05 Jun 2024
Ria Bailes: Shaping CIH’s commitment to equality, diversity and inclusion
This Pride Month, CIH will be engaging with members to enhance its commitment to EDI. We sat down with EDI group member Ria Bailes to find out more about some of the work being rolled out and the extent of her involvement.
In what ways are you involved with CIH and its EDI work?
I have been a CIH member for years and eventually became more involved with the CIH by applying to be an independent Governance, Ethics, Remuneration and Nominations committee member.
Following that, I successfully applied to be a governing board member. When the opportunity arose to be the link between the new, soon-to-be established EDI board and the governing board, I stuck my hand up straight away.
For those who don’t know about CIH’s EDI members group, what does it involve?
The member-led EDI group has been passionately working to raise awareness and promote greater equity, diversity and inclusion across the housing sector. The governing board has recognised how important this group is and agreed to their request to become a formal part of the CIH’s governance framework.
Later this year, an EDI board will be established, and we will be asking for applications from members to join. One of the first tasks for the new EDI board members will be to produce and present to the governing board the EDI strategy to 2027.
CIH has just shared its latest EDI census. Why should members complete the survey?
We will be presenting ambitious plans within the EDI strategy 2027, and for us to understand what we need to do to achieve these, we need to know the starting point. The census, which is out now, will give us a picture of what CIH membership, and therefore the sector, looks like across the UK.
The census is a vital part of our strategy formulation, and so we ask all members to please complete it as soon as you can. By giving us your details, you are helping our EDI work.
How do you view CIH’s overall approach to EDI?
EDI is clearly a priority for CIH. I witness much discussion and challenge in committees and the governing board about EDI surrounding any decision or agenda item. So much work has been done on EDI internally at CIH and among the EDI group.
However, data is holding us back in many ways, which is why the census is so important. I’d like to see ambition, impatience and action as guiding principles for the next steps in our EDI journey.
As you see it, where is the sector at in its EDI journey?
It’s moved to a healthier place, where much fewer people roll their eyes when you mention diversity. Protected characteristics are seen as a basic starting point rather than a complete picture, and intersectionality is better understood.
We still have far to go, however. The concepts of power and privilege remain uncomfortable for many, and I see EDI action plans built upon activities that only touch the surface and are not focused on replacing the systems that maintain inequitable structures.
It is action that people judge and actions that we want to see in order to make a more inclusive and equitable sector for everyone
I think there is much for us to do to shine a light on equity-inspired design in the sector, which will help us identify barriers and inequities and helps to elevate the people on the margins to an equal playing field.
This month is Pride Month, when many organisations voice their support for the LGBTQ+ community and wider diversity and inclusion. How important is it they back up their words with action?
It’s great to see organisations support Pride Month. There are so many Prides that now take place across the country and these help in terms of both support and also protest.
We have seen positive impact from having a focus on specific areas of diversity, and this has been an essential part of increasing awareness and understanding. It has also served to protest against the unfairness, inequity and injustice that too many people still experience.
However, I’d recommend being careful about ‘diversity calendar’ events. Days and months of celebration are great, but work needs to be throughout the year to build true inclusion and not just a one-off. A huge amount of damage can be done by creating an authenticity gap.
Increasingly, colleagues are telling us that intention is simply not enough. Words won’t do. It is action that people judge and actions that we want to see in order to make a more inclusive and equitable sector for everyone.
Ria Bailes is the managing director of Bailes Partners Consulting. At CIH, she sits on both the governing board and the EDI members group (soon to be the EDI members board). She also sits on the Governance, Ethics and Remuneration and Nominations Committee.
