LASHAN DIGITAL LIMITED
Digital Transformation Delivery for Social Housing
LASHAN Digital brings over 20 years of enterprise architecture experience, specialising in UK social housing organisations. We combine deep sector expertise with multi-cloud technology capabilities to deliver sustainable, value-driven transformation.
We support your digital transformation journey from business case development through RFP, vendor selection, solution blueprint design, and ongoing governance
Features
- End-to-End or Component Engagement
- Sector-Specific Accelerators
- Vendor-Agnostic Advice
- Transparent Pricing
- Knowledge Transfer
- Flexible Delivery Model
- Multi-Cloud Capability
- Governance and Quality Frameworks
Benefits
- Deep specialisation in UK social housing
- Understanding regulatory requirements (RSH, TSM, Awaab's Law)
- Understanding standards (HACT UK Housing Data Standards)
- Housing Management Systems expertise
- Experience with contact centre solutions and CRM platforms
- Track record integrating with ERP and financial systems
- Experience with web content management for resident-facing digital services.
- Expertise Microsoft, AWS platforms, Databricks lakehouse specialisation
- Flexible Delivery Model
Architecture roles
Business architect
| £995.00 |
£697.00 |
| £1,275.00 |
|
Data architect
| £995.00 |
£697.00 |
| £1,275.00 |
|
| £1,495.00 |
|
Enterprise architect
| £770.00 |
£539.00 |
| £995.00 |
£697.00 |
| £1,275.00 |
|
| £1,495.00 |
|
Solution architect
| £770.00 |
£539.00 |
| £995.00 |
£697.00 |
| £1,275.00 |
|
| £1,495.00 |
|
Technical architect
| £770.00 |
£539.00 |
| £995.00 |
£697.00 |
| £1,275.00 |
|
| £1,495.00 |
|
Data roles
Analytics engineer
| £740.00 |
£518.00 |
| £975.00 |
£683.00 |
| £1,150.00 |
|
| £1,400.00 |
|
Data analyst
| £740.00 |
£518.00 |
| £975.00 |
£683.00 |
| £1,150.00 |
|
Data engineer
| £740.00 |
£518.00 |
| £975.00 |
£683.00 |
| £1,150.00 |
|
| £1,400.00 |
|
Data governance manager
| £975.00 |
£683.00 |
| £1,150.00 |
|
| £1,400.00 |
|
Data scientist
| £740.00 |
£518.00 |
| £975.00 |
£683.00 |
| £1,150.00 |
|
| £1,400.00 |
|
Machine learning engineer
| £975.00 |
£683.00 |
| £1,150.00 |
|
Performance analyst
| £740.00 |
£518.00 |
| £975.00 |
£683.00 |
| £1,150.00 |
|
| £1,400.00 |
|
IT operations roles
Change and release manager
| £750.00 |
£525.00 |
| £960.00 |
£672.00 |
| £1,100.00 |
|
Service transition manager
| £750.00 |
£525.00 |
| £960.00 |
£672.00 |
| £1,100.00 |
|
| £1,350.00 |
|
Product and delivery roles
Business analyst
| £755.00 |
£529.00 |
| £985.00 |
£690.00 |
| £1,200.00 |
|
| £1,450.00 |
|
Delivery manager
| £755.00 |
£529.00 |
| £985.00 |
£690.00 |
| £1,450.00 |
|
Programme delivery manager
| £1,450.00 |
|
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £755.00 |
£529.00 |
| £985.00 |
£690.00 |
| £1,200.00 |
|
Test engineer
| £755.00 |
£529.00 |
| £985.00 |
£690.00 |
| £1,200.00 |
|
Test manager
| £1,200.00 |
|
| £1,450.00 |
|
Software development roles
Development operations (DevOps) engineer
| £755.00 |
£529.00 |
| £985.00 |
£690.00 |
| £985.00 |
£690.00 |
| £1,200.00 |
|
| £1,200.00 |
|
| £1,450.00 |
|
| £1,450.00 |
|
Frontend developer
| £755.00 |
£529.00 |
| £985.00 |
£690.00 |
| £1,200.00 |
|
| £1,450.00 |
|
Software developer
| £595.00 |
£417.00 |
| £755.00 |
£529.00 |
| £755.00 |
£529.00 |
| £985.00 |
£690.00 |
| £985.00 |
£690.00 |
| £1,200.00 |
|
| £1,200.00 |
|
Non-mandatory Standards and certifications
-
ISO/IEC 27001 certification
-
No
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
No
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Please provide your Cyber Essentials Certificate Number
-
99d20cb5-ac4e-4731-853c-29fd3d368234
-
Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
731c307b-0503-4076-b116-5bd9e98ddfea
-
Other security certifications
-
No
Social value
-
Section B - Commitment for Future: Delivery
-
-
Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.
Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority
-
New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
-
New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
-
Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
-
Plans to engage the contract workforce in deciding the most important workplace issues to address
-
Ensuring new workers are informed of their right to join a trade union
-
Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
-
Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
-
Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
-
Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
-
Activities to cascade good practice on fair working conditions throughout the supply chain
-
Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
-
Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
-
Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
-
Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
-
Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
-
Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
-
Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
-
Volunteering opportunities for staff
Service documents
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