HR at CP Franco Accounts & Finance Ltd is built on the same principles that define our client work – clarity, compliance and confidence. As a specialist London accountancy firm serving the property sector, we believe fair, well-run people practices are not a back-office function but a direct reflection of the standards we hold ourselves to every day.
In an industry shaped by regulation, transparency and stakeholder trust, how a firm treats its own team is increasingly recognised as a meaningful indicator of how it will serve its clients. This post sets out the principles behind HR at CP Franco – and our formal commitment to diversity and inclusion in property finance through the Inspiring Diversity in Property (IDiP) Company Pledge.
A Small Firm, Run to Professional Standards
CP Franco is deliberately a small specialist practice. We do not aim to be the largest accountancy firm in London – we aim to be one of the best at what we do for property managing agents, developers, leaseholders and asset management companies.
That focus shapes our approach to HR. We do not import policy templates designed for organisations many times our size. Instead, every aspect of our people framework is calibrated to fit a small specialist practice properly – including:
- A current, sector-aware Employee Handbook
- An Equity, Diversity and Inclusion (EDI) Policy
- A fair and transparent Recruitment Policy
- A Pay Fairness Statement
- Anonymous diversity monitoring at the recruitment stage
- An annual review of EDI practices and outcomes
Our Commitment: The Inspiring Diversity in Property (IDiP) Pledge
In 2026, CP Franco signed the Inspiring Diversity in Property (IDiP) Company Pledge – a formal, public commitment to equity, diversity and inclusion in the property and finance sectors.
The IDiP pledge represents more than a statement. It is a structured commitment to:
- Fair recruitment practices that widen access to the property finance profession
- Inclusive workplace culture where every team member is supported to do their best work
- Transparent pay practices that build trust internally and externally
- Ongoing monitoring and review of how our practice performs against EDI objectives
For a firm of our size, signing the pledge is a deliberate choice to hold ourselves to standards that go well beyond the minimum legal requirements set out in the Equality Act 2010.
Why Diversity in Property Finance Matters
The property sector – and the financial services that support it – has historically lacked diversity at every level. As a specialist firm working across property managing agents, developers, leaseholder companies and asset managers, CP Franco is part of a profession that benefits when its people reflect the communities and stakeholders it serves.
Diversity strengthens property finance for clear, evidence-supported reasons:
- Better decisions. Diverse teams identify risks and opportunities that homogeneous teams miss.
- Stronger stakeholder trust. Residents, investors and regulators increasingly expect demonstrable EDI commitments from advisers.
- A wider talent pool. Inclusive recruitment expands the pipeline of skilled professionals into property finance.
- Better client service. Teams that reflect their client base understand it better.
These are practical benefits – not abstract values.
HR Principles That Underpin Our Practice
Beyond formal policies, HR at CP Franco rests on five working principles:
1. Fair and Transparent Recruitment
Roles are scoped clearly. Candidates are assessed against objective criteria. Diversity is monitored anonymously to identify barriers without compromising individual privacy.
2. Fair Pay
Our Pay Fairness Statement commits us to consistent, transparent pay decisions – set against role, experience and market benchmarks, not negotiation strength.
3. Genuine Development
We support technical and professional development across property finance specialisms – RICS Tech 03/11 service charge guidance, property finance platforms including MRI Qube, Propman and Dwellant, and qualifications through bodies such as the AAT.
4. Wellbeing as Part of Good HR
Our HR framework integrates wellbeing into everyday practice rather than treating it as a separate initiative.
5. Annual Review and Accountability
EDI and HR practices are reviewed annually using documented templates. We measure what we commit to, and we adjust where the evidence suggests we should.
What This Means for CP Franco Clients
For the property professionals we serve, our HR and EDI commitments offer three practical assurances:
- Consistency. Fair, well-supported teams produce more consistent client work.
- Compliance alignment. A firm that takes its own EDI and HR obligations seriously is better equipped to advise clients on their own governance.
- A modern, professional partner. Property managing agents, developers and leaseholders increasingly need finance partners whose values align with their own stakeholder expectations.
Looking Ahead
CP Franco will continue to grow, and our HR and EDI commitments will grow with us. What will not change is the principle behind them: a small specialist firm can – and should – operate to standards as high as any larger competitor, in how it serves clients and in how it treats its team.
To learn more about who we are and how we work, visit our About Us page or get in touch.