One Housing

    Leadership 2025 & the Rooney Rule
    One Housing is a partner in Leadership 2025, an initiative championed by Steve Douglas, the chair of our Board.

    Leadership 2025 is an intensive 9-month leadership development programme, in partnership with Roffey Park, available exclusively to senior leaders from BME backgrounds working in the housing sector. At its heart, Leadership 2025 aims to support and empower BME senior professionals to become sector leaders of the future. However, more than just leadership programme, Leadership 2025 seeks to positively disrupt the housing sector by challenging current perceptions and promoting the fact that diversity is not just something that ticks boxes but is good for business.

    We apply Leadership 2025 principles when recruiting and have ensured all of our hiring managers understand the importance of diversity through delivering training on unconscious bias awareness and mitigation, and recruitment best practice. We use data to measure the effectiveness of our attraction and selection methodologies to ensure that they are fair and equitable and that opportunities at One Housing are accessible to people from all backgrounds.

    As part of our commitment to the principles of Leadership 2025 we apply the 'Rooney Rule' when shortlisting for vacancies for roles at Band 4 level, equivalent to a Head of Department, or above. Adapted from American football, this is a form of positive action which recognises that our leadership teams do not reflect our wider workforce or communities in terms of the representation of women and people from black and minority ethnic (BAME) backgrounds. Every person who applies to a role at One Housing is asked to complete a diversity questionnaire, and when applying for a role where we apply the Rooney Rule they are asked whether or not they consent to their diversity data being taken in to consideration at the shortlisting stage.

    If this consent is given, candidates who meet the selection criteria for the role and who are female and/or from a BAME background are automatically shortlisted for the next stage in the recruitment process, which is usually an interview.

    We're proud to say that half of the Non-executive Directors on our Board are now women, and half of our Board members are BME. It is great that our Board better reflects both our staff and our residents; and there is really good evidence that more diverse Boards make better decisions. 

    REED, our strategic talent resourcing partner, are also committed to the principles of Leadership 2025.



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