Structure & Governance

T9

C25 - Is the Housing Provider registered with a regulator of social housing?

Aster Group is a charitable registered society, registered with the Regulator of Social Housing (RSH). 

C26 - What is the most recent viability and governance regulatory grading?

We hold the highest possible ratings for governance (G1) and viability (V1) which was further confirmed following an In-Depth Assessment that took place in April 2023, alongside our likely compliance with future consumer regulation as we were a part of the pilot process.

C27 - Which Code of Governance does the Housing Provider follow, if any?

Our governance framework is structured on the UK Corporate Governance Code. This is a set of principles of good corporate governance that we follow in our governance arrangements, including those around Board leadership and effectiveness, remuneration, accountability and stakeholder relations.

C28 - Is the Housing Provider Not-For-Profit?

Aster Group is a not-for-profit provider of social housing.

C29 - Explain how the Housing Provider’s Board manages organisational risks

Our Risk Framework takes an enterprise risk management approach. It’s a way of working that enables us to recognise, and consider responses to, uncertainties and obstacles as they arise. It supports the exploration of potential opportunities arising from changes in both the internal and external environment. By working like this, we can successfully navigate through situations, achieving our goals and overcoming threats to success.

We know that risk management is an integral part of good management practice. It is integrated into strategic and service planning processes and performance management, with a Risk Register maintained and regularly discussed.

The Aster Group Ltd Board ensure operational threats are managed appropriately, and are supported by our Group Risk & Compliance Committee and Treasury Committee, undertaking a more detailed review of risks that may positively or negatively impact on the business’s strategy, operations or legislative compliance.

C30 - Has the Housing Provider been subject to any adverse regulatory findings in the last 12 months (e.g. data protection breaches, bribery, money laundering, HSE breaches or notices) – that resulted in enforcement or other equivalent action?

We have not been subject to any adverse regulatory findings within the 2022/23 financial year.

Board & Trustees

T10

C31 - What are the demographics of the Board? And how does this compare to the demographics of the Housing Provider’s residents, and the area that they operate in?

Aster Group Limited Board Make Up For 2022/23:

Total = 10, 4 Women (40%), 6 Men (60%)

No BAME, where known

No disability, where known

Average age = 58

Average tenure = 60 months

The average age of Aster's tenants is 51.

C32 - What percentage of the Board AND management team have turned over in the last two years?

While no-one has left the Aster Group Limited Board within the last two years, there was one new appointment in 2021. The Chair, Mike Biles and one Non-Executive Board Member, Andrew Kluth have come to the end of their term. From 3 November 2023 Stephen Trusler will take over as Chair, having previously been one of Aster’s Non-Executive members, and formerly chaired our Remunerations and Nominations Committee.

Joining Stephen on the Board is Mehul Desai, who joins as a Non-Executive Director. Mehul is currently Chief of Staff to HSBC’s UK Chief Operating Officer.

C33 -  Is there a maximum tenure for a Board member? If so, what is it?

Nine years is the maximum tenure for an Aster Group Limited Board Member.

C34 - What % of the Board are non-executive directors?

Aster Group Limited Board: 70% (seven out of 10)

C35 - Number of Board members on the Audit Committee with recent and relevant financial experience

One Board member, three independent committee members

C37 - Has a succession plan been provided to the Board in the last 12 months?

Yes - one of the success factors of our Board, is the balance of skills and experience that our Non-Executives bring.

As part of the ongoing skills assessment of our Boards and Committees, we introduced the Board Skills Vision, which aims to quantify the key skills and characteristics we are looking for at Aster.

The Board Skills Vision is a holistic set of criteria focusing on everything from fact-based judgements to emotional intelligence, teamwork and values. We recruit on cultural fit and value alignment, just as much as we do on experience. The Board recognises that effective succession planning is not only a fundamental component of Board effectiveness but is also integral to the delivery of Aster’s strategic plans. It is essential in ensuring a continuous level of quality in management, in avoiding instability by helping mitigate the risks which may be associated with any unforeseen events, such as the departure of a key individual, and in promoting diversity.

The Board has approved a Board Membership, Recruitment and Succession Policy and the Group Remuneration & Nominations Committee routinely reviews the succession plan for the Overlap Boards and the Committees to facilitate future recruitment in a timely manner. The Committee works to ensure a continuous flow of talent is available through developing existing Directors and independent members, and also by identifying suitable external candidates to ensure a refreshing of talent and ideas, and the ongoing maintenance of skills.

When recruiting, by mapping our Board skills we can get a clear idea of what we are looking for in our applicants and what each of them could bring to the collective. 

C38 - For how many years has the Housing Provider’s current external audit partner been responsible for auditing the accounts?

KPMG have been auditing our accounts for the last six years.

C39 - When was the last independently-run, Board effectiveness review?

We had an independently-run governance review at the end of 2022.

C40 - Are the roles of the Chair of the Board and CEO held by two different people?

Yes, our Chair of the Board throughout 2022/23 financial year was Mike Biles, and our CEO is Bjorn Howard.

C41 - How do you handle conflicts of interest at the Board?

We have a policy that sets out how we handle conflicts of interest at the Board, based on the Board Code of Conduct

Aligns with SDG goal:

Staff Wellbeing

T11

C42 - Does the Housing Provider pay the Real Living Wage?

We strive to pay our people fairly and provide both them and our customers with tools and resources to help manage their finances. While we don’t currently pay the Real Living Wage for all our colleagues, it is something that we are very aware of for the minimal number of colleagues who this relates to and are working towards realising this in the future. 

C43 - What is the gender pay gap?

The position for 2022 is as follows:

Aster Communities – 20.05%

Aster Property – 11.82%

Aster Group – 17.65%

CCHT – 29.2%

EBHT – 11.16%

Group wide – 15.2%

C44 - What is the CEO-worker pay ratio?

25th percentile - 10.94:1

150th percentile (median) - 9.02:1

175th percentile - 7.39:1

C45 - How does the Housing Provider support the physical and mental health of their staff?

Our inclusive culture and colleague offer is creating a better way of working for everyone as we look to become the number one employer in our sector.

Our people and our culture are our strength - we are focused on empowering our colleagues to thrive. To do this we must ensure our employees are well, happy, and healthy and therefore able to deliver their best work for our customers.

The health and wellbeing of colleagues continues to be a priority and we have a range of support on offer under Mental Health and Physical wellbeing:

Mental health

We’ve partnered with Plumm Health to provide colleagues with Mental Health support when they need it. It includes access to 1:1 video counselling/therapy sessions with accredited therapists with appointments in as little as 24 hours. Chat therapy via the platform, unlimited access to a growing library of therapist-led psycho-educative digital courses, guided meditations, and live monthly workshops. More recently we have offered family access and a new AI wellbeing assistant to offer real-time mental health and personal growth support. Plumm is both GDPR and HIPAA compliant. So, all conversations are totally confidential and encrypted.

We have trained 90+ Mental Health First Aiders who are colleagues that can spot the signs and symptoms of poor mental health and are armed with signposting information to help them get the support they might need. We have 24/7 employee assistance programme (EAP) in place which is a freephone telephone number to a counsellor available to all colleagues with a dedicated website full of tools and resources.

We run a number of live sessions on mental health including Increasing emotional resilience and mental health champion training to arm colleagues with the tools to spot the signs and symptoms of poor mental health.

Physical wellbeing

Colleagues have BUPA Cashplans for physio/chiro/osteo appointments up to £150, consultants appointments, routine tests/health checks and prescription charges. They also have access to BUPA physio and nurse telephone helpline, and BUPA EAP and health hub with health information and advice. The team also have access to recorded yoga, pilates, HIIT workouts via the Perkbox wellness hub, as well as recorded webinars on nutrition. As a Menopause Friendly Employer we offer colleagues support, training and information to support them in this space.

C46 - What is the average number of sick days taken per employee

8.16 (excludes Enham)

Aligns with SDG goal: