We all belong
in property
Definition of Diversity, Equity & Inclusion
Diversity, equity, and inclusion (DEI) is a framework that promotes the fair treatment, representation, and participation of all individuals, particularly those from underrepresented groups. It aims to create environments where everyone feels valued, respected, and has equal access to opportunities.
Diversity encompasses a wide range of characteristics, such as age, race, nationality, colour, gender, sexuality, disability, ethnicity, cultural background, religion, political beliefs, socioeconomic background.
Vision Statement
Uniting the property industry behind diversity, equity, and inclusion for lasting change.
Goals & Objectives
- Create awareness of the issues around diversity and inclusion in the property industry and the importance of addressing them
- Measure and report on diversity and inclusion in the industry, our progress towards improving it and our successes
- Implement a work programme to increase diversity and inclusion in Property Council, its members and the wider industry.
Focus Areas
The current objectives of the Property Council Diversity & Inclusion Committee are to:
By working together, we can create lasting change and a dynamic and future-focused property industry.
Why make DEI a strategic priority?
Data sources: Delivering Through Diversity, McKinsey, 2018; Diversity Matters Even More, McKinsey, 2023; Why Diversity Matters, McKinsey; Why Diversity and Inclusion Has Become a Business Priority, Josh Berson, 2015; Hacking Diversity With Inclusive Decision-Making Cloverpop, 2017.
Diversity & Inclusion
Committee
Join the Movement
We know that the best discussions, thinking and productivity occurs when there is diversity. Many high-profile conferences, events and committees lack gender balance, despite there often being no shortage of expert women.
Property Council is committed to ensuring the women in our industry are visible and included. To support this, we are implementing a 40:40:20 Pledge at all Property Council events, where we aim to have a range of speakers who are 40% male, 40% female and 20% either across local and national events, both as attendees and speakers.
We will also be expanding this pledge to include Property Council executives and encouraging Property Council members to adopt similar pledges for their own organisations, including in recruitment, retention, management and governance.
D&I Toolkit
Simple ways to start
Diversity Statements
A diversity statement is a written explanation of your position, approach or commitment to diversity and inclusion in the work your do.
Some resources to assist you in writing this statement include:
Te Wiki o te Reo Māori
- The Te Wiki o Te Reo Māori website is a good first stop for resources and ideas on how your organisation can get involved
- Tākaro is an incredibly simple yet entertaining and fun card game for the whole whānau.
- Toro Mai is a guided journey to deepen understanding and awareness of Māori knowledge. It offers two introductory courses in Te Reo Māori and Tikanga Māori. These are taught via an immersive multi-media online platform with interactive activities.
Toku Reo Each episode has its own relevant activities and exercises allowing people to practise and develop language skills. Episode exercises recap key elements of each show and reinforce what is being learnt. Kia ū, kia mau ki Tōku Reo!
- Mahuru Challenge Are you up for the reo Māori Challenge? Spoken, written, sung… It’s easy, fun and a great way to learn.
- Ako Tahi Te Reo Māori Learning App
- Māori Made Easy – for everyday learners of the Māori language. Printed and audio books by Scotty Morrison.
- Waiata – there’s lots of great waiata playlists on Spotify, pop one on the office, or listen over shared kai.
- Māori Language podcasts – there are several Māori language podcasts online, great for audio learners and to help with pronunciation. These links are for Spotify but the podcasts can be found on other platforms.
Everyday Māori Podcast
Starting in Te Reo Māori Podcast
Taringa Podcast
Everyday Māori Podcast
Help from industry partners
Works for Everyone
> Programmes for Inclusive Workplaces | Works For Everyone — Works For Everyone
> How to Smash the Motherhood Penalty Podcast | Works For Everyone
- Crayon
Crayon supports employers across New Zealand with parental leave.
> The Financial Baby Prep Program reduces financial pressure on expecting parents in 6 weeks.
> The Parental Leave Toolkit helps employers create a new parental leave policy from scratch in hours rather than weeks.
Articles and research
- Circle In: Research and Guides | Circle In parents and caregivers
- Global Women Research
Read the latest thought leadership from Global Women, their members and partners. - Ministry for Women Recommended Reading
- DiversityWorks NZ Workplace Diversity Survey 2020
- Superdiversity Stocktake
- Deloitte & Global Women Inclusive Workplaces in NZ
- CFC Diversity Report 2019
- CFC Resources, particularly the flexibility docs
- Catalyst Research Reports
- Deloitte Mental Health & Employers
- Russell Reynolds Why Diversity Matters in the Boardroom
- The Aotearoa Inclusivity Matrix (AIM) by DiversityWorks NZ – The Aotearoa Inclusivity Matrix (AIM) will allow your organisation to assess your levels of workplace diversity, equity and inclusion across seven key components. This valuable tool will provide an understanding of your current capabilities, identify areas for improvement and provide the information you need to create a roadmap for transformation.
- Reviving the art of apprenticeship to unlock continuous skill development | McKinsey
- Traits of an inclusive leader:
Six signature traits of inclusive leadership | Deloitte Insights - The Gender at Work Community’s World Menopause Day Guide
Why Focus on DEI?
Gender Diversity Report 2021
Key Findings
As a total, the PCNZ working population is just within balance (balance is defined as having at least 40% of employees of each gender), with 59% male and 41% female.
Women are under-represented in management, with only 20% of KMP positions held by women.
Gender diversity at non-management levels is far more balanced, highlighting a “power gap”
Females at “property companies that supply to property investment companies” make up only 36% of the workforce, highlighting a “participation gap”.
Contact Us
Help champion the
New Zealand property industry
Property Council has several dynamic and engaged member taskforces and committees, which provide insight and support our team with a range of initiatives. These groups are ever-changing and are open to all members.
We also have numerous opportunities for sponsors to partner with us to produce and support local events and initiatives. Please contact Sara-Jane for further information:
Sara-Jane Evans
Head of Membership & Commercial Services
sj@propertynz.co.nz
