Census insights, advocacy and practical learning: A quarterly update on our EDI journey

As we reflect on the third quarter of the year (July to September), we’re pleased to share some of the key achievements, insights and activities that have supported our commitment to building a more inclusive and equitable housing sector.

Here is a summary of what we’ve accomplished together over the past three months.

EDI census results: Understanding progress and barriers to advancement

To drive meaningful change, it is essential that we understand the makeup of our sector. This quarter, we published our 2026 EDI census report for the UK and Ireland, based on rolling survey data collected between 2022 and July 2026 from 1,648 current CIH members, representing approximately 12% of the overall membership.

For the first time, the census gathered information on organisational seniority, hidden disabilities, socio-economic background and educational history. The findings were assessed alongside national population data to establish sector-wide trends and inform targeted interventions.

Key findings include:

• Women make up 62% of CIH membership, compared with 51% of the general population. Continued career progression among women has contributed to gender parity at executive leadership level
• Ethnic minority representation stands at 12.6%, exceeding the national baseline of 9.34%. Representation is strongest among new entrants to the profession at 16.3%, but declines significantly at more senior levels, dropping to 12.1% in junior management and just 5.7% among executives and directors
• More than one in 10 members (10.3%) identify as LGBTQ+, compared with an estimated 2.1% to 4% nationally. Additionally, 18% of members can understand, speak, read or write Cymraeg, Gaelic, Irish or Scots
• Members from working-class backgrounds are represented above national benchmarks across most nations, although those from professional backgrounds remain disproportionately represented overall
• The sector continues to have an older workforce profile, with the largest age group being 45 to 54-year-olds, compared with median national ages of 40.7 in the UK and 38 in Ireland.

These findings reinforce the need for CIH to continue identifying and addressing structural barriers while ensuring professional development opportunities are accessible and support equitable career progression across the housing profession.

Advocacy and evidence-based policy: Social housing allocation

This quarter, CIH published a position statement responding to Reform UK's proposals on social housing allocation. Drawing on official data and existing legal frameworks, the statement highlighted that 89% of new social housing lettings are already allocated to UK nationals and noted that housing register data cannot determine whether an individual is "British-born".

CIH's response emphasised that the primary driver of housing pressures is the chronic shortage of available homes, rather than current allocation policies, and reaffirmed the organisation's call for credible plans to increase housing supply.

Webinars, campaigns and practical learning

Throughout the quarter, we continued to provide housing professionals with practical learning opportunities, shared good practice and sector insights through a range of webinars and campaign activity.

‘All in on EDI’ campaign spotlight – Manningham Housing Association (2 July)

As part of the Equality in Housing campaign series within CIH Unlocked, we showcased the work of Manningham Housing Association, exploring its leading EDI initiatives and community-focused approach through a series of in-depth discussions and insights.

How to talk about homes and immigration (15 September)

Delivered in partnership with FrameWorks UK, JRF, the Nationwide Foundation and Shelter, this session examined effective framing techniques for encouraging constructive, systemic conversations about housing and immigration. Participants were also signposted to an accompanying toolkit designed to support practitioners in their day-to-day work.

Bringing your whole self to work (23 September)

Featuring contributions from the Housing Diversity Network, Neuro-D and UNIFY Network, this webinar highlighted practical approaches to creating inclusive workplaces and supporting diversity. Attendees gained actionable guidance on ensuring housing professionals feel valued, recognised and able to thrive at work.

Looking ahead

We would like to thank our members, partners and the EDI Board for their continued commitment, support and enthusiasm throughout the quarter. Your contributions have been instrumental in driving this work forward, and we look forward to building on this progress as we move into the autumn and winter months.