Our people

Find out how our people help shape our direction of travel.

In pursuit of equity, diversity and inclusion

We welcome applications from everyone, celebrate our differences, and know it’s important that our teams represent the communities they serve. We are excited for our future and pleased at the steps we have taken so far, though recognise that we have a way to go.

We work hard at YHA to ensure that we have a diverse workforce in pursuit of equity, diversity and inclusion. But having a diverse workforce is not enough. We want to create an inclusive environment, where everyone can give their best and develop to their full potential.

"YHA really cares"

This organisation really does care. It is a big organisation moving things in the right direction, diversifying its workforce and working on equity and inclusion for all. This takes time but you can see vast improvement in recent months.

Glassdoor review

"What’s best for me"

There is progression if you want it (and it is ok to stay in the same role if not). I can ask my line manager about other roles, and they will arrange for me to spend some time in other departments. YHA focuses on what’s best for me, not just what’s best for the organisation.

National Office staff member

"Recommend to a friend"

I would recommend working at YHA to a friend. It’s a great place to work and everyone is friendly. The induction was great as I was given the opportunity to meet a lot of people and learn about the organisation. My team have all been so welcoming too.

National Office staff member

In pursuit of equity, diversity and inclusion

We welcome applications from everyone, celebrate our differences, and know it’s important that our teams represent the communities they serve. We are excited for our future and pleased at the steps we have taken so far, though recognise that we have a way to go.

Diversifying our staff

Embedding the HEART values into everything we do including our recruitment processes
Investing in new recruitment approaches to attract a diverse range of candidates
Using internal diversity data to monitor outcomes
Introducing new roles to support EDI work, including an EDI lead and education project manager

Focusing more resource

Finding ways to recruit through schemes such as Sport England Apprenticeships, Generation Green and Kick Start
Providing development opportunities through partnerships for those struggling to gain work, get back into work or find their first role.
Investigating ways to retain temporary employees out of season
Regularly reviewing remote/hybrid roles to create more opportunities – providing equipment, support and training to make this to happen
Working with industry organisations to improve the support we provide through memberships such as Menopause Friendly accreditation

Amplifying voices

Setting up our inclusion champions initiative
Running staff surveys that allow all employees to tell us how they feel we are progressing towards our EDI goals
Establishing a Youth Advisory Team to help shape YHA’s direction
Reviewing the Trustee process to support youth voice at board level
Involving stakeholders from all departments in EDI working parties
Celebrating national diversity dates

Working together

Utilising informative memberships such as Disability Confident, Inclusive Employers and EDUK to guide us on our journey
Valuing lived experiences and always striving to learn more about how we can improve the inclusivity of our working environments
Running projects like Outdoor Citizens to support local communities
Securing funding to continue our EDI journey, to provide training and resources to inform and support our employees and volunteers
Continuously researching information and tools to improve the accessibility of our workplaces, training and development for all

Our position, plan and progress to date

YHA’s core strategic priority is access for all. It is a fundamental part of our charitable object and the foundation upon which our 90-year history is built.

We have set KPIs to increase access in four key areas (three of these relate to those who access our services) and within six themes. Our people KPI is to ensure that our staff and users reflect the communities we serve. Four of our six themes directly relate to our people.

We have made much progress on EDI since launching our strategy. This has been captured in various reports on our impact and challenges. But we know we have more still to do.

Download EDI position (PDF, 0.4MB)

Positive action statement

YHA believes that having a diverse workplace enables an inclusive environment that provides equal rights and opportunities to all. Actively encouraging a diverse workforce brings new perspectives, boosts productivity and innovation, widens our talent pool, and enables our employees to develop a broad range of skills and share ideas that supports our employee wellbeing and company HEART values. It is beneficial that our teams can relate to the communities we serve and the diverse supporter base who stay, are members, donate to our work, and volunteer for YHA.

Our positive action statement recognises some of the steps YHA takes to overcome or minimise disadvantages to employment and development opportunities, that people who share protected characteristics may experience, or to meet their needs. It enables under-represented groups to access support and training throughout the recruitment and employment journey, to ensure all candidates and employees experience equal terms and treatment, or adjustments are made to meet their differing needs to preserve equal treatment on merit.

It isn’t about compromise or positive discrimination, it’s about making the journey with YHA fair and accessible for all.

Examples of our ongoing positive actions

Targeted recruitment campaigns and positive recruitment practises

Working in partnership with Sport England to improve female instructor ratios in outdoor education.
Investment in additional job board advertising to utilise specific diversity boards.
Actively promoting the requirement to diversify applications for the Board of Trustees.
Creation and ongoing recruitment of a Youth Advisory Team to support the strategic direction of the organisation.
Promoting the value of lived experience throughout all job adverts.
Tailoring our interview packs to align with our values.

Partnerships and memberships

Working with DWP to gain Disability Confident accreditation.
Being active members of Inclusive Employers.

Training, development, and employability

Delivering respect at work and unconscious bias training for all staff.
Raising awareness of EDI topics such as menopause awareness and autism awareness.
Promoting apprenticeship opportunities.
Delivering a range of employability and volunteering programmes
- Mencap traineeships
- Various volunteering opportunities including hostel management placements, Duke of Edinburgh Gold, working parties, work experience, virtual volunteering.
- Kickstart Scheme