Housing organisations across England are being urged to take more targeted action on equality, diversity and inclusion (EDI), as a new report reveals that progress is not being experienced equally, with those most affected by inequality least likely to feel the benefits.

The Housing Diversity Network’s (HDN) Diversity and Inclusion: What do housing staff really think? Demographics, views and experiences 2021–2025 report brings together five years of survey data from 1,174 employees across 17 housing organisations, and shows that, while overall sentiment towards EDI is broadly positive, people from minoritised ethnic groups, people with disabilities and transgender staff consistently report lower confidence in recruitment, progression and inclusion.

HDN says the report indicates policy intentions are not always translating into real-life outcomes, describing the situation as an “inclusion illusion” where organisations are committed to EDI in principle, but the impact is not always felt equally by those who need it most.

Key findings include:

  • High overall satisfaction masks unequal experiences: While more than 80% of staff feel they are treated with dignity and respect, this drops among disabled staff, those from minoritised ethnic groups and transgender colleagues, highlighting a clear gap between overall sentiment and lived experience
  • Progression remains a critical pressure point: Only 57% of respondents believe there are no unfair barriers to career progression, with concerns more pronounced among underrepresented groups
  • Confidence in EDI is not yet embedded: A significant proportion of staff are unsure whether their organisation is improving EDI, suggesting that commitment is not always visible or trusted in practice.
  • Workforce composition does not yet reflect diversity ambitions: The sector remains predominantly older and white, with some groups underrepresented and less likely to report positive experiences.

Through the report, HDN identifies practical actions for organisations, including improving transparency around decision-making, strengthening inclusive recruitment and progression practices, and building cultures where all staff feel genuinely welcomed and supported.

Mushtaq Khan, HDN Chief Executive, said: “This report recognises the sector has made progress on equality, diversity and inclusion, but it is not being experienced equally by everyone. For too many people, particularly those from minoritised groups, the reality still falls short of the intention.

“We cannot keep having the same conversations without seeing meaningful change. If we are serious about inclusion, we need to move beyond statements and focus on the systems, behaviours and decisions that shape people’s day-to-day experiences at work. That means being honest about where we are and taking responsibility for going further.”