A candid look at diversity and leadership in housing

October's back, and so is Black History Month. But let's cut through the ceremonies and get real, writes Connex Leadership Networks' Tunde Hinton.

In the housing sector, 15 per cent of the workforce is from a Global Ethnic Majority (GEM) background, but only four per cent have cracked the executive ceiling. It's more than just a month's issue. It's a year-round disparity that begs the question: why the disconnect? 

Food for thought, eh? 

Shockingly, there has been little change in the ethnic diversity of our executive positions or boards since 2021. Are we moving from merely recognising the need for diversity to actually implementing it? According to additional updates from the National Housing Federation, the answer is clear: we have a long way to go. 

The gap between awareness and action

While equality, diversity, and inclusion (EDI) initiatives make for great PR, the real test is in the tangible outcomes. Are these initiatives making a significant difference or are they merely a veneer of progress? 

Short-term measures such as training days and inspirational speakers from GEM backgrounds are essential but should serve as precursors to long-term strategies. 

Recruitment is just the beginning 

Diversity in recruitment is only the first step. The key indicators are in retention and upward mobility. Are employees from GEM backgrounds progressing at the same rate as their white counterparts? How is this being measured in your organisations? 

With a significant number of CEOs from medium and large organisations expected to retire in the next 12 months, this could serve as a watershed moment for diversity within the housing sector – or perhaps not... 

The persistence of unconscious bias 

Look, unconscious bias isn't just a hurdle at the hiring stage; it's an ongoing challenge that affects every level of an organisation, all the way up to the boardroom. Whether we're talking about promotions, performance reviews, or even how resources get allocated, this bias plays a part.

The good news is, we can tackle it with ongoing training, regular audits for biases in our processes, and by keeping a close eye on the numbers to track how well we're doing. 

Unconscious bias isn't just a hurdle at the hiring stage – it's an ongoing challenge that affects every level of an organisation, all the way up to the boardroom

Advocacy: A role for everyone

True diversity, equity, and inclusion require collective efforts. White allies and advocates, your role is crucial. Moving from passive support to active participation is a must. Get involved in policy reforms and culture-building within your organisations. 

Upskilling and succession planning: The overlooked factors 

Upskilling and succession planning are often overlooked when discussing diversity. These elements are crucial for developing a workforce that is not only diverse but also skilled, experienced, and aligned with organisational goals. 

Soft skills and networking: The unseen assets 

Hard skills may get you in the door, but soft skills keep you in the room. Networking is another vital aspect of professional growth that should not be overlooked. What are you doing to enhance your profile externally? 

Taking charge of my own development 

As a committed member of the CIH, I've never hesitated to invest in my professional growth. However, it hasn't always been smooth sailing. 

Historically, I've encountered situations where people of GEM backgrounds – including myself – have been discouraged by some employers from attending CIH events. According to those employers, these conferences were deemed not suitable for 'officers at our level’. Perhaps that’s a blog post for another time... 

Thankfully, we're in a time where such regressive attitudes are increasingly unacceptable and called out. But the journey is far from over. 

The final word: Own your career path 

At the end of the day, you’re the best advocate for your own career. If your organisation’s opportunities don’t align with your career goals or values, look elsewhere. You own your skills and your network; they are your transferable assets. Guard them well. 

So, as we navigate another Black History Month, let’s do more than just celebrate; let’s create change.

• Image courtesy of Tunde Hinton/Connex Leadership Networks