Changes at Senior Management Team Over the course of 2020/21 and 2021/22 Arhag has stabilised the Senior Management Team by moving away from Interim Directors and third-party consultants so that now the team is operating at its full complement with all posts filled on a permanent basis. In June 2021 Chris Harris was appointed as Chief Executive Officer, replacing the outgoing InterimCEO and in May 2022 Shabana Yousaf was appointed as Director of Property, Building Safety and Compliance replacing Arhag’s external Asset Management Consultant. These two appointees join Tina Bull, Head of Housing, and Andrew Shaw, Director of Finance & Resources, in constituting the Senior Management Team of Arhag. Development opportunity Arhag is always looking for ways to encourage the development of our staff and in January 2022 we were delighted to announce that one of our team had been accepted onto a programme called ‘Next Generation Leaders’ which is run by the South-East Consortium (SEC) who have partnered with an independent training organisation to provide an Institute of Leadership & Management (ILM) certificated course within the housing sector. Being able to do this is testament to the value that can be derived frommembership of SEC and the principles of using partnerships to develop our organisation. Newways of working Throughout both this year and last, our staff colleagues adapted to working from home and the challenges this brought, from practicalities of space and equipment to home schooling and caring for others. We supported our colleagues by providing the equipment they needed to carry out their work effectively and in an environment that worked for them. We encouraged more flexible working and continued to pay salaries in full during the various lockdowns and did not furlough any of our colleagues. To ensure no one lost out on time away fromwork we have allowed colleagues for the last two years to carry forward more holiday allowance into the new year. In October 2021 we launched our ‘the way we work’ approach with staff, the first steps towards employing our values and behaviours. We now operate a more flexible working pattern which allows staff an improved work / life balance with a minimum of two ‘contact’ points with colleagues, residents or work-related third parties per week. “Arhag is always looking for ways to encourage the development of our staff” Annual Report 2021-2022 25
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