+ residents;
- visibly promoting our commitment to LGBTQ+ resident inclusivity;
- initiating a programme of staff training to improve understanding of LGBTQ+ resident lives.
LGBTQ+ Group/LGBTQ+ Network
We have an active LGBTQ+ group that’s open to all employees. The group aims to improve the experience of LGBTQ+ colleagues and customers while celebrating the diversity that makes SNG stronger.
We mark key events throughout the year, including PRIDE Month and LGBTQ+ History Month, creating opportunities to learn, connect, and celebrate together.
Encouraging aspirations
We are working to bring together the best of both of our predecessor organisations. This includes building on Network’s HARTbeat Aspire programme - supporting women in non-management roles to develop their careers, and on Sovereign’s active encouragement of women into trades and other roles where they may be underrepresented.
Gender Network
We are developing a Gender Network, open to all employees and all genders who are passionate and committed to improving equality, diversity and inclusion in our workplace. The Network will work with other groups and external partners to champion intersectionality.
Gender and ethnicity pay gap reports
You can find our gender and ethnicity pay gap reports below. Please note that we’re reporting separately for former Network Homes and Sovereign Housing until 2026
Former Network Homes gender and ethnicity pay gap report 2024 [pdf, 2MB]
Former Sovereign gender and ethnicity pay gap report 2024 [pdf, 3MB]