Equity Diversity and Inclusion

Golding tradesperson with customer in their home

We're committed to Equity, Diversity & Inclusion (EDI) and continue to progress towards becoming a more diverse and inclusive organisation.

Here's our commitment statement:

Equity, Diversity and Inclusion (EDI) sits at the core of our purpose, values and long-term strategy at Golding. It’s a moral responsibility, guiding how we serve our customers, treat our colleagues, and make decisions.

Our commitment is to create a culture of belonging, ensure fairness in every process, and provide equitable access to opportunities and services. EDI is not just about compliance, it’s an essential driver of better services, stronger communities, and organisational resilience.

We’ve invested in strengthening the quality and completeness of our diversity data for both colleagues and customers. This has allowed us to uncover key gaps – including a higher proportion of customers identifying as having a disability compared to our workforce. These insights are shaping our recruitment practices, workplace adjustments, and service design. By using sector comparison tools and EDI frameworks, we have a clear action plan to close representation gaps and improve inclusivity across all levels of the organisation. 

Our Progress so far

  • We now hold over 80% EDI data for our customers, giving us a clearer picture of needs, vulnerabilities and accessibility requirements. 
  • Mandatory EDI foundation training has been rolled out for all colleagues. 
  • Our Board and senior leaders are improving their connection to EDI, our Customer Experience Committee receive detailed insights into customer profiles. 
  • Our Big Door Knock event brought leaders face-to-face with customers and colleagues, deepening understanding and strengthening accountability for inclusion at the highest levels. 
  • Our colleague-led EDI Allies group continues to play a key role with regular events and communication campaigns 
  • One-third of customers report a disability or vulnerability, influencing how we tailor communications, design services, and engage with communities. Our new Fair Access policy, designed with customers, is being embedded across all services in response. 
  • We voluntarily published our first Ethnicity and Disability Pay Gap reports alongside our Gender Pay Gap.  

 Our next steps

  • EDI Allies group increasing its influence, visibility, and impact. 
  • Expanding the data shared to ensure all Board members have a clear understanding of colleague and customer EDI. 
  • Manager sessions on inclusive leadership and mental wellbeing, helping to lead diverse teams effectively. 
  • Striving to ensure our teams reflect the diversity of the communities we serve. We’re improving specific areas via targeted recruitment, fair progression pathways, and retention strategies. 
  • Ensuring fairness is embedded into our pay and reward structures, by better understanding how disability intersects with role type, pay bands, and career progression.  
  • Completing four new Fair Access reviews in 2025/26, expanding inclusive recruitment and further embedding EDI into every service, policy, and leadership decision.

Our goal is clear: to make equity, diversity, and inclusion a lived reality for every colleague and customer. You can read our full  Equity, Diversity and Inclusion Report.pdf [pdf] 4MB and our EDI policy.

You can find out more about our approach to fair access here.