About Broadland Housing Group

Broadland Housing Association is a social landlord; an independent, not for profit business, set up to provide affordable homes to people in housing need. They were formed in 1963, with the first scheme being built in 1967. Over the last 55 years, they have grown considerably, now with over 5000 quality homes across Norfolk and North Suffolk and an in house repairs service. Their homes range from family homes and modern apartments, through to sheltered housing and housing with care.

Their business is not just about building homes; it is about people! They believe everyone deserves a home that meets their needs and they are committed to providing a service that delivers this, whether this is through increasing housing stock so they can support more individuals in housing need or helping current tenants sustain their tenancies.

Broadland recognises that it can’t do the job it does without its staff. Their employees are the lifeblood of the organisation and they are committed to supporting them fully in delivering their roles, as well as providing competitive rewards for their efforts. The organisation commits a large spend to both training and professional subscriptions every year and works hard to provide unique and valuable pay and benefits. Broadland is a caring employer with a welcoming and friendly staff team. This is evidenced by feedback they have received regarding relationships with colleagues, and the positive atmosphere in the offices.

What is it like to work for Broadland Housing Group

Giving Something Back

97% of staff agreed:

My organisation encourages charitable activities

A group sustainability policy. Environmental champions with a long- term action plan to help Broadland Housing constantly challenge their approach. These champions also run awareness events throughout the year and offer regular eco tips. Agile working allows their staff to consider the travelling they undertake. Approximately 95% of waste disposed of is deviated from landfill. Utilisation of Eurocell window profiles partially composed of recycled pvc windows. All existing pvc windows removed are recycled. Using a range of environmentally friendly cleaning products for use by the cleaning team. Kitchens Suppliers have ISO 14001 accreditation and utilise FSC or recycled timber products in the manufacture of components. Suppliers are asked to provide evidence that removed heating components are recycled. Office pens are made from 74% recycled plastic. They have a range of copy paper that is either recycled or from FSC sources. This works in conjunction with BHG’s Digital by Default approach which has vastly reduced the stationery requirement. Staff have access to fair trade tea, coffee and sugar to support the sustainability and development of small producers. BHG has a contract for the supply of wood pellets, these are produced sustainably and feed a biomass boiler at one of their housing schemes. BHG asks suppliers to commit to provide social value offerings such as improvement to the environmental sustainability of a neighbourhood.

97% of staff agreed:

My organisation encourages charitable activities

My Company

90% of staff agreed:

I believe I can make a valuable contribution to the success of this organisation

As an organisation BHG are keen to hear and implement new ideas, especially from staff. CARE, their employee representative group, plays a big role in this. CARE is made up of staff from all areas of the business meaning each employee group has a voice and staff have many different options should they need to speak to someone. CARE meet regularly to discuss staff matters which are minuted and communicated to employees through the intranet. Any member of staff can offer an idea to CARE to be looked at and they also have staff suggestion boxes around the offices that CARE maintain. They also run "Team Brief" meetings bi-monthly where staff meet in small groups with a member of the Executive Team to hear business updates. There is also a section in this for each employee to advise the meeting of what they have been working on and any general feedback that they want the Executive Team to respond to. Questions are documented and answers are circulated to all staff following the cycle of meetings.

90% of staff agreed:

I believe I can make a valuable contribution to the success of this organisation

Fair Deal

73% of staff agreed:

I am happy with the pay and benefits I receive in this job

BHG offer a number of benefits to ensure their employees are effectively rewarded for the work that they do which is in addition to basic pay and include:

• Birthday leave: 1 day (pro rata) of extra holiday for staff to celebrate their birthday or alternative day for those who do not celebrate.

• Birthday Breakfast –A paid for breakfast, in the month in which their birthday falls.

• Personal day: 1 day (pro rata) of extra holiday at short notice; they recognise that time off at the last minute may be required.

• Volunteering day: 1 day of extra leave for volunteering.

• Enhanced annual leave: All employees start with a minimum of 2 days (pro rata) above the statutory minimum, rising to a minimum of 7 days (pro rata) above the statutory minimum.

• Agile working: enabling all eligible staff to work flexibly, in terms of time and location, to meet theirs and the business needs.

• Flexible working: including the promotion of a 9-day fortnight (working full time hours over 9 days rather than 10) as well as looking to support their employees who have caring responsibilities/hobbies with their work/life balance.

• Cost of Living Increase (usually considered annually by the Board).

• Individual Pay Point requests (up to mid-point) to reward progress in a role.

• Individual Pay Point requests (above the mid-point) to reward staff who have gone above and beyond.

• Performance Related Pay of £250 a quarter for the Maintenance Team.

73% of staff agreed:

I am happy with the pay and benefits I receive in this job

Learn more about the 8 factors of workplace engagement here

Benefits:

Women

At least 40% of senior managers are women
Pensions

Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%
Long Service

40% of employees have more than 5 years' service
Maternity

At least 10 weeks’ full pay or generous alternative
Family Friendly

School hours contracts offered to all staff