Our Culture – Getting It Done. Together
At Foxtons, our strength lies in our people. We bring together employees from a wide range of backgrounds, skills, and cultures. It’s this variety of perspectives and experiences that drives innovation, collaboration, and success.
Our Getting It Done. Together. (GIDT) Framework sets out the mutual expectations we share and highlights the important part each of us plays in building a workplace that is respectful, rewarding, and inspiring. It’s a guide for how we work together - ensuring that our environment remains one where everyone feels valued, motivated, and empowered to contribute their best. Our full GIDT Framework can be seen here.
We believe in a workplace built on honesty, respect, and fairness. Everyone has a part to play in maintaining an inclusive, professional, and supportive environment where individuals can thrive.
Together, we’re continuing to build a culture of integrity, inclusion, and respect - where collaboration and shared purpose help us Get It Done. Together.
Our HR Director, Natalie Booth, shares more about our Getting It Done. Together framework here
“Every day we should challenge ourselves to demonstrate behaviours which reflect our values” Guy Gittins, Chief Executive Officer
Did you know…
Each year Foxtons undertakes an employee engagement survey, conducted by an independent provider. The 2024 survey, conducted in December 2024, received a 77% response rate. See some of the headline data points below:
- 88% said they had a good understanding of what Foxtons’ company values meant – These include diversity and upholding high ethical standards
- 86% said Foxtons group values diversity (up 5%, and 8% higher than the average score for companies in the UK with 1,000 to 5,000 employees)
- 83% said they felt like part of a team
- 87% said Foxtons builds diverse teams
- 83% agreed their manager genuinely cared about their wellbeing
- 81% would recommend Foxtons as a great place to work (6% higher than the average score for companies in the UK with 1,000 to 5,000 employees)
- 83% said they had confidence in the leaders of Foxtons group (up 2% on prior year, and 20% higher than the average score for companies in the UK with 1,000 to 5,000 employees)
Our networks
While we champion all forms of diversity, our official networks, Women@Foxtons, AfroFoxtons and LGBTQ+, play a crucial role in ensuring our employees feel included, represented, and empowered to be their authentic selves at Foxtons. In 2024, we conducted various surveys to gauge interest in expanding our networks and celebrating cultural events.
LGBTQ+
PRIDE Network launched to promote inclusion for our LTBTQ staff and allies. Events have included attending PRIDE London and various other events.
Afro
AFRO Network launched bringing together staff with Afro-Caribbean heritage. They meet regularly to network and discuss ways to further inclusion with the leadership team.
Women@Foxtons
The Women@Foxtons network, chaired by two female Managing Directors, brings together female team members at different levels of their careers to provide a support network for women within the business. It joins women together across the organisation to provide personal support and professional career development via networking opportunities, events, and initiatives designed to help women progress through our organisation.
Speak up
Employees should feel empowered to speak up - at Foxtons we encourage our team members to report any suspected wrongdoing, or unacceptable behaviour. We make sure that all employees are regularly made aware of the whistleblowing and speak up policies and are encouraged to speak up confidentially if they have any concerns.
For anyone who has concerns, we operate an independent whistleblowing hotline, allowing employees to report any concerns confidentially. Our whistleblowing policy is regularly reviewed to ensure it meets the company's ethical standards and legal requirements.
Respect and inclusion training at Foxtons
We conduct mandatory annual training for all 1,400 of our employees – including our board members – focused on fostering a respectful and inclusive workplace. This training covers key topics such as preventing sexual harassment, promoting respectful behaviour, and appropriately managing personal relationships at work.
How we’re Getting It Done. Together
2017
- Women at Foxtons Network launched to promote networking and informal mentoring for all the Women that work in the business
2018
- PRIDE Network launched to promote inclusion for our LTBTQ staff and allies. Events have included attending PRIDE London and various other events
2019
- AFRO Network launched bringing together staff with Afro-Caribbean heritage. They meet regularly to network and discuss ways to further inclusion with the leadership team.
- First employee engagement survey launched to gather employee sentiment
2020
- Launched the Employee Engagement Committee which is made up of a cross section of employees from all aspects of the business. We meet quarterly and discuss a range of topics related to employee experience. Each session is attended by a Non-Executive Director
2021
- Strengthened our whistle blowing policy by introducing Safecall
2022
- Launched our Foxtons Values
2023
- First Iftar @ Foxtons
- Rolled out ‘Leading a respectful workplace’ training for all staff including Board and Directors
- Supporting colleagues with mental health concerns training
- Rolled out new employee engagement survey
- Fostering a respectful workplace training introduced as part of ongoing Negotiator training
2024
- Launched our Wellbeing Committee
- Launched Equity Diversity and Inclusion Committee, and appointed lead
- Next Gen career development programme launch - begins pilot mentorship to support future leaders from underrepresented groups
- Launched managing personal relationships at work policy
- Harassment (including sexual harassment) risk assessment carried out based on EHRC guidance. Approved by Health & Safety committee at Foxtons and externally by our third party health and safety compliance firm
- Launched Equity, Diversity & Inclusion framework
- Refreshed respectful workplace training rolled out to all employees including Board and Directors. Updated to reflect changes to legislation relating to workplace harassment
- Launched Employee Value Proposition offering
2025
- Code of Conduct - Getting It Done. Together Framework established
- Alexander Hall EDI working group established
- Re-ran ‘Leading a respectful workplace’ training with a focus on team leaders
- Launched new onboarding module on inclusivity for all new joiners
- Expanded support through the LGBTQ+ network, including new educational events and listening sessions hosted quarterly