‘Large drops’ in protected characteristic data gaps since 2023 but staff still reluctant to disclose sexual orientation and religion

Housing associations in England are missing at least 90% of data on the socioeconomic backgrounds of its workforce, the National Housing Federation (NHF) has revealed.

Source: Shutterstock

The membership body’s latest report on housing association workforce diversity identified the gap after hearing from 185 organisations, representing 79% of NHF homes in England.

However, the report also found a reduction in data gaps across most characteristics since the last data collection in 2023, with “large drops” in gaps about caring responsibilities, sexual orientation and religion, although at least 80% of the workforce data on caring responsibilities is missing.

Sexual orientation and religion continued to be the characteristics staff were least likely to disclose about themselves, with 6.7% of the workforce choosing ‘prefer not to say’ when asked about these traits.

It was noted that disability representation has seen “much improvement” since 2023, particularly at leadership level, but disabled people are still underrepresented across all workforce groups.

Meanwhile, women are better represented in general, although leadership teams reman unrepresentative.

Ethnic diversity on boards has increased to a “mostly representative” level, but “no progress” has been made on executive teams. Executive teams are “marginally less” ethnically diverse than in 2023, with black communities particularly underrepresented.

In light of the findings, the NHF has outlined three main recommendations for housing associations (see below).

1. Use data to shape action

This includes reviewing organisational data, creating action plans and reviewing recruitment processes. It also covers sharing EDI data and plans with staff and creating inclusive workplaces.

2. Draw on NHF resources and expert organisations

This includes signing up to the NHF’s new inclusive leadership challenge, part of the Inclusive Leadership Toolkit, and making use of other NHF resources, EDI networks, and newsletters. It also suggests signing up to become a Disability Confident employer and signing the Social Housing Anti-Racism Pledge (SHARP).

3. Continue to collect data, and hear from those with lived experience

This includes engaging with staff on organisational diversity and inclusion, and with residents on equity within service delivery. It also covers the importance of continuing to collect and review EDI data, underpinned by clear communication with staff.

 

Topics