Inside Housing launches BME Leaders List
Inside Housing is inviting nominations for our first ever BME Leaders List, which will highlight the black and minority ethnic (BME) individuals who make an outstanding contribution to the housing sector.
The list is part of the magazine’s Inclusive Futures campaign to promote more diversity in housing leadership. Make your nomination by using the form below.
Emma Maier, editor of Inside Housing, said: “Strong leadership exists at all levels across the sector, so we want to hear about individuals who are doing great and innovative work at the frontline, in management positions or in a voluntary capacity.
“If you fit the bill, or if you know of a colleague who falls into that category, please take a few moments to make a nomination.”
Published online and in a special supplement in May, the list will highlight the contribution of individuals who are not only making an impact on housing, but are helping to pave the way for a more representative sector in the future.
“Strong leadership exists at all levels across the sector.”
Nominees could work in any part of the housing sector, including local authorities, landlord boards, consultancies or suppliers.
Entries for the list close on 20 April. Fill in the form below to enter.
Nominations should consider:
- How is the nominee involved in the housing sector?
- What do you see as the nominee’s major professional achievements?
- Why is the work they have done important, innovative or different? In other words, why do they stand out over other colleagues?
- How has the nominee supported, mentored and inspired others in the sector?
If you are nominating yourself, you will need to provide a statement from a colleague in support of your nomination.
UPDATE: This article was updated as the deadline for entries has been extended to 20 April
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Inclusive Futures
Inside Housing’s Inclusive Futures campaign aims to promote and celebrate diversity and inclusion.
We are pledging to publish diversity audits of our own coverage.
We are also committed to proactively promoting positive role models.
We will do this through the pages of Inside Housing. But we will also seek to support other publications and events organisations to be more inclusive.
Our Inclusive Futures Bureau will provide a database of speakers and commentators from all backgrounds, for use by all media organisations.
We are also challenging readers to take five clear steps to promote diversity, informed by the Chartered Institute of Housing’s diversity commission and the Leadership 2025 project.
INSIDE HOUSING’S PLEDGES
We will take proactive steps to promote positive role models from under-represented groups and provide information to support change.
We pledge to:
Publish diversity audits: We will audit the diversity of the commentators we feature. We will formalise this process and publish the results for future audits twice a year.
Promote role models: We will work to highlight leading lights from specific under-represented groups, starting in early 2018 with our new BME Leaders List.
Launch Inclusive Futures Bureau: We will work with the sector to compile a database of speakers, commentators and experts from under-represented groups. The bureau will be available to events organisers, media outlets and publications to support them to better represent the talent in the sector.
Take forward the Women in Housing Awards: Inside Housing has taken on these successful awards and will work to grow and develop them.
Convene Inclusive Futures Summit: Our new high-level event will support organisations to develop and implement strategies to become more diverse and inclusive.
THE INCLUSIVE FUTURES CHALLENGE
Inside Housing calls on organisations to sign up to an inclusive future by taking five steps:
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.
