Multi-cultural Representation and Diversity
Equality and Diversity is a key corporate aim for Progress, and we are constantly working to improve in this area. To this end, an external review of the Group's equality and diversity activities was commissioned. The recommendations from this assessment have been discussed at our Board meetings and a revised action plan for equality and diversity developed. We are now well underway to delivering all the recommendations, and have updated the action plan to ensure we are achieving good practice guidelines on an ongoing basis.

In 2007 we developed both a disability equality scheme and action plan and a gender equality scheme and action plan. These have further enhanced the Group's approach to Equality and Diversity.

During the year, the Group achieved the Navajo Chartermark. The award recognises the Group's commitment to delivering services without discrimination and in particular, it recognises and identifies ways of providing services appropriately to the Lesbian, Gay, Bisexual and Transgender community.

We will continue to build partnerships with individuals and organisations in the community to ensure that equality and diversity is at the forefront of our priorities.

Current targets and measures for board representation and performance against these as at April 2008 are shown below. These targets and measures are reviewed and updated annually.

Board Membership

We also set a target for 4.4% of our staff to be from a Black and Minority Ethnic (B&ME) background, and measures put in place include: more prominence to the equal opportunities statement in recruitment advertising; advertising in ethnic press and the local mosque; recruitment of a Positive Action Training in Housing trainee in the post of trainee estate manager; provision of work experience placement for pupils with a B&ME background. All staff received refresher training sessions where the Group's equality and diversity policy was explained and information was given about measures the Group is taking to increase ethnic minority involvement and representation. Board Members were also trained on equality and diversity issues by ACAS.

Staff Composition

Race Equality Strategy
Our Race Equality Strategy and a Race Equality action plan are principally based on the requirements laid out in the race equality code of practice for housing associations produced by the Commission for Racial Equality, National Housing Federation, Federation of Black Housing Associations, the Housing Corporation Good Practice guide number 4 on race equality and the Audit Commission's requirements on diversity as laid out in their Key Lines of Inquiry.

We are a member of Raceactionet, a web based consultancy that advises on the eradication of racist incidents from both workplace and within communities. Strategies include self-assessment, positive awareness raising and engagement within in the community, and ways of challenging the perpetrators of racist behavior.

We have also joined Language Line, a translation service for people whose first language is not English, which allows us unlimited access to professional, qualified telephone interpreters in 150 languages, 24 hours a day, every day of the year.

We are serious about tackling racial harassment in our communities and work closely with the police, local councils and other community groups to stamp it out.

The Association has a 24-hour telephone line where those suffering racially motivated harassment can report it and receive advice about what to do next and which agencies can help.

Lettings
We also set targets and measures for our lettings activity.