ADDRESSING ANTI-SOCIAL BEHAVIOUR IN HOUSING MANAGEMENT AMIDST REGULATORY SHIFTS

It’s unlikely that anybody who works in anti-social behaviour (ASB), either exclusively or as part of a portfolio of responsibilities, has missed the renewed focus being placed on this important area of housing management. As a result of a flurry of legislative, policy, and regulatory changes, ASB is once more at the top of the priority list on both a national and local level.

These changes include:

  1. Consumer Standards and Audits: Regulatory audits have become more robust and proactive, focusing on consumer standards. The regulator is now more involved in assessing housing providers’ ASB management.
  2. Tenant Satisfaction Measures: ASB is specifically addressed in tenant satisfaction measures, acknowledging its significance in housing management.
  3. Housing Ombudsman’s Role: The Housing Ombudsman Service is playing an increased role, sharing good and bad practices in ASB matters, and creating greater transparency.
  4. Government’s ASB Action Plan: The government has released an ASB Action Plan, aiming to enhance the powers of housing providers.
  5. Changes to Private Renter Sector (PRS): The Renters (Reform) Bill has led to changes in the private renter sector, including the removal of the ‘no-fault’ eviction process (s21).

There are both positive and challenging aspects of these changes. However, the expectation of utilising these powers effectively to reduce ASB remains a concern. There is also a need for reflection and adaptation in response to these changes, as they bring increased scrutiny and expectations. The broader standards and auditing process may require governance boards to allocate more resources and funding to ASB management.

Having the right tools and strategies for effective ASB management has never been more important, in an article I wrote recently for the Chartered Institute of Housing you can find out more about which ASB frameworks and structures help to build confidence and empower officers.

CIH’s professional standards tool kit also helps to focus employers’ minds on what support teams need, as well as helping officers to understand what gaps they may have, providing users with the knowledge to identify areas for growth and confidence in their existing knowledge and skills. There is a helpful self-assessment on the CIH website which I would encourage everyone to check out.

You can read my article in full here

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