Tpas and PlaceShapers have come together on this project to explore and find answers to the question of the future shape of tenant engagement within PlaceShapers
organisations.
What will be fit for purpose and effective today and for years to come?
PlaceShapers and Tpas are united in their ambition to make sure tenants are at the heard.
Here is the report
Here is the much awaited HACT report.
HACT findings highlight two key issues for the future of customer satisfaction:
• First, rather than collect data to demonstrate how good you are, collect data to improve how good you are.
• Second, communicating with your customers needs to be more targeted, more intelligent, and more responsive
Here is the detailed report and recommendations to help your satisfaction surveys be more outcome focused:
The gender pay gap reporting is hard to understand. Our friends at IPPR have tried to demystify it for us.
This is the IIPR report:
This is the IPPR summary:
“The UK has a gender pay gap: within industries, within occupations, and within organisations, women tend to earn less per hour than men. A small proportion of this gap may be the result of unequal pay for the same work within a firm – which is illegal on the grounds of gender and other protected characteristics – but the majority is a consequence of the sort of jobs that women do, their level of seniority, and the impact of having children on their career choice and progression.
New firm-level data, published for 2017/18 to meet new government reporting requirements, suggests that pay gaps are prevalent at the level of the employer, although they tend to be smaller than the pay gap for the industry in which they operate. Closing the pay gap within firms would not, therefore, eliminate the economy-wide pay gap altogether. But employers do have an important part to play, and should make every effort to ensure that their pay, progression and flexible working policies help both men and women to combine work and caring commitments, and do not unconsciously bias the balance of who progresses, and who doesn’t.
It is possible for an employer to have a large gender pay gap and be working hard to promote gender equality; it is also possible for an employer to have a small gap and pay women (and men) poorly. Further, some measures to promote gender equality may actually increase the pay gap in the short-term – for example, the recruitment of more female graduate trainees. We should therefore be cautious in attributing too much importance to the pay gap data in isolation. We would encourage more firms to publish short, accessible narrative reports alongside their pay gap results in future.”
You can find IPPR’s own gender pay gap reporting here.
IPPR has been reviewing the equality and impact of leaving Europe across the country
Here is their report:
IPPR say:
“The UK’s vote to leave the EU arose in part from deep social and geographical divides across the country. But could the decision to leave in turn impact on inequalities?
In the two years since the referendum, some have argued that Brexit could boost the incomes of poorer groups through cheaper food prices, while others have argued that the most vulnerable groups and regions would bear the greatest burden of a ‘hard’ Brexit.
Based on data on GVA impacts and price impacts, this briefing tests these claims and explores how the effects on trade of Brexit could influence inequalities across income groups, geographies, genders and ethnicities.”
One in 10 people in the UK live in a housing association property. Supporting more housing association tenants to access employment and to progress in work will be vital to boosting the employment rate and tackling poverty says IPPR.
Here is their report:
building-communities-that-work-july18
IPPR say:
“Today, 10 years on from the Hill Review, there remains a strong link between housing tenure and employment status. Housing association tenants are twice as likely to be unemployed as the average, they are three times as likely to be inactive, and those who are in work earn less. As a result, housing association tenants are more likely to be in poverty and most rely on housing benefit.
Many housing associations provide employment-related support to tenants. We estimate the sector delivers support worth over £70 million a year, with over £60 million coming from housing associations themselves. However, national employment and skills policies have failed to engage effectively with housing associations. Recent developments – including the devolution of the Work and Health Programme and the adult education budget (AEB) – offer the opportunity to build more effective place-based employment and skills services. Housing associations should be seen as key partners in supporting this agenda”
Following on from the Hackitt review into fire/building safety. See below which we have posted before….
Here is a helpful response from the CIH:
CIH response to Hackitt review – building a safer future July 2018
We are still awaiting the Housing Green Paper from the government – promised in April – then June, then July and now after the summer recess but we expect it to address building safety and consumer regulation – are the Treasury and DCLG arguing over who funds more consumer regulation/inspection?
CIH has produced a Brexit guide for housing – the main points
What will be the impact on house building, housing demand, immigration and other housing-related issues?
NCVO has been developing a set of principles that can act as a ‘code of ethics’ for the charity sector and is now consulting on a draft code.
Here is the draft code for consultation:
It follows recent concerns about safeguarding and wider conduct at work which are a major priority for charities, government, and regulators.
At summits held by the Charity Commission and the Department for International Development, charities, sector bodies, the regulator and government agreed to put new mechanisms in place to strengthen safeguarding, workplace practices and culture, and prevent incidents wherever possible.
NCVO who drafted the code hope the code will provide a framework for charities to review their own policies and practice. They can then identify where these need to change in line with their own purpose and specific values.
The proposed applies to:
Adoption and endorsement of the code will be voluntary.
Many charities have their own codes of behaviour, but they’re usually specific to their circumstances and focus on particular issues (such as working with children, or vulnerable adults). There is no overarching set of principles that reflects the values shared across the charity sector.
The draft for consultation has been developed by drawing on existing codes of conduct and ethical principles, including:
The consultation closes on Wednesday 26 September 2018 – see document for How to feedback your views
The research from Savills includes responses from around 100 housing executives who were asked about sector capacity, priorities and ambition, along with 1,600 people from across the sector as part of our sentiment survey.
In a report commissioned by social housing and procurement consortium Re:allies, suggested that the social housing construction and operation sector is “particularly vulnerable” to the impacts of Brexit and that social housing firms were also at risk.
According to Inside Housing:
Jonathan Linton, director of the Logistics and Supply Chain Management Research Centre at the University of Sheffield, said the industry was sensitive to economic volatility expected after the UK leaves the EU next year and called for a more streamlined supply chain.
Mr Linton suggests “Uncertainty, volatility and unanticipated consequences will continue to impact social housing supply chains for many years”
Here is the report:
Social_Housing_Supply_Chains_and_Brexit_
