Governance
Structure and Governance
C28
What is the housing providers most recent regulatory grading/status?
G1/C2/V2
C29
Explain how the housing provider's board manages ESG risks.
Whilst Wandle does not have a standalone ESG strategic risk, these are captured through our existing risk framework.
Environmental and sustainability considerations are primarily captured through our strategic risk SR5, which covers the risk of failing to adequately invest in, maintain and improve our existing homes to meet current and emerging regulatory, safety and sustainability requirements. This includes EPC energy efficiency targets and delivery of our longer-term asset and sustainability objectives.
Social considerations are reflected through our strategic risk SR1, which focuses on designing and delivering services that understand and respond to the diverse needs of our customers.
Governance considerations are reflected through our strategic risk SR10, which covers the risk of failing to meet regulatory requirements, including the consumer standards.
ESG-related risks are also considered at an operational level through individual service and operational risk registers, where more specific risks are identified and managed as appropriate.
C30
Has the housing provider been subject to any adverse regulatory findings in the last 12 months (data protection breaches, bribery, money laundering, HSE breaches etc) that resulted in enforcement or other equivalent action?
No.
C31
How does the housing provider ensure it gets input from a diverse range of people into the governance processes?
We ensure our governance processes are informed by a diverse range of perspectives by involving residents, Board members, Committee members, Independent Committee Members and Co-optees in governance, scrutiny and engagement activities. Through inclusive recruitment and succession planning, alongside consultations, surveys and resident engagement forums, we seek input from a broad cross-section of residents and stakeholders. We also monitor the diversity, skills and experience of our governance and resident involvement structures, taking steps to remove barriers to participation through accessible engagement methods and reasonable adjustments where required.
C32
Does the housing provider have policies that incorporate Equality, Diversity and Inclusion (ED&I) into the recruitment and selection of board members and senior management?
Yes.
Wandle is committed to embedding Equality, Diversity and Inclusion (ED&I) within its recruitment and selection processes. Recruitment activity is supported through the Recruitment & Selection Policy, which promotes fair and inclusive recruitment practices. The organisation uses diverse interview panels where possible, monitors diversity information throughout the recruitment process and reviews recruitment materials to ensure accessibility and inclusivity. Recruitment trends and outcomes are monitored to identify opportunities to improve representation and remove barriers to employment. Wandle continues to strengthen inclusive recruitment practices and leadership development pathways to support greater diversity and representation across senior management roles.
C33
What % of the housing provider's Board have turned over in the last two years?
55%
What % of the housing provider's Senior Management Team have turned over in the last two years?
50%
C34
Number of board members on the housing provider's Audit Committee with recent and relevant financial experience.
The Audit and Risk Committee currently has three members with recent and relevant financial experience.
C35
What % of the housing provider's board are non-executive directors?
91% of the Board are non-executive directors, with all members being non-executive except Anne Waterhouse, Chief Executive, who serves in the capacity of a Co-optee.
C36
For how many years has the housing provider's current external audit firm partner been responsible for auditing the accounts?
Four years.
C37
When was the housing provider's last independently-run board effectiveness review?
Campbell Tickell 2025, but we run in-house effectiveness every year, undertaken by the Head of Governance. Both findings are shared with the Board and Executive team.
C38
How does the housing provider handle conflicts of interest at the board?
Prior to appointment, prospective Board members are required to complete a Declaration of Interest form, which captures a range of interests and relationships in line with governance best practice. The completed form is reviewed by the Governance Team, who assess any conflicts of interest and identify any mitigating actions where appropriate. The declaration, together with any recommended mitigations, is then submitted to the Chair for review and approval. The Chairs declaration of interest is signed off by the Vice Chair.
Following approval, the declaration is retained within the governance records, and the Board Declarations of Interest Register is updated. The register is maintained by the Governance Team and reviewed quarterly to ensure information remains current and any emerging conflicts are appropriately managed. This includes reviewing the register and looking at Companies House records.
Declarations of interest are also referenced within Board Member Service Agreements, Standing Orders and Code of Conduct. Members are also made aware that they must notify Governance of any new interests or changes as soon as they arise.
Board members are required to complete an annual review of their declarations, typically undertaken each January. Updated declarations are submitted to the Governance Team, reviewed and incorporated into the register. The updated register is then presented to the Board for review and approval before publication on the website.
The Board also has a Declarations of Interest standing item at every Board and Committee meeting.
The management of conflicts of interest is guided by the Companies Act 2006, the NHF Code of Governance, and the Code of Conduct.
Employees
C39
Does the housing provider pay the Real Living Wage?
Yes. Wandle pay the London Living Wage.
C40
What is the housing provider's median gender pay gap?
At 1 April 2024
Male Median = £42,931.8
Female Median = £42,000
Median Gender Pay Gap is 2.17%
C41
What is the housing provider's CEO: median-worker pay ratio?
At 1 April 2024
CEO: Median-worker pay ratio = 4.61: 1
C42
How is the housing provider ensuring equality, diversity and inclusion (ED&I) is promoted across its staff?
Wandle promotes Equality, Diversity and Inclusion through a coordinated approach focused on governance, policy development, colleague engagement, learning and workforce monitoring. An ED&I Steering Group, supported by an Executive Sponsor and ED&I Action Plan, provides oversight and drives organisational activity. Workforce diversity data is collected and reviewed to inform priorities and measure progress, while policies are regularly reviewed and Equality Impact Assessments undertaken to ensure inclusive practice.
The organisation delivers a programme of awareness campaigns and engagement activities throughout the year, including events linked to Pride Month, Black History Month, Neurodiversity Celebration Week and Disability History Month. Inclusion is further promoted through colleague networks, learning opportunities, eLearning, Lunch and Learn sessions, Viva Engage communications, digital screens and intranet resources. Wandle also works with external partners to strengthen ED&I practice and continues to embed inclusion, belonging and accessibility throughout the colleague experience.
C43
What activity has the housing provider undertaken over the last 12 months to support the physical and mental health of its staff?
- Trained Mental Health First Aiders
- WEcare Employee Assistance Programme
- Wellbeing Staff Network group
- Recognising Mental health days and events
- Wandle Extras - Wellbeing Centre for content and videos for physical and mental health and financial wellbeing
- Buy and sell annual leave
- Review of our benefits scheme
C44
What activity has the housing provider undertaken over the last 12 months to support the physical and mental health of its staff?
- Paid professional membership
- Course Sponsorship Scheme
- Training request process
- Ad-hoc mentoring
- Coaching support for managers
- Core compliance course and role specific training
- Onboarding plans
- Annual training needs analysis
- Employee Assistance Programme
