Malcolm Hollis values the differences that a diverse workforce brings to an organisation and strives to recruit skilled and qualified candidates from a range of backgrounds, regardless of sex, race, disability, age, sexual orientation, gender reassignment, religion or belief, marital status, pregnancy or maternity.
We particularly encourage applications from currently under-represented groups within our industry including those who identify as women, black, Asian, minority ethnic, lesbian, gay, bisexual, transgender and/ or disabled.
Malcolm Hollis is committed to being an inclusive and supportive employer, where work and lifestyle balances are achieved and all employees are able and inspired to reach their full potential.
We play our part in encouraging more women into the property industry and to support the development of women in senior roles.
We are proud to have undertaken a number of initiatives to support our aims:
Working Forward Pledge
In 2017 we became members of the Nationwide Working Forward campaign which pledges to make workplaces the best they can be for pregnant women and new parents. We offer flexible working, have recently increased our enhanced maternity pay offering and are in the process of launching a women’s network.
RICS Inclusive Employer Quality Mark
Malcolm Hollis are a proud signatory to the RICS Inclusive Employer Quality Mark. The RICS launched the Quality Mark at the start of 2016 and its aim is to drive behaviour changes in the membership by encouraging all firms, large and small, to look carefully at their employment practices and have inclusivity at the heart of what they do.
Since signing the IEQM we have:
- Introduced an apprenticeship scheme to engage and attract new talent to the industry;
- Developed a wellbeing strategy and wellbeing working group to ensure that our employee wellbeing is regularly discussed, managed and individual needs are met;
- We have hired more women into the business, including at senior level;
- Support UrbanPlan UK by volunteering in schools to help educate young people and promote diversity within the property industry
We will soon be introducing a new module to address unconscious bias as part of our People Manager training programme.
For more information about the RICS IEQM please click here.
Time to Change pledge
As part of Malcolm Hollis’ commitment to changing how we think and act about mental health in the workplace, we have signed the Time to Change pledge.
In order to sign the Pledge we have submitted an action plan detailing what we will do, including:
- Mental Health awareness training
- Introduction of Mental Health Champions
- Continued support and fundraising efforts for our Charity of the Year, Heads Together
- Introduction of Tea & Talk sessions
Time to Change is England’s biggest programme to challenge mental health stigma and discrimination and is run by the charities Mind and Rethink Mental Illness. For further information please visit the Time to Change website here.
Gender Pay Gap
We welcome the requirement for employers to publish gender pay figures which we believe will give employers the impetus to change where change is needed.
To view our Gender Pay Gap Report (April 2017), click here.