Muslim Women’s Network

Talking to the HDN team at the Housing Conference in Manchester last week we were all struck by the underrepresentation of Muslim women remain in leadership positions within the housing sector, despite the vital role they often play in their communities and as frontline workers.

We know that Muslim women can often face a range of challenges in careers, shaped by their cultural, gender and religious identities. These can include stereotypical assumptions, tokenism, gendered Islamophobia, institutional inequality and a lack of culturally competent support. These intersecting forms of discrimination can result in many missed opportunities for progression and recognition. Such external barriers, coupled with assumptions arising from experiences, whether real or imagined, can foster self-doubt, hinder career aspirations, and reinforce the idea that leadership in housing is out of reach for women, especially for those who wear their identity visibly. The result is a talent pipeline that systematically filters them out before they can access senior roles.

This underrepresentation is not a matter of a deficit in talent, far from it. The issue lies within the structural inequalities that are unfortunately normalised and overlooked. Representation matters. We know that when leadership teams reflect the communities they serve, are better equipped to build trust, deliver inclusive services, and innovate effectively. When diversity is absent from strategic roles, so is their insight, experience, and voice, creating blind spots in service delivery, policy, and engagement, which are all too significant to miss out on. We must challenge the idea that identity is a barrier, rather, our diversities are a strength and prized asset for housing organisations and the services they deliver. Identities are not an obstacle, more so, a valued asset.

To help address the challenges HDN are setting up a Muslim Women’s Network.

Initially we see this as building upon on our existing networks and programmes – for both staff and aspiring board members – but eventually we can see it as creating a structured programme to support the professional development of Muslim women, helping to build inclusive leadership pipelines. We aim to equip Muslim women with the confidence and guidance to navigate the sector and aspire to leadership roles. The network will provide further support and can begin to redress the imbalances and empower individuals to challenge limiting beliefs, shift perspectives, and embrace their full potential.

We will be thinking about enhancing our staff mentoring programme to address some of the issues that we’ve outlined, as well as promoting our coaching programme. We firmly believe that a coaching journey can be life-changing where new habits can be created, shift mindsets, leading to significant positive changes in both professional and personal lives.

If we in the housing sector are serious about equity, diversity, and inclusion we must ask themselves a critical question: Who is missing from the table?

True inclusion therefore means recognising whose voices are absent from decision-making spaces and understanding the impact of that absence. It requires intentional action to identify and remove systemic barriers that prevent underrepresented group from accessing opportunities and leadership roles.  Building inclusive cultures means not only opening the door but actively reaching out, investing in growth, and creating environments where diverse identities are seen, heard, and valued. The time for performative gestures has passed—what’s needed now is sustained commitment, accountability, and structural change.

We run a number of networks already and think that a dedicated Muslim Women’s Network could be a transformative step. By offering tailored mentoring, peer support, leadership development, and advocacy, such a network can help Muslim women build the confidence, skills, and networks they need to thrive. It can also serve as a platform to amplify their voices within the sector, challenge structural inequalities, and advise housing organisations on inclusive policies and practices.

More importantly, it would signal a commitment to real change, centering those who are often pushed to the margins and creating pathways to leadership that reflect the full diversity of the communities the sector serves.

If you’re a Muslim woman working in the housing sector (and from a HDN-member organisation) and want to be part of a supportive network that champions your growth, leadership, and voice—get in touch with us.

Whether you’re just starting out or already in a senior role, your experience matters, and your perspective is needed. Together, we can build a space that uplifts, connects, and drives change.

Sarah Atta

HDN Associate

If you’re interested in being part of this new Muslim Women’s Network, please contact Becki becki@housingdiversitynetwork.co.uk – we’d love to hear from you.