Diversity, Equality, Inclusion & Belonging
At Rendall & Rittner we are proud of the diversity of our workforce and of being an RICS Inclusive Employer. We recognise that diversity of style, thought, opinion, and background make us more powerful than the sum of our parts.
We have three diversity commitments:
- Hire a diverse team
- Advance and develop our people equitably
- Engage in personal growth
We have a strong, embedded culture and values and low, and in some cases negative, gender pay gaps. Our ‘All In’ DEIB strategy is enabling us to continue to build our culture where all employees are inspired to share their passions, talents and ideas. We want to continue to be an ‘employer of choice’ that attracts talent from all backgrounds embracing the benefits that brings.
Training opportunities are open to all and our comprehensive Engage in Learning platform is available in a wide variety of languages and options to suit different learning styles.
We have launched recruitment best practice training with new processes and mandatory diversity and inclusion training and have a number of employee engagement activities, including our regular Pulse surveys, to drive inclusion and belonging.
We will continue to partner with charities and organisations working with under-represented groups to progress them into employment. For news on those partnerships follow us on LinkedIn.
Flexible working
At Rendall & Rittner we want to build a company where people can do their best work. To help make that reality we have been offering flexible working for many years.
Our culture is not tied to locations, it’s rooted in our values, our great people, and our mission of helping thousands of people to live better.
Since the pandemic flexibility is of course more important than ever and we have adopted an agile working model, allowing our people to work from home, but also attend an office when they need to for meetings and face to face interaction with colleagues. We have taken our hybrid working offer further as we want to make work-life balance a reality.
That's why, dependant on their role, our employees are able to work from one of our offices principally in London, Manchester and Bournemouth.
We can also offer job sharing, part time, compressed hours, flexitime and staggered hours.
Health and wellbeing
Health and wellbeing at Rendall & Rittner is built around four pillars - mental, physical, social and financial. These are the corner stones of our approach to the wellbeing of all our employees and team members - an ever-greater priority for us.
We pay specific attention to mental health, running an annual programme of activities and initiatives; from promoting Mental Health Awareness Week and Stress Awareness Month to raise awareness amongst our people, to organising regular health and fitness sessions. The aim is to provide support for employees and to normalise the discussion around mental health.
We have a team of Mental Health First Aiders who can identify, understand and help a colleague who may be experiencing a mental health issue.
We have also teamed up with Telus Health - the leading employee engagement and wellbeing programme. It offers support for any work, health or life issue.
The many benefits it includes are -
- It is free, private and 100% confidential for our employees and their immediate families.
- There is access to a 24/7 helpline, specialist counselling and practical support.
- It offers personalised wellbeing content and interactive multimedia tools to manage your health proactively via the app.
- Free virtual fitness programmes.
- Great deals and discounts, made available exclusively through the platform.
Learning and development
We are currently investing more into the development of our people than at any time in our history, both by enhancing our existing practices and through the design of new training facilities and resources.
We were therefore delighted to have been a finalist in ‘The Award for Learning and Development’ at the 2023 Investors in People (IiP) Awards. Being a finalist in these awards highlights the emphasis that we place on our people and our commitment to making continuous improvements.
Our Learning & Development strategy has been developed in collaboration with our Senior Leadership Team to ensure alignment with our overall business strategy and objectives. Providing various opportunities for learning is essential, meaning we have chosen to adopt a blended learning approach that combines on-the-job learning, collaborative learning and teaching between team members, and more formal training (both internally and externally).
We have also ensured that our training opportunities are as accessible as possible, providing tailored support for colleagues where needed.
We are passionate about providing development opportunities for people at all levels of the business, whether they are new to the industry or looking to develop existing skill sets. This year, for example, we have been rolling out leadership programmes for our Directors, Senior Leadership Team, and Team Leaders. Staggering each group has enabled senior managers to support and coach managers within their teams, whilst also ensuring a consistent approach to management and leadership is being developed.
We encourage all employees to sit professional qualifications that are relevant to their teams’ and our clients’ needs.
We have recently introduced a new Learning Management System (Engage in Learning) to all employees within the business, providing easy access to a range of courses and eLearning resources including essential compliance topics.
For key roles such as Property Managers, R&R Academies are being designed and implemented to unlock our employees’ potential and to help them achieve their career aspirations.
Following previous feedback from the team, we have recently remodelled our head office space at St George Wharf in Vauxhall to enhance collaborative working and established a dedicated training facility at Battersea Reach. This space provides the ideal location for our teams to come together to share expertise and learn new skills.
