Anti-Racist Practice in Social Care and Housing: a practice example 

Anti-racist practice within social care and housing in the UK is grounded in a clear legal and policy framework, but increasingly requires a shift from compliance to active, relational, and community-led approaches. How this is implemented, however, is the focus of our work with the anti-racist practice and strengthening inclusion Network delivered in 24-25.  

From a policy standpoint, the Equality Act 2010 provides the legal foundation, protecting individuals from discrimination based on race and placing a duty on public bodies to eliminate discrimination, advance equality, and foster good relations. This is reinforced by the Care Act 2014, which requires services to promote dignity, wellbeing, and inclusive access to care. Alongside this, frameworks such as the Social Care Workforce Race Equality Standard (WRES) emphasise the need for measurable action, workforce change, and co-production with communities.  

However, evidence shows that despite these frameworks, racial inequalities persist, driven by structural barriers, mistrust of services, and culturally inappropriate provision. Research from the Race Equality Foundation highlights that people from racially minoritised communities often face poorer housing conditions, barriers to accessing services, and a lack of trust due to historical and ongoing discrimination. This reinforces the need to move beyond policy statements towards embedded, practice-based change.

The IMPACT Network event in Hull, delivered in partnership with the Goodwin Development Trust, illustrates what this looks like in practice, and offers reflections on what has worked and where people changed their approach. The work demonstrated that inclusive work is most effective when it is visible, relational and rooted in communities.  

Below are some principles emerging from the Goodwin Trust, as well as a video that captures some of the key work happening in the area:

1. Reflective practice and learning from mistakes 

Anti-racist practice requires organisations and practitioners to be honest, reflexive and open to learning. There is no “finished” state – continuous reflection and accountability are essential to identifying and challenging things that don’t work and systemic inequities. 

2. Listening to and being led by communities 

Policy frameworks emphasise co-production, but the Goodwin Trust work demonstrates what this means in practice: shifting power towards communities, valuing lived experience and enabling people to shape services that affect their lives. 

3. Accessible and varied engagement methods 

To address barriers identified in research – such as mistrust, language differences and digital exclusion-organisations must provide multiple, inclusive pathways for engagement. This includes being physically present in communities, using informal conversations and offering practical tools such as meetings, engaging events and support that people are actually interested in attending, and accessible reporting systems. 

4. Empowering staff to act in anti-racist ways 

An anti-racist organisation depends on a workforce that is not only trained but confident and supported to challenge racism and advocate for change. 

5. Building community connection and reducing isolation 

Anti-racist practice is not only about addressing discrimination, but also about creating inclusive, connected communities. Social activities, shared spaces and community events – such as those facilitated by Goodwin – are critical in fostering belonging and integration. 

6. Visibility, trust and presence 

Trust cannot be assumed; it must be built through consistent presence and relationships over time. Being visible and embedded within communities helps to overcome the mistrust identified in national research. 

7. Relationship-centred and culturally competent communication

Effective communication goes beyond language. It requires understanding cultural values, non-verbal communication and what matters to individuals and communities. This reflects a shift towards relationship-based practice, central to both social care and anti-racist approaches. 

8. Collaboration and partnership working 

The Care Act emphasises partnership and Goodwin’s work shows how this can be lived out through strong relationships between housing providers, voluntary organisations and community groups to deliver joined-up, inclusive services. 

9. Community ambassadors and volunteers 

Working with volunteers and trusted individuals from diverse communities allows organisations to bridge gaps, build trust and share information in culturally meaningful ways. This approach recognises communities as assets, not just recipients of services. 

Key messages 

Taken together, policy and practice highlight a clear message: anti-racist practice is not a single intervention, but an ongoing, systemic and relational process. 

It requires: 

• Legal compliance (Equality Act, Care Act) 

• Organisational change and accountability (WRES, SHARP, etc) 

• Community-led, relationship-based practice (as demonstrated by Goodwin Trust) 

The Goodwin Development Trust example shows how national policy ambitions can be translated into meaningful, everyday practice-where services are not only accessible, but trusted, inclusive and co-produced with the communities they serve.