At Hallmark Luxury Care Homes, we believe that when we take care of our people, they can take care of everything else.

That’s why our culture puts our team members first — always.

We know what unique challenges can arise in a care setting and it’s not an easy environment to work in which is why we understand that mental health matters, and we take it seriously.

Every one of our homes has trained Mental Health First Aiders on hand to offer support when it’s needed most.

We work hard to establish meaningful connections with our residents and our team members and want everyone to feel and be the best they can be.

We want everyone here to feel valued, supported, and proud of the work they do. Every role makes a difference, and every person should feel that too. We’re open, honest, and guided by our values — always aiming to be better than we were yesterday.

We’re also passionate about building a workplace where everyone feels they belong. That’s why we’ve got EDIB (Equity, Diversity, Inclusion & Belonging) champions in most homes, working to make sure that our culture reflects the people in it.

Because when people feel good, they do great things — and we’re here to make sure that happens.

We’re on a journey to make Equality, Diversity, Inclusion and Belonging (EDIB) part of everything we do at Hallmark Care Homes. It’s not a box-ticking exercise — it’s about creating meaningful, lasting change that truly matters to our team members.

We know there’s always more to learn, and we’re committed to doing that learning together. That means involving our teams, listening to lived experiences, and creating an environment where every voice counts.

Here’s what EDIB means to us:

• Equality – Everyone at Hallmark deserves a fair shot at success. No barriers. No exceptions.

• Diversity – We’re proud of the many backgrounds, cultures and perspectives that make up our team — it’s what makes us stronger.

• Individuality – There’s only one you, and that’s exactly who we want. We’ll support you to flourish in your career.

• Belonging – We want every team member to feel seen, valued, and completely at home here. Because when you belong, you can be your best.

Our Commitment to Equality, Diversity, Inclusion & Belonging (EDIB)

At Hallmark Luxury Care Homes, we are on a purposeful journey to build a more inclusive workplace. While we’re still developing and embedding EDIB into everything we do, we’re making intentional progress — listening, learning, and taking meaningful action.

Our EDIB roadmap focuses on three clear areas:

1. Driving intentional awareness

2. Creating a sense of belonging for all

3. Building trust and recognition

Together, these pillars guide the actions we take today — and the ones we’re planning for tomorrow.

Our aspiration is for big-hearted EDIB to become central to both our team experience and our business strategy — helping us create a truly inclusive organisation where everyone can thrive.

Here’s how we’re putting our commitment into practice:

1-       Driving Intentional Awareness

·        Delivering training on inclusive and fair recruitment through our Manager Development workshops.

·        Integrated EDIB learning into induction to build awareness from day one.

·        Provided access to educational resources including cultural intelligence content, blogs, and podcasts.

·        Shared materials to help teams understand how two of our values ‘Individuality’ & ‘Openness’ support an inclusive culture.

2-       Creating a Sense of Belonging for All

·        Our EDIB Steering Group meets monthly to guide strategy and action.

·        EDIB Champions within our care homes and central support, who serve as inclusion advocates, providing a mechanism for all teams to feel heard and involved in encouraging an inclusive culture.

·        Maintaining an EDIB Calendar recognising key cultural and awareness dates.

·        Celebrating and recognising real-life examples of values-driven moments and inclusion in action.

3-       Building Trust and Recognition

·        Launched our 2024 EDIB Survey, gathering demographic data and feedback on what inclusion means to our teams.

·        Launched our EDIB Policy and provided guidance for managers to link our strategy with regulatory frameworks.

·        Rolled out a Digital Inclusion Tool – Recite Me to make our recruitment process accessible to all.

·        Completed a review of our recruitment partners to ensure alignment with our inclusive standards.

Our Commitments for the Coming Year

1-       Driving Intentional Awareness

·        Develop Inclusion-Focused Leadership Training: We will enhance our leadership development offer by embedding inclusion-focused modules into existing learning pathways.

2-       Creating a Sense of Belonging for All

·        Strengthen EDIB Champion Engagement: EDIB Champions will continue to serve as accessible, trusted voices across teams, bringing forward ideas, views, and perspectives to our EDIB Network forums for wider discussion and action.

·        Steering Group Listening & Action: The EDIB Steering Group will review and elevate feedback from forums, identifying key themes and seeking leadership approval where action is needed.

3-       Building Trust and Recognition

·        2025 EDIB Survey: We will launch our next EDIB survey to capture feedback, measure progress since 2024, and better understand the evolving needs of our teams.

·        Track, Reflect & Plan: We will continue to assess our progress across the year, celebrate milestones, and use what we learn to shape our future areas of focus and improvement.

We’re proud of how far we’ve come, but we know there’s always more to do. Our commitment is ongoing: to listen more deeply, act more boldly, and build a culture where everyone can belong and thrive.

Current vacancies

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