Housing associations need to maintain a zero-tolerance stance on racial discrimination as per the Equality Act 2010, and ensure that the organisation’s employees, partners, suppliers, and the broader public are aware of this stance.
It’s therefore essential to clarify the organisation’s position on anti-racism and discrimination. This will form the cornerstone of your plan to tackle any barriers people from ethnic minorities may face in relation to fair treatment and equal access to the delivery services, opportunities to contracts, employment, and progression in work if employed, to ensure the organisation is vigilant in its ability to better serve and represent the diversity of today’s UK society
- Start by establishing achievable goals.
- Recognise the importance and sensitivity of the subject.
- Your stance should be developed and tested with input and feedback from people with a diverse range of backgrounds. Invite input from internal staff and consider external experts who can provide different perspectives based on their lived experience and expertise.
- Publicly stipulate the organisation’s position of anti-racism to all stakeholders, including employees, investors, suppliers, partners, and customers.
- Ensure that external messages genuinely match the organisation’s commitment to change- all stakeholders will expect their lived experience of working at your organisation to espouse your stance and values, or see visible progress towards them.
- To prevent confusion over what constitutes racism, provide practical examples of overt racism and everyday racism (including micro inequities/aggressions and incivilities) in supporting communications as well as what anti-racism is and involves.