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Open Plan

The Property Week campaign for greater diversity in the property industry.
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OPEN PLAN CAMPAIGN

Sexist pay gap

Gender pay gap reporting: getting it right

The government’s new gender pay reporting regulations have been well publicised and are an issue the property industry is well aware of, considering the well-known disparity of pay between the sexes.

Yasmine Lunn

Next generation steps forward as Women in Property student awards shortlist is announced

Now in its 11th year, the Women in Property National Student Awards are open to second-year - or third-year in Scotland - female students that are studying on a built environment course.

Viktorija Grubesic Womens Real Estate Talks

Women Talk Real Estate launched to provide women speaking opportunities

Women Talk Real Estate, a non-profit organisation, has been launched to provide female real estate professionals with speaking opportunities to raise the profile of women in the industry.

Cardiff Bay

Local sourcing can bring material benefits to procurement

We recently announced the winners of a student competition to find Wales’s brightest design talent. The winning students - James Gould (University of South Wales) and Emily O’Reilly (Carmarthen School of Arts) - are now developing furniture and fabric designs for the new ID:SR Sheppard Robson-designed BBC Wales Broadcast Centre in Cardiff.

Mother and baby workplace

Mum's the word for firms linking up with Daisy Chain

A host of major property firms have thrown their weight behind a new online platform that aims to connect new mums with family-friendly employers.

Businesswomen

Addressing the lack of board diversity starts at the grass roots level

Casting our minds back to the property industry of yesteryear, diversity was not even a consideration for big real estate businesses. However, the past ten years have seen the sector make enormous strides in hiring and retaining a diverse workforce.

Clarence Dixon CBRE

CBRE hosts sector-first multi-cultural networking event

CBRE has hosted a first of its kind property sector mutli-cultural networking event.

Geeta Nanda

‘Mix up the panel’: industry must do more to ensure speaker diversity at property events

How can London’s property industry ensure that panels at events reflect a greater range of participants than just white men of a certain age?

Company employee loyalty

Looking at loyalty in a whole new way

Does your heart sink when one of your employees comes sheepishly into the office and announces that they have been offered a new job and will be off once they have worked their notice?

Businesswomen

Q&A: Sean Tompkins on how the industry can do more to boost the role of women

Sean Tompkins, the chief executive of the Royal Institution of Chartered Surveyors, recently made a pledge to avoid speaking at property events which do not also include women among the panellists, whenever possible.

Open Plan Diversity

Mind the (skills) gap

The property industry has a role to play in bridging the skills gap in the advanced manufacturing sector if the Northern Powerhouse vision is to be realised.

Open Plan Diversity

Diversity: let us cultivate an appetite for change

I often feel that diversity and inclusion (D&I) in the real estate sector is at a stage similar to where sustainability was 15 years ago: everyone thought it was a good thing to do, most people said it was a business objective, but few actually knew what it meant or how to implement it.

Diversity Charter

  1. We will monitor diversity in our workplace and provide Property Week with data and information on company policies designed to support a more diverse workforce.
  2. We will share resources, including best-practice guides and case studies, with other signatories via Property Week’s Diversity Charter online portal.
  3. We will strive to appoint senior ‘diversity champions’ within our organisation to act as the main contact with Property Week on matters relating to the charter.
  4. We will provide mentoring to support employees’ career development, both at entry level and mid-career.
  5. We will endeavour to work with at least one state senior school in each town or city in which we operate to promote careers in the built environment to young people from diverse backgrounds.
  6. Where possible, we will offer – and advertise externally – paid internships and apprenticeships.
  7. We will use a blind recruitment process where appropriate to prevent unconscious bias in the shortlisting process.
  8. We will enforce a zero-tolerance policy on homophobia, sexism, ageism and any other form of discrimination and encourage employees to report instances of prejudice to the diversity champions.
  9. We will ensure all our buildings are fully accessible and provide appropriate equipment and support to allow employees with disabilities to play a full role in the workplace.
  10. We will make diversity a key criterion when procuring services from other companies to help ensure the example we set is followed by others.

  11. Sign up to the charter here
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