Bellway Homes |

Bellway began as a small family business in the North East in 1946 - with a passion for building exceptional quality homes in carefully selected locations, inspired by the needs of real families. We are proud of our heritage in the North East, and remain one of the region’s largest employers, with our Head Office still being located in Newcastle upon Tyne and now employing just under 3,000 employees across our 21 divisions.

To this day, we maintain these same core values, combining our decades of expertise with the level of personalised care that Bellway is known for.

We are delighted to have been awarded 5 star builder status by the Home Builders Federation for the eighth year running, with 9 out of 10 customers saying they would recommend us to a friend. Bellway has also been awarded ‘Large Housebuilder of the Year for 2023’ at the Housebuilder Awards and it received several awards for its ‘Better with Bellway’ sustainability strategy as it looks to deliver industry leading carbon reduction targets.

• Competitive starting salary and opportunities to progress throughout development programmes in line with key milestones
• Ongoing development opportunities, beyond apprenticeship and graduate programmes
• Company pension scheme - employer matched contributions starting at 5% with the option to increase up to 7.5% matched
• Life Assurance
• BOB - exclusive benefits platform offering discounts and cashback options at 700+ retailers
• Annual leave 25 days plus bank holidays
• Holiday purchase scheme to buy up to an additional 5 days/year
• Family friendly policies including enhanced parental leave, flexible and agile working
• Volunteering day each year
• Private Medical Insurance
• Employee Assistant Programme
• Sharesave scheme

Recruitment for our early careers roles starts in February and runs until the summer, with roles starting in early September.

Depending on the role you apply for, you will pass through a set recruitment process which will include an initial online application, before a one-way video interview or telephone interview, and a final stage online assessment centre or in-person interview. The process will include these three set stages, and you will be guided by our recruitment team throughout.

Information will be shared with you at every stage to help you prepare and we offer adjustments at every stage in the application process as required.

Bellway has shown exceptional commitment to diversity and inclusivity at all levels and all disciplines within the business and beyond as part of its vision to be an Employer of Choice.

This prioritises working towards measurable targets for improving the gender balance within site-based construction roles; inclusivity hiring training; mental health awareness programmes; carer-friendly working practices and policies; engagement with staff; internships to provide opportunities for people with disabilities; education outreach targeting schools with greater numbers of girls, ethnic minorities and socially disadvantaged pupils; and summer placements for disadvantaged or disabled children – creating a workplace where everyone is welcome.

Bellway’s aim to be an Employer of Choice means creating a workplace where everyone is not only welcome but feels welcome and where equality, diversity and inclusion are prioritised.

Genuine change has been made possible by a transparent approach, setting clear goals with measurable outcomes and results, and engaging all employees.

This ethos is permeating the entire organisation and informing training, policy, recruitment, education outreach, wellbeing and employee engagement, but it starts with positive leadership.

In 2024 Bellway launched its Inclusion Steering Committee, chaired and sponsored by members of the senior management team. The chairs of the company’s listening and diversity groups feed into the committee, which then defines and prioritises inclusion goals as well as creating a company culture that drives change and engages staff.

Bellway has also established an internal inclusion network open to all employees across the Group, to explore inclusivity issues and implement practical solutions: the Balance Network. Among the solutions set in motion this year are improvements for women on construction sites including female friendly work clothing and the inclusion of plans for separate female facilities including drying rooms for all new developments and the free provision of sanitary products for all female employees in offices and on sites.

Creating a diverse and inclusive workforce begins with recruitment and Bellway has taken practical steps to avoid exclusion at this stage, through a bespoke programme of inclusion hiring training. Bellway wants a diverse range of candidates and wants them to see that the company offers everyone the opportunity to thrive, progress and succeed.

To understand its workforce better, Bellway is encouraging employees to provide a greater range of diversity data encompassing disability, gender identity and socio-economic background.

Meanwhile, to improve social mobility and disability diversity, the company is participating in the Leonard Cheshire Change 100 Programme, a scheme of paid internships, professional development and mentoring for university students and recent graduates with a disability or long-term condition.

Bellway has its eye on the future, looking at the workforce coming through in the years ahead. In 2025, Bellway is partnering with Variety, the Children’s Charity, to provide four-week summer placements to children who are disabled or disadvantaged. It also targets educational outreach work on schools with greater proportions of girls, ethnic minorities and pupils receiving free school meals.

Bellway have pledged to increase the gender and ethnic diversity of its workforce, including across the early careers programmes and in senior level roles specifically. Bellway’s commitment to inclusivity and diversity has led to the promotion of positive role models within the business. Participation in the Women into Home Building programme since 2023 has led to employment for six Trainee Assistant Site Managers to date. Bellway’s 20 trading divisions are each offering placements in the 2024-25 programme, aiming to employ permanent female trainee assistant site managers across all divisions.

Bellway sets clear benchmarks for improving diversity and inclusion. The gender balance of the directly employed workforce has improved from a 69/31 male/female split in the year to July 2023 to 67/33 in 2024, with a target to rebalance this further. The company has committed to at least doubling the number of women in traditionally male-dominated construction roles by December 2027.

Bellway’s work has been externally recognised too, as the company was awarded the ‘Clear Assured’ inclusivity accreditation at Silver level in December 2024, by demonstrating that diversity and inclusion are reflected across all its policies and processes.

The implementation of such a comprehensive approach to diversity and inclusion is helping to attract and retain staff. The company’s voluntary turnover rate has reduced to 18.3 per cent (2023: 21.9 per cent), while through the annual Employee Engagement Survey over the past three years, more than 90 per cent of employees say Bellway is a great place to work.

Bellway recognises that inclusion also requires a focus on wellbeing. Its dedicated mental health first aid programme, run internally, has now trained 270 of its 2,728 employees to be Mental Health Advocates, meeting its 10 per cent target, while 557 (20.4 per cent) employees have received mental health awareness training.

A dedicated mental health wellbeing hub has been created on Pathway, Bellway’s new internal employee engagement app and intranet which launched in 2024.

Throughout the year, Bellway employees are encouraged to participate in events as part of the Health and Wellbeing Calendar, raising awareness of key topics and issues, ranging from nutrition to stress, diabetes and managing your finances.

We are currently Gold members of the 5% Club, aspiring to achieve Platinum status with 10% of our workforce in Earn and Learn roles.

The number of early careers roles available this year has increased significantly in line with this commitment, with the backing of our executive board.

We also continue to offer development opportunities internally to our existing employees and are continuously working to increase the number of opportunities here.

From delivering low-carbon homes to ensuring that our colleagues can thrive in our company, our key priorities aim to make Bellway a better place.

• Customers and Community- Putting customers at the heart of everything we do
• Employer of Choice - Creating an environment that our colleagues can thrive in
• Carbon Reduction - Making changes for the better
• Quality and Safety - Building quality homes, safely
• Sustainable Supply Chains - Delivering sustainability through long-term partnerships
• Biodiversity - Building long-term, sustainable communities
• Resource Efficiency - Reducing waste by building better
• Charitable Engagement - Giving, to build better lives

We are excited to announce the launch of season two of our Bellway podcast “Bricking it ” which gives a unique insight into careers in the property building industry and life at Bellway. The first five episodes of the podcast focus on apprentice and traineeships as a career choice and feature individuals who all have links to these types of programmes.

Season two will feature a range of exciting new guests discussing topical matters to the sector such as sustainability and women in construction.