Across the HomeServe Group, we are committed to building a fair, inclusive and diverse culture.

We are committed to building a fair, inclusive and diverse culture across our business.

Read our 2022 Gender Pay Gap Report here.
Read our 2021 Gender Pay Gap Report here.
Read our 2020 Gender Pay Gap Report here.
Read our 2019 Gender Pay Gap Report here.
Read our 2018 Gender Pay Gap Report here.

We are committed to building a fair and inclusive culture, however, we recognise there is more we must do to close our gender pay gap. Challenges remain around the comparatively low number of women in engineer and technical roles, and senior leadership roles.

We now have an agreed DE&I global strategy, which is enabling us to apply a strategic approach to addressing issues of underrepresentation and to focus on increasing inclusivity across all of our businesses.

Highlights include:

  • An increase in the female representation on our Board from 22.2% last year to 27.3%.
  • Our desire to achieve agreed gender representation targets both at senior level and overall across the HomeServe Group.
  • The establishment of a Group wide DE&I Council, responsible for ensuring progress in our DE&I efforts.
  • The introduction of a female and ethnic minority leadership development programme in HML.
  • Checkatrade partnering with a specialist female recruitment advertising platform to increase access to a wider female talent pool for technical roles.

Ongoing work delivered through our employee network groups continues to engage employees with diversity initiatives and raise awareness through promotion of events such as International Women’s Day.