This election is our chance to treat housing as a right – but only if we listen to tenants

The Churchill Gardens Estate, Westminster, London. Image: Getty.

“You’re joking, not another one... there’s too much politics going on at the moment..!”

Brenda of Bristol’s televised comments in 2017, when told that another election was to take place, could just as well have been uttered when MPs voted to call a general election for 12 December this year. 

Almost immediately the politicking began. “A chance to transform our country”. “An opportunity to stop Brexit/get Brexit done”. ‘We can end austerity and inequality.” “A new revitalised parliament.” “Another referendum.”

Yet dig behind the language of electioneering and, for the first time that I can recall, there is mention of solving the housing crisis by all the major parties. I can welcome another election, if the result is a determination to build enough homes to meet everyone’s needs and everyone’s pocket.

That will require those who come to power to recognise that our housing system has never been fit for purpose. It has never matched the needs of the nation. It is not an accident that homelessness is increasing; not an accident that families are living in overcrowded accommodation or temporary accommodation, sometimes for years; not an accident that rents are going up and the opportunities to buy property are going down. It is not an accident that social housing stock continues to be sold off. These are the direct result of policy decisions by successive governments.

So with all the major parties stating their good intentions to build more homes, how do we ensure their determination results in enough homes of quality where people want to live, work and play? By insisting that current and prospective tenants are involved in the planning and decision making process from the start.

“Involved” is the key word. When we build new homes and alter the environment we must engage with the local community and prospective tenants. It is their homes and their communities we are impacting – they need to be involved in shaping their lived space. That means involvement before the bull-dozer moves in; involvement at thinking and solution finding stages, and with architects and contractors. It is not enough to ask tenants and community members for their views on plans and proposals which have already been agreed by the board or the development committee of some distant housing provider.


As more homes for social and affordable rent become a reality, we need tenants to be partners at the table deciding on where, how and why they should be built there, from that material, and with those facilities. We need them to have an effective voice in decision making. This means working together with tenants and community members to create good quality homes in inclusive and imaginatively designed environments.

I am a tenant of Phoenix Community Housing, a social housing provider. I am also the current Chair and one of six residents on the board of twelve. Phoenix is resident led with tenants embedded throughout the organisation as active members of committees and onto policy writing and scrutiny.

Tenants are part of the decision making process as we build to meet the needs of the community. Our recently completed award-winning extra care scheme has helped older people downsize and released larger under-occupied properties for families.

By being resident led, we can be community driven. Our venture into building is small scale at the moment, but we are building quality homes that residents want and are appropriate to their needs. Our newest development is being built to Passivhaus standard, meaning they are not only more affordable but they are sustainable for future generations.

There are a few resident led organisations throughout the country. We don’t have all the answers to the housing situation, nor do we get everything right first time. We do know how to listen, learn and act.

The shocking events after the last election, when disaster came to Grenfell Tower, should remind us that tenants have the knowledge and ability to work with housing providers for the benefit of all in the community – if we listen to them and involve them and act on their input.

This election is an opportunity for those of us who see appropriate housing as a right; housing as a lived space in which to thrive and build community; housing as home not commodity – to hold our MPs to account and challenge them to outline their proposals and guarantee good quality housing, not only for the most vulnerable but for people generally, and with tenants fully involved from the start.

Anne McGurk is a tenant and chair of Phoenix Community Housing, London’s only major resident-led housing association.

 
 
 
 

To see how a city embraces remote work, just look to Helsinki

A deeply rooted culture of trust is crucial to the success of remote work. (Sean Gallup/Getty Images)

When I speak to Anssi Salminen, an account manager who lives an hour outside Helsinki, he’s working from a wooden platform on the edge of a Finnish lake. With a blanket laid out and his laptop set up, the sun low in the sky, Anssi’s remote work arrangement seems blissful. 

“I spend around half of my time working somewhere else other than the office,” he says. “I can work from home, or on the go, and I also travel to the Netherlands once a month and work from there.

“The emphasis in my work has always been that it doesn’t matter when or where I work, as long as I get things done.”

For many people around the world, the shift to remote work was sudden, sparked by the coronavirus pandemic. Finland, however, is finding the transition much less significant. Before Covid-19, the Nordic nation already displayed impressive levels of remote working, with 14.1% of its workforce reporting usually working from home. Only the Netherlands has a comparable percentage of remote workers, while the UK lagged behind at 4.7%, and the US’s remote workforce lingered at around 3.6%

Anssi works for one of many Helsinki-based companies that offers its employees flexible policies around when and where they work. That arrangement is in part due to the Finnish capital’s thriving start-up scene. In spite of being a relatively small city by global standards it is home to over 500 technology start-ups. These companies are leading the way when it comes to keeping employees connected wherever they choose to work.

“Our company has a completely location-free working policy,” says Kasper Pöyry, the CEO of Helsinki-headquartered software company Gapps. “All meetings are made available for online participants and facilitated accordingly. Some employees have worked extensively from abroad on a working holiday, whilst others prefer the comfort and social aspects of the well-stocked office. Whatever works for our employees is what works for the company.”

Like Gapps, many Helsinki-based firms are deeply preoccupied with providing the necessary technology to attract talent in a vast and sparsely populated country. Finland has only 15 inhabitants per square kilometre, and companies understand that in order to compose teams of specialised expertise, they may have to seek talent outside of the city. Local governments take a similarly proactive stance toward technological access, and Helsinki offers free, unrestricted, high-speed Wi-Fi from city-wide hotspots, while the country as a whole boasts some of the best coverage in Europe. 

But encouraging remote work isn’t just about optimising the potential of Finland’s workforce – companies in Helsinki also recognise that flexibility has clear benefits for both staff and employees. 

“The idea of a good work-life balance is ingrained in Finnish culture,” says Johannes Anttila, a consultant at organisational think tank Demos Helsinki. “It goes back to our rich history of social dialogue between labour unions and employers, but also to an interest in delineating the rules of working life and pushing towards people being able to enjoy their private life. Helsinki has been named the best city in the world for work-life balance, and I think that this underlies a lot of the mentality around remote work.” 

For Peter Seenan, the extent to which Helsinki residents value their free time and prioritise a work-life balance prompted his move to the city ten years ago. He now works for Finnair, and points to Finland’s summer cottages as an example of how important taking time to switch off is for people in the country. These rural residences, where city residents regularly uproot to enjoy the Nordic countryside, are so embedded in Finnish life that the country boasts around 1.8 million of them for its 5.5 million residents

“Flexible and remote work are very important to me because it means that I don’t feel like I’m getting stuck in a routine that I can’t control easily,” he says. “When I’m working outside of the office I’ll go down to my local sauna and go ice swimming during the working day, typically at lunchtime or mid-morning, and I’ll feel rejuvenated afterwards… In winter time especially, flexibility is important because it makes it easier to go outside during daylight hours. It’s certainly beneficial for my physical and mental health, and as a result my productivity improves.”

The relaxed attitude to working location seems to pay off – Finland is regularly named the happiest country in the world, scoring highly on measures such as how often its residents exercise and how much leisure time they enjoy. With large swathes of unspoiled countryside and a national obsession with the outdoors, sustainability is at the forefront of its inhabitants’ minds, leading to high levels of support for measures to limit commuting. In January, Finland passed a new Working Hours Act, the goal of which was to help better coordinate employee’s work and leisure time. Central to this is cementing in law that employees can independently decide how, when, and where they work.

Yet enacting the new ruling is not as simple as just sending employees home with their laptops. For Kirsimarja Blomqvist, a professor of knowledge management at LUT University, perhaps the most fundamental feature that remote work relies upon is a deeply rooted culture of trust, which Helsinki’s residents speak of with pride. The anecdotal evidence is backed up by data which suggests that Finland boasts one of the highest levels of trust and social cohesion in Europe, and equality and transparency have always been key cornerstones of political thought in the country.

“Trust is part of a national culture in Finland – it’s important and people value it highly,” she explains. “There’s good job independence, and people are valued in terms of what they do, not how many hours they work for. Organisations tend to be non-hierarchical, and there is a rich history of cooperation between trade unions, employers, and employees to set up innovative working practices and make workers feel trusted and valued. 

“It’s now important that we ensure that this trust can continue to be built over technology, when workers might have been more used to building it face-to-face.”

As companies begin to look hopefully toward a post-Covid future, the complexities of remote work are apparent. Yet amid issues of privacy, presenteeism, and social isolation, the Helsinki model demonstrates the potential benefits of a distanced working world. The adjustment to remote work, if continued after the crisis, offers a chance to improve companies’ geographical diversity and for employers to demonstrate trust in their workforce. On these issues, Blomqvist believes other cities and employers can learn a lot from Helsinki.

“People are now beginning to return to their workplaces, but even as they do they are starting to consider the crisis as a jumping point to an even more remote future,” she says. “The coronavirus pandemic has been an eye-opener, and people are now interested in learning from Finland’s good practices… We are able to see the opportunity, and the rapid transition to remote work will allow other countries to do the same.”

Katie Bishop is a freelance writer based in Oxford.