Housing 21’s evolving partnership with IIP drives employee engagement

Housing 21 has reaffirmed its commitment to being a great place to work by strengthening its partnership with Investors in People (IIP) - an initiative that is already shaping the organisation’s culture and employee experience.

In a move away from the traditional three-year accreditation model, Housing 21 has transitioned to an annual partnership with IIP, embedding continuous development into its approach. This new way of working ensures regular feedback, ongoing improvements, and a sharper focus on employee engagement - an approach reflected in its latest employee survey.

With a 91 percent response rate from over 4,000 employees (an increase of three percentage points from the previous year), the results show that 83 percent are satisfied working for the organisation, while 91 percent align with its values and 90 percent feel proud and committed to their roles.

Ian Hodson, Director of People and Culture at Housing 21, explains why this shift matters: “We exist to provide the best possible service to our residents, and that starts with engaged and motivated employees. The move to an annual IIP partnership allows us to act on feedback in real-time, making improvements that have a meaningful impact.

“This year’s survey saw a three percent increase in participation - an important step forward, particularly given that not all our employees are digitally connected. More voices are being heard, which is the first sign of an engaged workforce.”

One key improvement introduced this year is the launch of employee focus groups, creating space for teams to discuss survey results, provide qualitative feedback, and shape action plans. Housing 21’s partnership with IIP means these efforts are more structured and impactful.

Gwen Powell, International Manager at IIP and Housing 21’s dedicated partner, highlights why this approach is different: “Traditionally, organisations would complete a three-year accreditation cycle, with a concentrated evaluation period. This approach was useful but limited in its ability to drive continuous change.

“By working more closely with Housing 21’s People and Culture team, we’ve developed an ongoing framework that provides regular feedback, deeper engagement, and a stronger connection between accreditation and real workplace improvements.”

Ian added: “This isn’t just about maintaining IIP Platinum status - it’s about embedding a culture of continuous improvement. By listening to our employees and working closely with IIP, we’re making Housing 21 an even better place to work, which in turn benefits the people we support.”

(DIrector of People and Culture, Ian Hodson)