Tackling discrimination in the Real Estate workplace
Discrimination in the workplace remains a pressing issue across various industries, and the UK real estate sector is no exception. Despite significant strides towards inclusivity, bias and unequal treatment is still a legitimate fear among employees. However, the UK is witnessing a wave of initiatives and policies aimed at combating workplace discrimination, creating a more equitable environment for all.
This article delves into the current state of discrimination in the real estate industry and offers insights into the progress being made and strategies to foster inclusivity.
The prevalence of workplace discrimination
Workplace discrimination can manifest in numerous forms, including gender, race, age, and disability bias. In the real estate sector, these issues are particularly pronounced. According to a 2022 report by the UK Government Equalities Office, 32% of real estate professionals reported experiencing some form of discrimination at work. This statistic highlights the need for continuous efforts to address and mitigate these challenges.
Gender discrimination remains a significant issue. Despite women making up 45% of the UK workforce, they account for only 30% of senior roles in the real estate industry. A survey conducted by RICS (Royal Institution of Chartered Surveyors) in 2023 found that 40% of female surveyors reported experiencing gender bias during their careers. This discrepancy underscores the need for targeted initiatives to promote gender equality within the sector.
Age discrimination is another prevalent issue. The Chartered Institute of Personnel and Development (CIPD) reported in 2022 that 25% of real estate professionals over the age of 50 felt they had faced age-related discrimination. This bias not only affects morale but also limits the wealth of experience older employees can offer.
Combating discrimination
Despite these challenges, the UK is making significant strides in combating workplace discrimination. The Equality Act 2010 provides a comprehensive legal framework to protect employees from discrimination. Moreover, industry-specific initiatives are fostering inclusivity.
The Labour government, since coming into power earlier this year, has introduced several proposals aimed at creating fairer and more inclusive workplaces across all industries, including real estate. These proposals focus on enhancing workers' rights and promoting equality:
Strengthening the Equality Act: The Labour Government proposes to extend the protections under the Equality Act 2010, ensuring that more types of discriminatory behavior are covered and penalties for violations are increased.
Mandatory Reporting: Companies will be required to publish data on gender pay gaps, ethnic pay gaps, and disability pay gaps, promoting transparency and accountability.
Flexible Working Rights: Labour intends to make flexible working the default option, requiring employers to justify any refusal, thus supporting a better work-life balance for all employees.
Addressing Sexual Harassment: The proposals include stricter measures to prevent sexual harassment in the workplace, including mandatory training for employees and stronger enforcement mechanisms.
Inclusive Hiring Practices: Labour aims to promote inclusive hiring practices through initiatives such as blind recruitment processes, ensuring that candidates are judged solely on their merits.
To tackle gender discrimination, many real estate firms are already implementing policies to support women in the workplace. For instance, flexible working arrangements and mentorship programs are becoming more common and, whilst these can benefit everyone, they are particularly helpful for working parents. According to a 2023 RICS report, 60% of real estate companies now offer flexible working options, and 50% have mentorship programs specifically for women. The British Property Federation (BPF) reported in 2023 that 70% of large real estate firms also have active D&I initiatives, such as unconscious bias training and diverse hiring panels.
To combat age discrimination, some real estate firms are implementing policies that encourage the inclusion of older employees. The CIPD found that in 2023, 40% of real estate companies have introduced measures to support older workers, including phased retirement options and age diversity training.
Having a mixture of age ranges in the workforce brings a multitude of benefits, including diverse perspectives, varied skill sets, and enhanced problem-solving capabilities. Older employees typically bring extensive experience, historical knowledge of the industry, and refined professional networks, while younger employees often offer fresh ideas, technological proficiency, and contemporary educational backgrounds. A balanced age range can foster a collaborative environment where mentorship and reverse mentorship thrive, facilitating continuous learning and innovation.
However, an imbalance, such as having significantly more older employees, might lead to resistance to change and a potential skills gap in emerging technologies. Conversely, a workforce dominated by younger employees might lack the depth of experience needed for long-term strategic decision-making and could struggle with leadership and crisis management. Therefore, achieving an optimal age mix is crucial for sustaining a dynamic, adaptable, and resilient organisation.
The benefits of an inclusive workplace
An inclusive workplace offers numerous benefits that significantly enhance an organisation's overall performance and employee satisfaction. By fostering an environment where diverse backgrounds, perspectives, and abilities are valued, companies can drive creativity and innovation, leading to more effective problem-solving and decision-making.
A strong DEI strategy not only has morale and engagement benefits with employees, but 85% of CEOs whose organisations have a diversity and inclusion strategy report improved business performance.
Additionally, inclusive workplaces are better positioned to understand and meet the needs of diverse customer bases, improving market reach and customer satisfaction.
Overall, inclusivity promotes a positive company culture, enhances collaboration, and drives sustainable growth and success.
A positive outlook
While discrimination in the UK real estate industry remains a concern, the ongoing efforts to address and combat these issues are promising. By implementing inclusive policies and fostering a culture of diversity, the real estate sector in the UK is on the path to becoming a more equitable and welcoming environment for all professionals.
In our opinion, it is the recruitment industry’s responsibility to work with our candidates and clients to help secure exceptional talent whilst also ensuring that practices not only align with legal and ethical standards, but also actively promote and support DEI objectives.
For organisations that we work with, we will always provide guidance on implementing fair hiring processes and developing unbiased evaluation criteria to attract a diverse talent pool.
For our candidates, we believe we have a duty to advocate for fair treatment, ensuring that all individuals are assessed based on their skills and qualifications without bias. This includes maintaining transparency throughout the recruitment process and addressing any concerns related to discrimination.
With recruitment agencies championing DEI principles, and real estate organisations staying informed and proactive, we can create a more equitable job market in the UK and contribute to a workforce where discrimination is a thing of the past.
SONDR was founded on the realisation that whilst other industries have innovated and progressed, the recruitment industry has stayed the same. Our aim is to change that. We specialise in talent-led recruitment in the real estate sector. If you are considering a new role, please get in touch.
Further reading and access to detailed reports: