LEADING DIVERSITY BY 2020

Transcription

1 June 2018

2 LEADING DIVERSITY BY 2020 In June 2015 CIH launched its presidential commission on leadership and diversity which aimed to improve the diversity of leadership in our sector. We invited housing providers to sign up and deliver against the 10 challenges by There has been some great and innovative work going on read about the progress of the signatories below. If you haven t signed up yet, click here to visit our website. How we have responded to our promises to the sector over the last 12 months? Commitment Provide a framework for excellence through our equality and diversity charter Create a bespoke online platform containing a range of advice, information and case studies which highlight what works and why Providing mentoring support to all members who are working towards chartered membership. Ensuring that content for CIH qualifications and our learning and development resources actively promote diversity and its benefits Action Following last year s review of our equality and diversity charter 151 organisations have now signed up to deliver against the commitments in the charter We developed a webpage designated to the work of the presidential commission read our blogs and find out what others are doing here CIH offers a tailored mentoring service for our members to help you develop into leadership positions across the sector. All our learners sign up to our code of ethics. We know that many learners do our programmes to help them progress in their careers and take on more senior positions. Aspects of our programmes which support the drive for more diverse leadership include: The flexible nature of our programmes means that people can fit them around other commitments e.g. caring People can learn with us regardless of where in the country (and beyond) they are based ability to/cost of travel not an issue, people in remote locations not disadvantaged Presentation of materials and publicity we bear diversity in mind when choosing illustrations, case studies etc Course content: 1. The equality, diversity & inclusion section of the core L3 unit Professional Practice Skills for Housing links explicitly to the CIH E&D charter 2. Professionalism and Ethics (L5) encompasses equality & diversity issues Course content generally ensuring through our routine editing that E&D principles are upheld Find us on Linkedin, Twitter and at cih.org Learn with us. Improve with us. Influence with us.

3 Commitment Action Sharing relevant good practice at member events and national and regional conferences We have continued to celebrate the great work our sector has been doing through our programme of national and regional events Facilitate and present an annual survey which will track our sectors progress against the 10 challenges for housing providers In May 2018, we carried out a third survey to continue to track the progress of those organisations who have signed up to the Leading Diversity by 2020 challenges. The headline results are on pages 4-8. Committing to the leadership and diversity challenges has had a really positive impact here s a taster of how organisations have changed how they work

4 Leadership and diversity challenges - the impact 1Know the make-up of your communities and annually consider how you can improve the diversity of your board, leadership and staff teams. Of those who completed our survey, 50% felt they had achieved this challenge, while 50% are currently working A board champion for equality and diversity Identifying under represented groups and putting the necessary support in place 50% 50% Our senior management team is now over 50% female as is our executive - Pobl 2 Compile diversity-related data on the composition of your 1) board, 2) executive team and 3) total workforce, and publish it in an accessible format in your annual report. 50% 50% We have been publishing this information in our annual report for two years and will supplement it this year with gender pay gap information - Newydd Housing Association Of those who completed our survey, 50% felt they had achieved this challenge, while 50% are currently working Publish data on the composition of board, executive team and staff in annual reports. Regular diversity reports provided for boards Find us on Linkedin, Twitter and at cih.org Learn with us. Improve with us. Influence with us.

5 3 Challenge all staff (and external agencies) responsible for recruitment to ensure that all shortlists include appropriate candidates from under-represented groups. Of those who completed our survey, 42% felt they had achieved this challenge, while 58% are currently working Ensure managers have specific training in unconscious bias and reasonable adjustments Targeting women for roles in teams where they are under represented 33% 67% "All staff taking part in recruitment have received and also deliver training on this issue Tai Pawb 4 58% 42% We increasingly advertise widely through a range of media so that our shortlisted pool is as diverse as possible - Swan Housing Ensure staff members involved in recruitment have completed mandatory training to ensure fair recruitment processes. Of those who completed our survey, 67% felt that they had achieved this challenge, while 33% are currently working HR staff member involved in all recruitment to ensure consistency and fair recruitment process Training mandatory for all staff involved in recruitment

6 Leadership and diversity challenges - the impact 5Of those who completed our survey, 42% felt that they had achieved this challenge, while 58% are currently working Set an aspirational target for board/ committee recruitment from under-represented groups to ensure that your governance structure is representative of the wider communities you work in. Ensuring board is representative of the local community Attracting younger tenant board members 58% 42% We have encouraged younger tenants to apply for a position on our Board - Monmouthshire Housing Association 67% 33% We have an open and transparent process that encourages people from all backgrounds to apply for more senior roles. - Clarion Housing Group 6Of those who completed our survey, 33% felt that they had achieved this challenge while 67% are currently working Here s a snapshot of the type of things our signatories have been doing to progress towards this challenge: Have in place succession and talent management strategies which reflect the principles of inclusion and diversity, so that all staff can succeed and progress, if they have the right skills and values. Support female employees to complete women lead the board course Ensure talent management is part of growth strategy Find us on Linkedin, Twitter and at cih.org Learn with us. Improve with us. Influence with us.

7 7 Identify and provide appropriate mentoring and coaching opportunities for staff and Board members. Of those who completed our survey, 50% felt that they had achieved this challenge while 50% are currently working Here s a snapshot of the type of things our signatories have Members of the tenant committee have a dedicated member of staff to support and mentor them. Our LGBT network have undertaken reverse mentoring of our board and executive team 8 25% 75% Our Diversity facilitators regularly blog specific facts and data on the intranet - WHG 50% 50% We have commenced an Organisational Development Review to include coaching style of leadership - Cartrefi Conwy Make diversity training mandatory for all staff, and use your corporate communication and culture strategies to ensure diversity is embedded with the organisational values. Of those who completed our survey, 75% felt that they had achieved this challenge while 25% are currently working Here s a snapshot of the type of things our signatories have Diversity days to bring together staff and tenants E&D is at the core of our culture and beliefs this is what we do

8 Leadership and diversity challenges - the impact 9Champion the business case for a diverse workforce and leadership by encouraging your colleagues, peers and partners to sign up to the challenge. Of those who completed our survey, 67% felt that they had achieved this challenge while 33% are currently working Here s a snapshot of the type of things our signatories have Undertaking the Stonewall workplace equality index Work with partners and suppliers to ensure that they deliver in accordance with the Equality and Diversity strategy 33% 67% Developing a supplier how to guide, Spreading the wealth a guide to supplier diversity 25% 75% 10 Sign up and work towards the CIH charter for equality and diversity. 75% achieved this challenge and 25% are working towards it. It keeps us mindful of the different areas where we still need to improve, as well as reminding us of the things we are doing well. It has kept the issue on the agenda. Made the organisation more conscious about the way we collect and use information. Find us on Linkedin, Twitter and at cih.org Learn with us. Improve with us. Influence with us.