Building diversity into real estate

With the recent launch of PREACH Inclusion, an organisation pushing to make the built environment sector a more diverse, inclusive and equitable place, it’s a good time to reflect on how we can help individuals and organisations make central London’s real estate sector more accessible and inclusive for people who practice a faith.

Faith and religion are fundamental parts of daily life for many people and yet often aren’t part of the conversations that take place on workplace diversity, or more widely within companies.

The challenge

Having worked in the built environment for just under a decade, I have seen an encouraging amount of change in the sector’s attitudes and approaches to religious and faith inclusion. Part of this is due to the changing face of religion within England and Wales. The 2021 census showed Christianity as no longer a majority religion. Meanwhile, data also showed increases in those who follow Islam, Hinduism and Sikhism, reflecting the growing ethnic and cultural diversity within our country.

With this, comes greater need for awareness and inclusion, both within our society and workplaces. The incorporation of religion and faith policies within the workplace is key to enabling people to be their true selves at work, helping create connections and break down barriers and, ultimately, encouraging greater openness and psychological safety. These are the key measures of an inclusive culture.

The property industry has a responsibility to make sure this translates on a tangible level – from planning and engagement through to the spaces we are creating.

For example, from a residential perspective, it is clear to see how a lack of diversity has contributed homes unsuitable for multi-generational living, which is much more common across a number of cultures.

Flexibility vs fit out

From a commercial perspective, the various forms of hybrid and agile working present both challenges and opportunities to facilitate diversity.

On one hand, you may be less aware of colleagues’ religious faith if you don’t work with them in person. The promotion and internal support of multi-faith networks within an organisation can be useful in combatting this and raising awareness and increasing diversity in the workplace more generally. Multi–faith network groups are generally designed to support faith and religion in the workplace as well as promote an inclusive environment for all.

On the flip side, flexibility means it’s easier for colleagues to adjust their routines around prayer times and other rituals. Companies need to proactively manage this – which can be done on a number of different levels – from design through to HR.

Office fit-outs are a chance to reset culture. For example, facilities such as fully enclosed female changing rooms for Muslim staff, or multi-faith rooms, where people of differing religious beliefs (or none at all) enable people to spend time in contemplation or prayer and can be adapted to provide for any religious or spiritual practice but primarily support inclusivity via design.

Diversifying from the inside out

The ways in which HR can support faith and religion in the real estate sector are multifaceted. At board level, it requires support for HR departments and faith networks so that religious needs are understood and met in the workplace. This support can be provided by collecting relevant data and ensuring open communication with your colleagues to explain why the reporting is important and what changes your organisation will be introducing to improve. Perhaps most important is being prepared to have an open dialogue with employees about how they can be supported in the workplace and being committed to actioning adjustments for the team.

For those at middle management level, it’s about becoming a genuine ally and understanding the needs of employees by educating yourself so you can offer comprehensive support. For the next generation, this could be achieved by joining internal or external networks to build diverse connections with your peers.

Ultimately, if you don’t know something, don’t be afraid to ask the question or do the research yourself. Information has never been so freely accessible yet so vital in ensuring an inclusive workplace for all.