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We Need To Talk About ED&I
What are you actually going to do?
What changes have you actually made?
Are you still just talking and consulting?
We've had so long to make changes and direct action in the #socialhousing sector to improve #EDI and on today's episode of The Social Housing Round Table with my brilliant co-host Emily Orme, CIHCM, and more than 50 registered guests, it was the topic of conversation.
Everywhere that EDI has been actively promoted and achieved has resulted in a better business. And yet we can see from multiple projects including the one recently undertaken by Lara Oyedele that we've got a long way to go.
- Where do you promote vacancies? Do you utilise networks actively promoting EDI? Do you question your recruiters on where they source candidates?
- Are you still conducting just standard interview panels? Does this work for a Neurodivergent crowd? Do you ensure you have a diverse group for undertaking interviews, panels, or assessment days? Have you considered giving out interview questions beforehand? Or do you want it to be an exam?
- Have you implemented the Rooney Rule? Anonymise CVs? Do all you can to remove unconscious bias?
- Are your Officers all being paid the same to fight the gender pay gap? Assets, Development, Housing - are your Officers equal in your business?
- When did you last undertake real training? Mandatory for all levels?
- Is your culture really prevalent at all times? And is EDI a part of your culture?
Action can be taken. It's not necessarily easy but it's certainly not impossible.
Find The Social Housing Roundtable on Youtube
Follow the SHRT on Social Media
Join the SHRT Community Newsletter
View all episodes
By Matthew BairdWhat are you actually going to do?
What changes have you actually made?
Are you still just talking and consulting?
We've had so long to make changes and direct action in the #socialhousing sector to improve #EDI and on today's episode of The Social Housing Round Table with my brilliant co-host Emily Orme, CIHCM, and more than 50 registered guests, it was the topic of conversation.
Everywhere that EDI has been actively promoted and achieved has resulted in a better business. And yet we can see from multiple projects including the one recently undertaken by Lara Oyedele that we've got a long way to go.
- Where do you promote vacancies? Do you utilise networks actively promoting EDI? Do you question your recruiters on where they source candidates?
- Are you still conducting just standard interview panels? Does this work for a Neurodivergent crowd? Do you ensure you have a diverse group for undertaking interviews, panels, or assessment days? Have you considered giving out interview questions beforehand? Or do you want it to be an exam?
- Have you implemented the Rooney Rule? Anonymise CVs? Do all you can to remove unconscious bias?
- Are your Officers all being paid the same to fight the gender pay gap? Assets, Development, Housing - are your Officers equal in your business?
- When did you last undertake real training? Mandatory for all levels?
- Is your culture really prevalent at all times? And is EDI a part of your culture?
Action can be taken. It's not necessarily easy but it's certainly not impossible.
Find The Social Housing Roundtable on Youtube
Follow the SHRT on Social Media
Join the SHRT Community Newsletter