Culture and Wellbeing
Governance and Ethics
Sustainability in Services
Community and Charity
Over the last 12 months, we have been working hard to ensure that we are providing an environment where talented people regardless of background or gender can thrive throughout their whole careers. We have introduced agile working in all our offices, and are introducing contemporary working practices to support the changing needs of our people and clients, as well as tailored leadership and development programmes which directly address the specific needs of different groups.
The business case for building a diverse workforce is intuitive. People who are truly representative of our communities and our clients will be able to provide advice attuned to their requirements. At GVA we are striving to create an environment where the most talented and creative people want to do their best work, regardless of background, race, ethnicity or gender. We saw the number of women being put forward for promotion in 2018 increase by 16%.
We have created a framework for workplace wellbeing which includes free check-ups with physiologists, an online health portal, and an array of tools for each employee to monitor, assess and develop their health. We also run regular talks, seminars and workshops on topics like nutrition and making lifestyle changes.
We have taken on four apprentices in our London, Birmingham and Edinburgh offices. Two apprentice surveyors came from our partnership with Chartered Surveyors Training Trust helping candidates become qualified surveyors regardless of their academic, social or financial circumstance.
At GVA we are striving to create an environment where the most talented and creative people want to do their best work, regardless of background, race, ethnicity or gender. We have introduced agile working in all our offices and have in place tailored leadership and development programmes which directly address the specific needs of different groups.
Work hard to create a safe working environment where everybody has the opportunity to grow, develop and maximise their potential and goals free from prejudice or barriers
Retain and attract the very best
Re-enforce our values – we can, we care & we create
Re-enforce our culture – we understand, we support & we trust in everything we do
Engage (formally and informally) with our people and act on feedback
Prepare and coach our managers to lead, manage and develop people
Work hard but treat our people as individuals. Creating an environment built on continuous thinking and mutual trust and respect
Recruit the very best and provide them with the right tools, responsibility, autonomy and the freedom to innovate.
Work with RICS, RTPI and other bodies such as the CTFOP (Changing the Face of Property) initiative to increase diversity and inclusion within the property sector.
UN SDG 10: Reduced inequalities
Ensure everyone has a chance to enter the property sector and can benefit from accessible environments.
Grow our apprenticeship scheme to give those that are less fortunate a chance to become a property professional. Be leaders in the property sector to consciously create accessible environments for all people.
GVA continues to champion equality and this is reflected in the decision to collect, monitor and publish gender statistics. Analysis of hourly rates shows gaps in pay and bonus’ between men and women. However the gender pay gap at GVA derives from the make-up of our workforce not our pay structure. Our overall results reflect an industry that is woefully under-represented by women at the most senior levels and particularly in fee-earning roles.
A high percentage of our employees receive a bonus – 79% of all women and 82% of all men.
Our pay distribution by quartile reflects the fact men represent a higher percentage of the upper quartiles than women, and vice versa in lower quartiles. This is typical of our sector as a whole where the gender pay gap is too wide and there is a lack of women in senior roles.