Previously a subject that didn’t even feature on a company’s radar, EDI is now at the forefront of consideration by organisations across the board. Everyone is talking about it. The British Property Federation recognises that “becoming a business sector that better reflects the diversity of the communities we serve is not only the right thing to do, it is business critical”. The Royal Institution of Chartered Surveyors, believes that “the profession needs to attract and retain the best talent, regardless of gender, race, disability, class or socio-economic background, religion, sexual orientation or age”.  Real Estate Balance are pioneers for “a more balanced and inclusive property sector”, holding events, seminars and panel discussions on topics as diverse as accent bias, reverse speed mentoring, workplaces for women and more. Diversity Talks Real Estate focuses on “increasing the visibility of under-represented groups in the European built environment industry, with a particular focus on women and ethnic minority professionals”. Their initiatives include a Speakers’ Café where women real estate professionals can network, practice public speaking and access in-house training courses catered to individual corporate requirements. PREACH Inclusion (formerly BAME in Property) conduct workshops and Lunch and Learn sessions on topics such as EDI from neuroscience perspectives, race and microaggression. Their website contains a Jobs Board focused on reaching candidates from underrepresented backgrounds and ethnicities, directing them to organisations that are committed to building inclusive cultures which value diversity. The Westminster Property Association and City Property Association have commissioned guidebooks, produced by London Property Alliance. The most recent, from May 2024, is “Diversifying Real Estate: Faith & Religion” and promotes understanding and support of faith and religion in the workplace.  The initiatives are plentiful, making positive change in the real estate industry by recognising its diversity and just how fundamental EDI is.

At Maples Teesdale, a specialist commercial real estate law firm, we are delighted to see all the fantastic EDI initiatives across the real estate industry. As always however, if you want to see a change, you need to start with yourself. We are always looking for ways we can progress our firm to ensure employees are able to bring their whole selves to work. Some of our initiatives over the last five years have included training mental health first aiders, introducing gender neutral toilets alongside gender-specific ones, obtaining training on unconscious bias, hosting and moderating events aimed at encouraging the promotion of women in the sector, launching a maternity/paternity buddy scheme, joining Neurodiversity in Business as a founding member, creating a quiet room (for prayers, expressing breast milk, or for anyone feeling overwhelmed or needing privacy), reverse mentoring, holding candid talks from individuals within our team about race, religion and mental health, celebrating Diwali, Eid, Pride and more. The firm is a happier place for it and employees feel supported and heard. While we continue to look at ways in which to promote and progress EDI both internally and within the industry, and there is still much work to be done, I am excited by the direction the industry is going. Ultimately, the onus lies with each and every individual to promote, support, spread word and encourage the importance of EDI in the real estate sector and I hope you, as the next generation, will join us to further this brilliant and necessary cause.