Future of London Emerging Talent Programme
Addressing the lack of racial diversity in the housing and regeneration sector
STRATEGY
Image: Future of London Emerging Talent Programme site visit to Meridian Water
Future of London Emerging Talent Programme
Addressing the lack of racial diversity in the housing and regeneration sector
Image: Future of London Emerging Talent Programme site visit to Meridian Water
STRATEGY
Bébert Longi
Policy and Research Assistant, Campbell Tickell, and Future of London Emerging Talent Programme candidate 2022-23
Issue 64 | February 2023
In January 2022, I was selected as a candidate of the first cohort of the Future of London Emerging Talent Programme. Targeted at individuals from ethnic minority groups, the programme addresses the lack of diversity in the housing and regeneration sector in the UK.
Consisting of placements across a variety of public, private and not-for-profit organisations across a 15-month period (21 months for the first cohort), the aim of the programme is to increase diversity in the sector by supporting individuals into securing a permanent role after they have completed their placements.
I have found the programme and opportunities available to me incredibly insightful so far, particularly across three key areas.
Diversity and inclusion
The core objective of the programme is to address the lack of diversity in the sector, especially in leadership roles.
According to statistics in the Equality, Diversity and Inclusion in Housing Report by the National Housing Federation in 2021, non-white ethnic groups account for just 9.9% at executive level, in comparison to 19% of staff in housing associations. While the Inside Housing 2021 diversity survey showed that 61% of the 101 associations surveyed had all-white executive teams.
Despite progress being made in this area, clearly more needs to be done to tackle the barriers that still exist in the progression of ethnic minority staff. Organisations should be paying attention to issues relating to diversity as representation is vital to ensuring that the needs of all groups in our society are met.
9.9%
of executive level housing roles are filled by people from non-white ethnic groups, according to the National Housing Federation
19%
of staff in housing associations are from non-white ethnic groups
61%
of housing associations surveyed by Inside Housing had all-white executive teams
Transferable skills
Through the programme, I have been able to further develop the skills I have gained through previous experiences and placements.
Having studied politics at university and worked briefly in the civil service as a National Newsdesk Press Officer at the Department for Environment, Food and Rural Affairs, I have been able to engage with key debates in housing and regeneration, whether it be on green space, environmental planning or social housing.
I’ve also developed new skills. For example, in my current role as a policy and research assistant at Campbell Tickell (which recently joined the Emerging Talent Programme), I’ve had the opportunity to develop my research competencies and engage with key clients. In turn, I envision this experience will help me wherever I go next through invaluable transferable skills and gaining a holistic view of the sector.
“I have been able to further develop the skills I have gained through previous experiences and placements.”
“Networking has been a key benefit of the programme, with the opportunity to interact with a range of professionals.”
Networking
Finally, networking has been a key benefit of the programme, with the opportunity to interact with a range of professionals that play their own part in the wider puzzle of building and sustaining our city.
Everyone involved from the Future of London network, the professionals at Quod (my previous placement) and Campbell Tickell have offered great support and I have been able to foster relationships that I will continue to use in my professional life.
As part of the programme, we have also been able to interact with other members of the cohort who share the same passion for change in the sector and this peer support has been crucial to the success of our individual journeys. By enabling a greater learning experience not only to us as candidates but to our line managers and programme leaders there is opportunity to provide improvements for future cohorts.
Push for greater representation
All in all, my experience with the talent programme so far has been largely successful and I look forward to seeing what the future holds.
I would encourage those from similar backgrounds to continue to champion for greater representation in housing and regeneration and to not be discouraged into entering a very rewarding career in the sector.
“My experience with the talent programme so far has been largely successful and I look forward to seeing what the future holds.”
