Investing in our people
We ensure we invest in our people and that they have the skills and tools to do their roles to the best of their abilities, in 2022 the focus is on developing our skills in customer service and leadership.
We offer a wide range of training and development opportunities to help you grow and reach your potential. With so much change and improvement, there is certainly plenty of freedom here to explore new ideas. These are a few of the opportunities we offer:
Our people’s health and wellbeing are a primary goal. We take an holistic approach and support mental, financial, physical, emotional and spiritual wellbeing.
See Benefits we offer for our full list of benefits based on your wellbeing.
Our leaders are committed to listening, empowering and encouraging our people to deliver consistently good, value for money customer focussed services. Our leadership charter sets out the key attributes we expect from leaders to inspire and motivate our people.
For full details of our Board and Executive team, please see Our people.
Where we work
Wandle is active in nine south London boroughs: Lewisham, Croydon, Bromley, Southwark, Wandsworth, Lambeth, Kingston, Sutton and Merton.
We work from a modern, comfortable and well-equipped office, designed specifically with blended working in mind. Our central London office, located between bustling Borough Market and the River Thames, is conveniently located near London Bridge Station for National Rail and London Underground services. We’ll soon be moving to a new office near the Blackfriars station.
More than just a landlord
We believe that we can make a real difference in the communities we serve.
It’s why we’re proud members of Placeshapers – a group of housing associations shaping communities around shared values, and Homes for Cathy – campaigning against homelessness. We have also been accredited by the Domestic Abuse Housing Alliance (DAHA) for our commitment to supporting those enduring domestic abuse.
Our Customer Engagement team delivers a range of projects designed to help those in our community to – from digital inclusion to money matters and opportunities for schoolchildren.
We also support hundreds of residents through the Helping Hand Fund, by providing vouchers to buy food and other household items from supermarkets, furniture, essential white goods and technology.
Equality, Diversity and Inclusion (EDI)
We value our people and both respect and celebrate their differences. We’re proud to say that our colleagues come from different backgrounds, with varied outlooks and are from all over the world. Our objective is to ensure that our workforce reflects the diverse communities we operate in and that our services are tailored to the diversity of our customers.
It is our promise to always do our utmost to develop our inclusive culture where individuals, teams and the organisation overall are strengthened by this diversity.
We have an Equality Diversity and Inclusion Steering Group with representative from across the organisation – including Executive and Board champions to keep us focused on our strategy, action and what we can improve.
We encourage and support difference, so our diverse talents are utilised to shape and enhance our services.
We aim to eliminate discrimination, advance equality of opportunity, and foster good relations between different groups. To do this, we promote equality of opportunity in everything we do by providing EDI competency training for all staff and enhancing inclusive leadership competencies.
We are committed to treat people fairly regardless of their individual characteristics.
We are committed to the employment and career development of disabled people. As part of our commitment to being a disability confident employer, we guarantee that disabled applicants who meet the minimum criteria for the role will be taken to the next selection stage – this is usually an interview and assessment.
We encourage candidates who require us to consider any reasonable adjustments to the selection process to let us know as soon as possible so we can offer the appropriate support, which will be managed in the first instance by our HR team.
We use part of our application form to identify candidates who have declared a disability for the purpose of fulfilling our commitments. This will be reviewed by the HR team and will not be shared alongside your application with the colleagues on the short-listing panel.
*The minimum criteria are set by the short-listing panel for each role, in line with the role profile. These criteria are usually the technical and/or behavioural requirements that the job holder will need to demonstrate they have to an acceptable level through their application which may be an application form with questions, or a CV/supporting statement.
We value candidates who identify as LGBTQIA+. Each year our staff Sounding Board celebrates Pride month by raising awareness about the history and importance of LGBTQIA+ right in the UK.
We understand the extra support that carers need. Since the pandemic, we’ve adopted a hybrid working model and updated our flexible working policy to empower staff to deliver their roles with flexibility in line with business needs.
We have an established staff representative group (Sounding Board) who run a range of activities throughout the year to build an inclusive organisation.
The Sounding Board gives a voice to our people and supports all our EDI activities including a organising social events under the Social Committee wing of the Sounding Board – all this supports us in building an inclusive organisation.