Staff from minoritised ethnic groups, disabled and transgender colleagues report lower confidence in recruitment fairness and career progression, highlighting persistent inequalities in workplace experiences.
Housing organisations across England are being urged to take more targeted action on equality, diversity and inclusion (EDI), as a new report from the Housing Diversity Network (HDN) reveals that progress is not being experienced equally, with those most affected by inequality least likely to feel the benefits.
HDN, a not-for-profit social enterprise that specialises in equality, diversity and inclusion for the housing sector, has today published a report: Diversity and Inclusion: What do housing staff really think? Demographics, views and experiences 2021–2025.
It brings together five years of survey data from 1,174 employees across 17 housing organisations, offering a comprehensive picture of how inclusion is experienced across the sector.
While overall sentiment towards EDI is broadly positive, the report finds that people from minoritised ethnic groups, people with disabilities and transgender staff consistently report lower confidence in recruitment, progression and inclusion.
This indicates policy intentions are not always translating into real-life outcomes.
HDN describes this as an “inclusion illusion”, where organisations are committed to EDI in principle, but the impact is not always felt equally by those who need it most.
Key findings include:
Through the report, HDN identifies practical actions for organisations, including improving transparency around decision-making, strengthening inclusive recruitment and progression practices, and building cultures where all staff feel genuinely welcomed and supported.
Speaking of the report, Mushtaq Khan, Chief Executive of HDN, said:
“This report recognises the sector has made progress on equality, diversity and inclusion, but it is not being experienced equally by everyone. For too many people, particularly those from minoritised groups, the reality still falls short of the intention.
“We cannot keep having the same conversations without seeing meaningful change. If we are serious about inclusion, we need to move beyond statements and focus on the systems, behaviours and decisions that shape people’s day-to-day experiences at work. That means being honest about where we are, and taking responsibility for going further.”
The report brings together five years of data collected through HDN’s work with housing organisations to better understand how equality, diversity and inclusion is experienced by staff in practice, not just how it is intended.
It forms part of HDN’s ongoing mission to support organisations to build inclusive cultures, develop diverse leadership and better reflect the communities they serve.
It concludes that while progress is real, it is not being felt by everyone, and that more deliberate, transparent action is now needed to ensure inclusion is consistently experienced across the workforce.
You can find the full report here – What do housing staff really think? Diversity and Inclusion: Demographics, views and experiences 2021 – 2025
For more information on the report, contact Will Sherry at Hough Bellis Communications at Will@houghbellis.co.uk
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