Promoting equality, diversity and inclusion across GMHP

GMHP enables members to share good practice, learn from one another, and strengthen our collective voice at both regional and national levels—ensuring that the needs and experiences of tenants and colleagues are heard and understood.

In 2020, the Diversity, Inclusion, Community Cohesion & Equalities (DICE) group—published the findings of our first EDI benchmarking exercise. This baseline report provided an initial snapshot of workforce diversity across member organisations and highlighted the work already underway to address inequalities and improve representation. It also helped identify priority areas for collective and organisational action.

We have now published our third report in our series. As in 2020 and 2023, we asked members to submit their diversity data so we can build a clearer picture of our workforce and assess whether the actions taken over recent years are having an impact.

DICE Report 2026
DICE Report 2023
DICE Report 2020

Alongside the data analysis, we included a series of case studies that highlight the wide range of initiatives underway across individual organisations, as well as examples of collective action across the partnership.

Together, these insights help illustrate how providers are putting inclusion into practice on the ground and sets a foundation for understanding the strengths, gaps and emerging trends shaping diversity and inclusion across Greater Manchester’s housing sector.

Our responsibility to communities and colleagues is clear

This report arrives at an important moment for our sector. The social and economic landscape in which we operate continues to shift, and the responsibility we hold—both to our communities and to our colleagues—has never been clearer. Good data, honest reflection and shared accountability are essential if we are to make meaningful progress.

What this report shows is a sector that is increasingly diverse, committed to improvement, and driven by a strong moral purpose. Across our organisations, thousands of colleagues bring a broad mix of backgrounds, identities and lived experience to their roles. This diversity strengthens our services, supports better decision making and ensures we remain connected to the communities we serve.

At the same time, the data highlights a set of persistent and important challenges. Representation at senior levels continues to lag behind both the wider workforce and our customer base—particularly in relation to ethnicity, disability and age. These gaps matter. They influence who shapes strategy, whose perspectives are centred in governance, and the confidence with which our organisations can demonstrate inclusive leadership. If we are serious about delivering equitable, responsive and person centred services, then our leadership structures must reflect the people and communities who rely on us most.

Data: a foundation for fairness, transparency and good governance

This year’s analysis also reinforces the vital role of high quality data. Too many gaps remain—whether through incomplete disclosure, inconsistent categorisation or differing approaches to collection. These limitations reduce our ability to monitor progress, compare performance and evidence change over time. Strengthening our data practices is not simply an operational task; it is an essential foundation for fairness, transparency and good governance.

Despite these challenges, there is much to be encouraged by. We see organisations demonstrating innovation, learning from one another and investing in targeted interventions. We see improvements emerging—sometimes gradual, sometimes significant—across a range of protected characteristics. And we see a partnership demonstrating a shared commitment to inclusion, grounded in action rather than aspiration.

As leaders, we each hold a responsibility to create environments where colleagues feel valued, respected and able to thrive. This report gives us the evidence we need to understand where we are, where progress is being made, and where our efforts must intensify. It is both a celebration of the strides we have taken and a reminder of the work still ahead.

We would like to thank everyone who contributed to this year’s report – colleagues who collected and submitted data, those who champion inclusive practice within their organisations, and the DICE Group for its continued leadership. Together, we are building a more inclusive future for our workforce, our customers and the communities of Greater Manchester.