Diversity is one of those words that unintentionally divides.
As with any major change, we need to recognise what drives the range of responses; from a lack of understanding, to accepted industry and cultural norms to change fatigue or fear. But at the end of the day the movement aims to encourage a diverse range of views from people with an array of backgrounds, skillsets and strengths.
The property industry is not alone in facing the challenge of enticing a more diverse array of talent to our sector. We can do more to foster the next generation of property leaders, particularly those from groups who have been under-represented in the past.
In August 2018, Property Council established our inaugural Diversity and Inclusion Committee, a group of 16 property leaders gathered to lead initiatives that bring the industry together and move us forward. Chairing this committee is Andrew Stringer from CBRE and Mandy Waldin from Goodman New Zealand, who are supported by an exceptional team of people who are passionate about creating an industry that embraces diversity, attracts the best talent and champions inclusion.
Improving diversity across our industry will have many long-term benefits and many individual members are making significant progress in this area. However, there is certainly a great deal more we can, and should be doing.
The past year has seen the committee refine their purpose and focus their energies on the first and most obvious challenges faced by the property industry; gender inequality.
There is no denying that a diverse industry is a more adaptive industry.
Setting the Agenda
To lead the property industry in increasing diversity and inclusion.
- 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.
We can’t measure success without a benchmark. The first step to creating change is to assess the key drivers and barriers to attracting, retaining and promoting women in property. From this, we can review baseline metrics, agree on targets, develop action plans to achieve them, measure and correct. Baseline metrics allow us to measure progress and review and revise the effectiveness of the strategies we have put in place. Targets crystallise intent and ensure diversity is a priority.
A little help to get you started
We understand that not everyone has the budget or resources to roll-out massive change in one hit, so the Diversity and Inclusion Committee has gathered a list of resources that their companies have found useful as they have gone on their D&I journey. This includes actions such as creating a D&I statement and strategy, staff training as well as research and articles.
We hope you find them useful and welcome any additions you have to this toolbox – simply send them to [email protected]
- DiversityWorks New Zealand
DiversityWorks NZ is New Zealand’s national body for workplace diversity and inclusion. Their website has a plethora of resources, case studies, and articles that may assist.
- Global Women
Global Women’s mission is to catalyse New Zealand’s social and economic success by championing diversity in leadership. GW is a vocal advocate for change and has significant data and research to support and promote greater diversity and inclusion.
- Superdiversity Institute
- Tupu Toa
- Divergen Thinking
- Champions for Change NZ
- Human Rights Commission
- GirlBoss Advantage
Articles and Research
- Global Women Research
Global Women’s vision is a business world as diverse as New Zealand itself. They are a community, a launchpad for action, and an influential voice, inspiring leaders and learning collaboratively. 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 recently launched 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.
Writing your Diversity & Inclusion Statement
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: