Inside Housing Inclusive Futures Summit
The Inclusive Futures Summit will bring together respected people leaders to learn from top performing housing organisations and brands outside the sector.
The summit will provide the latest thought leadership and research, cross-sector leaning, thought provoking discussions, inspiring success stories and practical workshops with solid takeaways.
By attending delegates will learn:
- How to lead from the top
- How to set goals and gather data to track progress
- Overcoming preconceptions and unconscious bias
- Embedding inclusion into recruitment and talent management
As the Inclusive Futures Summit is aligned to the IH Inclusive Futures campaign the content will be based around the following themes:
- Prioritise diversity and inclusion at the top: commitment and persistence from chief executives, directors and chairs in setting goals and monitoring progress.
- Collect data on the diversity of your board, leadership and total workforce and publish annually with your annual report. Consider gender, ethnicity, disability, sexuality, age, and representation of tenants on the board.
- Set aspirational targets for recruitment to the executive team, board and committees from under-represented groups.
- Challenge recruiting staff and agencies to ensure that all shortlists include candidates from under-represented groups.
- Make diversity and inclusion a core theme in your talent management strategy to ensure you support people from under-represented groups to progress their careers.
Through our ongoing research and engagement with the sector there will be sessions that cover the following:
- Making inclusion visible in your organisation and challenging preconceptions
- How do we encourage diversity at board level?
- How to be an inclusive leader
- Collecting and using data to set goals and monitor progress
- Recruiting from under-represented groups
- Inclusion through talent management
- Unconscious bias
- Building working environments which are safe from prejudice and promote and embed fairness and equality
- What does good inclusive succession planning look like?
- Alasdair Pringle, executive director, EHRC
- Jan Gale, head of diversity and inclusion, L&Q
- Pavita Cooper, member, steering group, 30% Club
- Cym D’Souza, chief executive, Arawak Walton HA
- Chan Kataria OBE, chief executive, EMH Group
- Sasha Deepwell, chief executive, Irwell Valley Homes
- Raj Patel, chief executive, Housing Diversity Network
- Colette King, chief executive, Equity Housing
- Sonia Meggie, diversity adviser, BITC
For sponsorship opportunities contact Catherine Tomlinson on 020 7772 8448 or email email@example.com
09:00 Chair’s opening remarks
Emma Maier, editor-in-chief, Inside Housing
09:05 Why should inclusivity matter to your organisation?
According to the CBI, workplaces that are both diverse and inclusive are associated with higher individual performance as employees are better able to innovate and are more engaged. In addition having diversity of thought and experience leads to better decision making owing to more careful processing on information than in homogenous groups. To open the summit we will be bringing together leading voices in the agenda to explore, debate and discuss why diversity, equality and inclusivity can help us be better businesses and help contribute to socio-economic prosperity.
Alasdair Pringle, executive director, EHRC
Sonia Meggie, diversity adviser, BITC
09:45 Smashing the glass ceiling: embedding diversity in our senior leadership teams
Following on the opening session, our panel of speakers will showcase the latest initiatives and policies that are being adopted in and out of the sector to embed equality and diversity to create inclusive organisations.
Jan Gale, head of diversity and inclusion, L&Q
Pavita Cooper, member, steering group, 30% Club
Collette King, chief executive, Equity Housing
10:25 Creating clear pathways for progression for people from under-represented groups
Recent research has highlighted that senior leadership teams in housing are not diverse when it comes to appointing people from under-represented groups. However, the sector below this level performs better than most in recruiting people from these groups. With this in mind, this session will focus on how the sector can make strides in creating pathways for career progression for people, regardless of race, gender, sexuality or disability.
Cym D’Souza, chief executive, Arawak Walton HA
Chan Kataria OBE, chief executive, EMH Group
11:30 Establishing the business case for LGBT inclusion
This session will be exploring whether we need a business case for LGBT inclusion. Younger companies are not even questioning the need for LGBT inclusion; they are born inclusive. But what is the current thinking in the housing sector? Our panel of experts and practitioners will be sharing their thoughts and initiatives to show how they have built the business case.
12:10 Driving wellbeing through inclusion
The workplace is a vital a environment for people’s mental health; working cultures and practices can either promote good mental health or undermine it. The Equality Act 2010 created a legal obligation to prevent discrimination against those with certain mental health conditions. Many people, whether they suffer with mental health or physical disabilities still face discrimination. This session will provide attendees with practical guidance on how to create workplaces and cultures which are free from discrimination, but promote wellbeing and equal opportunities through inclusion.
13:50 (A) Tackling unconscious bias
Evidence suggests that all too often recruitment panels are still recruiting in their own image. Most recruitment teams would no longer ask the question that was acceptable 10 years ago: “How do you think you think you will fit in the team?” However, although we know better than to ask the question, it seems that we still make judgements based on unconscious bias. This practical session will provide attendees with a toolkit to reduce the negative impacts of unconscious bias in your decision making, while challenging your own assumptions.
13:50 (B) Future proofing your recruitment processes
This would focus on how the sector should be moving forward with recruitment policies to ensure that the organisation, in the future, is as diverse as the communities it works in.
Notes: This will be a process/best practice session, which will act like a surgery. We’ll bring together organisations in and out of the sector who have been successful in this area.
15:10 Personal reflections
Everyone’s journey is different, with their own set of barriers to overcome and each with their own story of how they are today. This thought provoking closing session of the day will bring together inspirational housing professionals, from under-represented groups, to share their experiences and thoughts on how the sector needs to improve.
16:00 Chair’s summary and close