Stonewater’s involvement with the Investing in Ethnicity Maturity Matrix started in 2021 when 2GeTher, the employee network group, suggested it could become the champion for sustainable organisational change. The framework has provided a structured approach to embedding equality, diversity and inclusion (EDI) into the housing association. Leaders at Stonewater highlight that the Matrix has enabled them to learn from the lived experiences of colleagues from diverse backgrounds, fostering a culture where diversity of thought is not only valued but seen as essential to effective decision-making. This understanding has made Stonewater more people-led and responsive to the needs of all colleagues. It has helped us to do the right thing.
A growing number of employee networking groups, including 2GeTher, have harnessed the matrix’s key areas of assessment to further improve equity within the leading social housing provider. This has been helped by senior leaders who have always championed EDI, embracing initiatives such as our Reverse Mentoring programme. This has broken down barriers, increased understanding, and signalled to the entire organisation that inclusion is a strategic priority. The visible commitment from the CEO and board members has helped build trust and credibility for our EDI agenda.
Measurable outcomes and recognition
Acting on the findings of the matrix has led to tangible, measurable change. Stonewater’s declaration and data collection rates on ethnicity now stand at 90%, testament also to the clarity of communication around why data is collected and how it is used.
Annual initiatives such as ‘data day’ during National Inclusion Week encourages colleagues to update their personal information. Network groups run tailored campaigns, such as those supporting neurodiverse colleagues, which have led to new support funds and increased disclosure rates.
This has enabled Stonewater to identify gaps between the diversity of its workforce and its customer base, informing targeted recruitment and outreach strategies. For example, initiatives like the Opportunity Pledge guarantee interviews for women and ethnically diverse candidates who meet minimum criteria, directly increasing diversity in senior leadership. Further analysis supported a change in our recruitment strategy so that we now actively promote ourselves and our careers to specific audiences. An example of this is organising a float at Notting Hill Carnival and our Routes into Stonewater initiative.
One of our latest initiatives will mean Stonewater is better able to monitor bias in recruitment. We are moving to named applications from our previous model where recruitment was anonymised. Training and monitoring recruitment managers to ensure bias and discrimination is not an issue makes diversifying our recruitment more intentional.
Externally, Stonewater’s progress has been recognised through repeated national accolades. Having ranked in the matrix among the UK’s Top 20 Outstanding Employers for ethnicity and inclusion for the past few years, these awards enhance our reputation, making us an employer of choice for diverse talent.
Stonewater’s approach has also influenced the wider sector. By sharing best practice and participating in national forums, Stonewater demonstrates how data-driven, inclusive strategies can deliver real business benefits – better decision-making, increased engagement and a stronger sense of belonging among colleagues. This positions us as a sector leader.
Building trust and belonging
Perhaps most importantly, the matrix has helped Stonewater build trust across the organisation and show that we are serious about EDI. Listening sessions, facilitated by employee network groups and attended by all levels of staff, provide safe spaces for honest dialogue about challenging topics.
We would encourage any organisation to take part in the Investing in Ethnicity Maturity Matrix to benefit from the insights and benchmark their journey in progressing the EDI agenda. Stonewater’s experience is that it has made us a stronger, more resilient and more successful organisation.
