We entered the Investors in People 2025 Awards because we’re proud of our transformation journey and want to celebrate the people who made it possible.
In 2022, we faced major challenges: 23.17% staff turnover, 48 leavers in their first year, rising mental health absences, and underrepresentation of women in senior roles. We knew fundamental change was needed. Our mission to provide safe homes and transform lives couldn’t succeed without first transforming our culture.
We took a holistic approach, aligning our People Strategy with our Pathway to Excellence 2030. We launched the Employee Voice Forum, quarterly HAY pulse surveys, and revamped recruitment and induction. We introduced values-based recruitment, reduced mandatory training based on feedback, and implemented retention payments for non-managerial staff.
Our EDI commitment led to Mental Health First Aiders, Menopause Advisers, EDI Champions, and employee groups for neurodiversity, LGBTQ+, and under-30s. We pioneered reverse mentoring, joined Pride events, and became the first housing provider to pledge Menopause Friendly status, with all staff receiving training.
The impact is clear: we progressed from IiP Basic (2022) to Silver (2024), reduced voluntary turnover from 17% to 15%, cut first-year attrition from 48 to 16, and raised our “feeling valued and treated fairly” score from 3.89 to 4.5.
We entered these awards to show what’s possible when you truly invest in people, to inspire others facing similar challenges, and to recognise our staff’s dedication to living our SPIRE values. Being shortlisted confirms that putting employee voice at the heart of everything delivers real, measurable change. We’re proud to share our story and continue learning from the IiP community.
Being shortlisted has been transformational for morale and validates every effort we’ve made over the past three years.
For staff, it’s external proof that their voices matter. Employee Voice Forum members feel vindicated—their feedback shaped initiatives like audio newsletters, streamlined induction, and enhanced benefits. It shows we’re not just talking about being a great place to work—we’re actively becoming one. This recognition energised those championing wellbeing, from Mental Health First Aiders to Menopause Advisers, proving their peer support makes a real difference.
For managers, it confirms that investing in development was the right call. Those who completed our bespoke Management Development Programme and coaching now see that soft skills and servant leadership drive performance. HR Business Partners feel proud that the systems and processes they introduced are not only effective but award-worthy.
For our leadership team, shortlisting reinforces our strategic direction. Our Pathway to Excellence 2030 vision—to become the housing sector’s ‘go-to’ provider—starts with being a great employer. This recognition confirms we’re on track and that our integrated approach to People, EDI, Wellbeing, and L&D is nationally recognised.
Organisationally, it strengthens our employer brand. Recruitment has become easier as candidates see us as progressive and people-focused. In a competitive sector, attracting and retaining talent is vital. We’ve shared our journey at conferences, positioning ourselves as thought leaders in workplace culture.
Most importantly, it’s created momentum. Staff are asking, “What’s next?” This recognition fuels our ambition to achieve IiP Gold by October 2027 and be among the Top 25 Housing Providers. It’s shifted the conversation from fixing problems to achieving excellence—energising and inspiring every level of our organisation.
Winning would be transformational—not just symbolic, but a catalyst for the next phase of our journey toward excellence.
For staff, it would send a powerful message: “Your voices created award-winning change.” It would validate everyone who gave feedback via HAY surveys, joined the Employee Voice Forum, or volunteered as Mental Health First Aiders, Menopause Advisers, or EDI Champions. It would show that living our SPIRE values—Servant Leadership, Passion, Inclusion, Respect, and Empowerment—has national impact. This recognition would deepen pride in working for Salvation Army Homes and strengthen our #OneTeam culture.
Winning would elevate our employer brand in the competitive housing sector, positioning us as the employer of choice for professionals who want to work somewhere that genuinely values people. This is vital as we pursue our Pathway to Excellence 2030 vision and aim to be among the Top 25 Housing Providers.
It would also support recruitment and retention, offering compelling evidence in every job advert, interview, and induction that we’re not just aspiring to be a great workplace—we’re proven to be one. With nearly half our workforce being female and over 50, and new retirement and family-friendly policies underway, this recognition would help us attract diverse talent and retain experienced staff.
While winning is a meaningful milestone, it’s not the destination. We’re currently implementing succession planning, new manager training, and a coaching and mentoring culture. An IiP Award would boost momentum and credibility, helping secure buy-in and investment.
Externally, it would enhance our reputation with residents, partners, and funders. Our mission is to provide safe homes and transform lives—winning would show we transform lives internally too, building trust in our ability to deliver.
Finally, it would fuel our ambition for IiP Gold by October 2027, becoming part of our story and proof of our commitment to continuous improvement.
Being part of the Investors in People community is fundamental to who we are and where we’re going—it’s central to our strategic success.
The IiP framework shaped our transformation from Basic (2022) to Silver (2024) and now guides our path to Gold by October 2027. It provides clear standards, measurable progress indicators, and external validation. Without IiP, building the systematic, holistic approach that’s delivered such remarkable results in just three years would have been far more difficult.
The IiP community offers invaluable peer learning. We’ve joined the Housing Diversity Network and partnered with Houseproud for LGBTQ+ training because we know innovation doesn’t happen in isolation. IiP events and awards connect us with organisations facing similar challenges and those further ahead.
Engaging with IiP keeps us accountable. We’ve set a 71% satisfaction baseline and aim for 4.5/5 on development opportunities.
The awards process helps us measure, reflect, and articulate progress—strengthening our understanding of what works and where we need to improve. This discipline supports our commitment to never be complacent.
IiP accreditation and awards engagement also strengthen our employer brand. In a competitive housing sector, this differentiation is vital. Being shortlisted for the Northern Housing Awards 2025 for Excellence in Company Culture, alongside
IiP recognition, creates a compelling recruitment narrative.
IiP also inspires best practice. Our HAY surveys, Chat with Execs sessions, and audio newsletters were shaped by what we’ve seen progressive employers do—then tailored to fit our culture and mission.
Importantly, IiP helps us share our journey. From high turnover and mental health stigma to an award-winning culture, we’ve seen the power of community participation through events like Braintree Pride and Brighton Pride. Sharing our story can inspire others and raise sector standards.
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