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Diversity, Inclusion and Well-being
As a FTSE100 company, we value diversity and aim to be an inclusive employer who can attract, retain and promote employees from every kind of background or lifestyle, regardless of race, gender, disability, age, faith or sexual orientation.
Things we are doing to drive diversity in the housebuilding sector include:
We aim to become a business that represents the communities where we build by developing broader recruitment and selection practices which echo the diversity of our customers and communities.
We are proud to partner with several organisations that support this approach including Leonard Cheshire Disability and their Change 100 Programme, EY Foundation and the #SeeMeJoinMe campaign.
To see the vacancies available, please select the button below.
Leonard Cheshire Disability aims to change the employment landscape for students and graduates with a disability by offering placements and work experience within a business environment. Taylor Wimpey have participated in this programme since 2015 offering summer placements across a variety of roles. Several students who have completed a placement with us have gone on to secure permanent roles in our business. The programme also serves as a great opportunity for the leaders in our business to understand more about how to accommodate a range of disabilities in the workplace.
“95% of our Employees say that Taylor Wimpey are committed to become more inclusive organisation with a diverse workforce”
Taylor Wimpey have participated in Women in sustainable construction groups and initiatives such as the #SeeMeJoinMe campaign to show girls, parents and teachers that working in the construction industry is not off-limits to women.
We are a company that’s open to flexible working patterns in relevant jobs and fully support part time roles and job shares. We promote these campaigns on specific job boards such as www.workingmums.co.uk.
We are proud of our work which has increased gender diversity within the business and we have some fantastic leadership role models including Ingrid Osborne. Ingrid started her career as a graduate at Taylor Wimpey and progressed to Divisional Chairman for our London and South East business. Ingrid was also recently named as one of the top 40 rising stars in the Cranfield School of Management’s 100 Women to watch.
If you are keen to understand more about Taylor Wimpey’s general approach to diversity, inclusivity and gender pay please click here
To join this evolving team, click below.
Our Diversity & Inclusion Steering Committee consists of employees who represent a cross section of our business and we meet on a quarterly basis to update on progress against our strategy as well as cascading and exchanging information and ideas that help drive our ambition to become an employer of choice. We are achieving good momentum through our Leadership Teams and Business Unit Champions and have active Diversity & Inclusion Plans in each of our 24 Business Units. Clearly defined focus areas enable further inclusivity within our Company.
We have a number of strategic initiatives to drive further diversity and inclusion as well as several awareness campaigns that are planned and organised throughout the year by our Committee Members. These activities create excellent awareness and engagement opportunities for our employees to discuss and celebrate diversity and inclusion at Taylor Wimpey.
Gender Pay Reporting
At Taylor Wimpey, a key aspiration is to be an employer of choice and establish a culture where individuals from all backgrounds and regardless of their gender can reach their full potential. Central to this is being an inclusive organisation. Our Gender Pay Gap Report is the result of an important piece of legislation which requires all companies with more than 250 employees in the UK to publish their gender pay gap figures on the Government website and also on the their own website every year. The gender pay gap shows the difference between the average pay and bonus for men and women across all roles and levels within a business.
You can view our latest Gender Pay Gap Report here.
You can view our 2019 Gender Pay Gap Report here.
You can view our 2018 Gender Pay Gap Report here.
"91% of our Employees say that there is support available to help me manage my health and wellbeing at work"
"97% of our Employees say that they believe Taylor Wimpey is committed to being an ethical and responsible company"
"86% of our Employees say that their line manager promotes an appropriate work-life balance"